Yamaha Vietnam Essay Example for Free

Yamaha Vietnam Essay The current motorcycle market in Vietnam is developing with high competition among various manufacturers which have a lot of marketing strategies to attract target customers. Yamaha has made a lot of effort to expand the product which ensure the quality as well as reasonable price. With the same background of macro environment in the same market, there are many competitors that can be listed out as Honda, Suzuki†¦etc. targeting at extended problem solving, in other words, complex buying behaivours, Yamaha motor Vietnam have provided a range of products which currently stands in different stages in the product life cycle (PLC). These creates both strengths and weaknesses, opportunities and threats for Yamaha. Based on the analysis, Yamaha can figure out suitable marketing strategy concentrating on special design like sporty and colorful and the system of â€Å"3S’ outlets â€Å"Stop worry of customers†. All are aimed at reaching the final goal: â€Å"Growing with the country’s propensity. † YAMAHA MOTOR VIETNAM CO. , LTD is a joint-venture of Yamaha Motor Co. , Ltd. (46%), Vietnam Forest Corporation (8%), Co Do Mechanical Factory (22%) and Hong Leong Industries Berhad (24%). (Yamaha Motor Japan). Yamaha, which was established on April 1 1998, is located in Trung Gia Commune, Soc Son Dist. , Hanoi. The company specializes in manufacturing and marketing motorbikes. Up to now, the company has provided the Vietnamese market with many types of motorbikes to meet with the need of customers of all ages and genders. Some of the most famous brand names of Yamaha Vietnam are JUPITER, MIO, NOUVO etc. In the competitive market if tow-wheeler in Vietnam, Yamaha Vietnam is achieving significant success and is becoming one of the largest motorcycle manufacturers in Vietnam (including Honda, Sym, Suzuki etc.). To have such accomplishment, one of the companys major success factors is the focus on the importance of customer satisfaction, which is in line with the companys motto: Touching your heart. Also, the company has contributed greatly to the society of Vietnam by participating in many social activities such as: grant scholarship for poor student, building schools, teaching safe driving, etc. Gradually, not only the company touch the heart of the customers by their stylish, high-quality motorbikes but also by Yamahas many meaningful contributions to Vietnamese community.

Workplace Bullying: Literature Review

Workplace Bullying: Literature Review Workplace Bullying Table of Contents Introduction: Aim of This Study: Background for this Study: The Research Problem 1. Defining the effects of bullying 2. Sensitivity of the subject 3. Categories of bullying behaviour Methodology Literature Review: Does Workplace Violence Encompass Physical as well as Emotional Violence? How Bullied Persons Are Seen: What is a Bully Like? What Does Bullying Do to An Organization? Bullying and Workplace Violence: Fundamental Features and Categories of Bullying: Features of bullies: Types of Bullying: Bullying at Schools: Bullying at Workplaces: Cyberspace: Effects of bullying: Analysis: Negative Behaviors: Nature of Bullying: Causes of Bullying: Workplace Environments: Personality of an Individual in Relation to his or her Workplace: Bullying Negates Productivity at the Workplace: Can A Manager Be A Bully? Dictatorial Management Cannot Achieve the Best Results: Survey Results: Conclusion: References: Appendix: People in this modern world have generally become more aware of their surroundings and the ways that they should be treated. They are generally more aware of their self-esteem and their value in society than they were in the past. One reason for this may be because in recent decades there has been more emphasis on things like human rights and equality of all individuals. With particular emphasis on working conditions, people are generally aware of how they should be treated and what sorts of conditions they should be allowed to work in. From a general viewpoint, one may think that this only refers to working conditions such as the physical environment that should not have any hazards in it. The reason for this thought is due to the fact that there have been several cases in the past in which employees were given hazardous conditions to work under. In contrast to this, people are more aware of these past problems, and probably would not hesitate to object to any hazards in workplaces today. In contrast to having asserted the awareness that people might have regarding workplaces hazards, there are several individuals who may not realize that they are still facing workplace problems and end up not objecting to problems around them. Also, some individuals who are aware may not be able to oppose these forces, and thus, are compelled to work under these conditions. Some working conditions may not necessarily be hazardous in the conventional sense, but they may be considered as inappropriate for employees if they suffer stress because of them. One particular type of workplace hazard is known as ‘bullying’, and may be carried out by superiors as well as colleagues[1]. Statistics reflect more than 2 million people at work feeling bullied (Andrea Adams Trust 2005). One in four people say that they have been bullied at least once in the past 5 years. With these statistics, it is further said that workplace bullying results in a loss of 18.9 million working days and à ‚ £4 billion[2]. This is because those being bullied tend to be absent from work more often. In addition to loss experienced in industries in terms of days and revenue, there is evidence of high levels of stress in individuals being bullied. Yet, it is not easy to evaluate workplace bullying, and this is because of the difficulty in precisely defining what workplace bullying is. There are several definitions of ‘bullying’, but none are agreed on. However, some of these are interesting and do help to gain significant insight to the problem. According to Stale Einarsen (1999), it is suggested that †¦Ã¢â‚¬Å"bullying occurs when someone at work is systematically subjected to aggressive behaviour from one or more colleagues or superiors over a long period of time, in a situation where the targets finds it difficult to defend himself or herself or to escape the situation†¦Ã¢â‚¬ [3] According to the above definition, bullying might be described as a process through which individuals feel intimidated by someone who uses their strength and power to hurt and frighten them. The presence of this person makes them feel vulnerable and uncomfortable to the extent that it stresses or de-motivates people at their work. In other words, it is a systematic approach through which an individual corners another, and there is no escape unless one escapes the system. Recent research in the UK conducted in the form of surveys and UK cases have highlighted the importance of exposing ‘bullying’. This is because there is significant evidence to prove that it causes anxiety that leads people to suffer physical and mental distress. These are believed to be direct results of bullying in the workplace. It is estimated that in the UK, six million working days are lost annually due to stress caused by bullying, job insecurity, shift work and long hours[4]. According to Cary Cooper (2000), people that reported being bullied had the poorest health, the lowest work motivation, the highest absenteeism figures as well as the lowest productivity compared with those who were not bullied. In addition to this, based on research in Sweden, Heinz Leyman (1993,1996) firstly introduced the concept of mobbing (bullying) as a relentless form of harassment in organisations. Theoretically, it could be asserted that bullying is an extreme type of social stressor at work that works in a system. It may be then said that bullying is a long lasting harassment, systematically aimed at a target person.[5] Having acknowledged the tremendous loss that bullying causes an industry, the UK Government believes that employees should have the rights to work in an environment without being bullied and harassed. In order to combat bullying in the workplace, the UK legal framework gives employees the rights, which protect them from any form of unreasonable treatment wit hin the work place. Keeping the above statistics in mind, this project is concerned with the effects of bullying in workplaces on individuals. It will also explore the nature and causes of bullying at work. Most studies regard bullying as a unified phenomenon, in spite of the fact that different kinds of behaviours are involved.[6] It may be asserted here that these behaviours make individuals feel intimidated and occur in different situations and cross gender, age, and race of individuals. The intimidation and anxiety caused by bullying creates stress and stress related illnesses. The aims of the proposed study are outlined below: What type of negative behaviours that makes individuals feel bullied at their workplace? Explore the nature and causes of workplace bullying. Examine the effects of bullying on individuals. According to Andrea Adams in â€Å"Bullying at work† published in 1992 bullying at work is like â€Å"a malignant cancer and the disturbing manifestations of adult bullying†Ã¢â‚¬ ¦ (Adams et al 2000, p.9) Andrea Adams, broadcaster and journalist, was the first person to recognise the significance of workplace bullying, and her book â€Å"Bullying at Work†, remains a landmark in this field. Adams suggests that bullying occurs when â€Å"professional abrasiveness becomes tainted with an element of personal vindictiveness† (Adams et al 2000, p32). Bullying is a sustained form of psychological abuse and often radiates from a senior person taking what they feel is strong management. However, bullying may not always come from a senior person in the workplace. It is thought that individuals may be singled out by a number of colleagues for various reasons. Debrah Lee (1998), who has been researching workplace bullying, argues the emergence of workplace bullying as being a problem or whether it should be considered to be an interpretation for an existing problem. She demonstrates that workplace bullying is an interpretation for a range of unfair work practices. She identifies workplace bullying as: †¦Ã¢â‚¬ Persistent, offensive, abusive, intimidating, malicious or insulting behaviours, abuse of power or unfair penal sanctions which makes the recipient feel upset, threatened or humiliated or vulnerable, which undermines their self confidence and which may cause them to suffer stress†¦taking credits for another persons idea, ignoring or excluding an individual by talking only to a third party to isolate another, spreading malicious rumours, persistent criticisms†¦[7]. Therefore, it could be said that bullying encompasses various kinds of negative behaviors. There have been a range of debates around the nature and causes of workplace bullying. Stale Einarsen (1999) suggests that bullying may be used in a joking manner describing good natured horseplay or refer to minor events of aggressive behaviour that tend to be easily accepted and tolerated. In this scientific study, the concept refers to rather specific phenomenon where hostile or aggressive behaviour, whether physical or non-physical, are factors of stigmatisation and victimisation of the recipient.[8] However, Dieter Zapf (1999) categorises five different types of bullying behaviour. They are: Work related bullying which may include changing your work tasks or making them difficult to perform; social isolation personal attacks on your private life by ridicule, insulting remarks, gossip or the like; verbal threats of such violence Physical violence or threats of such violence. (Adopted for use quoted in Zapf 1999; source Stale Einarsen 1999) Zapf (1999) argues theoretically that bullying is an extreme type of social stressor at work. It is a long lasting escalating practice aimed at a target person. There is inadequate research and it is difficult to prove the causes and effect of bullying. It emerges that multiple causes of bullying have to be taken into consideration, and that bullying can be caused for various reasons. 1. Defining the effects of bullying One of the main problems of finding out the effects of bullying is â€Å"stress†. Estimates of the cost of stress and stress related illnesses range from  £5 billion (TUC) to  £7 billion (IPD) to  £12 billion (CBI) each year. Stress can be caused from a variety of reasons. (www.bullyonline.co.uk) (11/11/05) Christine Hudson (2001) defines stress as: †¦Ã¢â‚¬ literally a pressure of force exerted on an object. The emotional state that occurs when an individual believes that they do not have the resources to deal with a situation or series of events†Ã¢â‚¬ ¦ (Hodson 2001, p: 144). Beehr Franz (1987) suggest that â€Å"stress† has commonly been defined in three ways: as an environmental stimulus often described as a force applied to the individual, as an individual’s psychological or physical response to such an environmental force (Warr 2002, ch: 8 p: 204). If the cause of stress could actually be pinpointed to an individual’s workplace, it would be convenient to study how s/he may have been bullied. 2. Sensitivity of the subject Bullying is a sensitive topic and people may be in denial or embarrassed because of the fact that they are being bullied. Not everyone will admit that they have a problem and some may not be aware that they are being bullied. Hence, it is a very sensitive area. Precautions must be taken when research is carried out. 3. Categories of bullying behaviour Different theorists have different perceptions of categories of bullying behaviours. Also, individuals have different perceptions of defining what negative behaviour is. The literature review and analysis will help to reveal what authors have to say about different categories of bullying. The method selected for this research paper consists of a quantitative as well as a qualitative approach. Both approaches will help to collect as much data as possible. Qualitative data will be obtained though pertinent journals, books, studies, magazines and newspapers, all presented in a literature review that will be analysed. Quantitative data will be obtained through a survey consisting of 50 participants. A range of questions will be presented to them, and the accumulative answers to these questions will be analysed. In addition to this, the quantitative data will be discussed with regard to the literature review as well. This quantitative method has been selected because a questionnaire will provide the opportunity to seek answers to questions in a larger quantity. Advantages: Questions are designed so that answers from the individuals’ interviews can be added together to produce results, which apply to the whole sample. The research is based on interviews with a representative sample of respondents. The questions are designed to be unbiased Large survey can often be broken down Surveys lend themselves to future replication. Disadvantage: Data becomes the main focus of the research issues. The data provide snapshots of points in time rather than a focus on the underlying process processes and changes. The researcher is often not in a position to check first hand the understandings of the respondents to the questions asked. Issues of truthfulness and accuracy are thereby raised. The survey relies on breadth rather than depth for its validity. This is crucial issue for small-scale researchers.[9] Making use of primary data (Surveys, focus group interviews) and secondary data (journals, databases, case studies, books, newspapers etc.), the clients aim is to find out what types of negative behaviours make people feel bullied at the workplace. This data will also help to reveal the nature and causes of workplace bullying. Analyzing the survey data against the reviewed literature and the analysis will prove interesting. It is through this comparison that one will be able to tell whether the literature reviewed has any similarities shared with the results of the survey. It is expected that there would be similarities, and it is interesting to observe how significant these similarities are. Bullying at a workplace can very easily be likened to bullying in schools. The difference between the two types of bullying is that each of them takes place in different age brackets. Bullying at a workplace is similar to bullying at school because it takes place within an institution that works as an arena within which bullying can be sustained. It is often thought that bullies at schools tend to do the same thing at workplaces when they grow up. This is perhaps because their behaviors may have been ignored by superiors and cheered on by classmates. As a result, the will to dominate continues as they grow up. Some bullies target their victims because they feel the need to control a situation or an environment while others have a natural urge to dominate without any specific reason. Whether bullying takes place at the school level or in a workplace, it has often been noted that insecure individuals exemplify these behaviors. Does Workplace Violence Encompass Physical as well as Emotional Violence? According to the International Labour Organization (ILO) (1999), one of the severest problems being faced at workplaces is physical as well as emotional violence. The ILO defines workplace violence as: â€Å"any incident in which a person is abused, threatened or assaulted in circumstances relating to their work. These behaviors would originate from customers, co-workers at any level of the organization. This definition would include all forms or harassment, bullying, intimidation, physical threats/assaults, robbery and other intrusive behaviors.†[10] This definition is also said to encompass bullying. According to CUPEs National Health and Safety Survey of Aggression Against Staff (1994) a similar definition to the previous one is observed, verbal aggression and harassment in its definition of violence is: â€Å"Any incident in which an employee is abused, threatened or assaulted during the course of his/her employment. This includes the application of force, threats with or without weapons, severe verbal abuse and persistent sexual and racial harassment.†[11] Definitions such as this one may also encompass bullying. In order to establish a connection between these definitions of physical and emotional violence, and bullying, the following case is important. An employee of OC Transpo in Ottawa (April 6 1999) shot 4 employees dead, after which he shot himself. It was said that the employee had suffered from workplace harassment. The definition of workplace violence that had to be included in the coroner’s examination had to include definitions of physical violence as well as psychological violence[12]. Psychological violence or emotional violence includes acts such as bullying, mobbing, teasing, ridicule or any word or deed that could psychologically harm or single out an individual person in the workplace. From the inclusion of emotional violence in the definition of workplace violence, it can be asserted that definition is very broad. Such a definition has helped to encompass several behaviors that are objectionable and are recognized as harmful to employees (Einarsen, 2002, 25-30). How Bullied Persons Are Seen: Usually, those who are bullied are seen as weak individuals or individuals that are different and singled-out. As opposed to the way that bullied person might be seen generally, s/he might well be a capable person, and one that handles his or her work independently. Quite often, such individuals are also well liked by their co-workers. However, bullies may pick on such individuals who may have a non-confrontative interpersonal style. Bullies may see the target as a threat, and set out to cut the target down. A bully of this kind may be a superior or even a co-worker. A co-worker may bully another worker because the target is considered one that is capable of excelling in his or her duties. A superior on the other hand may want to bully an employee in order to keep the target’s personality in check. This may be done in order to create or reinforce an impression of the superior being in control. Some superiors do take pleasure in bullying their employees in order to, in typical terms, show them who is the boss. What is a Bully Like? Bullies are usually insecure individuals, lacking social skills. The have little compassion for individuals in general, but tend to be harsh on individuals whom they decide to target. Bullies generally try to turn their insecurity outwards by targeting others. They take pleasure in knowing that they can throw their weight around. They use their positions to attack fully capable individuals around them by subjecting them to undue criticism. A bully may also tend to humiliate, ignore and isolate a target in front of others[13]. If the bully is in a senior position, s/he may make things difficult for the target or victim to work through. This would include setting up tasks that cannot realistically be achieved[14]. A bully may also take away important tasks from a target and replace them with demeaning ones. No matter what a bully does to intimidate a target, the basic idea is to control situations and environments. What Does Bullying Do to An Organization? Bullied employees tend to waste anywhere between 10 to 52 % of their work time. Many of them spend time preparing themselves against bullies, searching for support, thinking over the situation, and suffering stress and demotivation[15]. Many of them also do not show up for work regularly due to stress and stress-related illnesses caused. A work environment in which employees are bullied is poisoned with lack of morale, anger, fear, depression, and related feelings. All this results in an employer suffering: loss of efficiency, absenteeism, high turnover of staff, and lawsuits[16]. Not only does an employer suffer because of bullying in a workplace, but bullying has an impact on the target’s family and friends as well. The daily stress that an individual suffers is carried to relatives and friends. A target’s marriage is also likely to suffer as well with long-term stress. Friendships too come under strain because a target may become possessive (Badzmierowski Dufresne, 2005). The damages caused by bullying also impact the healthcare system. This is because those who suffer stress through bullying tend to receive medication and counseling for coping with the problem, and these could last for significant periods. Bullying and Workplace Violence: Workplace violence is a practice that might be physical or emotional. This means that the tactics used in the process may be physical or emotional. Bullying is one of the tactics considered under workplace violence. Encompassing the emotional tactics used in workplace violence are: bullying, incivility, disrespect, psychological abuse, and emotional harassment. All these tactics may also be referred to as ‘psycho terror. Whichever way one chooses to define and describe these various aspects of workplace violence, they all have the same impact. This is to say that they all result in work time being lost, demotivated employees, medical claims, legal fees, and ultimately, company decline. Quite obviously, there are tremendous losses experienced in terms of both financial loss and in quality of life (Badzmierowski Dufresne, 2005). Focusing more on bullying as a tactic of emotional workplace violence, it can be asserted that bullying is any form of negative behavior that shows disregard for other workers. It might be asserted here that along with there being several definitions for bullying presented by various scholars, there are also several behaviors that may coincide or overlap bullying behaviors. However, it can also be asserted that bullying and other overlapping practices are emotional workplace violence. Bullying is thought to consist of some of the following negative behaviors: Harassment Incivility Teasing Gossiping Purposely withholding business information Overruling decisions without a rationale Sabotaging team efforts Demeaning others Verbal intimidation (Badzmierowski Dufresne, 2005) In addition to the above types of bullying, there are several more that may be included. The different types of bullying that can occur do so in an organization that tolerates incivility. Though organizations may be aware of the damages that bullying does to an organization, responses to the problem are insufficient. Many managers ignore incivility because they either do not want to get involved or they simply believe that it is too much of a waste of time getting involved. Managers sometimes like to keep their slates as clean as possible. So they would rather avoid getting themselves into any interpersonal conflict. In addition to managers not wanting to get into interpersonal conflicts, many of them may not even hear of any problems in the workplace. This could be for various reasons. Perhaps their co-ordination is insufficient and the opportunity for employees to bring up these kinds of problems does not arise. Some employees might feel that they would be going way beyond expected territory if they were to take complaints forward (Badzmierowski Dufresne, 2005). Another reason why managers may not hear about bullying at the workplace is because employees are afraid to bring these issues up even if the opportunities do arise. Employees may be afraid to bring bullying matters up because there are organizations that would regard these complaints as personal disputes and they may not be seen as the concern of the management. It might be asserted here that this could occur because managers know that employees would not take these matters too far even if they were to get serious. However, targeted employees have been known to bring lawsuits against companies for bullying. In the UK, there is legal support for employees that feel bullied, as the UK suffers a loss of several working days and revenue due to workplace bullying. The matter is a serious one, and so is the legal protection of targeted employees in the UK. Though there is legal protection available for targeted employees, there are organizations that permit or even reward blatant confrontation among employees. This is done in the name of competition within organizations. However, there are lines that need to be drawn and if rude language and negative behaviors are overlooked, an organization can suffer intensely. â€Å"Research shows that when targets believe that someone at work has treated them disrespectfully, half will lose work time worrying about future interactions with the instigator, and half will contemplate changing jobs to avoid a recurrence. One-fourth of research respondents who feel that they have been treated uncivilly will intentionally cut back their work efforts. A few will steal from their instigators or their organizations. Some will sabotage equipment. Most will tell friends, family and colleagues about how badly they have been treated†¦in the worst case, some targets of incivility will exit† (Pearson and Porath 2005). Fundamental Features and Categories of Bullying: According to common terms, bullying is known as a type of harassment, carried out by one child over another who is seen as weaker. With this common view of bullying in mind, there are three common features in this form of behavior: It is aggressive and negative, both The behavior is sustained There is in inequality in power of the bully and the target, with the bully having more power (Einarsen, 2002, 25-30) There are also two main categories into which bullying falls. These are: Direct and Indirect bullying, which may also be called aggression Direct bullying is common among males. Indirect bullying is common among females and children. Indirect bullying usually results in the target becoming socially isolated. There are several ways through which this may be achieved. Some of the ways include: gossip, ignoring the target in public, treating those who mix with the target in the same manner, and finding fault with the target’s style of dressing and various other social belonging that the target may have, such as his or her religion, race, disability, etc. Bullying can take place in almost any type of set up. It is known to commonly take place in schools, colleges, universities, workplaces, in neighborhoods, and even between countries. No matter where bullying takes place, it must be noted that the element of power has an important role to play, and the power structure seems to be of great importance (Einarsen, 2002, 25-30). To observers of a relationship in which bullying takes place, the power a bully has is dependant on the perception a target has of the bully. The target usually is afraid to defend him or herself effectively. In many cases, a target has reason to be intimidated. S/he may fear the bully may carry out threatened actions such as physical/sexual violence, or loss of livelihood. Features of bullies: There are few notable characteristics of bullying, particularly in male bullies. These include the need for a bully to feel in control and be powerful, sadism, which is a situation where a bully gets satisfaction at watching another person suffer, complete lack of consideration for others, and a particular pattern according to which they work in order to blame the target (Einarsen, 2002, 25-30). Quite commonly, an individual’s upbringing is blamed for the way that a bully behaves. It is thought that a bully may have been brought up in an abusive environment where s/he might have been exposed to physical forms of punishment at home, little or no parental concern, and an environment in which violence has been used as a way of sorting out problems. Other research reveals that aggressiveness and forceful behaviors, perceiving other’s behaviors as aggressive, a drive to preserve one’s image, and demonstration of obsessive actions are also observed[17]. Types of Bullying: Bullying, whether a male or a female carries it out, may be considered to be an obsessive and compulsive behavior. This behavior has repeated actions or verbal insults that are used in order to have power over a target (Einarsen, 2002, 25-30). There is also a mixture of intimidation and humiliation used against targets. Some examples of bullying techniques are given below: Name-calling often using the target’s or victim’s names; commonly, the target is accused of being useless in all s/he does Gossiping about the target Stealing items that belong to the victim Unjustly demoting a victim Use of threats to get a victim to do what a bully wants Cyberbullying; this includes making use of various information technologies to bully a victim Physically assaulting a person or his or her property Blackmail Framing a victim before an authority figure Use of insulting remarks against a victims family, about ones home, personal appearance, sexual orientation, religion, race, income level, or nationality Ignoring or Isolating a victim Interfering with a victims personal belongings, and damaging them or using them to mock a victim Dominating a victim by staring Insulting graffiti[18] When bullying occurs in school

Athletic Training Career Essay -- Sports, Health and Physical Educatio

"Here she comes around the last curve she's just about to break the world record for fastest mile run by a woman. Almost there, and she's done it! But wait, she's on the ground, gee whiz I think her knees gave out!" How is this girl going to get better? What should she do to fix this? An athletic trainer would be able to answer these questions and help this girl get back into the best physical condition possible so she could run again. The following are key parts of the Athletic Training career, including, but not limited to: requirements of education and colleges that offer programs; basic job titles and responsibilities; employers; benefits, hours, annual income; extending the job experience. An Athletic Trainer is by definition "a medical professional who prevents, assesses, treats, and rehabilitates injuries." These professionals are recognized by the American Medical Association, and are part of the Allied Health Services. Athletic Trainers must be mature enough to handle emerge ncy circumstances, such as an unexpected injury, distraught athletes and parents. They must know how to prevent injury, or evaluate an injury in order to care for and rehabilitate the injured party ("Defining" 1). Now, every good career person must have an education, and Slippery Rock University of Pennsylvania is a well known college for becoming an Athletic Trainer. It has a competitive, nationally accredited, Athletic Training program so that after the first two years of college a student must apply for a position. It also has an excellent fitness facility. Curriculum generally includes "assessment and evaluation, acute care, general medical conditions and disabilities, pathology of injury and illness, therapeutic exercise, therapeutic modalities, r... ...r career extensions or changes among Athletic Trainers. The time it would take to add another degree to a resume would depend on the type of degree or certification required and the college or university attended. However, adding more degrees tends to make a person more qualified and wanted in higher paying positions, just keep in mind that higher paying positions also take more time. Athletic Training can be a very rewarding career if someone is ambitious enough to go far. The author of this paper no longer wants to become an Athletic Trainer anymore because higher pay is harder to achieve, and an extreme amount of time would be needed to get into the highest pay bracket. I think this career would be better for single, healthy people, or an athletic family that does not mind the parent being away for periods of time on, whichever, weekends, days or nights.

Hamlet (Shakespeare): “Mad,” “Sane,” or “None of the Above”? Essay

A form of theatrical representation, metadrama (Danner), revealed Hamlet’s convictions about the behaviors and character of his mother, father, step-father, and, most importantly, himself (Shakespeare).   Metadramatic techniques reveal to the audience that characters in a play themselves are aware they are in a play and are providing additional information that the audience can accept as truthful (Danner). While these characters have no motivation to be deceitful, they may demonstrate to the audience their ability to deceive themselves.   Most notably, in Hamlet, the audience can accept information in particular soliloquies, the play-within-a-play, and from the ghost of Hamlet’s father as accurate representations of Hamlet’s and even the ghost’s own perceptions.   Why would any self-respecting ghost return to earth other than to reveal the truth?   And why would Hamlet choose to lie to us through a soliloquy? However, most importantly, we have an opportunity to witness Hamlet’s own unintentional self-deceptions.   In using examples of these techniques to evaluate Hamlet’s mental condition, â€Å"sanity† was not conceptualized as a categorical variable with two levels, â€Å"sane† or â€Å"mad.† Creating â€Å"madness† in a fictional character in a literary masterpiece (e.g., Ophelia in Hamlet) does not impose the difficulties encountered when trying to differentiate between those who are legally â€Å"mad† vs. â€Å"bad† (Emery & Oltmanns 429-433) or when trying to form two discrete diagnostic categories (Emery & Oltmanns 3-14). Regarding the question of whether Hamlet was â€Å"mad† or â€Å"sane,† in the analysis presented below, he has been conceptualized as unfortunate in having characteristics that did not match the particular demands needed for the unusual circumstances of his life and also in having the facility for self-deception that prevented him from recognizing the futility of nonetheless persevering. At the beginning of the play, Hamlet was a young man grieving following the death of the father he apparently still had worshipped as young boys not infrequently do, until they learn what is and isn’t â€Å"cool†.   Hamlet, of course, seemingly for worse rather than for better, actually had that all-powerful father, strong, courageous, respected and also loved by all.   Not prepared for his father’s death, Hamlet was even less prepared for his mother’s fast re-marriage to her brother-in-law. Magnificent poetry is no less magnificent if it comes from the mouth of someone too inexperienced to have learned the difference between the kinds of painful events that characterize human existence and those that will always get our own or most anyone’s attention, for example, the difference between our recently widowed mother having sex with the village idiot and her being sent to Hitler’s gas chambers.   The intensity and obsessive nature of his suicidal depression alone would have permitted a diagnosis of post-traumatic stress disorder (PTSD; American Psychiatric Association manual, as cited in Emery & Oltmanns):   â€Å"O, that this too too solid flesh would Melt{,} and resolve itself into a dew!   Or that he Everlasting had not fix’d His cannon ‘gainst self-slaughter!   O God! God! How weary, stale, flat and unprofitable, Seem to me all the uses of this world!† (Hamlet 10). Interestingly, more than two centuries before Freud’s birth, Shakespeare had dramatized the kind of observation on which the latter based psychoanalytic theory (as cited in Shaffer).   First, in the soliloquy cited above, Hamlet did not yet even know that the cause of his father’s death was homicide and would not himself have recognized that his suicidal depression was caused not by his father’s death but by his mother’s sexual betrayal (in Hamlet’s view) of his father, when she went with â€Å"most wicked speed, to post With such dexterity to incestuous sheets!† (10). Without apology for violating one of the many dictates of the politically correct (PC), the dictate never to mention the name â€Å"Freud† without including the phrase â€Å"sexist† (Bowers & Farvolden), it does not even seem possible to avoid imagining Dr. Freud, while rubbing his whiskers thoughtfully, concluding that while Hamlet had resolved his fear of paternal retribution for his Oedipal desires by closely identifying with his father, his resolution of the Oedipal stage was incomplete because, regarding his mother, in wording compatible with Hamlet’s revered Bible, he still was â€Å"lusting in his heart† and, rather than blame his mother as an individual, he instead (innocently and blissfully untroubled today’s PC) blamed women’s nature, â€Å"Frailty, thy name is woman!† (10). His ambiguous view of his mother was perhaps not unlike children who blame their mothers for all that is wrong with their lives and the world, yet for whom the phrase â€Å"your mother,† in themselves, are fighting words.   To reinforce the doubts he already had about Gertrude (noted above), Shakespeare gave him the ghost of his father who simultaneously condemned and forgave her, in effect setting her up as a target for both justifiable rage and self-restraint: Claudius â€Å"won to his shameful lust The will of my most seeming-virtuous queen† (20) and Hamlet should â€Å"Let not the royal bed of Denmark be A couch for luxury and damned incest.   But, however, thou pursuest this act, Taint not thy mind, nor let thy soul contrive Against thy mother†¦Ã¢â‚¬  (21).   The ghost of Hamlet’s father encouraged what already was his simmering attribution of blame, not overly concerned about the fairness of Gertrude sharing Claudius’ guilt.   In fact, we know that people distort their own perceptions and memories in a direction consistent with their beliefs (Schacter), explaining how Hamlet managed to interpret the ghost’s condemnation of Gertrude as strong enough to warrant his own conclusion, â€Å"O most pernicious woman!† (22). Indeed, people who have suffered misfortune frequently do seek out other people to blame.   We do not like to believe we are at the mercy of random inexplicable accidents or that there is no meaning to account for the occurrence of adverse events or that we do not have immortal souls.   Thus, while Claudius most certainly was guilty of committing â€Å"murder most foul† (20), what did Gertrude actually do to warrant her son’s animosity?   When does she ever show us the loathsome side of herself we have come to expect? Regarding her husband, she, in fact, does not seem guilty of anything more than being naively trusting, when as a recent and lonely widow, she was human in being receptive to the sexual overtures of a man she believed shared her own grief.   Despite what her son and her husband’s ghost indignantly protested, for centuries, marriage between even blood relatives might be considered a national European sport (Coontz). Regarding Hamlet, her â€Å"crimes† seemed no more than being overly tolerant of his disrespectful treatment and overly supportive to the extent of being his cheerleader in what she failed to recognize was not a game but a lethal battle with Laertes: â€Å"He’s fat, and scant of breath.   Here Hamlet, take my napkin, rub thy brows; the queen carouses to thy fortune† (Hamlet, 99).   In her exuberance, she drank poison from the cup her husband had prepared for Hamlet. It would seem that Hamlet’s fatal flaw was less his inability to exact revenge from Claudius than his facility at finding and deceiving himself into believing about any possible excuse, thus preventing him from accept himself for not being the â€Å"man of action† expected of the son of a great king.   Under other circumstances, differing from his father regarding physical accomplishments might have led to no more than the timeless struggle between, for example, the father who had been star quarterback in high school and the son who was in his father’s eyes the star high-school nerd. It was Hamlet’s incredible myopia regarding the excuses he was making for failing to act that led inexorably to a tragic bloodbath in the end.   Hamlet, it turned out, like J. Alfred Prufrock, was â€Å"not Prince Hamlet, nor was meant to be† (Eliot line 111).   Had Hamlet a chance to â€Å"grow old† (line 120), he might have recognized his own nature in time to avoid becoming â€Å"an attendant lord†¦deferential, glad to be of use† (lines 112, 115). However, he too had â€Å"wept and prayed† (line 81) and rather than finding â€Å"the strength and courage to force the moment to a crisis† (line 80), he found only excuses for failing to act.   Indeed, Hamlet seemed to sincerely believe he would have been able to end his torment through suicide had his religion not prohibited â€Å"self-slaughter† (Hamlet, 10). These excuses included an odd need for evidence that the ghost was truthful (53), failing to act after the play-within-a-play elicited the demonstration of guilt Hamlet sought from Claudius (surprisingly, since the sociopath of Hamlet’s description would not be likely to even feel guilt – and after a stunningly convincing description of his own conscience, why did Claudius not remember this conscience after again Hamlet failed to kill him?) because of his mistaken perception of Claudius being in the act of prayer.   Ironically, as Claudius was acknowledging that his â€Å"offense is rank it smells to heaven; It hath the primal eldest curse upon’t, A brother’s murder. Pray can I not† (64), Hamlet, echoing the ghost of his father at the beginning of the play, could not kill Claudius because if killed while in prayer, â€Å"he goes to heaven †¦Ã‚   this is †¦ not revenge† (65).   At this point, he failed even to question the justice of a religion that rewards a minute of remorse with heaven and punishes anyone unfortunate enough to die suddenly with hell.   Hamlet never did describe what his father might have done so that he was â€Å"cut off even in the blossom of my sins† (21). Was Hamlet â€Å"mad†?   He was not mad unless the label is consistently used to describe anyone demonstrating self-destructive patterns of thought.   For that matter, if we describe Hamlet as â€Å"mad,† there would be no reason for excluding the millions of people who fit, to varying degrees, even one diagnostic description in the American Psychiatric Association manual (as cited in Emery & Oltmanns). Is Hamlet â€Å"sane†?   The label again would fit only if it also were used to describe virtually all of us who demonstrate any of the subjective feelings of distress described in the same manual.   The text of Hamlet did not even provide enough information to form a reliable conclusion about his thoughts and behaviors prior to his father’s death.   He might have been feeling distressed his entire life because of experiences such as the death of his pet flea or a stubbed toe. The genuine tragedy of Hamlet was that the eloquence and stunningly brutal clarity with which he expressed the universal human condition in his most famous soliloquy did not prevent his doom and, indeed, might have been so brilliant that he would have been blinded had he not turned away: a condition where the only escape from â€Å"the whips and scorns of time† is into the potentially worse â€Å"undiscover’d country †¦ [that] makes us rather bear those ills we have Than fly to others that we know not of† (48). Works Cited Bowers, Kenneth, & Farvolden, Peter.   â€Å"Revisiting a Century-old Freudian Slip – From   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Suggestion Disavowed to the Truth Repressed.† Psychological Bulletin, 119   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (1996): 355-380. Coontz, S.   Marriage, a History: From Obedience to Intimacy or How Love Conquered   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Marriage.   New York: Viking, 2005. Danner, Bruce.   â€Å"Speaking Daggers.† Shakespeare Quarterly, 54 (2003): 29-62. Eliot, T.S. The Love Song of J. Alfred Prufrock.   Retrieved 17 May 2009, from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   www.bartleby.com/1981.html. Emery, Robert E., & Oltmanns, Thomas F. Essentials of Abnormal Psychology.   Upper

“Hunger” from a Scientific Biopsychological Perspective

The term â€Å"bio† means life and â€Å"logos† means study. The word biology can thus be defined as the study of life. The study of physiological bases of behavior is known as Biological psychology. Biological psychology is the study in three ways namely the comparative method, Physiology and Investigation of inheritance. In the comparative method a number of different species are studied and then the results are compared and are related in order to understand the human behavior. Physiology basically focuses on how the brain functions, how the nervous system and hormones work and how their functions affect human behavior. The Investigation of inheritances focuses on how the mechanism of inheritance works. This paper will shed light on hunger from a scientific biopsychological perspective. When level of glycogen in the liver fall below a certain point, a feeling is experienced by an animal which is known as hunger. The organ responsible for originating this unpleasant feeling is the hypothalamus part of the brain. The hypothalamus alarms the liver and the stomach through the sense receptors. Animals can basically be divided into three major categories namely the carnivores, the herbivores and the omnivores. Though they all belong to same parent class but there eating habits are pretty different. Carnivores are basically meat eaters. They generally live on live foods. The biological reason behind this is because they have large mouth and very sharp teeth. This allows them to easily get a hold on their prey and tear off the huge pieces of flesh. The short intestinal tract and the huge stomach is perfect for them to hold even an entire big fish. Carnivores prefer to eat meat because there digestive system basically lacks the ability to digest vegetable matter. Even if they try to live on vegetable they won’t be able to survive for long because there body won’t be absorbing any nutrients. As carnivores have a huge stomach. They don’t have to eat food very frequently as there serving size is usually very huge. A lion is an example of carnivore. Herbivores on the other hand are totally opposite to carnivores. The proper diet for herbivores consists of plants, algae and fruits. They have adaptive themselves according to the biology of their body. There specialized intestines makes their body capable of breaking down matter. They have flat teeth through which they grind food before swallowing. The herbivores must have to eat frequently because their stomach lacks the ability to hold large volumes of food. They need to take meals several times a day and there serving size is usually very small. An example of a herbivore is a zebra. Omnivores can eat almost anything. They can vegetables and meat. Their teeth and digestive are made in such a way that they can adapt themselves to have the properties of both the omnivore and the herbivore. An example of an omnivores are humans. The part of the brain responsible for stimulating hunger is the hypothalamus. The hypothalamus can be divided into areas namely the lateral hypothalamus and the ventro hypothalamus. The lateral hypothalamus is the part that makes you feel hungry where as the ventromedial hypothalamus is the part that make you feel full and satisfied. When a person is eating a big meal and believes he no more has the capacity to eat more, the ventromedial hypothalamus is doing the job to indicate you. Signal impulses are generated by the hypothalamus at appropriate times in order to indicate that when to eat and when to stop. The hypothalamus is trained to maintain a certain optimal body weight. If the body weight falls below the marginal line, the hypothalamus lowers the metabolic rate and when we eat it tells the body to stop eating and increases the metabolic rate to burn excess foods. The neurotransmitter also effects are eating habits. The neurotransmitters that have relation with hunger is serotonin and dopamine. The serotonin is basically a neurotransmitter that keeps us happy. When we feel good, our body suppresses hunger. People who are usually depressed tend to put on weight because they feel hungry all the time. Dopamine neurotransmitter is also dependant on amino acids in the body. Dopamine levels can affect your body weight. A low dopamine level means that you’re less likely to consume amino acids in the body. As a result, there is more intake of carbohydrates and other fats and then you put on weight because you feel hungry. The processed or packaged food has certain chemical in them that effect your neurotransmitters levels in the body and thus you get hunger pangs. The hormones that affect our appetite and hunger is Ghrelin. Ghrelin levels increase before meals and lower down after meals. Gherlin has been discovered as the first hunger circulating hormone. www. soc. ucsb. edu) Obesity is a disease in which body consumes a lot of fat and chronic imbalances takes place. Science has proved that genes do play a role in obesity. Genes that are related to obesity can effect the metabolic rate. They could also affect human behavior, changing our lifestyles and increasing the risk of being obese. Science has proved that some genes control appetie. Such genes make us less able to sense when a feeling full where are as some genes make our bodies more responsive to food by affecting our sense of taste, smell or sight of food. Some genes make us feel lazy and less active and as result people put on weight. Epigenetic is a birth given to a new science. Epigenetic basically involve the study of gene activity in which though they do not involve alterations to the genetic code but can still be passed down to at least one successive generation. The cellular material for expressing these gene patterns is known as epigenome. (www. britannica. com) Both nature and nurture have affects on our diet and body size. The evolutionary factors that basically shape the genetics that we inherit from our parents and ancestors is known as Nature. Things that influence us since we were born is nurture. The range of human potential is basically determined by nature where as the ways in which the human potential is actualized is determined by nurture. Your diet and body size is affected both by the nature and the nurture. Parents that are usually tall are mostly likely to have kids that are going to be tall. This is genetic and thus nature has it roles. However, parents who are short does not necessarily mean will have kids that will be short too. If kids are given proper food, they exercise well and they remain active so they can affect their body size. Thus nurture has its role as well. (Sharpe) As for diet, your appetite is affected both by nature and nurture. In some families, they love to eat so their kids are mostly likely to eat as well. People who generally have tendencies to put on weight usually have low metabolic rate and their genes can be passed on to children. Hence nature plays it role but if the kids control their appetite, exercise well they can adapt their body and bring changes. This is where nurture plays its role. (www. answers. com)

Essay on Stereotypes ††Example Essay

StereoTypes – Introduction Stereotypes are a part of our everyday life. We hear stereotypes every day and everywhere. Sometimes we can find ourselves in a situation where we make stereotypes for a large group of people. Every person, young or old, is labelled with either positive or negative stereotypes. Stereotyping is a way that people group each other. Each group is called by name, that doesnt really fit to everyone in that specific group. Stereotypes affect people’s social lives, emotions, and how people interact with their environment. There are times that you are not so open to the idea of meeting new people, and making new friends. You don’t want to go outside, because we have put our own set of rules in this world. We know that we get criticized about what we wear every single day! We are criticized in which music we listen to, how we look like, how we act, and who we hang out with. We are also criticized on every other personal trait and imperfection we have. We have put the bar way up high, maybe too high for our potentials. Stereotype Essay – What we really know? We cannot afford all the stereotyping that is going on between us. After we come and we say to people to just be who they are. If we say to a person that he or she is a hippie, just from the way they are dressed, that is just totally wrong. Hippie is someone who rejects the culture, not just the one who has long hair and wears beads. We are using the words in the wrong way. There are many people that have no friends, because they are tired of their critique. Leave everything behind and don’t let stereotypes ruin your social life. Stereotypes have an enormous impact of how we feel. That makes people have no motivation; therefore they won’t have good performance at any level in their life.For instance if a kid is stereotyped as black and obese, how can these words make him feel good, so that he/she can move on to the next level This can create psychological pressure. Other people face stereotypes as a threat. For example there is a stereotype that says that women are bad drivers. It puts even more pressure on how they feel, not only being around people who are labelling them, but being around people that they trust. They will try to prove to them that this is just a stereotype and it does not exist. In addition, this occurs in situations where people worry for their performance and how they look like. Besides that people don’t want their poor performance to lead to negative stereotypes.To modify or extend this essay or to get pricing on a custom essay Contact Us TodayMembers of stereotyped groups worry of what they are doing, and this makes them stressed, because they think that they have to be perfect, in all aspects of their lives! People get tired of being criticized all the time. When there is no one able to close people’s mouths, they start to become isolated. In the same way they don’t talk, because they are afraid to say something wrong, so that they won’t look silly. They are afraid of failure. For example, people seem surprised when they see men cry or being emotional. They think that men are not allowed to express their feelings, or men have no feelings at all. Men are not unconscious, they have feelings, but that is just a stereotype and a generalization from our society. It is easy to see that with are actions and sayings we are trying to kill emotions and thoughts! We should learn how to control our feelings and emotions, instead of letting stereotypes control them. In addition, your surroundings can be affected as well. If you had a bad day because someone just stereotyped you, when you go home or to your friends you are going to be really anxious. In addition you would probably get irritated or feel sad at the same time. You just go to your room or sit alone in a corner. When your loved ones see you like that they are not going to feel any better, because your emotions are now in control, and you just pass them around. In other words you broadcast your feelings to others. Furthermore there are times teachers question their students â€Å"Did I create a good environment, so that you can be able to talk and share ideas with the rest of your class?† Well, sometimes teachers cannot change this situation. The only people that can create a comfortable and happy atmosphere are us – the students. They are many stereotypes going in and out of every classroom. That’s why sometimes students can be afraid to share ideas, because before they were stereotyped as nerds. These days’ people are afraid to be themselves, because they fear other people. They don’t want people to think something bad for them. Secrets, thoughts, and ideas, are all held down. Stereotypes can be an obstacle as to how open you are with people and how you make people feel when you are with them! Conclusion Instead of focusing on all the mistakes of each person, we should start paying more attention of how unique each person is. Stereotype causes people to feel lonely and even sometimes depressed. It’s also harmful for their environment and their social life. We should keep stereotypes out of the picture, even though sometimes we can be victims ourselves. Stop judging people before you even get to know them. You may also like reading Dissertation Examples Methodology Essays – Dissertation ExampleTo modify or extend this essay or to get pricing on a custom essay Contact Us TodaySummary Reviewer Admin – Robert Gil Review Date 2017-06-30 Reviewed Item Essay on StereoTypes – Custom Essay Writing – Free Sample Author Rating 5

Legal Implications for Human Resources Management

Human resources are the most important resources in an organization and there is a need for human resource management to consider legal implications for every decision they make in regard to employee benefits. Today, organizations are faced with numerous challenges in sustaining a well-motivated workforce. To ensure that an organization retains the best human resources, several measures are put in place key of which is employee benefits, which is given to the top or executive employees as a motivation to ensure that the organization retains such employees. Employee benefits range from organization to organization but generally, they include short-term benefits, long-term benefits, termination benefits as well as post-retirement benefits. (Armstrong, 2002). Pay gap is one of the greatest issues that companies face with regard to employee benefits. Although the pay gaps can be explained by human capital differences, the travel patterns of different employees, there is also the other dimension of occupational segregation as well as workplace segregation, which has been found to bring disparities in regard to employee benefits. (Lowman, 2002). Pay gap can be a source of demotivation of staff as well as a leading cause of lack of unity of purpose in an organization. Whenever an organization decides to reward men differently from women this can be a source of conflicts in the organization and it is therefore, major challenge organizations are faced with today. Pay gap characterized by gender is a legal problem as it boils down to discrimination in the workplace. This has implications both for the employees involved as well as the organization given the fact that, these differences in employee benefits allotment creates a feeling of discontentment. In situations where the difference in pay is as a result of level of education or work experience, then this is understandable. However, often employee benefits have been found to be abused by human resource managers in designing rewards. (Thrope, 2000). Discrimination especially based on race, gender, nationality and color is a major issue that companies face with regard to employee benefits. It is evident that, the economic security of employees is very much dependent on other variables such as race, color and nationality something which can be seen as a major issue that companies face with regard to employee benefits. The fact that there are very many immigrant workers in the USA, has created an enabling environment whereby employers can abuse the rights of employees in regards to employee benefits without having to worry about legal implications since most immigrant workers do not have valid papers and it is therefore, not possible for such employees to take legal actions against employers even whereby there are cases of discrepancies in awarding of employee benefits. (Lowman, 2002). The other challenge facing companies with regard to employee benefits is the requirements by the law for a minimum wage rate. This is an issue in that, many companies have been forced to disregard employee benefits citing the mandatory minimum wage limit as being burdensome and being non-responsive to changing market situations. For instance, the wage limits fail to bear in mind that times are changing and competition is becoming stiff with globalization and pegging rewards on other factors other than market forces is likely to have a negative impact on employers decisions regarding to employee benefits. As a result, many employers are less willing to award employee benefits solely because they consider the minimum wage limit requirement as burdensome and exorbitant. (Armstrong, 2002). Over emphasis of pay as a form of motivation is a major issue that companies face in regards to employee benefits. Many companies offer employee benefits in terms of monetary value in total disregard of evidence showing that money is not always a motivator to every employee as there are some employees who work for different reasons other than money. The challenge companies face in this regard is to reform their employee scheme to reflect different needs for their employees. (Thrope, 2000). Finally, there is the dilemma of just how effective are employee benefits in increasing performance? Employees’ benefits as administered in many companies are meant to boost the morale of employees as the prospects of employee benefits is thought to have a positive impact on employee loyalty and commitment to duties. However, the issue arising here is the fact that, by just giving post-retirement benefits or long-term benefits as well as travel allowances, this does not automatically guarantee that employees will remain loyal and committed to the organization. To deal with the issues raised above, organizations need to work on programs, which are agreeable to both employers and employees by involving employee unions in designing of employee benefits packages. This will ensure that every interest is taken care of. Another important thing that organizations ought to do to deal with the issues above is to address human capital differences, especially those differences arising from other factors other than level of education or work experience. There is also a need for organizations to put in place strict rules and regulations as well as workplace policies to do away with any form of discrimination in the workplace, which ultimately reflects on the awarding of employee benefits. It is also important that organizations de-emphasize employee benefits as a form of motivation and opt for other types of rewards, which have little monetary connections. If the above is done, the problem of ineffectiveness of employee benefits will be dealt with and organizations will address the challenges of employee benefits. Potential future issues that organizations will encounter regarding employee benefits may include; high demand for tuition reimbursement considering the fact that due to rapid spread of information technology, new knowledge is released into the market at a fast rate, which means employees have to keep updated through employee training. Another area or potential future issue that organizations may encounter in regard to employee benefits is any new legislations especially aimed at either legalizing the immigration status of all immigrant workers or expelling the immigrant workers. (Lowman, 2002). In conclusion, it has emerged from the above discussion that, major issues that companies face with regard to employee benefits include; pay gap, gender discrimination, over emphasis of employee benefits as a form of motivation as well as lack of clarity on the effectiveness of employee benefits to employee performance. It has become evident that organizations need to de-emphasize on employee benefits as a form of motivation and in addition, there is a need for employers to deal with the problem of discrimination as well as the discrepancy in pay gap. Lastly, employers need to reposition themselves in readiness for future legislations, which may have impact on employee benefits such as legislations on immigration and minimum wage limit. References Armstrong, M. 2002. PP.110-120. Employee Reward. 3rd Ed. CIPD. Lowman, R. 2002. PP.104-109. California School of Organizational Studies Handbook of Organizational Consulting Psychology. Jossey-Bass. Thrope, R. & Homan, G. 2000. PP. 89-93. Strategic Reward System. FT. Prentice Hall. Â