Monday, September 30, 2019

Immanuel Kant Essay

Morality is an important concept that has always generated interest when dealing with business organizations. Some of the business organizations argue that morality in business is important as it ensures that the needs of the customers are fully satisfied. However, with the increased focus on profitability, morality the concepts of morality is no longer considered in most organizations. According to the descriptive sense, morality refers to personal or cultural values, norms or codes of conduct while the normative sense refers to anything that may be right or wrong depending on values of a particular culture (Harris, 2010). The paper this discusses the concepts of morality and its application in business in order to identify its relevance. Utilitarianism: Conduct should be for the purpose of promoting the greatest happiness of the greatest number of persons. Categorical Imperatives: Evaluating motivations for actions. Process Philosophy: Metaphysical reality with change and dynamism. Moral relativism: Similarities in terms of the moral concepts. Moral absolutism: Human conduct is right or wrong in any context. Ethical relativism: Nothing is objectively right or wrong due to the differences in terms of the moral judgments across cultures. Moral objectivism: What is morally wrong or right depends on what someone thinks. Deontological ethics: Duty of obligations based on ethics. Teleological ethics: Moral obligation from what is desirable as an end to be achieved. In any given time and place, morality is what appeals to most people while immorality is abhorred. This is mainly based on the concepts of right and wrong. Businesses on the other hand can have moral standards although they are not moral agents because the businesses are more focused on profitability and sometimes the issues of morality are overlooked for the sake of making profits. However, it is not true that the bottom line of business is profit and profit alone. Businesses have to benefit the society and create opportunities to improve the social lives of the people. Serving the customers and ensuring that they are satisfied is an important aspect of business as focus on profitability alone will end up being exploitative to the customers (Churchland, 2011). Other tangible goals are also present in a business as opposed to profitability alone. Meeting the demands of the customers and impacting positively on the society is also a goal of a business. As individuals, it is important to be moral for the purpose of doing the right thing. Doing what is right will always be beneficial to the entire society. A corporation or organization should be moral for the purpose of ensuring that it impacts positively on the lives of the people. Morality will also ensure that the corporation is sensitive to the needs of the employees and hence avoiding exploitations which is oppressive to the employees. On the other hand, morality will ensure that the corporation is not only focused on profit making but also environmental issues, compensation and pension packages of the employees. In the first formulation, Kant argues that is important to act only in that maxim whereby at the same time you can will that it should become a universal law without contradiction (Rachels, 2011). The first formulation also brings a bout the concepts of perfect and imperfect duty. This can be applicable in business as it is aimed at ensuring that the business people are able to act in a way that they cannot be blamed for deliberately failing to perform their duties. In the business environment, it is important to ensure that the focus is not only in profit as this may lead to actions that are not moral. The executive compensation should not be too high as it will impact negatively on the payment of the other employees. The services offered to the customers should also be of high quality and standard. Cheating or misleading the customers for the purpose of benefiting the profits should also be avoided. According to the deontological ethics concepts the businesses should ensure that that they fulfill their duties through observing the ethical issue as opposed to profit making alone. The business people should also ensure that the means and the end are desirable which will prevent them from using immoral means to achieve profits. This is in accordance with the concepts of teleological ethics. In terms of moral objectivism, the business should be conducted in a manner that is moral and ethical. The concepts of tolerance should also be embraced in business due to the diversity in cultures in terms of defining what is right and what is wrong. This is in accordance with the theory of moral relativism. It is thus important to ensue that concepts of morality ate incorporated in a business for the purpose of ensuring that the customers are satisfied and the business is beneficial to the society (Shane, 2010). In conclusion, it is evident that the concepts of morality are for the purpose of ensuring that the right things are always done. In business, morality is essential in terms of promoting the right practices which is aimed at benefiting the customers and the society. References Harris, S. (2010). The Moral Landscape: How Science Can Determine Human Values. New York: Free Press. Churchland, P. (2011). Braintrust: What Neuroscience Tells Us about Morality. Princeton, N. J. : Princeton University Press. Rachels, S. (2011). The Elements of Moral Philosophy (7 ed. ). New York: McGraw-Hill. Shane, M. (2010). â€Å"A functional imaging investigation of moral deliberation and moral intuition†. Neuroimage 49: 2707–2716.

Sunday, September 29, 2019

Behavioural and emotional disorders in childhood Essay

These are a group of psychological conditions that manifest people from childhood, causing impairment in selective parts of the body. The ICD-10 commonly refers to them as Specific Disorders of Psychological Development (Lord et.al, 2012 p.306). These disorders include language, learning, speech, motor, neurodevelopment, and autism. Others that can loosely be classified as developmental impairments include schizophrenia and antisocial behavior (Lord et.al, 2012 p.307). These conditions are present from childhood and depending on the stage of diagnosis, and they improve as the toddler develops. Most of them are diagnosed under the age of 9 when those surrounding a child notice defects or certain inabilities in comparison to children of the same age. these are a group of psychological conditions that manifest people from childhood causing impairment in selective parts of the body. the icd-10 commonly refers to them as specific disorders of psychological development lord et.al 2012 p.306 these disorders include language learning speech motor neurodevelopment and autism. others that can loosely be classified as developmental impairments include schizophrenia and antisocial behaviThese are a group of psychological conditions that manifest people from childhood, causing impairment in selective parts of the body. The ICD-10 commonly refers to them as Specific Disorders of Psychological Development (Lord et.al, 2012 p.306). These disorders include language, learning, speech, motor, neurodevelopment, and autism. Others that can loosely be classified as developmental impairments include schizophrenia and antisocial behavior (Lord et.al, 2012 p.307). These conditions are present from childhood and depending on the stage of diagnosis, and they improve as the toddler develops. Most of them are diagnosed under the age of 9 when those surrounding a child notice defects or certain inabilities in comparison to children of the same age. There is no specific cause of these disorders, apart from existing theories that are used to draw scientific hypotheses. The most significant characteristics in play involve genetic composition and environmental factors that disrupt the normal human development process and create abnormalities. According to research on of the theory states that stress or trauma during the early childhood period can cause developmental disorders.What causes the autism spectrum disorders. The disease was first described in the mid-20th century by a psychiatrist known as Leo Kanner (McPartland & Dawson, 2015 p.127). He stated that autism was an inborn defect without a definite causative factor, and detected in children from as early as a few weeks after birth to three years of age. Recent research attributes the disease to biology, naming hereditary factors and the pre and peri-natal environments as the greatest influencing factors. Autism spectrum refers to a variety of conditions that are classified as neurodevelopmental disorders in the Diagnostic and Statistical Manual of Mental Disorders (DSM-5). These diseases include Asperger Syndrome, childhood disintegrative disorder, autism, and pervasive development disorder not otherwise specified, abbreviated as PDD-NOS (Lord et.al, 2012 p.308). Classification of ASD Previous diagnosis manuals classified Asperger’s Syndrome and Autism as different sub-categories of disorders. However, the latest DSM-V manual includes both as a range of a larger disease depending on its severity (Lauritsen, 2013 p.37). People with both syndromes are categorized under the Autism Spectrum Disorder (ASD). Secondly, the DSM-5 handbook does not emphasize on the aspect of language delay or the exact age when the disease manifests itself (Lauritsen, 2013 p.37). Instead, it is classified as a neurodevelopmental condition whose symptoms occur in the early childhood stage with possible diagnosis at a later date. The DSM- 5 also changed the impairment areas from three to two namely social communication and behavior (Lauritsen, 2013 p.37). Finally, the clinical presentation of the disease currently uses clinical specifiers to describe ASD (Lord et.al, 2012 p.309). According to scientific study, there are three types of genetic associations of ASD. The first is the familial aggregation of autism common in the siblings of affected ones, and the second category is the genetic combination of other conditions present in the family members of the afflicted children (Lord et.al, 2013 p.4). The third kind of genetic association involves the connection with specific conditions of recognized genetic composition (Yuen et.al, 2015 p.187).or lord et.al 2012 p.307 these conditions are present from childhood and depending on the stage of diagnosis and they improve as the toddler develops. most of them are diagnosed under the age of 9 when those surrounding a child notice defects or certain inabilities in comparison to children of the same age. there is no specific cause of these disorders apart from existing theories that are used to draw scientific hypotheses. the most significant characteristics in play involve genetic composition and environmental factors that disrupt the normal human development process and create abnormalities. according to research on of the theory states that stress or trauma during the early childhood period can cause developmental disorders.what causes the autism spectrum disorders the disease was first described in the mid-20th century by a psychiatrist known as Leo Kanner McPartland Dawson 2015 p.127 he stated that autism was an inborn defect without a definite causative factor and detected in children from as early as a few weeks after birth to three years of age. recent research attributes the disease to biology naming hereditary factors and the pre and peri-natal environments as the greatest influencing factors. autism spectrum refers to a variety of conditions that are classified as neurodevelopmental disorders in the diagnostic and statistical manual of mental disorders DSM-5 these diseases include Asperger syndrome childhood disintegrative disorder autism and pervasive development disorder not otherwis e specified abbreviated as pdd-nos lord et.al 2012 p.308 classification of asd previous diagnosis manuals classified Aspergers syndrome and autism as different sub-categories of disorders. however the latest DSM-v manual includes both as a range of a larger disease depending on its severity Lauritsen 2013 p.37 people with both syndromes are categorized under the autism spectrum disorder and secondly the DSM-5 handbook does not emphasize on the aspect of language delay or the exact age when the disease manifests itself, Lauritsen, 2013 p.37 instead it is classified as a neurodevelopmental condition whose symptoms occur in the early childhood stage with possible diagnosis at a later date. the DSM- 5 also changed the impairment areas from three to two namely social communication and behavior Lauritsen 2013 p.37 finally the clinical presentation of the disease currently uses clinical specifiers to describe and lord et.al 2012 p.309 according to scientific study there are three types of genetic associations of asd. the first is the familial aggregation of autism common in the siblings of affected ones and the second category is the genetic combination of other conditions present in the family members of the afflicted children lord et.al 2013 p.4 the third kind of genetic association involves the connection with specific conditions of recognized genetic composition yuen et.al 2015 p.187 There is no specific cause of these disorders, apart from existing theories that are used to draw scientific hypotheses. The most significant characteristics in play involve genetic composition and environmental factors that disrupt the normal human development process and create abnormalities. According to research on of the theory states that stress or trauma during the early childhood period can cause developmental disorders.What causes the autism spectrum disorders. The disease was first described in the mid-20th century by a psychiatrist known as Leo Kanner (McPartland & Dawson, 2015 p.127). He stated that autism was an inborn defect without a definite causative factor, and detected in children from as early as a few weeks after birth to three years of age. Recent research attributes the disease to biology, naming hereditary factors and the pre and peri-natal environments as the greatest influencing factors. Autism spectrum refers to a variety of conditions that are classified as neurodevelopmental disorders in the Diagnostic and Statistical Manual of Mental Disorders (DSM-5). These diseases include Asperger Syndrome, childhood disintegrative disorder, autism, and pervasive development disorder not otherwise specified, abbreviated as PDD-NOS (Lord et.al, 2012 p.308). Classification of ASD Previous diagnosis manuals classified Asperger’s Syndrome and Autism as different sub-categories of disorders. However, the latest DSM-V manual includes both as a range of a larger disease depending on its severity (Lauritsen, 2013 p.37). People with both syndromes are categorized under the Autism Spectrum Disorder (ASD). Secondly, the DSM-5 handbook does not emphasize on the aspect of language delay or the exact age when the disease manifests itself (Lauritsen, 2013 p.37). Instead, it is classified as a neurodevelopmental condition whose symptoms occur in the early childhood stage with possible diagnosis at a later date. The DSM- 5 also changed the impairment areas from three to two namely social communication and behavior (Lauritsen, 2013 p.37). Finally, the clinical presentation of the disease currently uses clinical specifiers to describe ASD (Lord et.al, 2012 p.309). According to scientific study, there are three types of genetic associations of ASD. The first is the familial aggregation of autism common in the siblings of affected ones, and the second category is the genetic combination of other conditions present in the family members of the afflicted children (Lord et.al, 2013 p.4). The third kind of genetic association involves the connection with specific conditions of recognized genetic composition (Yuen et.al, 2015 p.187).

Saturday, September 28, 2019

Magical journeys are used as a metaphor for internal liberation in the Research Paper

Magical journeys are used as a metaphor for internal liberation in the works of Remedios Varo and Leonora Carrington - Research Paper Example Style of Art A.  The use of the surreal as a part of the imagination to gain freedom, even inside of walls (Varo) B.  The use of the surreal as magic to move into the unknown and beyond to find freedom (Carrington) V. Conclusion   Introduction The creation of expression through art is one which is based on creating specific topics and themes that provide insight through the artist. When looking at the works of Remedios Varo and Leonora Carrington, it can be seen that there is a specific set of attributes that are defined with their works. These are based on expressions and personal beliefs of both of the artists. The artists use magical journeys as a metaphor for internal liberation through various works. Examining the magical journeys as well as how it relates to the liberation is one which redefines the expressions and concepts that are associated with the artistic works and the beliefs in which both of the artists carry. Background Information Remedios Varo was born in 1908 and died in 1963 and was a well – known Spanish - American painter. The works which she produced were best known for surrealist ideologies and anarchist concepts which opposed the politics and culture of the nation at this specific time frame. Varos was forced to move during the Spanish Civil War and was led into Paris. During this time, she met several other surrealist painters, including Gerardo Lizzarga and Benjamin Peret. She became a member of the group Logicophobiste where most of her artistic influences began to form. In 1941, she was forced into exile again, specifically with the Nazi regime that took occupation in France. This particular political movement led her to Mexico City where she remained for the rest of her life. During this time, she was introduced to artists Frida Kahlo, Diego Rivera and Leonara Carrington1. The second artist, Leonara Carrington, is known because of the same influences and styles which were carried by Varo. Carrington was born in 1917 and died in May of 2011. Carrington was born in England to a father who was known for his textile manufacturing. Her father’s wealth allowed her to be governed by tutors and nuns; however, she was expelled from two schools for her behavior. Her father tried to change this by sending her to Florence, Italy, where she attended the Academy of Art. She later joined the Chelsea School of Art and then the Academy of Amedee Ozenfant. She was quickly influenced by surrealism from Paul Eluard and Herbert Read. By 1938, she was painting surrealist art and settled in France with her husband, Max Ernst. Both collaborated on several works; however, Ernst was arrested several times by Nazis because of the belief that he was a hostile alien. Both escaped to America; however, Carrington broke down mentally and was forced to return to Spain where she was placed in a mental institution. She later went to Mexico and New York where she was able to flourish with her paintings and which allowed her t o explore more surrealist artwork2. When looking at both of the artists, it can be seen that the history and the specific problems are similar. Both were in similar place in Europe and went through forms of exile from politics, specifically with the Nazi regime. Both were exiled into different countries where they underwent several influences that were based on the political problems

Friday, September 27, 2019

Lab report Example | Topics and Well Written Essays - 500 words - 6

Lab Report Example A small velocity means the car will stop at a shorter distance. Hence the distance will decrease. The ramp will be set up as in the previous lab experiment with the ramp raised 45 cm above the floor. The meter rule will be stacked at the center of the ramp with its zero mark placed at the bottom end of the ramp. An ultrasound reflector will be taped at the back of the model car. The mass of the car is then measured and recorded. A book of about 300g is placed at the 30cm mark from the bottom end of the ramp. The motion detector is fixed at the higher end of the ramp according to the setup in the lab manual. The motion detector is channeled to the computer interface through channel one. The computer is then set for data acquisition. The car is placed at the 80 cm mark on the meter rule. The car is released simultaneously with the sound from the detector. After the car hit the book the distance which the book moves is recorded. Repeat twice and find average of the distance the book moved. The whole procedure is repeated but now with a book of 600g. To confirm the results for question [9], we repeat the above procedure but now recording average velocity of the car weighing 500g. The procedure is repeated but with a car of mass 1000g. Again the average velocity of the car is recorded. These velocities are used to calculate the momentum of the car at the time of

Thursday, September 26, 2019

Security Assessment Report Assignment Example | Topics and Well Written Essays - 750 words

Security Assessment Report - Assignment Example Every one is seen with an access control ID card. Each of it has a unique face and name of the employee, name of the company and the person specific to the job. Any employee or site visitors who pass around in the authorized sections of the building are seen. This is not enough to avoid adjacent occupancies as the company shares a common ground from the neighboring company. Pedestrian traffic pattern is not appreciative though a preventive measure is suggested in the check list. Visitors parking and illumination is a matter of concern which needs proper demarcation and understanding from neighbors. In most of the cases the cases customer equally suffers with the company if any fire accident occurs. The company has faced severe fire hazard in the year 1999. Since then it has installed NICET certified designs of gadgets. Whose works is The company has a limitation to an extent as there aren’t proper policies set, there is no in-house fire brigade and there is no fire notification plan. These are being worked on and have confidence to come up with good solutions. This system usually enables identification of unfamiliar objects such as inventory items, employees, cards or labels that have entered without labels. This system is based on Anti-Collision algorithm which enables to read a large amount of tagged items at a single go. These gadgets are called UHF RFID readers which are compatible to Electronic Product Code open standards. The policies such as ex-employees information should be wiped off from the data base after two years from termination; expired bank loan’s details, partnership details which are no more followed are usually destructed from the data base but stored in a separate secret disk to retrieve if legal problems occur. Security providers like Armour security services are given this job to do the clean up and training if needed. The company is legally strong in its clearance of land issues, its employee rights, and

The end of Povery Essay Example | Topics and Well Written Essays - 1000 words

The end of Povery - Essay Example Poverty has sustained due to this unfair debt and there will be no end to poverty of this system continues as it hinders political and economic stability (Diaz (2008)). Thus, in order to end the global poverty, first world countries must try to look for ways in which the debt can be forgiven or compensated. The most important cause of the unfair third world debt is the colonization. The colonizing states had transferred an unfair debt on the independent states in 1960 which had to be returned with an additional interest. This meant that the newly born states were already under a heavy burden of debt which eventually hindered their economic and political stability. Moreover, it was soon realized that the only way to get rid of this unfair debt is to get it forgiven by the rich countries. The continuation of this system since decades has pushed the poor countries into extreme poverty (Shah (2007)). Many developing and under-developed countries are under the burden of unfair debt partly because of the policies of certain international institutions such as the World Bank and the International Monetary Fund (IMF). They have worst programs and policies for the global poverty which have been greatly criticized. The developing and poor countries have had an increased dependence on the richer countries. IMF and World Bank have continually claimed that they will introduce policies to reduce poverty levels but they have failed to do so as their policies have increased the burden of the poor nations (Jarman 54). Policies to ensure debt repayment and the economic restructuring have been imposed but the policies have simultaneously leaded the poor countries to reduce their spending on health, development, and education in order to make debt repayment and economic stability as their priority. IMF and the World Bank have also demanded that these poor nations should lower their standard of l iving

Wednesday, September 25, 2019

Market Equilibration Research Paper Example | Topics and Well Written Essays - 500 words

Market Equilibration - Research Paper Example The point that balances the compensation packages for the benefit of both the demand and supply sides typically refers to a state of equilibrium. It is important to note from the outset that equilibrium is just but a pedagogical device (Boyes & Melvin, 2012, p. 57). The reality is that markets [free markets inclusive] are always in the process of working, and that there are no static equilibrium prices and/or quantities as suggested in theory. Nonetheless, the process always tends towards an equilibrium point. The market equilibrating process in a free market works exclusively through the forces of demand and supply. Thus, no group of buyers or sellers holds a domineering influence in setting market prices. Accordingly, all consumers are considered rational decision makers with parallel objectives of maximizing their utility, and that demand accurately measures the quantity that buyers would be willing and able to acquire at a unit price (Gandolfi, Gandolfi & Barash, 2002, p. 17). Simply put, demand is majorly influenced by lower pricing; such that, any increase in the price of a commodity in a free market structure lowers the number of people (buyers) willing to buy the product; an inverse relationship that sums up the law of demand. Apart from commodity prices, other factors such as income, prices of substitute goods as well as tastes and preferences among others that occasionally come into play not only to alter quantity demanded, but shift the demand curve altogether (Boyes & Melvin, 2012, p. 59). A sample shift in demand curve due to a decrease in income is shown in the diagram below. While buyers/consumers try to maximize their utility by pulling prices downwards, sellers (businesses/firms) endeavor to maximize profit through an upwards price pulling effect. In other words, suppliers strive to make available goods and services in amounts that best help them get the highest

Monday, September 23, 2019

It is not human nature to be cruel Essay Example | Topics and Well Written Essays - 750 words

It is not human nature to be cruel - Essay Example The initial theory of conformism, which suggests that a person, who has neither the expertise to make choices, especially in a crisis, will abandon decision making. The group is the persons behavioural model. This implies that cruelty is not part of human nature but can happen under some circumstances. The second is the agentic state theory, which suggests that whenever a person views himself as a tool for carrying out another person’s wishes, they shift responsibility of their actions off from themselves and obey their masters no matter what the orders are. This implies that some individuals shift the blame of their cruel trends to excuse their wrong doings. Milgram in his article gives a summary of the findings of his study as follows: The subject (teacher), a participant in the experiment was expected to choose between obeying an authority figure to inflict pain on a victim (learner) and the welfare of the victim in question. Before conducting the experiment, Milgram conducted an interview on 14 senior psychologists to determine what their predictions would concern the outcome of the experiment. Most of the respondents believed that only a small fraction (0 – 3 %) would be prepared to inflict the maximum pain (Schaefer 154). Apparently the findings suggested otherwise; in the first set of experiments 65% of the participants administered the maximum 450 volts. Even though the findings of this experiments were disputed by the likes of Professor James Waller, Chair of Holocaust and Genocide Studies at Keene State College, Author Gina Perry and the general scientific community as concerns the credibility of his findings, ethical is sues and its applicability to the holocaust, the experiment was replicated on a different variety of subjects, under different circumstances and over a period of years but the findings did not differ much. Holstein in his experiment stated that children who were raised by more loving and caring

Sunday, September 22, 2019

Compare Jesus in islam and Christianity Essay Example | Topics and Well Written Essays - 750 words

Compare Jesus in islam and Christianity - Essay Example Christ was born without a father, but this is not a reflection of Christs power but it is a sign of Allahs serenity and his omnipotence (Caner & Caner 214). The dialogue between Mary and an angel is recorded in a chapter of Koran 19:20-21 which runs almost parallel to the gospel accounts (Beverly 61). But the difference between the biblical version and the chronic version is that Koran states that Jesus was born under a palm tree (Beverly 61). And when Mary brought the newly born to her relatives they said, "how can we talk to one who is in the cradle?" To this Jews replied: "Lo! I am the slave of Allah. He hath given me the Scripture and hath appointed me a prophet" (Surah 19:30). Theres a consensus among all sects of Islam that Jesus was a prophet of God, but he was not God. There is very clear indication both in Quran and hadith (Mohammeds sayings) that Jesus was not the son of God either. The explanation is that God addresses Jesus as his son in the Bible the way he addresses all of humanity as his family. Islam is very clear in that Jesus was not the eternal son of God (Caner & Caner 214). Muslims also believe that Jesus cured the sick and dying only with the help of God. He had miracles of curing people, but this power was not his own, God gave him those miracles. Koran is very clear in stating that Jesus is not the begotten son of God. And anyone who believes that God had a son is a sinner. The famous Muslim philosopher and Persian scholar Al-Tabari highlights the eternity of human being Jesus Christ but his objection to the divinity of Christ is that if Jesus was Gods son then God would be subjected to change and deprived of his essential unity (Leirvi k 113). Islam stands very firm and clear about the divinity of Jesus that Christ was a servant, and a prophet of God and this belief is not subject to interpretation (Ataman 98). This belief

Saturday, September 21, 2019

Generational Poverty Essay Example for Free

Generational Poverty Essay Special populations refers to â€Å"disadvantaged groups† in our society. It examines the effects society has on person or persons. This can consist of generation poverty, the aged or elderly, and women. These populations face complex challenges in their daily lives. Economic instability, lack of resources, lack of education and lack of unity from society keeps special population groups in hardships. Generational poverty involves special population of poor people. It is cycle of poverty wherein two to three generations were born and lived in poverty. Complex factors are involved that hinders them from striving to attain advantages that other groups may enjoy. People in generation poverty focus on survival and live in the now. They do not plan because they live in the present time and do not plan for the future. They live on day to day survival and live in the moment. Any situation that they are exposed to is met with a reactive mentality. This leads to lack of organization and planning their life and their family’s life for proactive living. Further, their money is for entertainment and to entertain others. They sometimes create and accomplish short term outcomes for immediate gratification. People become their possession, on the other hand, in middle and upper class, they focus on material security. The middle class plans for the future and the wealth plans for the future and involved themselves into politics. Due to lack of a good solid education, many people of generational poverty are unable to communicate effectively therefore they become anger. Parents of poverty do not want their children to receive an education, because they might leave home if they are educated. In addition they have a lack of value in education. Poverty learns from poverty whereas they all adopt the poverty norm. Most parents only have an elementary education and cannot read or do math. They raise their kids not empathizing the importance of an education. Many students do not assign value to school work or to their education. School tardiness and absences are excessive due to transportation issues or parents lack of involvement. Parents who did poorly in school do not put a great emphasis on their children to succeed in school. Students have access to poor quality school resources. They are less likely to find out about the world, obtain job skills, and relying heavily on peers and parents for social and emotional support. Investing in good schools, teachers, lunches, exposure to a structure lifestyle, and relationships could help poor students break the cycle of poverty. As for the lack of an education, families of generation poverty rely heavily on body language to communicate with others and the men constantly display a defensive stance when in public. They do not use specific jargon as like educated people who uses specific words and extensive vocabulary to display their intelligence. Emotions are usually openly displayed. Conflict resolution for the poor is usually physical fighting than verbal fighting or going to court. Likewise, parental poverty effects the motivation of the children. Tools are very limited or do not exist in the socio-environment, so the concept of repair and fix it does not carry any priority in the day to day life activities. Also, food becomes a necessity and valued for its quantity rather than is quality. Many people living in poverty consume a lot of cheap junk food which contributes to childhood obesity. The middle and uppers class eats for quality and presentation. Furthermore, there are a lack of low skill jobs for the poor. They work in manual labor jobs with low wages that do not require specific skills. Due to industrialization, mining and the auto line industry are closing down. Economy shifted from manufacturing to a service economy, those who could not shift to the shift were left behind. Due to lack of education they are unable to perform in the mainstream job market to conduct business transactions, count, and resolve complex problems. Also, culture and genes interact with one another to influence people’s learning and the ability to make a living. Many children are third or fourth generation of poverty. Many just settle for the status quo instead of not taking the education opportuni ty. Some become teenage mothers, drop out of school, and/or drink or take street drugs. On the other hand, many rely on welfare to live and take pride on needed assistance. Some want get a job or do not think they need a job. Also they feel that society owes them a living. Many do not have the access to resources to locate or search jobs as the middle class and the upper class. - Must be given the opportunity and resources to break the cycle of poverty. One must be motivated, hopeful, and willing to learn for a better future. A good solid education provides the poor the steps necessary for to open doors they would never been able to open before for a successful life. Another special population group is the aged or elderly. The aged or elderly population faces an array of challenges when there is lack of access to employment. The aged are faced with ageism. Many employers are looking to hire younger employees to replace the aged or elder employees with cheaper salary. Younger employees are usually hired for their fresh perspective and eagerness to learn. Many aged workers are solicited by their employers for early retirement with sometimes a substantial payout. Many are retiring before the normal Social Security age of 65-67 years old. Once the aged is retired or laid off it is difficult to find work elsewhere due to active age discrimination. Many employers view the old employers especially the baby boomers as too rigid, failing health, lack of enthusiasm, afraid of new technologies, do not want to learn new training (stuck in old ways), and expensive to keep. Many aged people are viewing job advertisements with pictures of younger employees. In addition, the aged are facing high cost of medical insurance and healthcare. With the obstacles in the job market, the aged could possibly experience social isolationism, low self-esteem, and financial hardship. - On the same token, women face unique challenges that throughout their different life stages that places them into the Special Population group when compared to men. Women still face challenges today in areas of social, economic, sports, political and cultural despite the fact that there has been success in empowering women and shattering the glass ceiling for employment promotions. They live 7 years longer than men, make up majority of the world’s population but yet they are greatly ignored. Some women are subjected to part time jobs and lower wage position than their male counterparts. Likewise, women face ageism and sexism in the media on the average profile of a woman. - Singled and divorced women are most likely to have low paying jobs than men. This causes a financial strain on the women to pay for households bills and to pay for childcare. Women still earn less than their male counterparts. A man would be hired most likely to be promoted and/or receive a managerial or executive position than a woman. - In regards to young girls they face ageism whereas people may think they are untrustworthy, shifty and unreliable. Girls who want to play sports especially on a boys team may be assessed by the players and coach as incapable of keeping up too weak to play the sport. In school, boys are judged as good in math and girls are not. - If a woman is in her child rearing age, she could face pregnancy discrimination. With 12 weeks paid leave, the woman could face repercussions from co-workers or administration. Some women feel that having a baby would be putting their career on hold. Most women have to take on the role of raising and caring for the children. Most single parent household are run by women. - Also, women in their 20-30s are subjected to domestic violence. Domestic abuse is on a decline, however, women are still at a high risk for abuse. Women in this age group are usually majority of the time victims or assault and battery and rape. - Women married for 30 plus years are unable to provide for themselves if they spouse leaves them. For years that have adopted their husband’s identity as their own. Therefore, these women have difficulty with self-independence. If a women because ill, it is more likely that her spouse will abandon her. Women mostly likely will stay and provide health care and nurturing to their ailing spouse. In addition women over 50 will most likely care for their ailing parent and handle the parent’s finances. Older women are seen as unhealthy and sexless. After age 50, women are seen as invisible. They start to believe that their voice or concern is no longer valuable. However, they are viewed as ineffective and dependent on others during their later years. Women have more chronic illnesses than men; men usually acute illnesses. Medical coverage usually covers health care treatment for acute illnesses that men usually acquire. Therefore if a women requires long term care in a nursing home, medical coverage may run out or does not cover the stay. All in all, Special Populations could be apply to any person; everyone has unique needs and advantages/disadvantages from another person or group. We all have challenges; some people are apparent, whereas others are not. Their challenges affect their life adversely. My perspective is that I am going to be cognizant of everyone’s physical challenges and establish cultural competence. My goal will get them to live a more vigorous, productive, and striving lifestyle. I have to effectively assess the needs of my clients and how they are underserved in their community to utilize the tools necessary to address their needs. I want to relate to my clients that having and education and a productive lifestyle is attainable. Everyone is accorded the same rights and opportunities regardless of your challenges. Some people may requires special services to help them attain those rights.

Friday, September 20, 2019

Human Resources in Call Centre Industry

Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa Human Resources in Call Centre Industry Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa