Smoking-Legal Studies Essay Example | Topics and Well Written Essays - 2000 words

Smoking-Legal Studies - Essay Example view of the statement above outline, briefly, the current legislation relating to the smoke free environment in England and consider whether it is effective and in line with an individual’s human rights. Government plans to tackle the issue of smoking and to try to encourage people to quit led to the introduction in July 2007 of 6 relevant pieces of legislation aimed at businesses and public places1. The Health Act 2006 gives a definitive list of all those places that are covered by the No Smoking Ban and describes in detail the definition of public places so as to give clarity to all persons that the Act applies to. Penalties for anyone in breach of the new regulation are in the form of fixed penalties notices. Payment of the fixed penalty will mean that the person issued with the notice can avoid having the conviction entered against them. If the person refuses to pay or tries to prevent the officer from carrying out his duties then a summary conviction will follow2. Where an individual is caught smoking in a smoke-free place they could receive a fixed penalty notice for  £50 or a fine of up to  £200 and a summary conviction. The ban on smoking applies not only to public places but also to vehicles that are used for business uses such as company cars, taxis or business vehicles including delivery vans3. Although the level of compliance is high many still feel that this is an infringement of their human rights and that the government are wrong to enforce the ban on people4. Data published by the Department of Health in August 2007 after inspections had been carried out around the UK revealed that 97% of those inspected were smoke free within 2 weeks of the legislation coming into force5. In a report published by the NHS in November 2007 they report 98% compliance and 75% of adults supporting the ban6. The Minister of State for Health, Dawn Primarolo had predicted that the level of compliance would be high based on similar results when the ban was enforced in

Legal opinion for formation of a public company Coursework

Legal opinion for formation of a public company - Coursework Example Before the company starts its business, it must have allotted shares whose minimum value should be at least 50, 000 pounds. A quarter of the shares should be paid up; this amounts to ?12, 500. For each of the allotted shares, up to the last quarter of its nominal value has to be paid up as well as any premium (Companies House, 2012). The other procedure in the formation of a public company includes the choosing of directors of the company. Several requirements have to be followed when choosing the company directors. One of the requirements is that the person should not be disqualified by law from becoming a director or be bankrupt. The maximum age of directors that was previously seventy years has been removed. During the formation of the company, the minimum age required for company directors is sixteen years. The directors of the company should then select few names (four) that are suitable enough and indicate the company’s objective (Companies House, 2012). One of the four names selected will become the main name while the three others have to be mentioned in their order of preference. The directors should then make an application to the registrar of companies to ascertain whether the selected names are appropriate. Once the names go through, the next step includes the drafting of the memorandum of associations and articles of association. The authorized share capital of the proposed public company should then be declared and be in line with the minimum paid up capital required in forming a public company. The next step involves filing a declaration and attaching the statement in lieu of the prospectus. Once the company is through with these steps, it will obtain a certificate that will enable it to commence business. Shares will be floated through an initial public offering, which states the price per share and the minimum and maximum number of shares that can be held by shareholders (Companies House, 2012). How the courts distinguish between contrac ts of service and contracts for services and the importance of this distinction. The law distinguishes between a contract of service and a contract for services. A contract of service refers to an agreement, which may either be verbal or written, implied or expressed. In this contract, a person makes an agreement employ another person as an employee while the employed person makes an agreement to serve the employer. An example of a contract of service includes an apprenticeship agreement or contract. On the other hand, contracts for services refer to independent contractors and sub-contractors. In differentiating between a contract of service and contracts for services, courts apply such tests as integration and control (Barendrecht 2007, p. 151). The test of integration looks at the extent to which the work of the employee may be said to be integrated into business. The control test explores the question on whether the employer can tell the employee what they ought to do. Other tes ts applied by the courts in the distinction between contracts of services and contracts for services include mixed or multiple tests. These tests question whether the agreement or engagement has wages, holiday pay, and sick pay. The courts state that these tests ask whether PAYE and PRSI are deducted. According to the courts, these multiple and mixed tests should also look at whether

Same sex marriage Essay Example for Free

Same sex marriage Essay By making marriage the apex of intimate relationships and the primary site for interpersonal rights and responsibilities. Marriage is not â€Å"just† anintimate relationship or sacred institution but a nexus of the personaland the instrumental, the emotional and the legal. It can be whimsy andromance, but it can also be strategy and financial respite.Until your lifepartner lies dying in the hospital and you are barred from the room, oryou lose your job for taking time off to care for (and possibly grieve for)her, it may not be so immediately and painfully apparent how instrumentalmarriage rights are. It is striking, in fact, how quickly â€Å"rights†come to the forefront of the discourse for everyone, when the matterfor discussion is not simply (presumably heterosexual) â€Å"marriage† butis instead qualified as â€Å"same-sex marriage.† Put these phrases into everyday conversation and ones sees the point of departure: in a conversationamong heterosexuals, the word â€Å"marriage† is most likely broughtup when someone is talking about a â€Å"happy marriage† or a â€Å"bad marriage†Ã¢â‚¬â€an upcoming wedding or, perhaps, a marriage falling apart. Itis notably personal and relational. Add â€Å"same-sex† to the word â€Å"marriage†instead, and a political debate is invoked. It is no longer simplya personal relationship but a civil right, a â€Å"wedge issue,† or a subject oflitigation. The articulation of marriage as a right—and specifically one denied to gays and lesbians as a class—is not itself without controversy. Is the Philippines ready to frame thepursuit of marriage equality as a pursuit of â€Å"special rights† for gays and lesbians? 1.1 Statement of the problem 1. What are the factors that trigger same-sex marriage? 2. How many percent of the population are against or in favor in same-sex marriage? 3. How same-sex marriage affects society? 4. What would be the effect of same-sex marriage to Philippine society? 1.2 Significance of the study Thisstudy will help to prevent the idea of allowing two persons of the same gender to enter marriage. This prevents the trigger of dismemberment of each family. It will help the youths for not planning to enter same-sex marriage. It also helps them to recognize that same-sex marriage is showing immorality.

Female Management Roles in Construction

Female Management Roles in Construction The subject presented in this article is about the neglect of women in carrying out corporate roles despite their education in the areas of expertise. Even though there has been affirmative action and equal opportunity embedded in the strategy of corporate recruitment, the needs of the woman civil engineer has not been fully met. It has been very difficult for the women to get to the top most management positions. The lack of enough education, training as well as experience before, to some point, explained the problems women experienced in getting management jobs. Nowadays, a large and indeed an increasing percentage of women in UK are as well competent as any man. This has led to a better gender allocation of jobs, but occupational isolation has remained a chief problem. Even though more women now are in management positions, they tend to be bunched at lower management levels and in less important areas. In all cases, though, their way in to top managerial jobs has ever been severel y restricted. Moreover, educational systems, the mass media as well as the recruitment and procedures of promotion have habitually institutionalized particular gender biases and unconsciously continue to effect discriminatory practices with in relation to women. Governments, enterprises together with organizations, have from the time in the past explored ways of eradicating discrimination as portrayed in this article making sure that there is gender equality. Perhaps the greatest obstacle is still how to make the structures within organizations more sensitive to gender equality concepts and practice. All workers and employers associations have a predominantly important role to play in motivating workplace change in attitudes as well as practices to promote gender equality by and large and to identify and encourage definite strategies to enable women to get to higher levels of management and break through this glass ceiling. This article explains the plight of the woman and desires that the women ought to be accorded rights which are equal to those of male counterparts. The point here is that there should be no unfairness, but also that women ought to be able to take pleasure in all their rights, which demands the identification together with the elimination of obstacles other than the ones of a legal nature. It is here discussed that women are entitled to the gratification of all human rights, including those pertinent to economic development together with resources. The absence of equal right of entry to resources and the opportunities represents a refutation of universal human rights, thus creating obstacles to fairness between women and men that carry on womens economic inequality and also poverty. Equal treatment women as indicated in this article in economic and social life is therefore a precondition for the full achievement of these rights. In addition, organization culture suggests that the nature of the work environment especially in the construction sector faced by women who aspire to management positions determines their fate more than their own traits, skills and behaviors. Behavioral double-binds, communication and leadership styles, old boy networks, tokenism, and differing male and female attitudes towar d power are other behavioral and cultural explanations. Its undoubtedly that remarkable progress has been achieved in boosting women presentation into professions and managerial jobs over recent years. In the UK, the number of women in the executive management positions is relatively low compared to their qualifications. They comprised a very small number of executives in the surveyed organizations in this article. All through, the article is in pursuit of equality in the management to be shown in the female civil engineers of UK. It seeks to nullify the notion that professionalism is a concept dominated by men. The work in the construction industry is very robust at times and will at call upon those in management to actively participate in it. Entering a male dominated workplace is somewhat uncomfortable to the full action that can be taken by the woman in doing her chores as a manager. There could be sexual jokes and a language that the woman could not tolerate. The setting of a civil engineering job portrays a lot of physicality and the context therein could affect women as they may feel uncomfortable. The representation of women in the field of civil engineering is very poor especially at the senior levels of management. The structure and organization of the civil engineering firms seem to have a lot of problems for the female gender. Methodology and Participant profile The article made use of qualitative research by adopting an ethnographic approach to data collection, with interviews which were semi-structured as the main method. The main idea to be researched here was to establish the experience of women construction engineers in their profession. This qualitative research goes against the grain of using numerical data to obtain results. The approach used in this article has organized narrative or words to discover themes and relationships in a non-numerical way. Qualitative data is that which is not easily measurable and it is not completely objective but may require judgment and interpretation. The researcher has also played an important role in the experiment unintentionally by interpreting the results; although as the research data analysis of the results this paper was completed by getting reference to many other sources and thus, it is felt that this increased the rigor and validity of this qualitative work. The ethnographic approach to this work is most appropriate as both sets of participants (women in design and building sites) are all human beings. This means that general patterns of experiences in the work are compatible except in different or exceptional contexts. Throughout the study justification is given for actions. Answers for questions which the researcher may have asked are answered giving this research rigor and validity. However if being very critical, one could mention that this is not a valid time scale and therefore could be a weakness also. The articles aim is to identify to what extent the women in civil engineering and constructions have been incorporated in the management level in the industry. Information for this research was gathered using an ethnographic approach. To do this observation plus detailed field notes were taken. In this stage of the research article, (the abstract) the information is very superficial but does give an interest to continue reading. This qualitative researcher blends and montages to form a new comprehensive creation or a new meaningful whole out of distinct parts of what the researcher is studying or in other words out of reality. The researcher thus can be described as a quilt-maker; a quilt-maker who uses a muti-method approach to compose a complex, and richer study of the issues affecting women civil engineers in UK. Consequently it has no essential definition, for it is never just one thing. It apparently attempts to define cultural studies. After that, some academic and disciplinary resistances to qualitative research are studied and followed by a discussion of the major differences in research styles between qualitative and quantitative approaches. In brief, qualitative approach emphasizes value, ethnographic prose, rich descriptions, answering the how question On the other hand, the quantitative approach emphasizes measurements, value-free, analysis of relationships, objective, empirical methods, impersonal third person prose The history of qualitative research is summarized in several eras. In each of these eras, the researchers have been influenced by their political hopes and ideologies, discovering findings in their research that confirmed prior theories or beliefs. Qualitative research in the first place focused on the objective, the norms, and the classical ethnography. Later on the modernist phase known by the golden age followed. The second era stressed the analysis of the qualitative materials in standardized statistical forms. The blurred genres gave way to a more pluralistic, open ended perspective. The scientific form of the golden age ended on the door steps of a wide range of paradigms, and ways of collecting and analyzing empirical materials. The fourth moment or the crisis of representation in the mid-1980s was the result of the blurred genres. The researcher in the article here questioned models of truth, methods, and representations in establishing the plight of women civil engineers. Identification and Discussion of Strength and Weaknesses The challenge that has been there for many women in the civil engineering field has been that of balancing the work and no-work roles. This has been a great burden at home and also at the workplace which may not really be the case with men. Though the discrimination from the social and organization is hard to shatter, sometimes it is women themselves who are reluctant to take the first step to break the ceiling which originate from their mind. Moreover, hard working is the fundamental weapon that leads every person to the way of success. There are no any tricks or techniques to break this wall that has been placed before them. Every successful woman just proves their capability with tremendous effort. To counter such factors, a jointed effort is essential on all levels by all kinds of organizations and institutions. As seen in this article, the current anti-discrimination legislation and equal opportunity initiatives assume that equality will be achieved if organizations treat women the same as men. The approach draws primarily on liberal, sameness notion of equality where sameness is judged against a unitary standard of male characteristics and behavior. This is problematic because it ignores womens relationship to the private sphere. Unless difference is recognized and taken into account women will not be able to compete equally and on their own (rather than on male) terms. Such issues like the benefits of maternity leave, sabbaticals, the phasing in of working hours, working one day a week from home, employees can return to work after the first, second and even third child are a major threat to the management in construction works. Whereas, a good company lets a person to bring their whole self to work, women could find it challenging to embark on such issues. Feeling stretched is not a dereliction of duty and there we will keep working on implementing more policies which benefit women in the work environment. Positive action, equal opportunity policies, prevention of sexual harassment policies, diversity management, mentoring, and the tracking and monitoring of the progress of both men and women were identified as useful ways to level the playing field and improve gender equality in training, recruitment and promotion at organizational level. Conclusion In conclusion, it is the commitment of top management of a firm on which the success of these policies depends. Such commitment can only spring from an awareness that competitive companies cannot afford to lose out on womens talent. An important trend to note and which is providing other avenues for entrepreneurial women is that more women than ever before are becoming employers and running their own businesses worldwide. In a nutshell, this article examined the components of women challenges in management positions in civil engineering in particular and unveiled the way to break out from such notions to the benefit of successful women. Equal opportunities and positive action cannot be confined to individual organizations or business initiatives. Only the active promotion of gender equality in all areas of education and employment by governments and civil society organizations and in particular, by employers organizations and trade unions can finally break the this norm in the constr uction field.

Sectionalism And The Breakup Of The U.s Essay -- essays research paper

Sectionalism and the Breakup of the U.S Throughout the early 1800's the country was split in many areas over many issues. Some of the more severe clashes between differing groups resulting from such issues as slavery, expansion, and internal improvement. With all of these controversial topics to worry about along with the vast diversity in the nation, caused separation and tensions throughout the country. The most prominent of the previous topics was slavery. This was an issue in the days of the bible and continues to be an issue in the middle 1800's. The divisions in the country brought about by slavery seem to be categorized into two main groups, abolitionists, and slave holders. These two groups also were divided geographically for the most part due to the South's need of slaves for cheap, and reliable man power, and the North, as it was not an agriculturally based economy and needed little in the way of unskilled laborers. It was very easy for the North to bash the South's slavery because their economy did not depend upon slavery. They had no slaves, no need for slaves, and saw slavery as inhumane and unlawful. The south, however, depended upon slavery as a basis of production, and the only way to operate large farms at the time, primarily being the large cotton plantations of the south. Several people tried to resolve the issue of slavery with compromises and bills that set clear rules and laws to appeal to both sides. The most prominent being the Missouri compromise. This document set the standard for slavery at the time. It also managed to further divide the country into two opposing groups geographically separated by the 36 degree 30 minute line. The bill clearly stated that no states above the proposed line shall have slavery, with exception to those already in existence. This meant that all new states being brought into the country from the west had a choice to have slavery if and only if they laid below the line. Obviously, the south did not really like the idea, as it allowed the northern non-slave states to outnumber the southern slave-states in the south as far as representation in the government was concerned. Another part of the slavery controversy was the moral issue and weather or not it w... ... sides. We see the best example of this in the Maysville Road article. There was a dispute over the proposed road, and weather or not it should be built with federal money. The government claimed that the road was for the benefit of the mail, and allowed easy passage through the mountains of Kentucky. Many people did not like the idea still because it represented federal money being distributed in unequal amounts to different states, along with non uniform benefits. This quickly set defined boudaries between the political parties of the time, and started a vast amount of tension between the two parties. By the end of the dispute, the opposed(Federalists) came out on top, and the road was never built, but it shows the first, strong, divergence in the populous of our nation since its conception. All of the above examples are all representative of issues of the time which played a large roll in sectionalism, and the breakup of the United States. Over the long run, it is a miracle that, with the vast spectrum of people in the country, we have managed to stay together, through thick and thin, driven by one common force, "Freedom."

New Yorks Governments Response to Influenza Outbreak :: Journalism Media Studies Spanish Flu Essays

New York's Government's Response to Influenza Outbreak NEW YORK CITY (September 22):--Forty-three new cases of Spanish influenza were reported yesterday throughout the greatly afflicted state of New York. Of these new cases, eighteen were in Brooklyn, three were reported in the Bronx, eighteen in Manhattan, and four were reported in Queens. There appears to be little progress for New Yorkers and East Coast Americans in general, in their attempt to quell the spread of the disease. As such, public fears continue to be heightened by a steady increase in the number of both the infected and the deceased persons who have been subjected to this outbreak of Spanish influenza. In response to this latest outbreak, the United States government has been monitoring the increasingly grave statistics that have been pouring into the national office of the Public Health Department. 1 United States Surgeon General Blue, an obviously key figure in the American government's attempt to treat and eradicate the influenza, informed reporters yesterday that a more stringent plan for combating the disease had become necessary and that therefore he was announcing the immediate implementation of such a plan. Said the Surgeon General, "The people of New York are in great need of further assistance than that which local authorities are currently capable of providing. Hospitals throughout the state are inadequately staffed for the huge number of patients they are receiving, and as such many a hospital is filled beyond capacity with countless influenza patients. We as a government must take stronger measures to inform the public of the dangers of Spanish Influenza, instruct them as to how to decrease their risk of contracting the illness, and must also allocate more funds to the U.S. Health Department so that it may better aid New York's overworked medical staffs." 2 The Surgeon General next proceeded to caution the public against falling victim to mass hysteria over the currently rampant influenza scare. When asked by a local reporter as to whether U.S. scientists were making any progress in determining the cause of the current outbreak, Surgeon General Blue was quick to acknowledge the fact that many cultures from influenza patients are currently being studied in various laboratories throughout the United States. More significantly, the Surgeon General announced that a new microorganism had recently been discovered, which scientists hope will prove to be the culprit for the U.

Money as a Motivator Essay

Money as a Motivator: The reasoning behind it. Organizational Behavior March 26, 2013 Table of Contents Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.3 What is money†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 How important money is†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4-6 Why companies move to poor countries†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..6 Money motivation theories†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.7-8 Keeping employee’s satisfied†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8-10 Embezzlement scandals†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.10-12 Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11-13 Executive Summary The dynamic force that ultimately guides work-related behavior is money, money and only money. In defining the word money on the other hand, we look beyond of what is generally accepted money only being paper, notes and coins, seeing that we believe money in the circumstances of the workplace can exist in various forms. In this case, it is obvious to see that what motivates a company to move towards globalization, according to the facts that it is money and only money. This is one of the reasons we disagree with theorists like Fredrick Herzberg that came up with reasoning or the idea that money does not motivate, â€Å"†¦So for Herzberg money was not a motivator† (Chapman, 2001). Money motivates me to do lots of things, as it does you, and a lot of money would motivate me to do things that I wouldn’t do for less. Famous sayings like â€Å"money makes the world go around†, â€Å"money makes the mare go† and â€Å"show me the money† successfully serve as testaments to our argument but reflecting on the previous examples, money as we have defined it, is clearly the sole motivator in work and many other environments. In the unfortunate cases, money as the sole motivator in the workplace ranges from exploitation of people for cheap labor in some countries, to more publicly-known crimes such as murder and embezzlement. What is actually is money? This is a very commonly asked question, especially  in today’s society. Money is nothing but what you see- printed coins and paper, yet looking at society today it is plain to see money plays a critical part. (Elliott, 2007) There is absolutely no question that we live in a very materialistic world today that we are selves have actually created. In this kind of society, it is strongly believed that the only true motivation is that of â€Å"making the most money.† We, the approving team believe this to be true, especially in the workplace where it seems play the biggest part. The dynamic force that ultimately guides work-related behavior is money, money and only money. That is â€Å"only money motivates people, to get the job done.† According to the Oxford Dictionary the term motivate is defined as â€Å"to give incentive to†, or â€Å"the reason why a person(s) is behaving or acting in a certain way.† It is regarded as the â€Å"internal drive† that can enforce an individual to portray distinct behavior (Kreitner, 1995). In defining the word money on the other hand, we look beyond of what is generally accepted money only being paper, notes and coins, seeing that we believe money in the circumstances of the workplace can exist in various forms. Examples of which include; the sharing of profits, commissions, and tips, share issues as well as objects that can be or are of high monetary value. The following paragraphs will explain to the readers that prove the statement â€Å"only money motivates† by clarifying various examples that have perceived to confirm this statement as indefinitely true. You only have to take one look at society today to really acknowledge that only money motivates. The lottery as an example, there are no other logical reason behind a person’s motive in buying a lottery ticket, or any other form of a gambling ticket other than that person being motivated by the idea they could win a very large lump-sum of money. Things like reality television and radio today will entice people with an amount of money to exploit themselves in every way possible or thinkable way. Let’s can this statement for example, would you hunt down the one person that holds hundreds and hundreds of dollars for the fun of it? Would you eat a year old rotting cow’s intestine out of your own free will? There are also many significant past events have also given people that drive to be, motivated  by money. In the years between1896-1900 the event known infamously as the Klondike Gold Rush created absolute chaos in the Yukon, Canada. The Yukon’s population exploded in the next 3 years as people rushed from everywhere in the world to try their luck in increasing their wealth and fortune, this is a prime example motivated purely by their hopes and in some cases dreams of discovering of gold, in â€Å"the great north of Canada.† (Yukon, 2013) In the workplace today, we are also finding a very similar trend occurring. Money is the reason behind the choice made by numerous men and women today to bid farewell their love ones, friends and colleagues to seek better paid job opportunities overseas, or here in Canada across the country. Engineers, electricians, mechanics, and countless other people are being lured overseas or cross country by wages that allow those people to enjoy the greater comforts in life, and jobs that provide them enough opportunities to grow or move up the ‘totem pole’ in their fields. This opportunity is so great that it also allows for a possible job change. A great man once said â€Å"Money has never made man happy, nor will it, there is nothing in its nature that to produce happiness. The more of it one has the more one wants.† That was said by Benjamin Franklin, former president of the United States of America. (Franklin, 2013) There is no doubt that this case is just one of many. An article with the heading ‘Growing crisis for our hospitals as 5,500 a year join the brain drain in search of better pay’ (Browne, 2001) says it all. Not only are engineers making the move overseas, but they are shifting their focus beyond their national home borders to seek better wages. These individuals are motivated purely by the concept and desire of higher salaries, and a seemingly better life. The motivating powers of money are also drawing the attentions of many star athletes. Soccer and Hockey are a good example, where they take every possible opportunity to play for the ‘highest bidder’, or make the most amount of money, which unfortunately sees a lot of great talent leaving the country. Have they forgone the opportunity to pride fully play for their own country just for the sake of a higher salary? It does appear so. In addition, it has also been noted that professional tennis players have refused to play at some of the greatest tennis courts in the world, because  the monetary awards were not to the player’s satisfaction. Workers and professional athletes are not the only ones packing up to seek better financial opportunities and rewards. Companies have also started to focus their efforts in a more globalized-context by becoming promising multinational companies. There is only one motive behind big multinational companies; they make billions upon billions of dollars. What motivates a multinational company to hire labors from poor countries? They have the ability to make greater profits, because of the lower pay-out. Seeing as people in poorer countries will work for less, multinational companies have realized the way to save big on wages and further increase their profits is to utilize this ‘cheap labor’. In this case, it is obvious to see that what motivates a company to move towards globalization, according to the facts that it is money and only money. This might not always be a bad thing, because these companies do bring work to these countries that might not otherwise have any work. (Dollar, 2012) There are a numerous jobs in society there today, some which most people are less than willing to perform. Yet there are so many people who are willing to perform these jobs every single day. A garbage collector who collects foul smelling trash daily stands by their work because they know they are getting paid enough for their efforts. This is the only reason why they choose to do what they do. You could say, to them â€Å"only money motivates† in this instance. These jobs have nothing to offer in terms of working conditions and other job benefits, all they have to offer is money. These people do not care about the conditions, because the money alone is enough to satisfy. This is one of the reasons we disagree with theorists like Fredrick Herzberg that came up with reasoning or the idea that money does not motivate, â€Å"†¦So for Herzberg money was not a motivator† (Chapman A. , 2001). Thomas A Stewart a writer for Business 2.0 magazines claims â€Å"Money is not a motivator, and that statement is complete nonsense. Money motivates me to do lots of things, as it does you, and a lot of money would motivate me to do things that I wouldn’t do for less. Money motivates.† (Chapman T. ) The reoccurring incidences of wages disputes and industrial strikes that have  loomed society also offer a proving point as to why only money motivates. Qantas baggage handlers and freight workers were recently involved in a protracted dispute with the company about wages. (News, 2011) More significant recently were the strikes of nearly 4000 Sydney bus drivers, which affected most of us in some way. This big fuss was caused all by one major issue- pay. Bus drivers of Sydney had called for a 27% increase in their base wage over three years. Claiming that, their pay had fallen far behind other public sector jobs in recent years. Everywhere in the media we hear about unhappy workers calling for pay rises. Yet you never do you hear workers striking over other workplace related issues. It almost sounds unbelievable for a group of staff if they were receiving high pay packages, to strike over their belief that they feel unappreciated or undervalued in the workplace and because they feel their achievement have gone unnoticed by managers at work. This subject matter then makes want to ask where non-monetary gestures fit in all this? Our belief is that non-monetary factors such as working conditions, interpersonal relationships and organizational policies and procedures are not motivators but merely hygiene factors that only serve to keep people from being dissatisfied, so here we indeed agree with Herzberg’s theory of motivation. We believe the factors that provide job satisfaction only cause and strengthen organizational commitment, but not motivation or work performance. Many people these days would rather work overtime, weekends and nights than call it a day if they knew they were in return receiving a bonus from their supervisor. As mentioned before monetary rewards such as share and stocks can also be regarded as money. Many companies offer these options to their employees to motivate them towards achieving the organizational goals of higher work productivity and performance. Last year, Vodafone granted share options to more than 42000 employees around the world. Each employee receiving an option to buy Vodafone shares with a face value equal to 50% of their annual salary (Vodafone, 2001). Proposed plans like these have been a success as a survey conducted in 1997 discovered that broad-based stock option companies  had 31% more productivity than all public companies (NCEO). Share schemes are improving productivity because employees are realizing that the more profit the business makes the greater the dividend they receive. This will thereby securely aligning the employee’s individual goals of making money with the organization’s overall objective of profitability and success. Money is also the only reason behind employees staying with a company. Offering bonuses and having an above-average salary. Entrepreneurship maintains if you want to keep and retain employees you must: 1. Pay employees higher than market rates; ‘employees stay happier and work harder if they are paid higher than the normal market rates.’ 2. Establish a signing or continuation bonus. One local entrepreneur offered a key receptionist a $5,000 bonus if she stayed three more years. If she left before the three years, then she was legally responsible for the prorated share of the bonus not earned. We believe that bonuses that tie employees to the company over a three to four year time period are excellent investments. 3. Have an incentive system in place. It is plain to see that more money will motivate an employee to stay with their firm and therefore insure the long-term viability of the business. Would having flexible hours and challenging work entice an employee to stay, if they are not receiving an appealing pay package? It is highly unlikely. 4. Create a culture of education, for employees; the single most important motivational factor was the ability to learn. To keep employees motivated, agencies need to build a culture of learning, where employees leave more enriched at the end of each day. 5. Provide regular, consistent feedback. Employee feedback is a critical part of the education process, and shouldn’t just be relegated to the annual review. To be effective, feedback needs to be specific and actionable. But that’s not always how it works. In a study by Leadership IQ, 53 percent of employees said that when their boss praises excellent performance, the feedback does not provide enough useful information to help them repeat it. And 65 percent responded that when their boss criticizes poor performance, it doesn’t provide enough useful information to help them correct the issue. (Daniel Debow, 2011) On a different note yet still on the context of the workplace, money has also motivated a minority group of individuals to the extreme point of corruption. Sneza Suteski, an accounts clerk, was found guilty of murder for arranging the death of her boss. What was her motive? Money, Suteski devised an â€Å"elaborate and complex† scheme by changing bank numbers in the automatic payments system for invoices she got approval for that would have seen $500,000 flow into the bank accounts of herself, her brother and her ex-boyfriend (Crichton, 2002). This case serves to prove the extreme motivational power of money in the workplace, even if it involved carrying out something horrendous like murder. Emphasizing the point once again, that people are purely driven by money. Embezzlement is another workplace related crime purely motivated by money. It involves the act of an employee stealing company funds from their employers. This month, there are many â€Å"famous† embezzlement cases throughout the world, this case is just one of many. In 1997, Yasuyoshi Kato embezzled $90 million from Day-Lee Food’s Inc. (Marguet, 2011). This case is seen as the worst embezzlement case in the history of the United States. This is just one of many cases of embezzlement that is going on in workplaces today. Employees that carry out these unethical and dishonest acts are driven by the thought of getting their hands on one thing only- money. Famous sayings like â€Å"money makes the world go around†, â€Å"money makes the mare go† and â€Å"show me the money† successfully serve as testaments to our argument but reflecting on the previous examples, money as we have defined it, is clearly the sole motivator in work and many other environments. In fact, it is such a powerful motivator that it enables people to consistently work under conditions that the majority wouldn’t wish to encounter for a day. On the other hand, if people don’t have enough, workers and unions are happy to disrupt the lives of the public to get more money and where this is not possible, many sporting and other individuals are happy to leave the country in search of it. In the unfortunate cases, money as the sole motivator in the workplace ranges from exploitation of people for cheap labor in some countries, to more publicly-known crimes such as murder and embezzlement.  Ultimately, there is no doubt in our minds and everyone else’s heads that ‘only money motivates’. Summary Money is nothing but what you see- printed coins and paper, yet looking at society today it is plain to see money plays a critical part. The dynamic force that ultimately guides work-related behavior is money, money and only money. That is â€Å"only money motivates people, to get the job done.† In defining the word money on the other hand, we look beyond of what is generally accepted money only being paper, notes and coins, seeing that we believe money in the circumstances of the workplace can exist in various forms. You only have to take one look at society today to really acknowledge that only money motivates. The lottery as an example, there are no other logical reason behind a person’s motive in buying a lottery ticket, or any other form of a gambling ticket other than that person being motivated by the idea they could win a very large lump-sum of money. There are also many significant past events have also given people that drive to be, motivated by money. Money is the reason behind the choice made by numerous men and women today to bid farewell their love ones, friends and colleagues to seek better paid job opportunities overseas, or here in Canada across the country. In this case, it is obvious to see that what motivates a company to move towards globalization, according to the facts that it is money and only money. This is one of the reasons we disagree with theorists like Fredrick Herzberg that came up with reasoning or the idea that money does not motivate, â€Å"†¦So for Herzberg money was not a motivator† (Chapman, 2001). Money motivates me to do lots of things, as it does you, and a lot of money would motivate me to do things that I wouldn’t do for less. The reoccurring incidences of wages disputes and industrial strikes that have loomed society also offer a proving point as to why only money motivates. Our belief is that non-monetary factors such as working conditions, interpersonal relationships and organizational policies and procedures are not motivators but merely hygiene factors that only serve to keep people from being dissatisfied, so here we indeed agree with Herzberg’s theory of motivation. Many companies offer these options to their employees to motivate them towards achieving the organizational goals of higher work productivity and performance. It is plain to see that more money will motivate an employee to stay with their firm and therefore insure the long-term viability of the business. On a different note yet still on the context of the workplace; money has also motivated a minority group of individuals to the extreme point of corruption. This case serves to prove the extreme motivational power of money in the workplace, even if it involved carrying out something horrendous like murder. Embezzlement is another workplace related crime purely motivated by money. Famous sayings like â€Å"money makes the world go around†, â€Å"money makes the mare go† and â€Å"show me the money† successfully serve as testaments to our argument but reflecting on the previous examples, money as we have defined it, is clearly the sole motivator in work and many other environments. In the unfortunate cases, money as the sole motivator in the workplace ranges from exploitation of people for cheap labor in some countries, t o more publicly-known crimes such as murder and embezzlement. Bibliography Chapman, A. (2001). Frederick Herzberg motivational theory. Retrieved March 9, 2013, from http://businessball.com: http://www.businessballs.com/herzberg.htm Chapman, T. (n.d.). Business 2.0. Crichton, S. (2002, May 29). Cold hang behind her boss’s murder gets 24 years’ jail. Retrieved March 13, 2013, from http://www.smh.com/au: http://www.smh.com.au/articles/2002/05/28/1022569772348.html Daniel Debow, R. (2011). 5 ways to keep your rockstar employee’s happy. Dollar, D. (2012). Making Globalization Work for the Poor. Retrieved from http://worldbank.org: http://live.worldbank.org/making-globalization-work-poor Elliott, M. F. (2007). Greenwood Guides to Business and Ecomomics: Money. Westport, Conneticut : Greenwood Press. Franklin, B. (2013, Feburary 24). www.brainyquotes.com. Retrieved from Brainy Quotes. Marguet, C. T. (2011, April 22). The top 10 embezzlement cases in modern US history. Retrieved March 16, 2013, from marquetinternational: http://www.marquetinternational.com/pdf/top_10_embezzlement_cases_in_us_history.pdf NCEO. (n.d.). Broadly Granted Stock Options Improve Corporate Performance. Retrieved March 16, 2013, from www.nceo.org: