HOUSE OF THE SLEEPING BEAUTIES by Kawabata. Do you agree with Eguchi Essay

Place OF THE SLEEPING BEAUTIES by Kawabata. Do you concur with Eguchi that sex and passing are connected - Essay Example This could be said either to be genuine just of this book or likewise of reality. It is a given that everything is connected by one way or another. This can be taken a gander at from a basic stance. Generally, people are basely centered around the will to endure and maintain a strategic distance from death just as the will to accomplish sexual delight from another person. Demise is something so natural in nature. It returns human bodies to a carbonic state and closures a cycle. Sex is surely a characteristic and general help, that it just bodes well to see a connection between the two generally normal and unavoidable acts a human will take part in. Nobody is liberated from looming passing or an end sooner or later in there life though sex can be a start or a position of root. We are conceived because of sex much of the time and afterward come back to the earth by means of death. This is an essential and certain association among sex and d demise. Kawabata is known for his abnormal equals between the things which we may consider to be dull, for example, passing and misery; and things which we may consider to be acceptable, for example, excellence and sex. These equals are worthy on the grounds that Kawabata is fit for uniting the two contrary energies onto a typical plane. On account of this specific work by Kawabata, Eguchi is a character who winds up in the place of the dozing wonders which is basically a bordello that offers a night‘s lay down with vigorously quieted ladies who nearly seem, by all accounts, to be cadavers. This is the immediate connect to the association among sex and passing which basically meets one with the other in a midpoint of necrophilia. Eguchiis harmed because of the passing of his significant other and along these lines appears to have an obsession with the issue of death and ladies as they unite. This place of â€Å"sleeping beauties† appears to give the feeling that men may discover this the best circumstance in regards to a relationship with a lady or a feeling of friendship, since the ladies are basically in a

Resource Conservation and Recovery Act Essay Example | Topics and Well Written Essays - 750 words

Asset Conservation and Recovery Act - Essay Example 2008). Wellstar produces xylophine, a stimulant medication. The organization had been gotten to as of late by ‘Pollution Control Agency’ and the outcomes would in general meet the state prerequisite. This is a decent angle according to natural protection. This angle demonstrates a reality that the organization doesn't represent any dangers to the indigenous individuals around it. An ongoing access of the organization demonstrated that Wellstar produces 500kilograms of nickel impetus as creation resultant squanders every month. The organization has an arrangement of forestalling the affidavit of the impetus item into the climate however obviously, the nickel substances end up into the dirt coming about to the murdering of vegetation in the district. Nickel doesn't immediaty affect human contamination be that as it may; it aggregates in the dirt just as amphibian plants and creatures, for example, fish. A high grouping of nickel prompts development of compound as it is exceptionally receptive with different gases in the environment. These mixes are cancer-causing and for the most part result to lung malignant growth contamination. These idea violets Resource Conservation and Recovery Act 40CFR section 268, which gives guideline of waste removal subsequently disallowing the removal of dangerous waste ashore without earlier treatment. Over the top nickel in plants additionally influences their development in this manner prompting statured development in plant. This declines the creation level of homesteads produce just as crude materials for creation and assembling ventures. Minnesota is a main Agricultural state in the United State of America and in this way the resultant impacts of the natural contamination presented by Wellstar Company may thus influence neighboring states negative effects on the financial frameworks of these states. Low creation of homestead items may prompt the ascent of food costs in the market. The old Waste Management act

Ratan Tata and his Leadership qualities Essay Example

Ratan Tata and his Leadership characteristics Essay Todays present day India in a manner is a lot of obliged to JamsetJi Tata, known as The Father of Indian Industry. While, he himself couldnt totally satisfy the missions of beginning Tata enterprises, he established the framework for progress, just to be satisfied by his incredible grandson, Ratan Tata who turned into the replacement of Tata Group and gave a sublime articulation to every one he had always wanted. Ratan Tata is the current Chairman of Tata Group, who united and extended the business from him and made Tata one of the most lofty brands in Southeast Asia. His Vision drove the Tata Group ecome one of Indias biggest business combinations and as of late has made centrality nearness at worldwide level by different Acquisitions. The characteristics that individuals appreciate about him are his earnestness and all out commitment. He is an obsessive worker. One of his vote based characteristics is the conversation in a little gathering, when every one of those present could open up and uninhibitedly express their perspectives regarding all matters. This quality more characterizes his Democratic administration style. As a rule, when an individual gets elevated to a higher situation in the chain of importance, his disposition towards the base level and his working environment gets changed. He was a delegate administrator before the Board of Directors named him as the executive. The chairmanship of TISCO (at that point known as Tata Iron and Steel Company, presently Tata Steel Ltd. ) didn't transform him. He evoked help from his group he despite everything does. Ratan Tata isn't the kind of supervisor who is given to pounding the table. We will compose a custom paper test on Ratan Tata and his Leadership characteristics explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on Ratan Tata and his Leadership characteristics explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom article test on Ratan Tata and his Leadership characteristics explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer He delicately orders, and those to whom the message is tended to get the point obviously. He prepares to stun the world and urges others to do in like manner. He doesn't dishearten the individuals who every so often neglect to convey. When managing contrast of assessments, he will convincingly introduce his point, however at the equivalent ime, he will likewise cautiously tune in to the perspective of others and afterward go to an understanding. We are sorted out progressively like a communication model framework, which isn't one of order and-control, however one where different exercises are going on. Ratan Tata. Alongside a Democratic initiative, Ratan Tata works as indicated by various speculations of authority. Today, he is one of the fruitful business pioneers who have utilized blends of hypotheses to maintain their organizations. As per Hershey-Blanchard Situational Leadership Model, Ratan Tatas initiative conduct is of assigning type. He is associated with the conversation, ho wever the procedure and duty is moved to the individual companys MDs. Then again, as indicated by Blake and Moutons Managerial Grid Theory, Ratan Tata holds high status in both worry for individuals and worry for his creation, which can be seen in Tata Group organizations which are Tata Tetley Tea, Tata Motors, Tata Chemicals, and so forth. Additionally, he likewise fits in Transformational Leadership hypothesis, where fulfills every one of those characteristics that makes him a transformational pioneer. He is vision to make Tata as worldwide organization was finished by presenting Tata Nano vehicle worth 1. lakhs INR. ($2500 CND). Also, he keeps up his Integrity by leading his business reasonably, with genuineness and straightforwardness. All that he does must stand the trial of open investigation. Moreover, his vital reasoning (scholarly incitement) of taking over JCR Oyoti Cera Rubber), Tetley (Tea Company), and Corus (Steel Company) is additionally proof. organizations, additionally shows that he fits in the transformational administration hypothesis. Consequently, Ratan Tata is a main business pioneer who trusts in doing things the correct way and building whats useful for long haul.

Big Business and The Robber Barons Essay -- Corporate America Consumer

The decades after the Civil War quickly changed the essence of the United States. The fast industrialization of the country transformed us from for the most part agrarian to the top mechanical force on the planet. Business magnates flourished during this time, fashioning incredible business domains with the utilization of trusts and pools. Ranchers moved to the urban communities and into the processing plants, living off wages and changing the substance of the workforce. This fast industrialization made wide holes in the public eye, and the administration, which had initially adopted a hands off strategy to business, had to step in. Numerous people exploited the quick industrialization and high convergence of modest work as migrants. Among these business people were John D. Rockefeller, Andrew Carnegie, Cornelius Vanderbilt, and George Pullman. Each became well known by producing their own corporate domain. Rockefeller was an industrialist and humanitarian who made his fortune by establishing the Standard Oil Company in 1870. Endeavoring to consume the business and crush out the center man, Rockefeller gradually dealt with the oil business. He framed the amazing Standard Oil Trust in 1882, which joined the entirety of his organizations and made sure about 95% of oil creation in the United States for himself. Rockefeller was an industrialist who got rid of the entirety of his opposition with his trust, in the end prompting Congress mediation. Andrew Carnegie discovered his fortune in steel. Showing up in America in 1848, he immediately advanced up society’s stepping stool and in 1870 established the Carnegie Steel Company in Pittsburgh. Carnegie was against monopolistic practices, yet prevailing with regards to wiping out the center man. He spearheaded the strategy of â€Å"vertical integration†... ...elped to enlarge the crack among rich and poor. Ranchers, who were once independently employed, were quickly turning out to be assembly line laborers. In 1860 a large portion of the country was independently employed, yet by 1900 66% were reliant on compensation. This pattern caused the quick urbanization of America, which drew out certain issues. Wages were rising, so it was a great idea to be working, however with subordinate wages the laborers we’re vulnerable to financial downturns. The work environment additionally turned out to be substantially less affable as individuals moved to industrial facility employments. New machines would regularly uproot laborers, and individual specialists had little capacity to battle for their privileges against the enterprises. There was consistently a dread of joblessness, and reformers attempted to ensure compensation and have arrangements for brief joblessness. As more individuals moved to the urban areas and the enterprises develope d, social breaks expanded and bigger.

New Social Movements Essay Example for Free

New Social Movements Essay Whatever degree do new social developments speak to a test to built up methods of leading liberal majority rule strategies? So as to comprehend the degree of the test presented by new social developments to liberal equitable strategy and the manners by which they are directed one should initially comprehend what these strategies involve. These approaches or standards are recorded by Goodwin as: 1. Matchless quality of the individuals. 2. Assent of the administered as the premise of authenticity. 3. The standard of law: serene techniques for compromise. 4. The presence of the benefit of all or open intrigue, 5. The estimation of the person as a balanced good dynamic resident. 6. Equivalent rights for all individuals.1 The cutting edge idea of a liberal majority rule government depends on the progressive development of the logicians of the eighteenth century. Anyway the appearance of past social has brought about difficulties to the manners by which liberal majority rules system has been and is directed over the interceding a long time since that time; the testimonial development and the American social liberties development against isolation are two such models. These developments were fruitful in light of the fact that people with great influence permitted them to succeed (as a matter of fact with some hesitance). All the more as of late, that is in the course of the last twenty to thirty years new social developments have grown up. These developments are battling on different issues including: * Anti globalization; the reaction against the expansion in intensity of enormous companies and the apparent absence of enactment confining their activities. * Extremist strict gatherings. * Environmental change; the development and gatherings pushing for more prominent regard for the planet in a worldwide network. There are additionally numerous different gatherings which have grown up because of the mass development of people groups. These gatherings crusade for more prominent minority rights, and more opportunity to communicate social legacy. Heywood states moreover that these gatherings are an aftereffect of the post-pioneer time: On the off chance that the major political belief systems were in their different manners, results of modernisation [i.e. the work development of the late nineteenth and mid twentieth centuries], the progress from a cutting edge to a post present day society can't yet have significant noteworthiness for their [the new movements] jobs and character [] post innovation [] has both tossed

The Making of Embrace

The Making of Embrace A few weeks ago, Ayomide F. 18, better known to longtime blogreaders as our own personal  Riri Williams, sent me a copy of a new video she had helped choreograph, perform, and produce. It was (and is) incredibly arresting and compelling video, and I asked Ayo if shed write up how it came to be so I could post it. She did, and I have reproduced it, unedited, immediately below. I put my first pair of heels on when I was 6. Maybe even younger. I charged into my mother’s shoe closet and beelined for these crimson-colored wonders that I’d been eyeing for a while. I strutted around for a bit before my ankles buckled and I knocked over a jewelry box. The clatter of pearls and gold sent my mom rushing into the room, ready to scold me. But when she saw the mess I made, she only laughed. “So when is the fashion show?” I smiled up at her as I struggled to get back on my feet and cheekily replied, “Tonight! After dinner.” She beamed radiantly at me with her makeup perfectly blended, her business suit impeccably ironed, the first definition of beauty I ever knew. It was not odd that I wanted to look like her, that I wanted to wear heels and put on a fashion show. Hers was an expression of beauty that was well-recognized and well-respected. It would have been odd though, if I had been born male. If a little six year old boy had worn those heels and told themselves that they looked beautiful, the world would not have agreed. I wasn’t thinking about all of this when my friend Chheankgea (aka CK) ‘17 approached me about working on a heels concept video with him. What is a concept video you ask? And what do heels have to do with them? Well, within the dance community, concept videos are this really fun way to tell a story through choreography. (Here’s a cute how-to on them). The heels were involved because well Dancing in heels is fun, It’s hard as hell but the best part about being a dancer is making your body do things that it didn’t know it was capable of, and As 6 year old me already discovered, heels make some of us feel really beautiful. Anyway, I met CK at the very beginning of my freshman year. We were both dancers on Mirchi (MIT’s Bollywood fusion dance team) and both obsessed with being extra. We quickly bonded over complaining about boys, practicing choreography, and embarking on adventures that involved impromptu photoshoots. That same year I met the 3rd star of our video, Shruthi ‘16. She was one of the first dancers to ever truly inspire me. I always joke that I’m her biggest fan because every time I watch her dance, I have a conniption and start screaming uncontrollably. Shruthi was Course 6 (computer science) and danced on both MIrchi and hip-hop team Mocha during her time at MIT. CK was Course 4 (architecture) but he realized late in his junior year that he didn’t want to pursue graduate studies in that field. He wanted to go to film school. He’s been building his portfolio ever since and currently works at MIT’s International Design Center. So when he approached me this past spring about wanting to do a dance video, I knew it couldn’t be just any old video of us shimmying. It would have to be worthy of a film school submission. The initial plan was to dance to Make Me Feel by Janelle Monae. It had just come out at the time and we loved the way it colorfully explored the topic of bisexuality. I really resonated with the image of hiding one’s homosexuality behind heterosexuality, denying a part of yourself because being honest with the world isn’t always something we’re capable of. At the end of the day, we ended up not going with the song (it was too pop funk to really fit any of our dance styles) but we stuck with the theme of hiding. When we finally stumbled on Magnets by Lorde/Disclosure, it felt too good to be true. The song was sultry and full of emotion. It also had pretty sick backbeats and clicks that sent our minds into creative overdrive. We added I Do by Cardi B to the mix because we wanted something with a grimy feel to it, something that screamed bad bitch. Once songs were decided, fully defining the story took a while. Shruthi had already made the music cut so we had to make sure each scene had a specific correlation to each section of music. There was a point when I was stuck on the murderous nature of I Do and wanted a storyline that involved the double homicide of a bisexual woman and her new male lover by her jealous female ex We decided this was a bit too petty and a bit too violent so we scrapped it. At some point, I don’t know when, a line from the Magnets chorus mosied into my brain and refused to leave me alone. I knew that somehow our story’s thesis had to be about “embracing the point of no return.” I wanted to explore shame but also celebrate that amazing moment when we relinquish shame and accept our identities. I must have telepathically communicated this to Shruthi and CK because at our next meetup, we spent a significant amount of time discussing the parts of our identities we had trouble embracing. CK reminded us of the first time he painted his nails and how beautiful he had felt until someone made a discouraging comment. Eventually, I told the story of the day I had to save my best friend from the Baker dining hall. He had borrowed some of my clothes and put together a spectacularly fabulous outfit, only to enter his dorm and be laughed at by the dining staff. And so all of a sudden we had a story, one we all knew far too well. Next, we had to make decisions about costumes and locations. The first decision was easy. We had to dance in heels. And if Shruthi and I were to play diva fairy godmothers, we had to look supremely extra. The first and last place we looked for costumes was my closet. Why do I own two feathered headpieces you ask? why not? I spread every extra piece of clothing I owned on my bed and got to work mixing and matching. There was a point when I wanted desperately for CK to wear a bright green corset that I’d worn as the Joker for Halloween. He was vehemently opposed to that idea. Eventually we settled on looks that were just the right amount of extra. Then we got to work trying to encapsulate the anger felt during the I Do segment of the story. Faux black leather ended up being our saving grace. Glitter was also paramount. We used it every day of filming. Shruthi and CK had to tell me more than a few times to go easy on the glitter, but why listen when you can glow, you know? Me being the definition of grunge in an alleyway at 1am. Looking this good while staying up that late is a special skill. Since embracing one’s identity (~#pride~) was at the core of the video, we wanted each scene to be as colorful as possible. We toyed around with the idea of a nightclub setting, drawn in by the possibility of bright neon lights, but this proved to be logistically unfeasible. So, instead we opted for a “nightclub bathroom” (aka the huge bathroom in the basement of Stata). We bought some really fancy lights and lit the place up with pinks and yellows. Our other filming spots were Walker Memorial and the alleyway behind the MIT Museum. The Stata bathroom always wanted to be pink and I’m glad we helped it discover itself. Rehearsing and filming were very challenging processes for us. At the time I was apprenticing with the Boston Beautease, a local Burlesque troupe, on Wednesday and Sunday evenings while also taking two evening Theater classes. Shruthi was working 9am to 6pm at Google, so scheduling was an absolute nightmare. We spent many nights in the studio past midnight, teaching each other choreo and cleaning until we achieved synchronization. Our film “crew” consisted of us and one other person, our dear friend Faraaz ‘19, a total camera novice. We wanted dynamic shots with crazy closeups and wild angles. Easier said than done. Faraaz stayed with us till 3am some nights, retaking shots where we’d messed up the choreo, or blanked on facials, or accidentally stepped out of the light. His dedication really reminded me of the magic of MIT. It’s the kind of place where people will take time out of their days to help you celebrate your passions. Doing CK’s makeup was one of my favorite parts of the filming process. He has perfect skin and amazing cheekbones, such a good canvas ugh. When the time finally came to release the video, a latent panic set in. The fear of discovery finally manifested and we found ourselves making lists of family members we would have to block on FaceBook and Instagram before releasing. These were people who wanted the best for us but wouldn’t understand why a young architecture major would yearn for a pair of heels. Or why a NIgerian chemical engineer would dance so provocatively in so little clothing for the whole world to see. “Which descent man will marry her now?” “Which company will hire her after seeing this?” I could already hear them huffing and puffing. It took a lot not to feel slightly ashamed of the video. As our most extrinsic emotion, shame stems from the external reactions to the internal decisions we make. We learn what’s “good” from our families. And then some of us spend our lives redefining good until we no longer see ourselves as bad. Don’t get me wrong, I love my family to death. So do Shruthi and CK. But it puts an incredible weight on us to think we are disappointing them by being ourselves. Shruthi was so paranoid about being discovered via a Google name search that we almost resorted to code names for this blog post. I share her trepidation to some extent. I don’t know what my mom will say when she sees this video. I haven’t made efforts to hide it from her but I haven’t gone out of my way to show it to her either. I feel this constant pressure to be wholesome, ladylike, a good woman, respectable. Shrouded by this crowdsourced idea that a respectable life requires working a respectable job while adhering to respectability politics. Why can’t I just be respected? I’ve loved watching as our generation destroys this old paradigm and asks this question of our elders. Why can’t we just be respected. I know drag queens who moonlight as field engineers and amazing twerkers who work on dev teams at tech startups. I watch my friends free themselves, follow their passions, create absolutely brilliant content, and I can’t help but wonder when their families will be just as proud of them as I am. The video is here. Free and open to all who have access to the interwebs. I hope it’s as meaningful to you as it is to me.

The Importance Of Reward Management Business Essay - Free Essay Example

Reward management in a business organisation is basically the way in which that particular business forms and implements strategies and policies to reward the employees to a fair standard and in accordance with how the organisation values them. Reward management in a business organisation usually consists of the business analysing and controlling the employees remuneration and all of the other benefits for the employees. The main aim of reward management in a business organisation is to reward the employees fairly for the work that they have completed. The main reason reward management exists in business organisations is to motivate the employees in that particular organisation to work hard and try their best to achieve the goals which are set out by the business. Reward management in business organisations not only consist of financial rewards such as pay but they also consist of non-financial rewards such as employee recognition, employee training/development and increased job responsibility. Reward management in a business organisation deals with the design, implementation and maintenance of reward practices that are geared towards the improvement of the business organisations performance. The Importance of Reward Management The elements of reward management within a business organisation are all the things that they use to attract potential employees into their business which includes salary, bonuses, incentive pay, benefits and employee growth opportunities such as professional development and training opportunities. Having a reward management system in place provides the business with many advantages, especially in small to medium size organisations where the managers must have a good relationship with the employees. Reward programmes have proved to be very successful in motivating employees and in turn increase the performance of the organisation as a whole. Below are some of the reasons why a reward system is important: Mutually beneficial- A reward system is beneficial not only to the employee but also to the organisation. The employee will feel more motivated to work harder.by having a reward system in place the employee will feel more committed to their work and their productivity will in crease. An increase in productivity will then benefit the organisation. Therefore a reward system is mutually beneficial to the employee and the organisation. Motivation-A reward system will motivate employees by reaching targets and organisational goals in exchange for rewards. A reward system is great at motivating employees but they will also be motivated to prove themselves to the organisation. Absenteeism-A reward system will reduce absenteeism in the organisation. Employees like being rewarded for a job well done and if there is a reward system in place, employees will be less likely to be ringing in sick and not showing up for work. Also by having a reward system in place the employees will be clearer about the targets and goals of the organisation as they will be rewarded when reach certain targets. So by having a reward system as an incentive they will be less likely to be absent from work. Loyalty-A reward system will increase the employees loyalty to the organisa tion. By a reward system being in place the employee feels valued by the organisation and knows that their opinion matters. If an employee is happy with the reward system, they are more likely to appreciate work place and remain loyal to the organisation Morale-Having a reward system in place providing employees with incentives and recognition will boost their morale. By encouraging employees to meet goals and targets it gives them clear focus and purpose which will their morale. By the employees morale being boosted this will increase the morale of the entire organisation. This is all down to a reward system in the organisation. Teamwork- The reward system will increase the teamwork spirit in the organisation. The reward system will promote teamwork to the employees. The employees will work together as part of a team to achieve their targets in return for rewards. Teamwork within the organisation will help increase efficiency and create a happier workplace. This is another re ason why reward systems are important in business organisations. Types of Reward Systems There are several ways to classify rewards; the three most common types are as follows: Intrinsic Rewards Vs Extrinsic Rewards- Intrinsic rewards are the personal satisfaction you get from the job itself eg having pride in your work, having a feeling of accomplishment or being part of a team. If an employee experiences feelings of achievement or personal growth from the job, this would be labelled as an intrinsic reward. Extrinsic rewards would include money, promotions and other benefits. Extrinsic rewards are external to the job and come from an outside source, usually management. If an employee receives a salary increase or a promotion, this would be labelled as an extrinsic reward. Financial Rewards Vs Non-Financial Rewards- Financial rewards are those that will enhance the employees financial well-being directly eg bonus, increase in wages and profit sharing schemes. Non-financial rewards do not enhance the employees financial position directly but make the j ob more attractive. Some of the Non-financial rewards that a business organisation offer might include-an attractive pension scheme, access to private medical care, help with long-term sickness, crà ¨che facilities, counselling services, staff restaurant etc. Performance-Based Rewards Vs Membership-Based Rewards- The rewards that a business organisation gives to their employees can be based on either their performance or membership criteria. Performance-based rewards are exemplified by the use of commissions, piecework pay plans, incentive schemes, group bonuses, merit pay or other forms of pay for performance plans. Membership-based rewards would include cost of living increases, benefits and salary increase, seniority or time in rank, credentials or future potential. Case Study Tom Warner owned a plumbing, heating and air-conditioning business in Montgomery County,Maryland. In the early 1990s, he faced a major problem. His main customers were commercial property management businesses and they wanted to cut costs. In order to do this; these commercial property management businesses decided to end their contract with Tom Warner and hire their own handymen. Tom Warner didnt want to lay off any of his 250-person workforce. He decided to reconstruct his workforce into territories. He assigned each worker their own territory and told them to operate their territory as if they were running their own business. He put each area director through training in sales techniques, budgeting, negotiating, cost estimating and how to handle customer complaints. Warner believed that if he had technically superb, friendly, and ambitious employees, they could successfully operate like small-town handymen, even though they would be part of a large organisation. Tom War ners programme proved to be very successful. The area directors developed a strong sense of pride and ownership in their territories. Each employee was able to schedule their own work, handle their own equipment, develop their own estimates and advertising campaigns. These were the rewards that each employee desired. Tom Warners programed increased the employees wages. A typical employee working for Warner before he introduced the programme was earning $60,000.In the first year of the programme that employee was earning $100,000.In the second year he was earning $125,000. From a reward point of view, Warners employees are extremely happy and Tom Warners business grew by more than 200 per cent in 24 months. Literary Review According to the book Human Resource Management in Ireland 3rd edition by Patrick Gunnigle, Noreen Heraty and Michael j. Morley: Schuler (1995) outlines a number of core objectives that a business organisation should have in relation to the reward package that they offer. Schuler states that in order for a business organisations reward package to be successful it must meet the following objectives: It should attract potential employees- along with the organisations human resource plan and recruitment and selection techniques the reward package should make potential employees want to work there. The reward package including its mix of pay, incentives and benefits should serve to attract suitable potential employees. It should assist in retaining good employees- the reward package must be perceived internally by the employees as fair and equitable and it should be perceived externally as competitive. Internally the employees should feel happy with the reward package and they should know that in comparison to other businesses it is a very competitive reward package so they wont want to leave and seek e mployment elsewhere. It should motivate employees- the reward package should help and assist motivating employees to work harder. By linking rewards to performance it should motivate employees to work harder as there is an incentive element. It should contribute to human resource and strategic business plans- the reward package should create a rewarding and supportive climate to work in and therefore it should be perceived as an attractive place to work. This will benefit the business as it will be attracting the best applicants. Reward management in business organisations is extremely important as the reward package helps to attract employees, retain employees and influence performance and behaviour at work. According to the book People Management and Development; Human Resource Management at Work by Mick Marchington and Adrian Wilkinson: Lawler (1984) feels that a reward system within the business organisation can influence a number of HR processes and practices, which then have a direct impact on the organisations performance as a whole. Influence recruitment and retention: Lawler states that any business organisations that have a reward system in place will attract and retain the most people. If better performers are rewarded more highly than poor performers. This also will have an effect on recruitment and retention, so performance-based systems are more likely to attract high-performers. For Example: If a business organisation rewards their employees with high wages, they will attract more applicants which will allow the business more of a choice over selection and hiring decisions. This hopefully will reduce labour turnover in the organisation. Influence Motivation: Employees see that by having a reward system in place, it puts an importance on various activities and tasks. Reward systems therefore ha ve a motivational impact on the employees. However the management must integrate the reward system with the behaviour they expect from the employees. Influence Corporate Culture: The way in which the employees are rewarded will have a huge influence on the corporate culture of the organisation. For example: If a business organisation has a reward system in place that provides benefits for long-serving staff, this will likely shape the existing culture into one where loyalty is seen as central to the business organisations ideology. In contrast, if a business organisation has a reward system in place that rewards the employees for innovative behaviour and ideas, this is more likely to shape the businesses corporate culture into one where creativity and innovation is important. Cost as an influence: Cost is a huge factor and influence in the reward system. Some business organisations may not be able to afford to set up and maintain the reward system; it may be too costly for them. On the other hand, some business organisations may not want to waste the money on a reward system. This may demotivate the employees as they will think that not worth it and this will have a direct impact on their performance in the organisation which in turn will in turn have a direct impact on the organisations performance as a whole. According to the book Human resource management in Ireland 4th edition by Patrick Gunnigle, Noreen Heraty and Michael j. Morley: Lawler (1977) highlights that in order for reward management to be successful the reward system needs to have the essential characteristics: Reward level- In order for reward management to be successful, the reward package must satisfy the employees basic needs for survival, security and self-development. Individuality- Along with satisfying the employees basic needs, the reward system should be flexible enough to meet the employees varying individual needs. Internal equity- The rewards must be seen as fair when compared to others in the business. The criteria and reasons for the allocation of rewards to employees should be equitable and clear to everyone in the organisation .The reason behind the allocation of rewards to employees should be communicated and accepted by all parties. The rewards should be applied consistently throughout the organisation. External equity- The rewards must be seen as fair when compared to those offered for comparable work outside the organ isation. Trust- In order for reward management to be successful in the organisation, the management and the employees must believe in the reward system 100 per cent. The employees must believe and accept that will receive rewards when they meet the relevant criteria. The management should trust that the employees will perform at a high standard and the best to their ability in return for rewards. According to Lawler (1977) in order for a business organisation to be successful in reward management, he believes that a reward system must have the characteristics listed above. According to the book Human resource management 6th edition by De Cenzo and Robbins: Armstrong and Murlis (1998) offer some broad distinctions between the main types of reward system: Gain Sharing Schemes-the pay of a group of workers is linked to improvements in internal company productivity. Employee Stock Ownership Schemes (ESOPs)-The business organisation offers company stock (at a lower rate than normal) to certain employees. Profit-Sharing Schemes-The business organisation gives a certain percentage of the end of year profits to the employees. Skill-Based Pay Schemes-The business organisation rewards the employees with pay on the basis of job-related skills or competencies. Individual Incentive Schemes-The business organisation rewards the employees for reaching or exceeding specific established performance criteria. Piece- rate schemes are the most obvious form of individual performance related rewards. Group Incentive Schemes-The business organisation rewards groups of employees with the same principles they use on individual schemes. Used most commonly when group work or team work is present in the business organisation. Conclusion To conclude I am going to give a brief run through the topics I have covered throughout this report. I defined and explained the meaning of what reward management is and how organisations manage rewards in organisations. I then went on to discuss the importance of reward management within organisations, by doing this I pointed out the advantages of having reward systems in an organisation. These benefits included mutually beneficial, increases motivation, improves morale, increases the employees loyalty to the organisation, improves teamwork and reduces absenteeism. I looked at commonly used reward schemes. I looked at a case study about Tom Warner was forced to reward his employees with a huge amount of responsibility; however it had an extremely successful outcome for him. I then looked at the main aims that every reward system should have; attract potential employees, assist in retaining good employees, motivate employees, contribute to human resource and strategic business p lans. I explained the direct impact a reward system can have on the organisation as a whole ie influence on performance, influence on motivation, influence on the corporate culture. I looked at and explained the essential characteristics a reward system must have in order to be effective. This is important for management when designing their reward system. They should look at and evaluate their current reward system and make sure it possesses the right characteristics. I then differentiated between the most common types of reward schemes according to research I found on Armstrong and Murlis point of view on reward systems.