Midterm ONE Essay Example | Topics and Well Written Essays - 1000 words

Midterm ONE - Essay Example However, in 1609 there was some reorganization in the area and the London Company became the Virginia Company. This year also heralded the arrival of Lord De La Warr as the first governor, and the subsequent establishment of strong work ethics (Brinkley, 33). 1612 saw a man named John Rolfe begin to grow tobacco in Virginia, something which turned out to be very profitable for the area and began the expansion of the colony. Additionally, 1619 saw the area gain the first slaves from Africa, as well as the growth in population from women and children, which allowed the culture to begin to thrive. The Virginia colony was also important for providing a model for U.S. government which we still use today, with 1650 seeing the meetings of elected representatives splitting into two chambers as seen in congress today. The later part of the 17th century saw Bacon’s Rebellion, which was essentially a revolt against the governor of Virginia by Nathanial Bacon. The main reason for the upri sing was that the people of the Virginia colony were upset that the governor was ignoring pleas for a stronger military presence in the area (Brinkley, 35). Although seeing some minor success, Bacon died before progress was made with the revolution, but this did sow some seeds for a Revolution before the Revolution. ... South Carolina had strong links with the overpopulated Barbados, which had already begun to embrace slavery. The links with the Caribbean and the interest in the economics of slavery in this region are crucial to understanding the build-up to the Revolution. The colony in New England (Massachusetts) began to grow in the early 17th century with the arrival of pilgrims (who were separatists from the Anglican church) left Holland and boarded the Mayflower to settle in Virginia. However, the boat did not arrive in the Hudson River as planned but ended up in Cape Cod, where they landed outside the London Company’s territory. They found some land that had been cleared due to some Native Americans dying of disease and the local residents helped them to found their own colony. William Bradford was elected governor and sought legal permission to found the colony. More people began to arrive who did not agree with the religious tenets of the area but came because of fertile land (Brinkl ey, 45). In 1664 Charles II gave his brother James territory between Connecticut and the Delaware river, some of which had already been claimed by the Dutch (Brinkley, 28). One of the major settlements in the area was New Amsterdam, but this soon surrendered and became New York. There were tensions in the area between the Dutch who were considered â€Å"patrons† and the wealthy English settlers. Pennsylvania was founded because dissenting English religious group founded by George Fox wanted to find a place for religion and a distinctive social order. Quakers, back in England, had suffered persecution and looked to America to provide a tolerant new land to live in. Pennsylvania had good relations with the Native Americans and always paid

Daewoo Shipbuilding and Marine Engineering Case Study

Daewoo Shipbuilding and Marine Engineering - Case Study Example (Upton and Kim 2009, p.1) Further, Daewoo faced stiff competition from other organizations offering the same services particularly the Japanese competitors. Lee Byungmo affirms that they had to benchmark Japanese competitors as they sought to learn their skills hence revealing that they faced a business problem in relation to competition. (Upton and Kim 2009, p.4) Moreover, Daewoo faced a business problem in relation to space for operation. Lee says that there was no more space left for the growing size of ships being built and they were therefore forced to move them to the sea for completion or additional operations (Upton and Kim 2009, p.4) In solving the 1987 problems mention earlier, Daewoo had to face and act upon new challenges including globalization, countering the fiercer Chinese competition, and dealing with impending modification in the governance structure. In countering the late 1990s crisis, Daewoo developed a sense of urgency which created union between the management and labor of the organization. They had to work persistently to overcome the problems and improve on operations, both infrastructural and structural, in terms of capital equipment. In countering the competition problem, Daewoo had to borrow and learn the skills and concepts of their business competitors. For instance, Lee Byungmo confirms in the case study that they had to benchmark Japanese competitors and apply their operation skill such as â€Å"just-in-time and lean production.† In countering the space problem mentioned earlier, Daewoo had to construct more dry docks and at times carry out the final operations of ship building in the sea. They also had to create special divisions for the different categories of ships such as heavy floating zone. This specialization helped improve utilization and the output rate of various

Han Poems ( Chinese Poetry ) Research Paper Example | Topics and Well Written Essays - 1000 words

Han Poems ( Chinese Poetry ) - Research Paper Example It is worthwhile to note that the Han dynasty led to the development of different poetic forms. Thirdly, China has the modern period poetry that is characterized by westernized free poetry structure (Maghiel Van Crevel 405). The Han poetry also known as classical poetry was developed during the Han period. This is the period during which, the Chu lyrics advanced and evolved into the fu lyric. In this lyrical pattern, a poem is simply in rhymed verse except for the introduction and the concluding passages, which are in prose. More often, the introductory and concluding parts of the poem are in the systematic form of questions and answers. This form is often referred to as poetic essay. For instance, Xi Kang’s Qin Fu is a perfect of the poetic form in this context. The Han poetry was also characterized by the yue fu poems (newpages.com). The yue fu poems are simply song lyrics that were inclusive of indigenous folk songs as well as, versions of renowned artists such as Li Bai. T he literary history of Chinese history was dominated by the fu genre which is a descriptive prose combined with verse. The Han period is described as an important cultural flowering age of the Chinese poetry. ... , the emergence of the Han poetry, Confucius has the credit of revolutionizing the Han poetry due to his effort in educating pupils on poetry by use of the book of songs whose impact on Chinese literature led to the undisputed success of the Chinese poetry. Undisputedly, the vigor and realism of the Han art inclusive of poetry is notably among the most sophisticated periods in Chinese lengthy history. Most people fond of art are curious to find out the founder of the Han poetry who is none other than Liu Pang. Liu Pang (forum.kungfumagazine.com). In a comprehensive detail, the Han poetry was written during the period dating back to 206 B.C-A.D.220. The Han dynasty lasted during this period. The form of writing was simply the â€Å"yuefu† style. A later period of the Eastern Han was characterized by poems, which were in the form of five characters in each line. The repetitive use of five characters in each line stood out as the distinguishable attribute that achieved melodious smoother effect evoking subtler human feelings. The Han poetry was written in the form of the fu genre until the classical period when it began to develop into the modern known as Shi form. In contrast to the fu genre, the Shi form has seven characters in each line. The Han poetry entailed the use of an adopted persona to address a wide range of topics in the ancient Chinese society (Maghiel Van Crevel 344). Concisely, the Han poetry is a reflection of the territorial expansion of China hence the purpose for which it was written was to record the history of China. During the Han period, China experienced a drastic development in knowledge, which led to its tremendous expansion linking it to other countries such as Syria, Iran and India. The Han poetry gives a detailed account of the sorrow filled,

The tragedy of Antigone Essay Example for Free

The tragedy of Antigone Essay The tragedy of Antigone is the culmination of Sophocles’ line of troubles for the Oedipan line, beginning with the unmasking of the King’s tragic secret. The last tale of the doomed Theban family, however, was different from the other two stories; here, the main theme was not the unfolding of tragedy as willed by fate, but a defiant challenge to mortal pride. Antigone faced Creon to challenge the dishonorable sentence to her brother, and also to unmask the pride by which the Theban King defied the gods. Dante’s Divine Comedy follows a similar theme: driven by the despair of wrath and pride, the poet-pilgrim is led by the spirit of Virgil through the recesses of his soul to see first-hand the ugliness of sin and pride that moves his despair. Through analysis of the two stories, it will be revealed that they share similar devices in narrative, and a common theme: Mortal Pride blinds its owner, turns it against those he holds dear, and offends the Divine. The first recognizable similarity between the two stories lies in the role of the women in unmasking the folly of mortal pride. Antigone begins in the aftermath of a great battle and the decision of the Theban King, Creon, to disgrace the dead of the besieged and withhold the honor of proper burial. Antigone represented divine admonition and retribution, in her defiance of the law forbidding the burial (Watling, 1959, p. 125). The purpose was two-fold: one was to give redeem the lost honor of her brother, who was one of the doomed, and the other to dare the King to do his worst and in so doing, and thus expose the extent of his folly. The heroine of Dante’s Divine Comedy is Beatrice, who, seeing the despair and error that Dante found himself in, sent for the ancient writer Virgil to guide him through Inferno into the gates of Paradise (Ciardi, 1960, pp. 28-30). This journey through the bowels of Inferno represents the soul’s examination of self, revealing that at the center of the blackness of his despair was sin, and at the core of that was pride. Beatrice is fulfilling the same two-fold purpose that Antigone bore for herself: she wished to redeem Dante, by exposing the folly of his own pride. The devices of both stories are also similar in their approach to curbing mortal pride: initially there is the advice of Reason, and then the chastisement by the Divine. King Creon is approached by his son, Haemon, in the hopes in him seeing the error of his ways (Watling, 1959, pp. 143-147). His careful admonition of speaking for Creon’s benefit and that he could still admit to his mistake, is similar in Virgil’s firm but gentle handling of Dante, as the latter is led through the depths of Hell and the scourges of Purgatory. Mortal pride, in both stories, has blinded too much the protagonist; Creon would not heed to the warnings of his son, and would even trade barbs with the blind prophet Teiresias (Watling, 1959, p. 154). Similarly, throughout Dante’s journey through the nightmarish landscape of the Inferno, he could see tormented souls who are too blinded by their pride to realize the gravity of their sins and its consequences. One memorable scene is in Inferno’s Canto VII, where, in the dregs of a swamp, the souls who were wrathful in their lives continue to tear each apart even in Hell. There is also Vanni Fucci’s defiant cry to God in Canto XXV of Inferno, in the midst of his torment from vipers (Ciardi, 1960, pp. 75, 213). Even Dante himself, later in Purgatorio’s Canto XIII, admits of continuing lapse to pride, despite the horrors he had to face in Inferno (Ciardi, 1960, pp. 143-144). Mortal pride, however, eventually shrinks before the glare of Divine wrath, the second and more effective narrative device used to quelling the former. Teiresias, having been rebuffed in his gentle words of advice to Creon, reveals the extent of Heaven’s curse. His final barb at the King (â€Å"Let us leave him to vent his anger on younger ears/Or school his mind and tongue to a milder mood†) exposes Creon’s fury for what it is: nothing before the eyes of the Divine (Watling, 1959, pp. 154-155). Beatrice, in a similar office, released righteous fury upon a Dante that seemed to have gotten off easy in Hell and Purgatory—incidentally at the same time that Virgil finally leaves him. Dante, suddenly naked before Divine Wrath, swoons in grief and guilt (Ciardi, 1959, pp. 304-307, 310-313). Thus, the two stories share the same lesson: Pride that is defiant before the Law of the Divine eventually is humbled against Righteous Wrath. Thus is Antigone the same with the Divine Comedy. Through the device of Reason (Haemon in the former, Virgil in the latter), the Divine sought to redeem the soul caught in the despair of pride. The act of pride is exposed for its absurdity, and the sinner shrinks before the realization of the extent of his error. Pride, that it may be scourged from its wielder, is then met with the punishment of the Divine. Creon faced it in the multiple tragedies of son, mother and would-be daughter-in-law. Dante, though, could not yet suffer this burden as he was still alive (though Beatrice’s denunciations would have sufficed), but he could at least see it from the Proud preparing themselves in Purgatorio, as was illustrated in Canto X (Ciardi, 1960, p. 115-117). The sins of Mortal Pride are not thrust upon Man by fate, but it is taken up by choice. It is a grotesque thing that blinds its possessor and thus in turn possesses him. Only by seeing clearly how small, insignificant, and foolish it is and how it hurts those held dear, can it be overthrown and the soul thus redeemed.

Iraq War Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  The war waged on Iraq by the United States has been the cause of heated debate all over the world. Many people have opposed the United States attack on Iraq for many viable reasons. Some of these reasons include that it is not in the best interests for the reputation of the United States with the other nations of the global community, it poses an increased threat to United States homeland security, and it will result in many unjust crimes committed by the United States.   Ã‚  Ã‚  Ã‚  Ã‚  Going to war with Iraq will negatively affect the reputation of the United States with other countries opposing the war. These countries include Germany, France, Saudi Arabia, Jordan, Egypt, and Pakistan, to name a few. In order to be a superpower, it entails that the country maintain amicable ties with nations in strategic areas in order to facilitate goodwill and cooperation. By going to war with Iraq, the United States has put a tremendous strain on amicable ties it once had with influential countries like France, Germany, and Egypt which is not good for public relation purposes or for maintaining superpower status. Also, going to war with Iraq has put a tremendous strain on the ties between the United States and many Muslim countries. The vast majority of the Muslim world is vehemently opposed to the war, thereby fueling anger towards the United States, viewing it as unjust and overstepping its bounds. This creates a dark image of the United Sta...

Master Harold vs No Exit Essay -- Literary Analysis, Sartre, Fugard

The setting of a play is extremely vital. It could a form of symbolism, foreshadowing, or it can affect the characters in the play. The is exactly the case in both No Exit by Jean-Paul Sartre and â€Å"Master Harold†Ã¢â‚¬ ¦and the boys by Athol Fugard. The setting in both plays contain of one room that mainly consists of three major characters. The setting has an enormous impact on the behavior of the characters. The time period in which both plays are form also effect the style of writing and the characters. No Exit has an existentialist style of writing were as â€Å"Master Harold†Ã¢â‚¬ ¦and the boys was written in the apartheid era of South Africa. Both books have similar settings, but also involve some dissimilarity. The stage directions and the dialogue of the characters tell the audience that the play is set in one room. The number of characters that are going to be represented in the play are seen in the first scene. In the beginning of No Exit the stage directions show the audience the room. â€Å"A drawing-room in Second Empire style† (Sartre 3). This tells the reader that the play is in a one room set. â€Å"Then we’re to stay by ourselves, the three of us† (Sartre 10). One of the characters, Inez, is stating the fact that only three people are to reside in the room. This will create some tension, because No Exit is based on hell. The whole idea of hell to everyone is that it comes with a demon figure that is suppose to torture everyone. â€Å"The racks and red-hot pincers and all the other paraphernalia?† (Sartre 4). This is the regular hell, but in Sartre’s point of view hell is something different. He believes that hell is other people. This is where t he setting comes into play. Sartre puts the three different personalities in the same room to turn th... ...e to the question is obvious. This reveals the idea of bias between characters. Sam and Willie now both want to injury Hally, while Hally has injured Sam. In this play, Sam and Willie are against Hally, and in No Exit by the end Garcin is trying to impress Inez and Estelle is left alone. The setting also has a major impact on the audience. The one room forces the audience to be more attentive to the entrance and exits of the characters. Since the audience is familiar with the set by the end of the first scene, they can focus more on the dialogues and the stage directions. The audience is more involved in a play when the set is not changed. The audience can then interpret the literary elements of the play. Also in the case of â€Å"Master Harold†Ã¢â‚¬ ¦and the boys, Fugard had to move the play around South African ghettoes. This made the transportation easy and efficient.

Reward Management

Since the Industrial Revolution the approach of HR changed from a pure financial approach to a core function within the business1. Human Resource could be considered nowadays as the most precious resource a company holds as it constitutes the link between the people and the company’s strategy and goals. HR fulfills this role through 4 main activities: staffing, reward management, employee development and employee maintenance.This paper will focus on reward management and the challenges the company faces in finding the best way to implement a reward management strategy that suits it. Different theories and practices exist; however the company has to consider the needs and desires of its own people and environmental context in order to find the system that best suits the company. Theories and approaches One way to illustrate the link between different HRM activities is the Fombrun, Tichy and Devanna model. According to this model, HRM has 4 key activities: Selection, Performance , development and Rewards.Even though this model is said to leaves out the notion of management’s strategic choice, it shows the coherence of internal HRM policies and the importance of matching internal HRM policies and practices to the organization’s external business strategy2. Source: John Bratton, Jeffrey Gold (2000), Human resource management: theory and practice, second edition 1 See appendix I – source : Jean Moisset, Pierre Toussaint, Jean Plante(2003), La gestion des ressources humaines pour la rà ©ussite scolaire, presse de l’università © du Quà ©bec 2 John Bratton, Jeffrey Gold (2000), Human resource management: theory and practice, Second edition Thereby, it can be said that reward management is very closely linked to employee retention, training and development and strategic HRM.And without a clever practice of these activities, a reward management cannot be successful. Reward management was born because managers had to motivate their emp loyees in order to reach company’s objectives. â€Å"A great deal of the ideology of work is directed at getting men to take work seriously when they know that it is a joke†3 . Motivating the staff became a concern as soon as a positive relation between motivation and high performance was demonstrated.Motivation is not only used to achieve a certain amount of output needed to align with company’s goals, but also put in the work of the employees an humane and selfsatisfying aspect. Throughout the last centuries, many studies have been made. Some studies focused on what people value as a decent reward, thereby â€Å"how to reward† (content theories) and others focused on the effect of a certain reward system, â€Å"why† implementing this system (process theories). Among content theorist Taylor can be mentioned. For him, people were rational and only driven by financial rewards.Then, the Hawthorne studies showed social needs were as important as econo mic needs. Abraham Maslow developed a pyramid expressing a hierarchy of needs: physiological>safety>belongingness>esteem>self-actualization. Each person stands at a certain level and will need specific motivators. Some other content theories are motivation factors of Herzberg or Mc Gregors’ theory. From the simple idea of economic motivator, theories have moved towards the idea of needs. Secondly, process theories of motivation explain why a reward system has to be implemented.A first theory, the organizational justice, gives that employees need to perceive the organization as fair. Either through the fairness of the rewards which are distributed (distributive justice) or through the procedures used to allocate rewards (procedural). The equity theory relies on the idea that individual assess fairness through the comparison with others who are in similar situations. Some also say that employees’ behavior depends on what they expect to occur. This is the expectancy theor y. Employees ask themselves three questions in order to decide how to behave: What’s in for me?How hard I have to work to get it? What are the real chances of getting the reward if I do what my boss wants? And finally, the goal- 3 Thompson, A. & Ryan, A. J. (2010) â€Å"Employee reward† in: Beardwell, J. & T. Claydon, Human resource management: A Contemporary Approach, Harlow: Prentice Hall, 6th edition, pp. 490-530. 3 setting theory stipulates employees want to work towards challenging, yet not impossible, goals. Process theories underline that behavior is affected by individual differences, experiences and features of the organization.Employees evaluate the rewards obtainable for behaving in a certain manner and act consequently. However, people do not always behave consciously and when they behave in a certain way, they may not be aware of the behavioral options. Practically, there are two steps in the development of a reward management strategy. First, there is eva luation of capacities, position and potentiality of the individual. Then, focus is set on the remuneration. This can be monetary or not. Employee’s surveys are used to develop HR policies and practices.Through those surveys, it has been found that â€Å"pay is only one of a number of factors that motivates staff, and may not always be the most important one†. 4 The monetary reward system is simply defined as the salary increase which can be calculated by different available systems (payment by result, performance related pay, financial participation) whereas the non-monetary type refers to the motivation and gratification of the employee. This is done through a psychological contract based on the concept of mutual understanding of obligations and promises made between worker and employer.There are two different types of psychological contracts: transactional, based on the monetary aspect and relational, rather based on people. This shows the importance of the environme nt in which people work. A good reward management system is able â€Å"to attract, maintain and motivate people to work for the company†5. 4 Armstrong M. , Thompson P. , Brown D. and Cotton C. (2006), Reward Management, Symposium Report, ereward and Chartered Institute of Personnel and Development, February 5 Henry L. Tosi and Massimo Pilati (2008),†People management† in Compertamento organizzativo, Egea†¢ basepay †¢ contingency pay (for performnace, competences or contribution) †¢ variable pay (cashbonus) †¢ share ownership †¢ benefits non finanlcial rewards financial reward †¢ arising form the wprk itself and environment †¢ recognition and responsability †¢ meaningfull work †¢ autonomy †¢ opportunity to use and develop skills †¢ carreer opportinities †¢ quality of working life †¢ work life balance †¢ COMPONENTS OF TOTAL REWARD Source: Michael Amstrong, Helen Murlis, Reward management: a handbo ok of remuneration strategy and practice, Hay Group, 5th editionThe main problem of reward management is that both the evaluation and remuneration process are dependent from market forces (comparisons, competition, unions, types of regime) and from internal management forces. The variation of the pay system can therefore cause a state of compression or dispersion of the employees which is translated in homogeneous or diversified payments within the company. These systems have both benefits and costs. As we have seen, reward management systems can be characterized by different approaches and theories.However, there is a trend towards transparency and homogenization and some key factors are repeated: balance between pay and benefits, work life balance, individual growth and development, and positive workplace. These can now be observed in some important companies such as Yorshire Water, Severen Trent Water and Das Legal Expases. Nevertheless, the theories and approaches are not always used in practice. This was due to a gap between evidence and practice, known as the â€Å"knowing-doing gap†. It has been shown that although theoretical reward strategies exist, business do not have enough time to implement them6 .Reward case In our specific case we can observe how Yorkshire Water, Severn Trent Water, Yahoo Europe, DAS Legal Expenses, Carlson Wagonlit and Isotron, who were not using the 6 Jean Moisset, Pierre Toussaint, Jean Plante(2003), La gestion des ressources humaines pour la rà ©ussite scolaire, presse de l’università © du Quà ©bec 5 appropriate reward system, changed their systems. They tried to adapt to their employees and give them the right motivational factor to work for the company. In each company there are some elements that were not taken into consideration.So, for an effective strategy the enterprises should analyze their environment and take into consideration all the players that can influence or that can be an obstacle to implem ent the right payment. Some of these can be unions, external factors, employee conditions, health and security, motivation, competences and retiring. Only after a broad vision of needs and conditions, companies can set up the right payment system. Ideally, it should also be flexible so that it can be modified according to the business development and environmental changes7.Wal-Mart Wal-Mart is listed as one of the worse companies to work for. As we can see from different sources8, it has a very poor view of its employees and they have several problems when it comes to rewarding them. Their reward system doesn’t take into consideration the motives and needs of its people. There is no link between performance and compensation. The company doesn’t apply the â€Å"attract, maintain and motivate people to work for the company†9 policy. We also note discrimination, favoritism, no respect for the individuals and their private life in Wal-Mart’s work conditions.T he key factors of reward management â€Å"balance between pay and benefits, work life balance, individual growth and development, and positive workplace† are absent in Wal-Mart. All of these observations have a direct impact on the company. Previous employees organized a protest against the expansion of the company in New York, and attest of the bad work conditions in shops. Due also to a high turnover; people don’t want to work under these conditions and the lack of communication leads to short term relationship between the shop managers and employees.Wal-Mart employees’ are not integrated in the company, they don’t feel like they belong to it and it hinders goal achievement. From a theoretical perspective, Wal-Mart’s reward system doesn’t match neither Taylor theory (the pay is not high enough), nor Hawthorne’s, (it doesn’t take into consideration the 7 Gilman, M. W. (2009) â€Å"Reward management†, in: Redman, T. ; Wi lkinson, A. , Contemporary Human Resource Management. London: Prentice Hall, 3rd edition, pp. 170-172 8 See Appendix II: Glassdoor , Wal-Mart salaries, , (30 November 2011) and Aling, channel of NYJWJ, Walmart workers speak out about busive th working conditions, , (19 February 2011) 9 Henry L. Tosi and Massimo Pilati (2008),†People management† in Compertamento organizzativo, Egea 6 social needs of the employees), nor Maslow’s pyramid, (basic needs, safety, belongingness, esteem and self-actualization are missing), nor Herzberg’s, (there is no the motivational aspect). To redesign this reward system, we propose one that is based on payment by result, where employees are rewarded according to worked hours.Workers will thereby perceive the company as fair, and Wal-Mart will keep its policy of â€Å"as low wages as possible†, both sides will be satisfied. As monetary reward is not really the most important kind, non-monetary compensations should also be used. There should be an emphasis workforce’s needs by implementing a decent health care plan. Paying attention to their physiological needs, social esteem, self-fulfillment, possibility of growth, will answer their expectation and make them do their best and work at their highest potential (the expectancy theory).Thus, the strategic goals of the company would be more easily reached. Instating a corporate culture would be another recommendation; it will create a togetherness spirit and will ensure that the employees work in line with the company’s vision. The firm is also encouraged to ask for feedback from its staff, so it will identify the most important problems and try solving them. Moreover, applying the goal-setting theory could increase employees’ motivation. Wal-Mart can determine some challenging goals with reward given on achievement, employee of the month or special prizes for instance.As far as the equal treatment of the employees in terms of reward is concerned, there has to be a difference of pay between different types of employees according to differences in terms of work and responsibilities. Those with more responsibilities could be given extra perks for example. By doing so, Wal-Mart will have a better workplace environment, reduce the negative impacts that we stated above, and enhance the commitment of its employees to the firm. Conclusion In the fast-moving and changing globalized context nowadays, companies face fierce competition and pressures.Reaching strategic goals becomes increasingly challenging. In order to do so, a company needs its people, from top managers to employees to be â€Å"engaged 7 and productive†10. Reward management motivates staff with financial compensations and benefits but in certain contexts, these reveal to be insufficient to retain talent. Workforce also takes into account the learning and development opportunities and the work environment. Although a good reward management enhances business performance, the Wal-Mart case illustrates that, some companies present a complete lack of reward management and have to cope with negative consequences. Reward Management Management and OrganizationAbstract As an organization it is very important for the human resources to control employees, motivate them and ensure productivity. Business owners are searching ways to reduce the costs and maximize quality so it is very important to get the most out of every employee. One way to do this is reward systems. In this paper we are going to analyze the reward system parameters and discuss about evaluation criteria.Introduction According to Burack an incentive or reward may be used to motivate an individual or group. A reward can be anything that attracts the employee and make them work in joy. Ä °ncentive programs are mostly monetary but it may also include non-monetary rewards such as recognition, training, development and increased job responsibility. The French says that paying can be two ways:1. Fixed Salary2. Reward linked to performance. Payment is happening one period to another depending on quantity or quality of work. The worker are paid according t o work completed or items produced. The most important thing about rewarding system is to seperate the †salary† from †reward†. So rewarding system is needed to †pay off† employees their performance, and also they will enchance employee motivation in order to make the firm reach its goals. Also rewards improve consistency of services and reduces absences of the employee. Rewards make the firm a great and attractive place to work, making employees happier and well-trained. Having such employees will also attract customers, can you think of a better advertisement?The Key Features Reward plans include monetary and non monetary elements. This will be better  to match the needs of the organization and employees. The goals that the reward system is serving to has to be identified. Planning the incentive to be accurate and on time will be the basis of very succesful rewarding in order to make better workplace and organization. As a manager the plans hav e to setted by communicating the employees and deciding what is the most appropiate reward. Providing monitoring systems such as feedback will lead to succesful and accurate incentive. Rather than the quantity, the quality of the work should be more important for the manager.Designing Reward and Recognition A very good example for recognition may be †the employee of the month† frame at businesses. It is a psychological reward that seperates the employee from its peers by the work he/she has done. Also as we have said before rewards can be tangible. It is very important for the firm to do effective rewarding system so that none of the employees will feel bad or useless for the organization. There are some essential factors for the rewarding system: The rewards must be observable for all of the employees. So that everyone will be sure that the rewarding system is made fairly.The reward system needs to have realistic standarts that make the employees satisfied. The rewardin g plan has to be clear and standartized to make sure that all the members can calculate the reward they will get for a certain effort. The standards of the reward plan has to be set high but realistic, specific, satisfying and effective. Standard is a plan that should not be changed is no necessary situations because it is a contract between firm and the employee. The rewards should be given oftenly to encourage high performance.Types of Rewards:1. Monetary Rewards: Monetary reward is the large raise or bonus payment that company is willing to give to the employee in order to motivate the job performance and meeting certain objectives. These bonus payments may be quick-motivators for the company. Good payments, incentives will make employees challange themselves but setting too much requirements will make the reward ignored. Also profit sharing will lead the employees to contribute more to achieve the profit goals of the company. Stock options  become popular in these recent years , this gives employees the right to buy limited number for a fixed price. This option is a long-term motivator for the organization. Some benefit package may be given to employee such as insurance, good retirement, company gifts, meals, entertainment, flexible working hours, housing etc.2. Non-Monetary Rewards: Reputation and recognition is very important for a person to feel important and valued. The company should make it clear for the employees that good performance will be recognized. Some examples may be: writing employee thank note, bigger desk, gift cards, personalized coffee mugs, games room, gym, child care, impressive job title, own visiting cards, own secretary etc. Also some informal incentives may be leaving early or coming late etc. Individuals are interested in getting others attention and increasing reputation.Conclusion As Herzberg and Maslow states: The physiological and psychological needs and desires of employees must be met and maintained to keep them motivated. So it is important to satisfy the employees in order to keep getting tasks done and achieving goals. Both internal and external motivators need to be used to keep the employee happy and good performing.