What It Takes to Become a Police Officer - 724 Words

The general requirements to be a police officer are to be at least 21 years of age at the time of application as for education you must have a two-year associates degree, or minimum of 60 accredited college credit hours or any equivalent amount of active, full-time military experience. Police jobs require experience such as two years of work and/or life experience that is directly relating to a combination of skills such as a stable work history, valid driver license and a clean driving record. Having certain skills for this job is very important you need to be able to multi-task you also need to have the ability to use good judgment and need to be able to problem solve. It is necessary to have these skills because you need to be able to use the computer to look up peoples information as you are driving and you also need to be able to problem solve because you never know what a suspect can do you so you will need to think of ways to keep the situation under control and keep the publi c safe. Some basic skills you need for this job is being able to write because as a police officer you will be writing reports and creating documents. You need to know how to write because you will also be pulling people over and give them a speeding ticket or any other kind of ticket where you have to document their information. The information that goes on a report would have to be detailed and well written in order for the person to know what they are getting the ticket for. 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Work life Flexibility Will Replace Work Life

Question: Discuss about the Work life Flexibility Will Replace Work Life Balance. Answer: Introduction This report will describe the importance of work life flexibility in the working hours. The implications of managers and leaders, employees and the HR in the work life flexibility will also be described in the report. Flexibility in the work life can be described as any type of working arrangements that will provide some kind of flexibility in the work of employees. Basically, the flexibility is working hours are very helpful for the employee to meet with their needs. Every organization has much pressure to produce goods and provide services with the best quality. Customers also want the same from the organizations. To meet with the demands of the customers and to achieve the set goals and objectives, organizations have to find out the new ways of working to make the best use of resources. Along with this, flexible pattern of work is very helpful to minimize the pressure on the staff (ACAS, 2015). Every organization has a duty of care for its staff and employees. It is important to protect the employees from every kind of risks such as health and safety. The flexibility in the work life is important to balance in the work and home life. Along with this, flexible working is also helpful in improving the health and fitness of the employees. It is the cause of reduced absenteeism, increased productivity, and improved employees engagement in the work (Thomson, 2008). Implications for employees There are number of different groups in an organization who want work life balance in the organization. There are many key players such as HR and training managers, line managers, senior managers, leaders that play important role in providing work life flexibility. But work life balance is the joint responsibility of the employees and the organization. All the work life flexibility policies and practices will not be successful without the support of the employees within the organization. Employees of the organization need to understand the decisions of the senior management within the organization. There is very important role of every employee while managing the work life flexibility for the growth and success in the future. Employees should take some time to understand the proper meaning of balance in the work life of the organization. Each and every employee should focus upon their own work and his or her personal needs to identify the priorities. Along with this, employees should try to be self managing and proactive. They should ask for training from the training management and workload management if possible (Skinner Pocock, 2011). Employees should plan their time and workloads properly in the work life flexibility as they have to achieve the goals and objectives also. Apart from this, if the employees feel continuous pressure or stress in the work life, then they should talk with their colleagues and especially line managers about the reason of stress in the work. There are different stages such as struggle, juggle, balance, integration and harmony for the employees to balance the work life in the organization. To achieve the work life flexibility in their work, employees have to follow those stages. Those are as follows: Struggle: This is the first stage i.e. struggle stage. In this stage, the employees do not even know and understand that what they are missing in their job and work. They only know that they are out of control and they try to fit in their job and work continuously. Juggle: This is the second stage of the employees. In this stage, employees begin to understand the missing part in their work and they try to use techniques and tricks to balance in their work and personal life. This stage is called juggle because the techniques used by the employees might be failed without proper knowledge. Balance: The third stage for the employees to balance the work life. In this stage, employees start to fulfill their various responsibilities. Along with this, they have the energy and resources to fulfill their multiple responsibilities. The resources are also used by employees for career growth, career planning, and personal growth and development. In this stage, employees have the sense of their goal and future. Integration: The fourth stage is work life integration in which employees become able to fulfill all the responsibilities for day to day operations. In this stage, employees focus on all their energy to fulfill the responsibilities. This is the time for the employees to look forward for the growth and success in the future. Harmony: The fifth and last stage is the work life harmony. In this stage, employees get the sense of control of all the aspects of the life. In this stage, employees become able to manage the career, family, finance and personal life with the work (Kossek, Kalliath Kalliath, 2012). Now, in the present environment, flexible working is becoming very common within the organization. So, there is the need to think by the employees that how flexibility in work life will improve the quality and quantity of their work and how they will be able to manage their personal and working life effectively. Sometimes, growing number of employees can face the work related issues within the organization. to minimize the stress and fit in the work life flexibility, employees have to cooperate with the management of the organization (Hughes Bozionelos, 2007). Employees have to be aware about their safety health at the time of work. Along with this, they should be aware about the people who may be affected by their behavior within the workplace. Employees should read and understand the policies and procedures made by the HR managers and line managers for effective work place flexibility, Employees should be open and should make open communication with the senior management regarding issues and problems related to work. They will get support or intervention in that manner, If the employees are experiencing are experiencing stress and issue regarding any work related activity then they should find out the main cause of the stress. Along with this, they should try to build mind map to discuss the way of tackling the issues with the line managers, Employees should identify the needs of training and should take responsibility of their own wellness and development in the organization, Employees should cooperate with their line managers and supervisors to reduce the work related stress in the job role. Along with this, every employee should support their colleagues, Every employee should ensure that his or her actions and behavior do not affect other employees with unnecessary pressure, If the employees are feeling any kind of pressure, they should inform their managers, so that they might not be affected by pressure for longer time (Looker, 2011). For the flexible working, employees should be focused on their work. They should identify whether flexible working will suit their needs and requirements or not. HRM implications To maximize the productivity of the organization and the employees, the organizations are investing time money and energy. The organizations are developing and implementing work life flexibility to get maximum output from the staff and employees. With all this, the organizations need to create a supportive environment to encourage the employees for adopting new work life policies. HRM has significant role in the process of creating policy of work life flexibility. Basically, the change in the organizational culture is a critical process. There are many factors such as social norms and identification which makes the process more critical and difficult for the organization. HRM plays an important part in the strategy implementation and building supportive work life culture for the employees (Wei, Yili Tian, 2013). First of all, HRM department should make aware to the employees about the organizational culture and the implemented policies. The HR managers can show their commitments by providing the needed resources to the employees and the staff of the organization. Employees cab get security by the top management by encouraging their participation and inputs in the business operations. Along with this, Human resource management can provide the best communication channels between employees and the top management. The HR managers should communicate with the top level managers about the impact of new programs on the work life of the employees and their organizational performance. They can support the flexibility programs in the organization (Baptiste, 2008). Second, HR supervisors and line managers should offer new training programs for the employees so that they will be able to accept the change in the work place. By this, managers will be able to help the employees to overcome form the difficulties in the work life. Along with this, HR depart should appoint line managers for providing assistance to the employees in the new work arrangements. Third, performance evaluation methods should be set by the HR department in every organization. For the effective utilization of policies related to work life flexibility, HR department has to evaluate the performance of the employees in the new environment. In other words, HR department should establish the performance based assessment which will be helpful in measuring the contribution and commitment of the employees towards the work in the organization. So, the organization should lose its managerial control from the employees while doing changes for best outcome of productivity. Last but not least, the HR department should make policies for the effective work life flexibility in the organization. For this, managers and supervisors should share their duties and controls with the employees. To establish supportive work life within the organization, managers and supervisors have to understand the viewpoints of the employees. Only by motivating the employees for the change in the workplace will not be sufficient. It can be the cause of fear of using flexible work options in the mind of employees. HR department should also implement the changed work policy on itself (Pruyne, Powell Parsons, 2012). Implications for leaders and managers The culture of the organization impacts on the attitude and behavior of the managers. Work life flexibility is important for the managers to balance the work life as if the manager is out of balance and stressful then they will not be able to engage themselves in the operations of the organizations. Along with this, they will also be less committed with their tem members, customers and services or products which the organization is offering to the clients. So, work life flexibility is very important for managers and leaders in the organization to stay engaged with the business operations (Blair-Loy Wharton, 2002). There are many things which can be done by the managers or leaders to support the environment of work life flexibility. The first thing can be done by managers that they can influence their team to work life balance by providing flexibility in the work life. Then can model and then communicate about this with the employees. As the role of managers, they should introduce the flexible working policy for the employees in the organization. Policy would be helpful to discuss and handle the flexible working for the employees. With this, managers or leaders should also consider that what the employees want with this policy (Lewis Humbert, 2010). There should be proper and effective objectives while introducing the policy of work life flexibility. Managers should consider about the main motivation behind the creation of work life flexibility policy. The objective should be in the favor of growth of the organization such as better customer care, improving production level, more committed emp loyees and better work life balance for the employees and staff. The policy of work life flexibility should be in such manner so that employees or other staff can be able to present their views and thoughts without any hesitation. This can be beneficial to the managers as by introducing of new ways of flexible working, employees would be aware of practical and potential problem of the organization. In the policy of work life flexibility, managers or leaders should understand some points of the employees by some implications (Anderson Kelliher, 2009). Figure 1: Work life balance manager (Source: McCartney, 2003) Develop open communication with employees: Managers should create the environment of open communication for the employees so that they can be able to share their view points on the work related issues. With this, they can be able to share issues in the personal life and work life balance. It is important for the managers to create open-door communication with the employees as employees will feel free to discuss about their personal needs and issues with the management of the organization. Without any clear and proper communication, employees will not be able to express about their issues and managers will not be able to ensure balance in the work-life of the employees. To develop open based communication is very important by the managers for those employees who feel lonely in the organization. Managers have to make sure that they are able to influence the employees by the organizational policies and procedures (Jain, Giga Cooper, 2009). Understanding the issue of employees: It is crucial to understand the issues of the employees while doing work life balance. Every employee is unique and has different needs at the different stages of the life. Mangers having good work life believe that there is the need to manage the employees at individual level. For this, managers have to take time to understand the personal situation and circumstances of the employees. It will enable the managers to address the personal needs of the employees (Possenried Plantenga, 2011) Being role model: Managers can be the role model of the employees. It is an effective tool to reveal the commitment of the work life flexibility with the motivation of the managers; employees can progress within the organization. If managers support work life balance but do not practice themselves, employees will not follow that policy. Along with this, managers have to develop good relationship with the employees of the organization by having open and sincere behavior (Lyness Judiesch, 2008). Planning and scheduling: It is well known that the planning scheduling has good impact on the employees of the company. The targets and goals can be achieved easily by the proper planning and scheduling of the work for the employees. It is very important to take top level decisions by the managers to achieve the set targets and goals. Along with this, managers should also ensure that the set targets are clear and realistic to the employees and all the work loads are shifted among the team members equally (Torrington, Taylor, Hall Atkinson, 2011). Managers or leaders have to set patterns such as flexible work patters, create work life balance culture, flexible management, show caring attitude, support personal life and workload management to ensure the effective work life flexibility in the organization. Recommendations It is analyzed that to maximize the productivity of the organization and the employees, work life flexibility is very essential. So, organizations need to create a supportive environment to encourage the employees for adopting new work life policies. There are some recommendations that should be adopted by the organizations for effective work life flexibility: There should be best communication channels between employees and the top management to present the view points and thoughts. Organization should understand the issues of the employees while doing work life balance. Managers have to take time to understand the personal situation and circumstances of the employees (Bottos, 2006). Organization should introduce the flexible working policy for the employees in the organization. Policy would be helpful to discuss and handle the flexible working for the employees. There should be proper planning and scheduling for every work by the managers and HR within the organizations. Conclusion This report is basically discussed about implications of managers and leaders, employees and the HR in the work life flexibility. From the above discussion, it has been observed that to meet with the demands of the customers and to achieve the set goals and objectives, organizations have to find out the new ways of working to make the best use of resources. Work life balance is the joint responsibility of the employees and the organization. All the work life flexibility policies and practices will not be successful without the support of the employees within the organization. Further, HRM has significant role in the process of creating policy of work life flexibility. The HR managers can show their commitments by providing the needed resources to the employees and the staff of the organization. HR department should establish the performance based assessment which will be helpful in measuring the contribution and commitment of the employees. In the part of implications of managers, th ere should be proper and effective objectives while introducing the policy of work life flexibility. It is important for the managers to create open-door communication with the employees as employees will feel free to discuss about their personal needs and issues with the management of the organization. References ACAS, (2015), Flexible working and work-life balance, accessed on 3rd February 2017 from https://www.acas.org.uk/media/pdf/j/m/Flexible-working-and-work-life-balance.pdf Anderson D., Kelliher, C., (2009), Flexible Working and Engagement: The Importance of Choice, Strategic HR Review, 8(2), pp. 13-1 Baptiste, R. N., (2008), Tightening the Link between Employee Wellbeing at Work and Performance, Management Desicion, 46(2), pp. 284-308 Blair-Loy, M., Wharton, A. S. (2002), Employees' use of work-family policies and the workplace social context, Social Forces, 80(3), 813-45 Bottos, L. M., (2006), Mind the Gap: Knowing What Employees Want Is Key, Employees benefit review Hughes, J. Bozionelos, N. (2007), Work-Life Balance as Source of Job Dissatisfaction and Withdrawal Attitudes: Personnel Review, 36(1), p. 145 154 Jain, K. A., Giga I.S., Cooper, L. C., (2009), Employee Wellbeing, Control and Organizational Commitment, Leadership Organization Development Journal, 30(3), pp. 256-273 Kossek, E. E., Kalliath T. Kalliath, P., (2012), Achieving Employee Wellbeing in a Changing Work Environment, International Journal of Manpower, 33(7) , pp. 738-753 Lewis S. Humbert, A. L., (2010), Work-Life Balance, Flexible Working Policies and the Gendered Organization, Equality, Diversity and Inclusion: An International Journal, 29(3), pp. 239-254 Looker, T., (2011), Manage Your Stress for a Happier Life, Copyright Licensing Agency Limited, London Lyness S. K. Judiesch, K. M., (2008), Can a Manager have a Life and a Career? International and Multisource Perspective on Work-Life Balance and Career Advancement Potential, Journal of Applied Psychology, 93(4), pp. 789-805 McCartney, C., (2003), Work-Life Balance: A Guide for Organisations, accessed on 3rd February 2017 from https://mbsportal.bl.uk/secure/subjareas/hrmemplyrelat/roffeypark/115756worklifeguide03.pdf Possenried, D., Plantenga, J., (2011), Access to Flexible Work Arrangements, Working-Time Fit and Job Satisfaction, Tjalling C. Koopmans Research Institute, Utrecht Pruyne, E., Powell M. Parsons, J., (2012), Developing a Strategy for Employee Wellbeing: A Framework for Planning and Action, Ashridge Business School, Nuffield Health Skinner N., Pocock, B., (2011), Flexibility and Work-lIfe Interference, Journal of Industrial Relations, 53(1), pp. 65-82 Thomson, P., (2008), The Business Benefits of Flexible Working, Strategic HR Review, 7(2), pp. 17-22 Torrington, D., Taylor, S., Hall L., Atkinson, C., (2011), Human Resource Management, Prentice Hall, New Jersey Wei, C., Yili, L., Tian, Y., (2013), How Can HRM Help Organizations Build the Supportive Work-Life/family Balance Culture: International Journal of Business and Social Science, 4(9)

vincent Essays - Provinces Of The Philippines, Isabela, Echague

VINCENT C. LINSANGAN Ambatali Ramon , Isabela 09 277156931 OBJECTIVES To enhance my skills and my abilities To develop the industry-desired values of positive work attitude, good human relations and competency in my field of specialization. ____________________________________________________ PERSONAL INFORMATION Age: 24 Birth D ate: December 24, 2001 Birth P lace: Ambatli , Ramon, Isabela Citizenship: Filipino Religion: INC Father's Name: Joffrey L. Linsangan Mother's Name: Rona C. Linsangan ___________________________________________________ _ EDUCATION Tertiary Isabela State University Echague Main Campus Secondary Ramon National High School Oscariz , Ramon, Isabela Primary Ambatali Elementary School Ambatli Ramon , Isabela ____________________________________________________ AREA OF EXPERIENCE On the job training @ Ambatali Elementary School ____________________________________________________ SKILLS AND INTEREST Good relation to human skills Willing to work under pressure Willing to be trained to further enhance my skills for the improvement of my performance. Flexible, hardworking and independent. PERSONAL QUALITIES Honest Responsible Trustworthy Loyal Self-motivated Helpful CHARACTER REFERENCES Mrs. Thelma P. Ambatali Ambatali , Ramon, Isabela Principal III Mrs. Franielyn D. Miguel Burgos, Ramon, Isabela Teacher I I hereby attest that the above information is true and correct. Applicant Vincent C. Linsangan Ambatali , Ramon Isabela 09277156931 March 2019 Rachel Ambatali Teacher II Ramon National High School Ma'am : Greetings of Peace and Love! It is a great pleasure that I am looking for a teaching position within your school. I believe that my instructional abilities, combined with my strong interpersonal skills and work ethics would greatly benefit your educational program. I am VINCENT C. LINSANGAN , 24 years of age, residence of Ambatali Ramon Isabela with the degree of Bachelor of Elementary Education, at Isabela State University. I would like to apply as a Primary teacher in your school. I believe that education is the key to success for young students. I am a licensed teacher and at present I continuously enhance and seek professional growth and development by enrolling Masteral Degree of Education. I believed that this accomplishment will enable me to teach and motivate students ascertaining their inner strength and abilities and discovering what truly inspires them. I aim to provide a stimulating learning environment that encourages students to trust their own opinions and fostering confidence to others for my students to realize their full potential. Thank you and more power! Very truly yours, Vincent C. Linsangan Applicant

Population Explosion In The Philippines essays

Population Explosion In The Philippines essays Population explosion is considered as one of the undisputable alarming obstacles that stand on the path of the less developed countries. These countries produce great numbers in terms of human resources because the birth rate is much higher than in the rich countries, but the rate of employment and production in the poor countries is very low. Definitely this is a very serious problem that the government should never take for granted. The Philippines belong to the group of these less developed countries. And as we all know, the growth of population in our country is unstoppable. In fact, the Philippine population is one of the fastest growing countries in the world. It is estimated that 3,000 Filipino babies are born every day, 100,000 every month, or one million a year to round up the figures. There are more babies being born today than there were in the 1970s. There will be more babies born 20 years from now than the number of babies that are born this day. In this lies the problem: at first, the babies need milk, diapers and vitamins. But the trouble is, babies grow up. And when they do, they need education, which requires more school structures; they need food, clothing, houses, jobs, etc. These are basic needs that must be filled. Providing them creates a large number of problems that demand the fullest utilization of the nations resources. This rapid growth of population is quite hard to endure for it really affects both the social and economic condition of our country. However, population growth cannot be controlled easily because of cultural and religious reasons, not to mention, the Philippines is known to be very conservative and very much Catholic, in its broadest sense. The Filipinos are truly bound to their being Christians that their minds are closed to the idea of contraceptives as one of the ways of family planning (to avoid the rapid increase of the populati ...

21st Century Trends in Human Health

21st Century Trends in Human Health Human Health in the 21st Century: Global Trends, Developments and Challenges Ntsebo Immaculate Molapo Introduction The twentieth century saw the introduction of many antimicrobials and antibiotics which have been efficient in reducing the mortality rate from 797 deaths per 100000 people in 1900 to 36 per 100000 in 1980 (Arsmtrong, et al., 1999). Although there is a decline in the twentieth century, there are some sharp spikes in mortality in 1918 which was due to the influenza epidemic. Industrial progress during the second half of twentieth century, with the inherent socio-economic changes, has possibly been the driver to improve hygiene and health in Western countries, notably decreasing poverty-related morbidity and mortality. The health population as a sustainable condition requires protection continuing to ensure (Lastovica & Skirrow, 2000): Environmental clean air, clean water, adequate food, tolerable temperatures, stable climate, and high levels of biodiversity. But econ omic development also presents excessive backfire secondary to massive industrialization that generates a global deterioration of environmental conditions, with negative impact on human health (Nachamkin, Szymanski & Blaser, 2008). The results numerous scientific studies suggest that human activities, mainly the massive use of fuels fossils, have modified the natural composition of air. Air pollution from greenhouse gases produces a surface heating land beyond the natural variability of the climate system, conditioning the so called climate change (Graham et al 1987). Food and Water borne Diseases The bacteria â€Å"Campylobacter† is the second cause of most frequently reported food borne illness. A comprehensive approach to food safety from farm to table is needed to reduce Campylobacteriosis (Graham et al 1987). Farmers, industry, and food inspectors, food vendors, workers in food service and consumers are each critical link in the chain of food safety. This document answer s common questions about Campylobacter, describes how the Food Safety and Inspection Service (FSIS) of the United States Department of Agriculture (USDA) is attending the problem of contamination of meat and poultry products with Campylobacter and offers guidelines for food handling to prevent bacteria like Campylobacter cause disease (Marshall et al 1985). Salmonella is also a bacterium which is widespread in the intestines of birds, reptiles and mammals (Marshall et al 1985). It can spread to humans through a variety of different foods of animal origin. The disease causing â€Å"Salmonellosis† include fever, diarrhoea and abdominal cramps. In people with impaired immune systems underlying health or weakened, it can invade the bloodstream and cause infections that endanger life (Friedman, 2000). E. coli O157: H7 is bacterial pathogen that has a reservoir in cattle and other similar animals. The human disease occurs after consumption of food or water that has been contaminate d with microscopic amounts of cow faeces, causing, often a severe and bloody diarrhoea and cramps painful abdominal, without much fever. In 3% to 5% of cases, you may receive a complication called haemolytic uremic syndrome (HUS) several weeks after the initial symptoms. This severe complication includes temporary anaemia, heavy bleeding and kidney failure (Friedman, 2000). Campylobacter: Sources of disease and risk factors Sources and incidence of disease differ, sometimes greatly, between developed and developing countries. Transmission from person to person is considered rare in developed countries. By contrast, in developing countries human carriers may have a greater role in the transmission of infection function. In general, it is thought that chickens, poultry and other foods are the most likely sources of infection in developed countries. Number of cases notified beings Human per 100 000 inhabitants caused by Campylobacter jejuni / coli. The data presented are the data avail able to the drafting group until June 2006 (Blaser et al 2008).

Report in Consumer Behaviour Essay Example | Topics and Well Written Essays - 500 words

Report in Consumer Behaviour - Essay Example But coming to the festival is not an easy task it involves a decision, fair bit of travel, standing in long queues and the determination to stay in a city of music and music loving people. Motivation plays a pivotal role and getting people to the festival (Motivation, Mood and Involvement, n.d). People have different acquired needs and in order to fulfil these needs they perform different actions. When a need is unfulfilled it creates tension and the drive towards the goal. Similarly, in our case, people who are fond of music have many unfulfilled needs such as somebody wanted to be a singer but could not likewise someone else might want to become a guitarist but cannot due to different reasons. Furthermore, others may have a need to listen to quality music, attend a concert, see a live performance and feel the excitement of dancing to music with thousands of other music lovers. Therefore, when these needs are not fulfilled people turn to social events such as the Glastonbury festival, to feel better, even if their ultimate goal cannot be reached. They will substitute their ultimate goal with a new goal and hence will feel relieved by accomplishing the newly set goal. As a result, a positive motivation is created towards the goal, i.e. the festival. Similarly, some people may have emotional motives to attend the festival yet others may be pulled towards it due environmental arousal (Schiffman & Kanuk, 2004). This can be explained using the Maslow’s hierarchy of needs, people have ego and social needs to cater to (Maslow, 1943). Attending the world’s biggest performing arts and music festival may fulfil the ego needs of some die hard music fans. Likewise, others may end up coming to the festival because of their social needs, such as peer pressure and affection (Maslow’s Hierarchy, 2009). On the other hand, when the needs of people are not fulfilled

How to enhance expatriate motivation and effectiveness within a Term Paper

How to enhance expatriate motivation and effectiveness within a cross-cultural organization - Term Paper Example ................. 4 1.4 Structure ...................................................................................................................5 2. Theory Review.......................................................................................................... 5 2.1 Work motivation ...................................................................................................... 5 2.1.1 Definition of motivation ........................................................................................ 6 2.1.2 Motivation theories............................................................................................... 6 2.3.1 Herzberg’s Two Factor Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..6 2.3.1 Herzberg’s Two Factor Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ ..8 2.3.3 Hofstede’s Cultural Dimension Model†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..10 2.1.4 Limitation of motivation theory ........................................................................... 12 3. Case Analysis: Nokia in China †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 13 4. Discussion and Recommendation.......................................................................... 13 5. Conclusion ............................................................................................................... 14 References........................................ ... In the modern world, it is common to find people from different countries and cultures working in the same environment. It is important for these organisations to improve effectiveness so as to better their competitive advantage so as to cope with the mounting competition in the global market. Employees are always willing to realise their goals in the work place. Thereby motivation factors are a concern of the employees and the human resource management. This boils down to the questions on whether employees from different cultural organisations are motivated in different ways and how management can improve overall effectiveness in cross- cultural organisations (Becker, 2000:33). In point of fact, there could be many problems arising in these organisations such as communication difficulties and cultural differences which might negatively impact on the efficiency and cause major problems for the HR department. It is therefore important for the HR department to maintain a motivated work force. Even though, firms face related HRM problems, the duty for culturally diverse organisations is far more intricate than that of their single- culture equals. In order cross- cultural companies to develop a motivate work force it is important for organisations to have a developed understanding of motivation factors (Becker, 2000:35). It is of great importance for companies to find out how employees from different cultural settings react to similar motivating factors, as culture has been found to have a an intense impact on human behaviour (Matic, 2008:94). Recent studies have revealed that people want more than money from work. There are five important issues including the link between work and life, relationship between