Law Essay Example | Topics and Well Written Essays - 2500 words - 4

Law - Essay Example critically evaluate the impact of the decision by the House of Lords in White v White1 in relation to division of assets and financial provisions on divorce. In particular, this paper critically reviews the White decision and considers the extent to which the decision has actually culminated in a revolutionary change in the law relating to matrimonial property and financial provision on divorce. Moreover, I shall comparatively analyse the UK legal position with the approach in other jurisdictions where appropriate. From a family law perspective, the issue of rights to the family home have continued to be problematic and decisions in ancillary relief proceedings were addressed by the House of Lords’ decision in White v White2. This decision changed the approach to assessing financial settlements on divorce and introduced the â€Å"yardstick of equality† principle as a means to ensure fairness in the division of assets between divorcing couples. Whilst heralded as a welcome decision in introducing some much needed clarity to the division of assets on divorce3, it has been argued that such an approach is inherently dogmatic in failing to specifically address the division of rights to the family home particularly where children are involved4. Although the reasoning in White v White specified that there was no presumption of equality on divorce, if the court intended to depart drastically from an equal splitting of assets they should have satisfactory justification for doing so. Furthermore, the governing legislative provision in this area of law is the Matrimonial Causes Act 1973 (MCA) and section 25 of the MCA provides the court with a very wide discretion of factors to take into account on division of assets, with the welfare of a child being paramount5. As such, it is submitted that the overriding statutory requirement to consider the interests of the child inherently limits the application of White v White to cases where children are not involved as the

Eddie Lyons Essay Example for Free

Eddie Lyons Essay The musical play Blood Brothers, written by Willy Russell, is the story of twins separated at birth. Mrs Johnstone, a working-class Liverpudlian mother of seven children, agrees to give one of the twins she is expecting to her wealthy but barren employer, Mrs Lyons. The infant kept, Mickey Johnstone, grows up in poverty while his twin, Eddie Lyons, enters a privileged life. Bound by fear of discovery, and superstition that should either of the boys learn he has a twin, both will die on that day, so the mothers keep the exchange secret. Completely unaware that they are brothers, Mickey and Eddie meet as seven-year-old children and form friendship that lasts until the day they die. It is that concluding tragic event in fact, that is the opening scene of the play, which then backtracks to recount their separate and interwoven lives of success and despair. Willy Russell wrote Blood Brothers in the 1960s. He was born in 1947, in Whiston which is just outside Liverpool, and has based the story here around his own experiences. He grew up in Liverpool in a working class family, singing in clubs to earn a living and at the age of 22 he worked in a warehouse to raise money for college. He was confronted even from an early age with the injustice of the two-class society. Thus there are clear biographical parallels to the character of Mickey. He was also influenced by females during his life thus the strong relations to the mother in this work. Liverpool in those days was split according to social class. This means people in that time were divided along the lines of being rich and poor, the educated and non-educated etc. Liverpool has been the home to one of the highest levels of unemployment in the developed world, with over 25% of the workforce out of a job, and it is important to consider this when taking account of Russells depiction and own views of class and unemployment The main theme of Russells play is based on this social class difference although there are strong elements of fate and destiny, superstition, surrogacy, childhood and adolescence, humour and tragedy. Blood Brothers is more than a simple morality tale of twin brothers separated as infants, who, after radically different upbringings, reunite (oblivious of their blood bond) as closest friends. It also focuses on two very different mothers, one-the birth mother- unselfishly giving and accepting, while the others love is neurotic, stifling and ultimately destructive. These two mothers lived all their lives close or near to each other, but in terms of class they lived miles apart. Mrs. Johnstone a single and working class woman is earning a meagre living as a cleaning lady at the home of the affluent Mrs. Lyons. We are first introduced to Mrs. Johnstone, who describes her experience of a halfhearted marriage and the arrival of her numerous children. It is with a bittersweet attitude of acceptance that she explains the moment her husband deserts her, the costs of living for which she has little means and the news that she is expecting not one more mouth to feed but two. Mrs. Lyons does not need to go to work, only shopping. In contrast to this Mrs. Johnstone cannot even pay the milkman, she says, I said, I said, look, next week Ill pay y. We see the contrast of social classes between Mrs. Johnstones home and the home in which she cleans, the home of Mr. and Mrs. Lyons. Whilst the home of the Johnstones plays host to the constant clamour of childhood Games and battles, Mrs. Lyons is often alone whilst Mr. Lyons is on business, in an impeccable house that suffers somewhat from a cold and sterile atmosphere. The opening scenes develop this theme. All through the play we see significant differences between Mrs. Lyons and Mrs. Johnstone. In the beginning the Narrator describes Mrs. Johnstone as the mother, so cruel but this is not actually what he means. For instance, the fact that Mrs. Johnstone allows the boys to go to the cinema to watch the Swedish Au Pairs film could be seen as negligent, and we know that Mrs. Lyons would have definitely not been so liberal. In reality we see that Mrs. Johnstone has a better understanding and acceptance of the fact that young boys will be sexually curious and she does not try to suppress their curiosity. She is depicted as a down to earth and the more approachable mother- she of course gains instant credibility with her two sons. This incident also exemplifies that happiness when growing up is not assured by social status or wealth. Instead of viewing Mrs. Johnstone as a cruel character, we are lead to sympathise with her dilemma. We see her handle her house full of children with endless patience and tenderness. Despite being trapped by her social position and her lack of funds, she is down to earth and does not see money as the answer to her problems. We see her refuse money (for giving her child away) from the desperate Mrs. Lyons MRS LYONS: Thousands Im talking about thousands if you want it, and think what you could do with money like that. MRS JOHNSTONE: Id spend it. Id buy more junk and trash; thats all. I dont want your money. Ive made a life here. Its not much of one maybe, but I made it. In contrast, Mrs. Lyons is very aware of her social position and the above scene indicates that she sees money as a solution to the problem of Mrs. Johnstone. Mrs. Lyons is also portrayed as a cold woman who doesnt show much emotion. She is very over-protective of Eddie and fears his bond with the Johnstones. Later in the play this fear becomes more evident and she appears as a troubled, weird character that appears to be losing control this is evident when she attempts to attack Mrs. Johnstone with a kitchen knife. Mrs. Johnstone is very strong not only physically but also psychologically. She is not a person who cries for help and gets depressed and upset if something goes wrong. An example of this is highlighted on the way she copes ( laying on a smile for him ) with the judge when Sammy gets into trouble. In contrast to this Mrs. Lyons asks for help from her husband every time she has difficulty. She gets depressed very easily e. g. when Eddie isnt in the garden because he went away to play with Mickey, so Mrs. Lyons forces her husband to leave work during the day to find Eddie. She also runs away from problems whenever she can, rather than dealing with them e.g. she was prepared to move homes to split Eddie from Mickey.

The Peoples Guide to Knowing your Townies :: Papers

The People's Guide to Knowing your Townies Loud, Aggressive, Hostile. This crowd of people will not be seen without another beside them. They enjoy walking around in a large group, known to them as a 'crew' or a 'gang' or a 'posse' there are many other names not listed, the reason for this is because townies have a short attention span causing them to create their own imaginative names up when the original gets boring. All types of townie are obnoxious creatures; if you are ever unlucky enough to witness a group of them maintain a running distance. Since most townies are cowards do not fear when walking past one when they are on their own since they only act cocky when they outnumber you. There are many different classes of townies to be aware of, these areà ¢Ã¢â€š ¬Ã‚ ¦ Townie tramps This race of townie prefers to wear old out of date clothes, colours faded away or aluminous. The most well known clothing of a townie tramp consists of; a pair of Addidas joggers, faded aluminous green which they see as the best colour, a faded grey Nike t-shirt with a large Nike tick which fills most of the front of the t-shirt. A matching tracksuit jacket would do nicely, again faded aluminous green. The footwear is usually some old football boots Astroturf soles of course. That is your average clothing of a townie tramp. These people don't usually hang around in large gangs, although they do hang around in gangs but most often in their own street. Playing football in the middle of the road is their favourite pass time. These people usually are aggressive obnoxious and tough. They do not fear when an opposing gang outnumbers them since they don't usually lose. This type of townie is not a fight starter although if in a big enough gang would most likely attempt a riot. My advice would be to not be afraid but perhaps cross the street if on your own, not taking any chances. Designer townies The most well known and most well hated townie is by far the designer The People's Guide to Knowing your Townies :: Papers The People's Guide to Knowing your Townies Loud, Aggressive, Hostile. This crowd of people will not be seen without another beside them. They enjoy walking around in a large group, known to them as a 'crew' or a 'gang' or a 'posse' there are many other names not listed, the reason for this is because townies have a short attention span causing them to create their own imaginative names up when the original gets boring. All types of townie are obnoxious creatures; if you are ever unlucky enough to witness a group of them maintain a running distance. Since most townies are cowards do not fear when walking past one when they are on their own since they only act cocky when they outnumber you. There are many different classes of townies to be aware of, these areà ¢Ã¢â€š ¬Ã‚ ¦ Townie tramps This race of townie prefers to wear old out of date clothes, colours faded away or aluminous. The most well known clothing of a townie tramp consists of; a pair of Addidas joggers, faded aluminous green which they see as the best colour, a faded grey Nike t-shirt with a large Nike tick which fills most of the front of the t-shirt. A matching tracksuit jacket would do nicely, again faded aluminous green. The footwear is usually some old football boots Astroturf soles of course. That is your average clothing of a townie tramp. These people don't usually hang around in large gangs, although they do hang around in gangs but most often in their own street. Playing football in the middle of the road is their favourite pass time. These people usually are aggressive obnoxious and tough. They do not fear when an opposing gang outnumbers them since they don't usually lose. This type of townie is not a fight starter although if in a big enough gang would most likely attempt a riot. My advice would be to not be afraid but perhaps cross the street if on your own, not taking any chances. Designer townies The most well known and most well hated townie is by far the designer

Explain key influences on personal learning processes

Learners must complete 100 hours work experience s a requirement of this unit. Unit introduction Initially, learners will explore factors that affect learning, then plan and monitor their personal and professional development and reflect on it. They will gain a key understanding of the health and social care sectors, including aspects of service delivery and the fundamentals of research methodology. Learners will consider their personal and professional development holistically, linking different units within their programmes and also their personal experiences.This unit explores the different ways in which learning can take place and how earning from individual experiences can be used to enhance the quality of knowledge, skills and practice. Learners will explore concepts of learning and relate these to their preferred learning styles and other factors that influence their learning. Learners will initially consider their knowledge, skills, practice, values and beliefs in relation to working in health and social care. They will then draw up a personal plan personal abilities, goals and career aspirations.Learners will review their progress against these plans at intervals throughout the programme, adjusting them as appropriate to changing circumstances. They will develop the ability to draw on a range of sources of information to assess their personal and professional development, including their vocational experience and other relevant experiences such as their formal study, employment and/or voluntary activity. The unit introduces learners to health and social care service provision and research methodology, both of which can be extended in other units within the programme.

Impact of Employee Motivation on Performance

International Journal of Business Trends and Technology- volume2Issue4- 2012 Impact of Employee Motivation on Performance (Productivity) In Private Organization 1Nupur Chaudhary, 2Dr. Bharti Sharma, 1Research Scholar, Suresh Gyan Vihar University, Jaipur, 2Associate Professor, St. Wilfred. College, Jaipur, Abstract – Doing Business all over the world is very challenging. Corporate performance and revenue growth are challenge by Internal and external operating environment factors.To survive in profitable way in the highly challenging and competitive global market economy, all the factor of Employee Retention & Production – machine, materials & men, – should be managed in a impressive way Among the factors of production the human resource constitutes the biggest challenge because unlike other inputs employee management calls for accomplished handling of thoughts, feelings & emotions to protected highest productivity.High productivity is a long-term benefits of Empl oyee motivation Motivated employee is a valuable asset which delivers huge value to the Organization in maintaining and strengthening its business and revenue growth. The attached project paper studies Impact of employee motivation on performance (Productivity) in private organization. Keywords: Motivation, Productivity, Employee satisfaction, Working Environment, Employee Performance: 1. INTRODUCTION 1. 1 Background of the Study Now days doing Business all over the world is very challenging. orporate performance and revenue growth are challenge by Internal and external operating environment factors To survive in profitable way in the highly challenging and competitive global market economy, all the factor of production – machine ,materials & men,– should be managed in a impressive way Among the factors of production the human resource constitutes the biggest challenge because unlike other inputs employee management calls for accomplished handling of thoughts, feelings & emotions to protected highest productivity. High productivity is a long-term benefit of Employee motivation. 1. 2 Research Problems Employees management guide to a competitive benefit in the form of more motivate workforce by extension improved operational & business performance. The research problem question to be answer in this research is to define the major factors that motivate employs in diverse companies and to see if there is any particular organization purpose that depends on organizational inimitability employee behavior. 1. 3 Objectives of the Research study Identify the factors that encourage positive motivational behavior among employees is the Objective of this research.This in turn would develop customer service, efficient time management in each organization. 1. 4 Limitation of the Research Study Research study can be briefly declared the limitation in following points: Title of the questionnaire about Motivation so that the respondents thought that they should b e precious by the motivation system earlier than filling the questionnaires. The length of the questionnaire – around 14 questions. The collective respondents will be analyzed and the results of the questionnaire will be documented 1. 5 Definition of Terms a.Motivation: Motivation is the word derived from the word ‘motive’ which means needs, desires, wants or drives within the persons. It is the process of inspiring people to actions to achieve the goals. In the work goal background the psychological factors motivating the people’s behavior can be- Job-Satisfaction Achievement Term Work, etc Need for Money Respect One of the most important functions of management is to create enthusiasm amongst the employees to execute in the best of their abilities. Therefore the role of a leader is to arouse interest in presentation of employees in their jobs.The process of motivation consists of three stages:- 1. A felt need or oblige 2. A incentive in which need s have to be aroused 3. When needs are satisfied, the satisfaction or achievement of goals. Note: motivation is an emotional fact which means needs and wants of the have to be tackled by framing an incentive plan. b. Employee satisfaction: Whether employees are happy and satisfied and pleasing their desires & needs at work. Many measures claim that employee satisfaction is a factor in employee motivation, employee goal. ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 29International Journal of Business Trends and Technology- volume2Issue4- 2012 Achievement and positive employee confidence in the workplace. Employee satisfaction, while normally a positive in your organization, can also be a disappointment if ordinary employees continue because they are satisfied with your work environment. c. Employee Performance: The activity of performance ; of doing something fruitfully; by knowledge as famous from simply possessing it; A performance Comprises an event in which normal ly one group of people the performer or Performers act in a particular way for another group of people . Productivity: Productivity is that which people can produce with the smallest amount effort Productivity is a ratio to calculate how well an organization or individual, industry, country converts input belongings, labor, materials, machines etc. into goods and services e. Working Environment: Stresses, influences, and competitive, situation, civilizing, demographic, profitable, usual, political, regulatory, and environmental factors that effect the survival, operations, and development of an organization. We have a tendency, however, to hear about healthy work environments.A work environment does not require a job. It requires that work has to be done in some place. These can also be considered work environments. 2. LITERATURE REVIEW 2. 1 Motivation 1. Payment 2. Promotion 3. Benefits 4. Recognition What Is Employee Motivation? Motivations are an employee’s intrinsic enthu siasm about and drive to accomplish activities related to work. Motivation is that interior drive that causes a person to decide to take action. An individual’s motivation is influenced by biological, intellectual, social & emotional factors.Motivation is a multifaceted; we can not easily define to motivation, intrinsic driving force that can also be influenced by external factors. Every person has activities, events, people, and goals in his or her life that he or she finds motivating. By using intrinsic satisfaction & extrinsic factor organization can inspire employee motivation at work. Fulfilling the employee's needs and expectations from work and the workplace factors that enable employee motivation – or not. These variables make motivating employees challenging. Some time employers fail to understand the importance of motivation in accomplishing their mission and vision.Even when they understand the significance of motivation, they lack the skill and knowledge to provide a work environment that fosters employee motivation. Here are thoughts about encouraging and inspiring employee motivation at work. Factors to Encourage Motivation. Management and leadership actions that allow employees, Believe about your employees strengths! Inquire employees what they want Teach employees to measure their own success. crystal clear communication about factors important to employees, Treating employees with respect, Providing regular employee respect, ? Feedback and training from managers and leaders, Industry-average benefits and recompense, Carry an idea notebook Explain your reward systems. Inquire employees for information about their performance. Communicate! Stop Distracting Employees 2. 2. Importance of Motivation Motivation is the most important factors influential organizational efficiency. All facilities organizational will go to waste in lack of motivated people to utilize these facilities efficiently. Every superior in the organi zation must motivate its subordinates for the right types of behavior.The presentation of human beings in ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 30 International Journal of Business Trends and Technology- volume2Issue4- 2012 the organization is dependent on the capability in the motivation. Motivation is a helpful instrument in the hands of management in exciting the workforce. Motivation increases the willingness of the workers to work, thus increasing effectiveness of the organization. Best utilization of resources: – Reduction in Labor Problems: – Sizeable increase in production and productivity: ? Basis of Cooperation. Better Image: -. The human resource manager purpose should be to help the general manager in keeping the employees satisfied with their jobs. One more goal in organization is the goal for the services manager is to develop motivated employees and support their morale regarding their respective works. The performance will be poor if the employee is not satisfied & happy. Workplace dissatisfaction frequently leads organization and its employee’s poor performance. The Effect of Motivation on Employee ProductivityMotivated employees are inclined to be more productive than non-motivated employees. Most businesses make some pains to motivate workers but this is normally easier said than done. Employees are all individuals with different like’s dislikes and needs, and different things will motivate each. 1. Motivated Employees Are More Productive .If employee will satisfied and happy then he/she will do his /her work in a very impressive way, and then the result will be good, on the other hand motivated employee will motivate other employees in office. 2. Decision-making and practical ExpectationsIt is important to engage employees in the decision-making process, but create realistic expectations in the process. 3. Job Description, Work Environment and Flexibility Employee doing the right job fo r his personality and skill set, and performing well at the job greatly increases employee motivation and satisfaction. A safe and non-threatening work environment is necessary to maintain a high level of employee motivation. Flexible human resource policies, flexible time, work from home, childcare also be liable to have happier and more motivated workers. 4. Pay and BenefitsKeeping employees motivated with good benefits is easy. Where to draw the line at generous benefits that motivate all employees, versus raises and larger salaries to retain and attract the best workers and keep them happy and motivated to be working for you, are more difficult. . 5. Company Culture Creating a positive and employee-friendly company culture is a great motivational tool. 3. RESEARCH METHODOLOGY 3. 1 Research Design This is a descriptive . In this research we have enough data on the concept & research material . Questionnaire method is used for collecting data. 3. 2 Sampling ProcedureThe study shou ld be conducted with people from different locations. The questionnaires were e-mailed to 70 workers in Jaipur who working in various departments with different job responsibilities and organization position. 3. 3 Instrument Used: Survey can be defined as a method of primary data collection in which information is collected by email & analyzed. 3. 4 Scale Validity and Reliability The scales used to measure the variables in the questionnaire are Numerical scale. 3. 5 Data Collection Procedures Internet Surveys is used. For much research, data collection using the internet is frequently an effective method.In Internet Survey it is very easy to get the respondents feedback in short period of time. 4. DATA COLLECTION & ANALYSIS 4. 1 Introduction The data for the research has been collected using internet questionnaire. The questionnaire was distributed randomly to a sample of employees, over 70 employees who were working in various departments, with different job responsibilities and or ganization position. 4. 2 Data Analysis After collecting the filled questionnaire, they were analyzed for presentation of research findings under data analysis. 1. From how many years you are worked with the present organization?Less than 1 year|5|(7. 7%)| 1-3 years|15|(28. 8%)| 3-5 years|12|(19. 05)| 5-10 years|21|(40. 4%)| The research was directed to find information on the duration of service the employee has been with the organization. Survey results indicated that highest number of 21 40. 4% respondents had been working between 5-10 years and this followed by 15 respondents 28. 8% who have been with the organization between 1-3 years. Respondents who have been working for the shortest period of time less than 1 year stood with 5 respondents 7. 7%. 2. In which department you are work in? Finance and Accounting|2|(5. 60%)|ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 31 International Journal of Business Trends and Technology- volume2Issue4- 2012 Perceptions||Agr|S ome|Neutral|Disagre| Strongly||ee|what||e| |||Agree||| supervisor listens|20|24|7(13. 21|23. 77%)| to me||||%)|| supervisor|is||||| knowledgeable||||| about my work|17|25|8|3| supervisor is fair|12|23|16|2| supervisor|||||| supports personal||||| Development||11|27|13|1| supervisor|has||||| down-to-earth|||||| expectations||10|26|13|4| about my work||||| Human Resource Management|9|25%| Information Technology|2|(5. 60%)| Manufacturing|5|(13. 9%)|Research and Development|11|30. 6%| Sales and Marketing|7|(19. 4%)| Other (please specify)|17|| Regarding the inquiry on the nature of work performed by the respondents, a highest number of 11 respondents 30. 6% were engaged in Research and Development. With 9 respondents 25% came next for Human Resource Management. Sales and Marketing 7 (19. 4%), Manufacturing 5 (13. 9%)IT and Finance & Accounting 2 (5. 60%) 3. What is your job responsibility? Operative Employee|33|(63. 50%)| Supervisor|13|(25. 28%)| Manager|5|(9. 6%)| Senior Management|1|( 1. 9%)| The research inquired to find the nature of jobs of respondents.The research showed that highest number 33 respondents 63. 50% were engaged in operative employee related job responsibilities and this closely followed by 13 respondents 25. 58%. These were followed next by Manager which is 5 (9. 6%) & Senior Management that is 1 (1. 9%). 4. How much satisfied you are from the present organization? Very Satisfied|6|(11. 5%)| Satisfied|32|(61. 5%)| Neutral|10|(19. 2%)| Dissatisfied|4|(7. 7%)| Very Dissatisfied|1|(1. 9%)| The research was directed to find how satisfied the respondents are with their present organization and results shows that Very Satisfied 6 (11. %),Satisfied 32 (61. 5%)Neutral10 (19. 2%),Dissatisfied 4 (7. 7%) Very Dissatisfied1 (1. 9%) 5. About your supervisor / manager An inquiry was made to know what kind of perceptions the employees have about their supervisor and manager. Results indicated the following: Supervisor Listens to employees Positive Agreement:| 44 (83. 02%)| Neutral:|7 (13. 21%)| Disagreed:|2 (3. 77%)| Supervisor Have knowledge about employee’s work Positive Agreement:|42 (79. 25%)| Neutral:|8 (15. 09%)| Supervisor being fair to employees| Disagreed:|2 (3. 77%)| Positive Agreement:|35 (66. 04%)| Neutral:|16 (30. 19%)| Disagreed:|2 (3. 7%)| Supervisor Support personal development| Positive Agreement:|38 (71. 70%)| Neutral:|13 (24. 53%)| Disagreed:|1 (1. 89%)| Supervisor has realistic expectation of employee contribution Positive Agreement:|36 (67. 92%)| Neutral:|13 (24. 53%)| Disagreed:|4 (7. 55%)| Supervisor being fair to employees| Positive Agreement:|35 (66. 04%)| Neutral:|16 (30. 19%)| Disagreed:|2 (3. 77%)| 6. How much satisfaction you are with you on the whole management? Perception||Very|Good|Neutral|Bad| |||Good|||| relationship with your|16|26|11|1| boss||||||| boss/supervisor's||11|26|15|1| management abilities|||||Communication|with|11|13|24|5| general management||||| appreciation|from|5|18|22|8| managemen t|||||| |||||| Career|development|5|19|22|7| support||from||||| supervisor|or||||| management|||||| An inquiry was made to know whether the employees are fully satisfied with their current management. Results indicated the following: Relationship you’re with boss Very Good:|16 (29. 63%)| Good:|26 (48. 15%)| Neutral:|11 (20. 37%)| Boss’s / Supervisor’s management abilities Very Good:|11 (20. 37%)| Good:|26 (48. 15%)| Neutral:|15 (27. 78%)| Bad:|1 (1. 89%)| ISSN: 2249-0183http://www. internationaljournalssrg. rgPage 32 International Journal of Business Trends and Technology- volume2Issue4- 2012 Communication with general management|| Very Good:|11 (20. 37%)||| Good:|13 (24. 07%)||| Neutral:|24 (44. 44%)||| Bad:|5 (9. 26%)||| Appreciation from management||| Very Good:|5 (9. 26%)||| Good:|18 (33. 33%)||| Neutral|22 (40. 74%)||| Bad:|8 (14. 81%)||| Career|development|support|from| supervisor/management||| Very Good:|5 (9. 26%)||| Good:|19 (35. 19%)||| Neutral:|22 (40 . 74%)||| Bad:|7 (12. 96%)||| 7. Mark your satisfaction level with your supervisor manager or management for response to suggestions proposed by you?Very Satisfied|5| Satisfied|29| Neutral|13| Dissatisfied|4| Very Dissatisfied|1| investigation on the satisfaction levels of employees to suggestions they propose to supervisor, manager and the management indicated that satisfaction registered with 29 respondents 55. 8% which is higher than employees expressing neutral with 13 respondents 25. 0% and 5 respondents 9. 6% were very satisfied employees and 4 respondents were dissatisfied employees. In this case, the highest respondents were registered by the satisfactions employees which is very good indication. 8.How much you give rating to your job satisfaction? Perception||Satis|Very|Un|Very| ||facto|Satisfa|sati|Unsatisf| ||ry|ctory|sfac|actory| ||||tory|| Recognition|for|30|11|8|3| your hard work||||| Development||25|4|18|6| opportunities|||||| available|||||| Your pay level as|25|6|11 |11| compared|to||||| similar position in||||| the industry|||||| Your performance|24|6|20|3| feedback|from||||| management|||||| With reference to job satisfaction in terms of the level of recognition employees 30 respondents 56. 60% were satisfied as against 8 respondents 15. 09% who were not presently satisfied with their work 9.How much satisfied you are with the level of training & development received? Whether the levels of training employees receive supports in the development of job treatment was inquired into and the response indicates the following. In respect of initial training and development which employees receive 32 respondents 59. 26% expressed satisfied while 21 respondents 38. 89% expressed dissatisfaction. As regard the ongoing training, 31 respondents 57. 41% expressed satisfied while 22 respondents 40. 74% expressed dissatisfied Perception|||Satisfa|Very|Unsati|Very| ||||ctory|Satisf|sfactor|Unsatis| |||||actory|y|factory|Initial|training|26|6|14|7| received|wh en||||| hired|||||||| Ongoing|training|19|11|13|9| necessary||to||||| perform your|job||||| well|||||||| Self|development|18|8|18|7| support||||||| Preparation|for|15|6|15|14| career||||||| advancement|||||| 10. Knowledge of your job among work force Perception||Stron|Agree|Agr|Neutral| |||gly|Somewh|ee|Disagre| ||||at||e| Workforce|has|8|27|15|2| job-relevant|||||| knowledge|||||| /skills necessary||||| for|successful||||| job completion||||| Information was also sought to find out whether the workforce around the employee has job-relevant knowledge and skills.Results obtained indicated that 35 employees stated in positive agreement and this contrasts with 2 employees who disagreed the workforce is capable of performing given tasks. 15 respondents were neutral being unable to agree or disagree to the stated inquiry. 11. Skills Development of employee Perception|||Strongl|Agree|Agre|Neutral| |||y|Somewh|e|Disagre| ||||at||e| Opportunities|are|8|20|18|6| given to get better||||| my s kills|for|the||||| job||||||| Supervisors/Team|7|21|18|6| Leaders|support||||| employees growth||||| Management||6|19|20|7| ISSN: 2249-0183http://www. internationaljournalssrg. rgPage 33 International Journal of Business Trends and Technology- volume2Issue4- 2012 imitate efforts to get better training on underperformers in my department Information on whether the workforce is given opportunity to improve their job skills results obtained indicated 28 employees 51. 85% were satisfied with agreement and against this a low number of 6 respondents 11. 11% disagreed to the issue and 18 respondents were unable to confirm their opinion either positively or negatively. 12. Employee Development Support. 34 respondents 62. 96% positively stated their satisfaction but against these nly 6 respondents 11. 11% expressed their disagreement. While 13 respondents 24. 07% were neutral being unable agree or disagree positively. To the inquiry whether the supervisor / team leader offer valuable informa tion on how increase productivity. Results obtained indicated that 34 respondents 62. 96% were in strong / somewhat agreement compared to 6 respondents 11. 11% who disagreed that management, supervisor and team leader offer great desired level of support. 13 respondents 24. 07% were unable to voice their convictions either positively or negatively. 13. Use of Right Employee TalentPerceptio|Stron|Agree|Agree|Neutral| n||gly|Somewh||Disagree| |||at||| Organizati|9|23|17|4| on|uses||||| my|talent||||| in the||||| workplace||||| To the inquiry whether the organization is making use of employee’s talent an overwhelming 32 respondents 60. 38% expressed in positive agreement while only 4 respondents 7. 55% expressed their disagreements implying the employee has various other talents but the management is not allowing him or her to initiate 14. Your Performance Expectation Understanding & Performance Appraisals Perception|Stro|Agree|Agr|Neutral| ||ngly|Somew|ee|Disagree| |||hat|||In my most recent|7|26|15|6| performance||||| appraisal,|I||||| understood what I||||| had to do to be||||| rated at|different||||| performance level (for example fully successful, Outstanding) The employees are capable to understand performance appraisals which the organization is carrying out every now and then, 33 respondents 61. 11% replied positively that they are able to fully understand what the appraisals demand or expect from them. Only 4 respondents 7. 41% denied that employees are able to understand them and to expect them to offer wholehearted collaborations to other employees.Perception||Strongly|Agree|Agree|Neutral| ||||Somewhat||Disagree| Supervisors/|5|29|13|6| Team||||||| Leaders|in||||| my|work||||| support||||||| employee|||||| development||||| 5. Conclusion 5. 1 Summary Employee Relationship with the boss had find as Good by 26 respondents 48. 15% as in opposition to only 1 respondent who registered Bad relationship. This report shows that the boss has very good rel ationship with employee all the issues which concern by the employees directly raise to top management or the boss solve the circumstances and keep a good progress and relationship with employees. 6 respondents 48. 15% were of the belief that Boss / Supervisors management ability as being good and this is a very good sign. It shows that employees totally trusting & regarding decisions of the top management. Communication with the boss / management also registered well with 24 respondents 44. 44% as against only 5 respondents 9. 26% who registered badly in communication. This is a good sign with high good communication between the boss & the employees. Acknowledgment from management was registered well with 23 respondents 42. 59% which is a good sign.Employees become proud that their efforts are being accepted. They will get more of interest in their jobs & keep trying to do more efforts. Career Development support from Supervisor/Management was also, listed as Good with 24 responden ts 44. 45%. 6. Conclusion Study shows that the employee motivation has direct impact on productivity and growth. A highly motivated employee invests his / her best hard work in carrying out each and every aspect of his / her duties and responsibilities. Improved job performances of the employee will add value to the organization itself and to the employee’s productivity.The experimental results ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 34 International Journal of Business Trends and Technology- volume2Issue4- 2012 of this study show that the motivation of the employee has reward to the employee and the organization and the organization will keep the faithfulness of the employee at the high climax. Also, the employee will trust his /her organization, supervisor and top management. Form these observations of details it is very clear that business organizations can live and grow by taking care of their employees.In the free market economy under today's globali zation only organizations which follow high-performance paying attention on their employees can live and growth quickly and securely. 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A. , & Kohn, L. 2005. ‘Pay satisfaction and organizational outcomes’, Person ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 35 PDF to Word[-;0] [-;0] – http://pdfonline. blogspot. com