Tuberous Sclerosis A Rare Disease Research Proposal

Tuberous Sclerosis A Rare Disease - Research Proposal Example Definition of Tuberous Sclerosis Tuberous Sclerosis is one of the genetic and rare disorders being closely monitored and evaluated by the Office of Rare Diseases Research (ORDR) under the National Center for Advancing Translational Sciences (ORDR, 2009). It was thereby defined as â€Å"a genetic disorder characterized by the growth of numerous noncancerous (benign) tumors in many parts of the body† (ORDR, 2009, par. 1). The definition provided by the National Institute of Neurological Disorders and Strokes (NINDS) more comprehensively identified the affected parts of the body, to wit: â€Å"Tuberous sclerosis--also called tuberous sclerosis complex (TSC) - is a rare, multi-system genetic disease that causes benign tumors to grow in the brain and on other vital organs such as the kidneys, heart, eyes, lungs, and skin. It usually affects the central nervous system and results in a combination of symptoms including seizures, developmental delay, behavioral problems, skin abnorma lities, and kidney disease† (NINDS, 2012, par. 1). Both definitions classify this disorder as genetic and manifested through multiple growths of specifically identified tumors in different parts of the body. Causes Since the disease is classified under genetic and rare disorder, its cause is thereby traced through inheritance (PubHealth Med, 2010). As disclosed, â€Å"changes (mutations) in two genes, TSC1 and TSC2, are responsible for most cases of the condition. Only one parent needs to pass on the mutation for the child to get the disease. However, most cases are due to new mutations, so there usually is no family history of tuberous sclerosis† (PubHealth Med, 2010, pars. 2 & 3). This means that although most cases have identified the cause to be directly handed to the sibling from even one parent, there have been cases where both parents did not carry a defective gene but new mutations were manifested. Known through a process called â€Å"gonadal mosaicism. These p atients have parents with no apparent defects in the two genes that cause the disorder. Yet these parents can have a child with TSC because a portion of one of the parent's reproductive cells (sperm or eggs) can contain the genetic mutation without the other cells of the body being involved† (NINDS, 2012, par. 8). Symptoms The symptoms for this illness were categorized into three: skin symptoms, brain symptoms,and other symptoms, and are hereby detailed as follows: (1) skin symptoms include: areas of the skin that are white (due to decreased pigment) and have either an ash leaf or confetti appearance; red patches on the face containing many blood vessels (adenoma sebaceum); and raised patches of skin with an orange-peel texture (shagreen spots), often on the back; (2) brain symptoms include: developmental delays, mental retardation, seizures; and (3) other symptoms include: pitted tooth enamel, rough growths under or around the fingernails and toenails, rubbery noncancerous tu mors on or around the tongue (PubHealth Med, 2010). Genetic Make-Up The explanation provided by Howell (n.d.) on the genetic analysis of this illness clearly and explicitly illustrated the mutation in one of two identified genes, the â€Å"TSC1 gene is located on chromosome 9q34 and the TSC2 gene on chromosome 16p13† (Howell: Gene Analysis, n.d, par. 1). The illustrations are hereby presented as

Finance Industry Essay Example | Topics and Well Written Essays - 2500 words

Finance Industry - Essay Example At present, debt factoring and debt subordination are the preferred means for companies to finance their needs for additional working capital. The financial flexibility provided by these two alternatives does not require the company management to relinquish any portion of their control or equity. They simply come with costs that then form part of the company's financing-related expenses. Many companies have huge accounts receivables in their balance sheets, relative to their other asset items. These accounts receivables can be of much better use to the company if they can be converted to cash sooner than their dates of collectability. Their conversion to cash through debt factoring should enable the company to do more business transactions and to produce higher income figures. (ABFA, 2009) Debt factoring is a three-party transaction that is consummated when a factor buys a company's accounts receivables, generally without recourse. Hence, the factor shoulders any losses resulting from the debtors' inability to pay. These debtors, by virtue of the factoring transaction, will be liable to pay the factor - not the original company creditor - the amounts due from them. (Brigham & Houston, 1998, p. 691) The factor does all three things: ensure the collection of the company's receivables, shoulder the losses resulting from bad debts and provide financing for the company through the purchase of its receivables. (Brealey, Myers & Marcus, 1995,p. 506) Meanwhile, debt subordination involves giving a specific creditor the last ranking in terms of claims on the debtor company's assets and income. Thus, subordinated debenture bonds - or uncollateralized debts - are issues that entitle owners to payments that are secured by what is left of the company after its secured debts, debenture bonds and other general liabilities have been settled. (Fabozzi, 2000, p. 86) Both debt factoring and debt subordination are available to companies with good credit records. Both can be handy tools for raising money to beef up the company's working capital, to take advantage of opportunities that require cash, to fund the company's acquisition of new plant equipments, to finance an expansion phase or to accomplish similar ventures. The Costs of Debt Factoring and Debt Subordination Factoring, then, helps to improve a company's cash flow. It also significantly reduces the expenses a company ordinarily incurs in doing preliminary credit investigation on each customer applying for a credit line and in ensuring the actual collection of their accounts receivable. In return for these benefits, debt factoring as an alternative comes with two costs that would have to be paid by the company: the interest and the fees. The interests charged amount to 1.50 to 3.00 percent over the prevailing base rate. Then fees in the scale of 0.75 to 2.50 percent of turnover are as well collected. (The UK Insolvency Helpline, 2009) Issuing subordinated debts, meanwhile, entail paying the service fees of investment companies and rating agencies and the interest rates attached to the debt instruments which may range from 10.00 to 15.00 percent. Related expenses are further incurred in the presentation, road-show and similar marketing activities that are all orchestrated to sell the company's subordinated debt instruments. Preparation

Bio Mechanical Analysis Of Throwing Techniques

Bio Mechanical Analysis Of Throwing Techniques The game of cricket is believed to have been played in organized form hundreds of years ago. Cricket was introduced to North America via the English colonies in the 17th century (Bowen., 1970), probably before it had even reached the north of England. In the 18th century it arrived in other parts of the globe. It was introduced to the West Indies by colonists (Bowen., 1970), and to India by British East India Company mariners in the first half of the century (Altham.1962). It arrived in Australia almost as soon as colonization began in 1788. New Zealand and South Africa followed in the early years of the 19th century (Altham., 1962). The origins of cricket are very vague, and many theories have been put forward suggesting its origins. The pupils of Royal Grammar School, Guildford, recorded the first evidence of cricket being played in the year 1550. In the year 1611 it is reported that two young men from Sussex were punished for playing cricket instead of going to the church. The first match is recorded to have been played at Coxheath in Kent in the year 1646 (Altham., 1962). Extensive studies and research have been conducted to trace its history and they have come out with different versions (Altham., 1962).The modern version of the game originated in England and remains popular in present and former members of the English Commonwealth. In South Asian countries including India, Pakistan, Bangladesh, and Sri Lanka cricket is the most popular and scientific sport. Bowling, batting and fielding are three key skills in cricket; much of the biomechanical research into this sport has focused on bowling and batting (Bartlett et al., 1996).The one of the most third skill that of fielding incorporates both a pick-up and throwing phase, highlighting the importance of the throwing skill in cricket. Throwing technique in general used by the elite cricket players are, comparable over arm, side arm, and under arm throwing techniques, has been widely studied in other sports, including track and field (Best et al., 1993, Maeda., 2008), and baseball (Escamilla et al., 1998, Dun et al., 2008).Only one study has been reported in calculating biomechanical parameters in that Cricket ball throwing (Cook, and Strike., 2000). Throwing is a fundamental movement skill that forms the cornerstone of many games (Elliott and Anderson., 1990); the development of this skill could be paramount for some athletes. Every movement in a throwing motion counts, even the breathing. There are different types of throws that a thrower must be able to throw accurately. There are numerous aspects of throwing making it a complex skill to master, such as ball velocity, ball movement, arm velocity, and arm movement. However these aspects have little effect if the thrower cannot place their throws precisely, that is to say, throw strikes. Even though throwing accuracy can be increased by improving technique and practicing muscle memory (Simons et al., 2009), coaches are constantly seeking other means. cricket, as are many sports, is mentally challenging. For throwing to be successful, they must be mentally and mechanically strong. This has led to many different methodologies being used to analyze the biomechanics of the Biomechanical analysis of throwing techniques. Different temporal, kinematic, and kinetic parameters are selected based upon their necessity for each individual study. Also a variety of methods are being used to collect the motion data including varying numbers and locations for 2D and 3D motion analysis research. In the last several decades, sports biomechanics has demonstrated considerable growth evolving from an exercise to the filming of human movement to an applied science with the powerful array of measurement and modeling sports techniques. The descriptive approach has superseded by attempt to explain the mechanics and has emerged as an important area of scientific investigation in variety of disciplines ranging from classical mechanics to the life sciences, includes: theoretical mechanics, anatomy, anthropometry, neuromuscular physiology, kinesiology, biomechanical engineering, ergonomics, exercise science, orthopedic surgery, physical rehabilitation and corrective physical education. In Biomechanics extensive researches have been conducted in the interaction of arm and legs, in walking, running, throwing analyzing during the course of action of play with different approach, angles and direction under the part of the study of biomechanical engineering . The kinematic and kinetic performance analysis of biomechanical engineering permit the explanation of dynamics of human motion, researchers interested in solving specific problem in human mechanics, such as determining how a given sports skill, improved by modeling, computer simulation, optimization and other statistical approach to motion analysis the increasing involvement of technology has made some other methods and tools available for tracking and assessing motion. Numbers of laboratories around the world are now working on movement analysis. These laboratories primarily work in neurological, neuromuscular, and orthopedic disorders of locomotion. However, there are also important works being done in analyzing sports engineering and sports-related movement. Movement analysis is automatically a part of human performance assessment and analysis. Today many sports scientists use movement analysis as a tool to origin new techniques and establishment of movement, correct movement erro rs related to a variety of movements. Origin of the concept of biomechanical analysis of throwing technique was evaluated in 1968; the journal of biomechanics was first published with the broadly stated purpose of mechanical principles to the mechanical analysis of throwing technique. Analytical methods used within sports biomechanics as a part of performance and technique analysis. The concept of technique analysis as a specific sequence of movement appears to be well established in the literature, but the concept of technique analysis is still under developed. Although several descriptive and analytical goals for technique analysis can be identified, the main justification given for its used is to aid in the improvement of performance. However, the conceptual framework underpinning this process is poorly developed with a lack of distinction between technique and performance. Biomechanical analysis of throwing technique is a good way to improve the throwing technique of the cricket players. Indeed computer simulation makes possible to validate investigation on throwing movement understanding in the modern computerized system, software program, it is now possible to make sufficient calculation, statistical evaluation. The limited research into the basic mechanisms underlying specific cricket throws highlights the need for more information directly applicable to the enhancement of the performance in the games of cricket for `elite cricketer. Only (Cook, and Strike., 2000, Elliott and Anderson 1990) have tried to quantify, in two and three dimensions analysis of, the throwing technique adopted in cricket. (Elliott and Anderson 1990) the study were concerned age related differences in high performance over arm throwing technique pattern, not specifically the mature pattern of throwing in cricket. It has been shown that throwing is an important aspect of the c ricket sports and that a sound understanding of throwing technique can facilitate improvements in throwing performance in any games and sports but cricket is the game in which win or lose of the game mostly depended throwing techniques and throwing performance of the team members. There is an increasing emphasis on good fielding in cricket; it could be that three or four quality fielders are as important bowlers who have the ability to take wickets. (Fleisig et al., 1996a) contended that, although there are similarities in all overhand throws, there are quantifiable differences in the mechanics for various sports. Here, we review the literature on throwing and then analysis the three-dimensional characteristics of throwing technique of an elite cricketer, drawing comparisons with previous research. Previous study on the role of biomechanical analysis of throwing technique focused mainly on baseball, tennis, volley ball, and athletics. Not many studies have been undertaking on the role of biomechanical analysis of throwing technique in cricket or relevant throwing technique. This study related some little aspect from the study by Cohen et al. (1994) for the applicable to netball and cricket player using overhead action in performing the throw. A major different was the unavailability of sophisticated tool to perform the mechanical analysis of throwing technique or calculating the speed of the ball release toward the enhancement of the performance. Understanding of human movement is one the most and complex studies with the regarding of the mechanical aspect and thus in sports. To attain the highest level of sports performance needs immense quantity of skillful movement. The performance in any sport depends only on motor action or movement. The skill serves as basic element and indispensable for good performance. Fielding is the one of the most important skill in the game. In every sport the techniques has been changing with rules and regulation from time to time. To cope up with the changes constant understanding of the required variation call for attention. The complexity of techniques makes variation too minute to distinguishably determine the deviation without sophisticated tools. The non identification of the technique variation leads to inappropriate application and demote performances. The Indians cricket fielding performance (like, stopping the ball, catching and throwing) is showing low as the comparison with the Inter national level trend with introduction of new techniques and implementations of mechanics in sports especially in cricket. Initial researches, it appears as though the majority of the joint activity involved in throwing a cricket occurs in the upper body, specifically the shoulder, elbow and wrist joints. This impression is acquired due to that fact that most professional cricket players injuries are related to the shoulder or elbow joints. The most common musculo-tendinous injuries sustained by baseball pitchers occur within the rotator cuff region (Mullaney et al., 2005). Since throwing is such a rigorous and repetitive motion, many of these injuries or failure in the performance can be attributed to overuse or improper mechanics. The throwing motion can be broken down into several key temporal parameters based on distinct motions involved in every throws. Different studies use different temporal parameters based on the needs for the study. (Werner. Et al., 2001) broke down the throwing motion into three phases: stride foot contact to the instant of maximum shoulder external rotation (cocking phase), maximum external rotation to the instant of ball release (acceleration phase), and from ball release until 500 milliseconds after the ball has been released (follow-through phase). Many studies and books such as (Layera., 2010), (Bartlett., 1997) and (Adrian., 1995) base their justifications for a good technique on the kinematic chain (occurrence of peak segment velocities from proximal to distal), starting with hip velocity and ending with wrist velocity. This investigation aims to confirm research done by the likes of Campbell et al (2010) and Chu et al (2009) that there are important aspects of the throwing action that occur below the waist, and also in the trunk. It should be noted that this study is not aimed in disagreement with the importance of the kinematic chain Bartlett.,(2007) and Hamill., (2003), but rather in agreement with the idea that the lower body forms a fundamental part of the throwing action and should therefore be taught to the same level of understanding as the function of the upper body. This will be achieved through the use of a case study using a skilled and less skilled performer, and comparing various lower body kinematic parameters . Unless the specific study is looking at the kinematic and kinetic effects of different throws, the subjects being analyzed will throw fastballs at the desired target. This makes for more uniform sampling as well as easier data comparison among subjects because every player throws a fastball in a similar manner to achieve a high velocity and accuracy. It is rare to find testing or data collection performed during game situations. If this is the method chosen for data acquisition however, anatomical landmarks must be manually digitized and camera angles must be accommodating to the cricket fields facilities and grounds. Most studies are performed in a lab with multiple-high speed cameras at various angles to capture all of the reflective markers located on the body to calculate various kinematic and kinetic parameters. Analysis of throwing technique has been the basis for many studies across a range of sports; these have served to identify important variables and characteristics of throwing performance to facilitate analysis and understanding, many researchers have divided the throwing action into specific phases, each with its own biomechanical function (Elliott and Anderson, 1990). Although the throw can be divided into specific phases, this does not infer a discontinuous action but serves only to aid subsequent analysis (Elliott and Anderson., 1990). Subdivision of the throwing technique has enabled important variables of performance to be identified within each phase, in addition to an overview of technique in which the whole body can be seen to work in a coordinated fashion to achieve its goal. The main aim of the study biomechanical analysis of throwing techniques in cricket was to asses, the role of mechanical factor that may affect effective throwing in cricket. In this study the effect of selected biomechanical analysis of throwing techniques in the different angle of approach at different direction and distance, with maximum velocity and accuracy was investigated. There are considerable numbers of different joint involved in throwing, but the purpose of the study the focus was on upper extremities and more specifically shoulder complex. The biomechanical analysis of throwing technique is the answer to full fill existential vacuum, refinement and stabilization of the game and sports in growing competitive sporting world to the changing demand. At the international level of competition a minute variation may result in win or lose. Every nation is backing their sports person with biomechanical researches to accomplish the need. However there have been fewer researches in the field of cricket ball throwing technique at inter-national level specially relevance of throwing mechanism. (Freston et al., 2007), has studied the factor involved/associated with throwing velocity and accuracy in elite/ sub elite cricket players. (Sachlikidis and Salter., 2007), found that non dominant arm throws had significantly lower maximum lead knee lift, had significantly less elbow flexion before extension, had significantly less shoulder external rotation at the start of the arm acceleration phase. (Cook and Strike., 2007), found the great er elbow flexion at lead foot contact and less external rotation during the preparation phase.(Bartlet., 2001), cited that the practical value of performance analysis was that well-chosen performance indicators highlight good and bad technique or performance. More emphasis has been given in biomechanical analysis of throwing technique in bowling throws in cricket at international level. Other developing countries have made their changes according to demand and thus superseded Indian performance. Indian cricket player need support from our researchers to identify variation and variables to steer their performance to those golden days of dominating world cricket. The mechanical factor of throwing involves ballistic movement of one segment. The imparting force must overcome the inertia of an object. But, in general, throwing is a sequential action of chain of body segments, leading to high velocity motion of external objects. It thus results in the production of a summated velocity at the end of the chain of segment used and the path of the external object motion in accordance to the demand of situation and position, throwing technique in general used by the elite cricket Fielders are, underarm throw, side arm throw, and overhead throw India has not even set to its initial in the biomechanical researches in any field. In India no such research have been undertaking till date in biomechanics. In the computer era, the motion analyses software and programming made biomechanical research specially in kinematics possible to read the athletes motion .The throwing skills in cricket have received very less biomechanical research attention than any other. Throwing is a complex motor movement and therefore generally follows different predictable stages. The theoretical concept have conclusively defines that elite sportsmen of skilled levels and within skill levels exhibits to have mechanical variability. Thus the present research has been taken to find out various throwing techniques in relation to medicinal aspect of high skilled cricket players. BIOMECHANICAL ANALYSIS: A biomechanical analysis evaluates the motion of a living organism and the effect of forces on the living organism. The biomechanical approach to movement analysis can be qualitative, with movement observed and described, meaning that some aspect of the movement measured. The use of the term biomechanics in this text incorporates qualitative components with a more specific quantitative approach. In such an approach, the motion characteristics of a human or an object are described using such parameters as speed and direction, how the motion is created through application of forces both inside and outside the body, and the optimal body positions and actions for efficient, effective motion. The biomechanical analysis of different event can help to understand the critical point of technical performance thus helping coaches and athletes in their preparation. One area of major concentration over the past few years is that of biomechanical analysis. Human motion analysis is frequently used today for both clinical and research application the art and science of motion analysis has expanded beyond basic descriptions of ambulatory patterns to include front line clinical roles in rehabilitation, surgery, prosthetics, orthotics, Ergonomics and Athletics. A biomechanical analysis conducted from either of two perspectives. The first, kinematics and second kinetics. Kinematics is concerned with motion characteristics and examines motion from a spatial and temporal perspective without reference to the forces causing the motion. A kinematic analysis involves the description of movement to determine how fast an object is moving, how high it goes, or how far it travels. Thus, position, velocity, and acceleration are the components of interest in a kinematic analysis. By examining an angular or linear movement kinematically, one can identify segments of a movement that require improvement, obtain ideas and technique enhancements from elite performers, or break a skill down into identifiable parts. By each of these, further understanding of human movement. Pushing on a table may or may not move the table, depending upon the direction and strength of the push. A push or pull between two objects that may or may not result in motion is termed a force. Kinetics is the area of study that examines the forces acting on a system, such as the human body, or any object. A kinetic movement analysis attempts to define the forces causing a movement. A kinetic movement analysis is more difficult than a kinematic analysis both to comprehend and to evaluate, by a significant amount if the weight of the body lifted and the speed of the bar were not considered. The forces produced during human movement are very important, since they are responsible for creating all of our movements and for maintaining positions or postures having no movement. The assessment of these forces represents the greatest technical challenge in this field, since it requires sophisticated equipment and significant expertise. Thus, for the novice movement analyst, concepts relating to maximizing or minimizing force production in the body will be more important than evaluating the actual forces themselves. A kinetic analysis can provide the teacher, therapist, coach, or res earcher with valuable information about how the movement produced or how a position maintained. This information can direct conditioning and training for a sport or movement. For example, kinetic analyses performed by researchers have identified weak and strong positions in various joint movements. Thus, one know that the weakest position for starting an arm curl is with the weights hanging down and the forearm straight. If the same exercise started with the elbow slightly bent, more weight can lifted. Kinetics also identifies the important parts of a skill in terms of movement production. Examinations of both the kinematic and kinetic components are essential to full understanding of all aspects of a movement. It is also important to study the kinematic and kinetic relationships, since any acceleration of a limb, of an object, or of the human body is a result of a force applied at some point, at a particular time, of a given magnitude, and for a particular duration. While it is of some use merely to describe the motion characteristics kinematically. KINEMATICS: Kinematics is a branch of classical mechanics which describes the motion of objects without consideration of the causes leading to the motion. The other branch is dynamics, which studies the relationship between the motion of objects and its causes. Kinematics is not to be confused with kinetics, and to dynamics as used in modern day physics; this term is no longer in active use. Kinematics is the branch of biomechanics concerned with the study of movement with reference to the amount of time taken to carry out the activity. Kinematics is the branch of biomechanics concerned with describing the motion of bodies, thus kinematics deal with such things as how far a body moves, how fast it moves and how consistently it moves. It is not concerned at all with the cause of motion of the body. In other words we can say The kinematics is that branch of biomechanics, which concerned with description of the movement of segment of the body without regard to the forces and cause due to the movement occurred. KINEMATICS ANALYSIS: We are concerned with the relation and conclusion of different kinematics variables. In the cricket ball throw with the different technique of the cricket player, body movement like the movement of upper extremities (upper arm, forearm, hand) and ball how much upper arm moves, how much forearm moves, how much hand moves, from initial point and how accurate ball moves. ANGULAR KINEMATICS: Rotational or angular kinematics is the description of the rotation of an object. The description of rotation requires some method for describing orientation, for example, the Euler angles. In what follows, attention is restricted to simple rotation about an axis of fixed orientation. The z-axis has been chosen for convenience. Description of rotation then involves these three quantities: Angular position: The oriented distance from a selected origin on the rotational axis to a point of an object is a vector r ( t ) locating the point. The vector r ( t ) has some projection (or, equivalently, some component) r ( t ) on a plane perpendicular to the axis of rotation. Then the angular position of that point is the angle ÃŽÂ ¸ from a reference axis (typically the positive x-axis) to the vector r ( t ) in a known rotation sense (typically given by the right-hand rule). Angular velocity: The angular velocity à Ã¢â‚¬ ° is the rate at which the angular position ÃŽÂ ¸ changes with respect to time t. ANGULAR SPEED AND VELOCITY: Angular speed = angular displacement à · time Angular velocity = angular displacement à · time QUALITATIVE ANALYSIS: The qualitative analysis system includes the development of a theoretical model as a basis for identifying faults judging their relative importance. In the qualitative analysis, the performance is evaluated subjectively based on direct, visual observation and this method is widely used, as it is less expensive. To conduct qualitative analysis, requires some prior knowledge of the sports or activity concerned, in particular if the motor skill to be analyze. A qualitative analysis includes visual and photographic observations, which usually result in a description or a judgment of the good and the weak points of a given performance. Visual analysis has the obvious advantage of not requiring expensive equipment but suffers from limited accuracy and most effectively practiced by an expert coach with an experienced eye. Without instant replay, the teacher must depend upon the senses to be able to quickly see what took place. With the luxury of film or videotape and the time to view repeatedly a single performance, the chances for correctly diagnosing an error enhanced. The filming process itself is very critical, and most ordinary game films are not of much use in analyzing of an individual, because of the probability of poor camera angle, background, or light. The time and expense needed to photograph individual performers and then to study the film for perhaps several hours is usually justified. QUANTITATIVE ANALYSIS: In quantitative analysis, technique evaluated objectively based on measurements taken from recording (e.g. film, videotape, force-time curves) of the movement. At any level of quantitative analysis, there is a need for interaction between the coach and biomechanist if maximum performance is to be achieved. Quantitative evaluation of movement requires that a permanent record be collected for a number of trials so that each can be viewed and analysed. Recording of permanent data on movement may take a number of different forms, for example cinematography, electromyography (EMG), accelerometry, dynamometry or electrogoniometry. While some of these techniques may not be available for general use, a more informed reading of the scientific biomechanics literature can only occur if it understands how objective data are derived. In quantitative analysis system, the performance is first recorded technique and then it is evaluated objectively. This method is used only for research purposes and is quite expensive. It involves the measurement and recoding of hard data about movement, gait analysis (walking, running Parkinson Ian gait), sequential analysis in kicking and throwing, postural characteristics in relation to performance, and it goes well beyond qualitative analysis because of its emphasis aim to identify the mechanical principals that effect motion and movement patterns, and employ the physical principles of the human body facilitate improvements in performance. Image analysis techniques, including both movie photography and videography, provide the opportunity to capture complex movement sequences on film or videotape so that a detailed analysis can be performed. However, an understanding of sampling frequency relative to photography or videography is needed prior to discussing different image analysis techniques, as both are sampling processes that record information at discrete points in time during a continuous motion. The sampling rate needed for an accurate representation of movement must be at least twice the value of the highest frequency component contained in the movement, although many researchers believe sampling rates of 5 to 10 times the maximum frequency component are necessary. Excessive sampling either increases the cost when using high-speed photography or limits the choice of cameras when using high-speed videography. Under-sampling will cause vital movement characteristics to be missed, or distortions to arise. At the sub jective level of analysis, film or video techniques may be use to record movement and allow general comments to be made on the observed characteristics. At an objective level it is not sufficient to just record and observe movement, as detailed measurements must be completed and inferences drawn with reference to the movement. Specific equipment and procedures must be use if accurate objective data are to be collected using image analysis techniques. Movie Photography: In high speed cinematography a motor-driven camera capable of providing frame rates up to approximately 500 Hz (c.s-1) and exposure times up to approximately 1/10 000 s is needed to accommodate movement and sport skills of differing speeds. In a golf drive for example, the ability to clearly record the impact of the ball and Club head would require an exposure time of approximately 1/3600 s and a frame rate of 400 Hz. The 400 Hz frame rate ensures that the moment of impact captured on film, while the exposure time guarantees that no blurring of the image occurs. For an analysis of jogging, an exposure time of 1/800 s would provide a clear image of the leg, while a frame rate of 100 Hz is sufficient to sample leg movement at the required frequency. The collection of data from film for analytical purposes (digitizing) is the most time- consuming and tedious aspect of cinematographic research. A stop-action projector is needed to control film movement so that an operator can move an X-Y coordinate system until a pointer, pen, light or cross-hairs lie over the desired anatomical landmark to be digitized. The co-ordinates of this point are then stored on a computer. In order for the anatomical landmark to be located, it must be clearly marked on the subject being filmed, so that an accurate identification of the segment end point or joint centre is possible These co-ordinate data are then smoothed prior to being mathematically manipulated in the calculation of kinematic and kinetic data. Information additional to the co-ordinates of the selected landmarks is required. A large sweep-hand clock may be included in the photographic field to establish the actual frame rate of the camera. Alternatively, internal camera lights which flash at a set rate may be used to mark the film and allow film speed calculation. Aspatial scale, such as a large metre rule, must also be filmed in the plane of action to convert film scale measures to real values. This type of scientific analysis may be done on any of several levels, ranging from research that has immediate applicability to sports, scientist in the lab are aided by interesting and very technical measuring and recording devices, including high-speed cameras, motion analyzers, force platform and computers. Two Dimensional Analysis: This type of analysis commonly uses one camera and fewer markers on the subject than in more complex 3-D analysis. Although it has limitations, it was the first method used by sport researchers and biomechanists, and is still used today by many research labs that utilize motion analysis, and is easily adapted for student research. Video Analysis: Once film or video is recorded it must be analyzed. This usually entails digitizing points off of a film or video using a special machine, or even using tracing paper overlaid on a monitor. Video can be captured by a computer and relevant points digitized directly using image analysis programs such as NIH Image and Measurement in Motion. In the motion analysis activity included here, QuickTime movies are used to digitize points that make up an angle between the leg, ankle and foot. This angle lets one analyze the effect shoes have on pronation and supination.

The Tree of Knowledge in Frankenstein by Mary Shelley Essays -- Franke

The Tree of Knowledge in Frankenstein by Mary Shelley In Frankenstein, Mary Shelley warns that with the advent of science, natural philosophical questioning is not only futile, but dangerous. In attempting to discover the mysteries of life, Frankenstein assumes that he can act as God. He disrupts the natural order, and chaos ensues. Mary Shelley goes to great lengths to emphasize the beauty and order of life when man engages in à ¬naturalà ® pursuits. She idealizes Frankenstein's home life: à ¬I feel exquisite pleasure in dwelling on the recollections of childhood, before misfortune had tainted my mindà ® (38). His family is orderly and wonderful. Clerval's à ¬presence brought back to my thoughts my father, Elizabeth, and all those scenes of home so dear to my recollectionÃâ€"I felt suddenly, and for the first time during many months, calm and serene joyà ® (58). Shelley also stresses that man should feel at one with nature, not at odds with it: à ¬When happy, inanimate nature had the power of bestowing on me the most delightful sensationsà ® (68). Certain occupations allow man to be at one with nature and his fellow creatures. Shelley feels that science should be useful and beneficial to mankind. Clerval, a clearly pure and benevolent character, studies languages. He loves poetry. These disciplines allow man to help others and glorify nature without questioning it. In childhood, Frankenstein's studies contained à ¬bright visions of usefulnessà ® (38): à ¬I betook myself to the mathematics, and the branches of study appertaining to that science, as being built upon secure foundations, and so worthy of considerationà ® (41). But Frankenstein's interests soon turned away from mathematics; he speaks of his change of mind as i... ...gnorant art thou in thy pride of wisdom! Cease; you know not what it is you sayà ® (194)! Frankenstein has finally learned his lesson. Or has he? After his excruciating pains and hardship, Frankenstein's dying words are: à ¬I have myself been blasted in these hopes, yet another may succeedà ® (210). Unless Frankenstein is referring to beneficial, pragmatic scientific knowledge, then he has not yet acknowledged that man cannot know the secrets of nature. Shelley means his final words to be a warning to the reader. Man's growing ambition and intellect will render him desperate to discover the deepest mysteries of lifeà ³it is a difficult task to halt this ambition. But this ambition is greater than man's intellect. He can never know all, though he aspires to heaven. Until he realizes his limitations, the spread of science can only lead to chaos and destruction.

Explain the main features of the theory of Utilitarianism Essay

The theory of Utilitarianism takes its name from the Latin word Utilis, meaning ‘useful’. It was first developed by Jeremy Bentham, a philosopher and legal theorist of the 18th century. Bentham sought to produce a modern and rational approach to morality which would suit the changing society of the industrial age. This was also the era of the French and American Revolutions, and of the Enlightenment, so orthodox morality was challenged on many fronts. Utilitarianism may be regarded as a relativist, consequentialist and teleological system of ethics, prescribing no fixed moral rules and judging an action by its consequences or end result (Greek: telos). Bentham argued that one should maximise happiness for the majority (‘the greatest good for the greatest number’: Francis Hutcheson), a view which is known as the ‘Utility Principle’. Happiness was thus equated with moral goodness. This idea further identifies Bentham as a ‘psychological hedonist’, since he regarded humans as being primarily motivated by pleasure and the avoidance of pain. A contented society would be a good society. To bring reason and evidence to the field of ethics, Bentham then put forward what he regarded as a scientific or empirical process for making moral decisions, known as the ‘hedonic calculus’. This consisted of seven key criteria one must consider when making a moral choice: Intensity Duration Certainty Propinquity or remoteness (how close at hand pleasure falls) Fecundity (how likely pleasure is to be followed by more pleasure) Purity Extent (how many people it affects). Later in the 19th century, Bentham’s God son John Stuart Mill modified his theory. Mill was a leading politician and philosopher of his day, advocating radical and liberal causes such as the equality of women. He regarded Utilitarianism as an important but flawed approach to ethics. While Bentham had regarded all pleasures as ‘commensurate’ (they are all equal or equivalent), Mill distinguished between ‘higher’ and ‘lower’ pleasures. Higher pleasures would be those which engaged the mind (e. g. music or poetry), but lower pleasures would be those which engaged merely the body (e. g.eating, sex). Mill developed the idea of ‘competent judges’: those who had experienced the full range of pleasures could discriminate between what is higher and lower. A good society would be refined and constructive in its pleasures, and so Mill avoided the charge that Utilitarianism is a system of base gratification. Another key distinction between Bentham and Mill lies in the difference between Act and Rule theories of Utilitarianism. Bentham proposed an Act Utilitarian approach, meaning that he treated each individual action separately, without any rules to guide the individual. Mill meanwhile proposed that one should make rules based upon the consequences which tend to follow from certain actions (e. g. stealing tends to cause pain, so we should have a rule against stealing). So, despite advocating the same underlying idea (the promotion of happiness), we can see that Mill and Bentham arrived at two very different approaches to morality, with Mill avoiding some of the more radical and controversial ideas put forward by Bentham. Evaluate the main strengths and weaknesses of the theory The strengths and weaknesses of Utilitarianism vary between different versions of the theory. The advantages of Act Utilitarianism are not the same as those of Rule; Mill’s outlook was very different from that of Bentham. Overall, however, the strengths of both forms are outweighed by their weaknesses. They are not convincing as ethical systems, and some other approach to ethics is required. An advantage of Bentham’s Act Utilitarianism is that it considers the consequences and happiness which result from actions; this seems a sensible approach to ethics which would find much support today. The theory is also flexible and easy to apply; it does not prescribe many hard rules and provides a simple method for decision making. The theory also enables tough decision making through its relativism (i. e. it would allow us to sacrifice individuals if it is of great benefit to society). The problem with Bentham’s theory however is that it is truly relativistic, so any conceivable action could be allowed (killing for the sake of pleasure, or ideology). It also enables the suffering of the innocent under a majority, despite obvious injustice. It further allows cruel or sadistic pleasure, since Bentham regarded all pleasure as commensurate (equal), a point noted by the philosopher Bernard Williams. Mill’s theory offers many advantages which get around the problems of Bentham’s Act Utilitarianism. By distinguishing between the quality of pleasures, Mill rules out the possibility of sadism or evil pleasure (e. g. prison guards enjoying torturing an innocent victim). Also, by offering Rule Utilitarianism, Mill is stating that certain actions are explicitly prohibited because they tend to promote pain. So, he would not allow torture, no matter how much it was enjoyed. However, Mill’s theory lacks the flexibility of Bentham’s, which means that sensible rule breaking is no longer possible (an objection pointed out by R. M. Hare). One could not tell white lies, even to protect others. There is a further weakness in Mill’s idea of different qualities of pleasure: how can we judge what makes pleasure higher or lower? Surely this is a subjective matter, as taste varies from person to person. It might also be argued that the concept of a competent judge is vague, since it is not clear whether we can really identify such people in today’s society. Overall, the theories put forward by Bentham and Mill fail to provide a convincing or useful approach to ethics. On the one hand, Bentham’s views are strikingly relativistic, allowing any pleasure (even sadism). On the other hand, Mill’s Rule system lacks the flexibility to make sensible choices in difficult situations. It may be that some other and more modern version of the theory can overcome these problems, such as Welfare Utilitarianism (as supported by Peter Singer) or Two Rule Utilitarianism (as suggested by R. M. Hare). We could strike a balance between favouring firm moral principles and paying attention to significant consequences or the all-round wellbeing of society. Such a compromise offers a more promising approach to ethics than the classical forms of Utilitarianism.

How Religion Affects Society Essay

More generally, social scientists are discovering the continuing power of religion to protect the family from the forces that would tear it down. 13 Professor Bergin’s summary was echoed two years later by nationally syndicated columnist William Raspberry: â€Å"Almost every commentator on the current scene bemoans the increase of violence, lowered ethical standards and loss of civility that mark American society. Is the decline of religious influence part of what is happening to us? Is it not Just possible that anti-religious bias masquerading as religious neutrality is costing more than we have been willing to acknowledge? † 14 Other reviewsl 5 also list the positive effects of religious belief and practice in reducing uch problems as suicide, substance abuse, divorce, and marital dissatisfaction. Such evidence indicates clearly that religious practice contributes significantly to the quality of American life. Given this evidence, Congress should: Begin a new national debate to help renew the role of religion in American life; Ask the General Accounting Office (GAO) to review the evidence on the beneficial effects of religious practice in the relevant social science literature and report its findings to a national commission formed to promote the consideration of religious Fund federal experiments with school choice that ractice among U. S. citizens; include religiously affiliated schools; Pass a sense-of-the-congress resolution that data on religious practice are useful for policymakers and researchers as part of the public policy debate; and Mandate a census question on religious practice. It religious practice in America. The President should: Appoint Judges who are more sensitive to the role of religion in public life, with the Senate ensuring that such is the case by ascertaining the stand of Judges on matters of religion and its relationship to the Constitution; Direct the Bureau of he Census to record levels of religious practice in the census for the year 2000 (time is running out for preparation of the census questionnaire); and Issue a directive to all federal agencies making clear that cooperation between government entities and the social, medical, and educational services of faith-based organizations does not violate separation of church and state. The U. S. Supreme Court should: Review the decisions in which it has changed the laws of the land by changing commonly held beliefs regarding the Constitution and religion and send to Congress hose that should have been the object of legislative action rather than Judicial reinterpretation. America’s religious leaders should: Be much more assertive in emphasizing the contribution of religion to the health of the nation and in resisting efforts to minimize religion in public discourse; Make clear to their congregations that they are contributing not only to their own welfare, but also to the well-being of the nation by their regular attendance at religious worship; Take special care of the religious formation of children, especially during the transition period from childhood to adolescence, when they are ost likely to lose their religious faith; Recognize that the church in the inner city, especially the black church, has a vital role to play in helping its people escape from the degrading culture of inner-city poverty;

Term Paper on Computer

Term Paper on Computer Computer and its studies is a necessary field of expertise that everyone should be aware of. It is not necessary that you should be a master of computer but you should be able to use it, as it is the need of today’s society. Computers play an important role in our lives as they are needed in hospitals, educational institutions, security places, business organizations, libraries, homes, scientific institutions, shopping markets, sports gatherings, festival gatherings and all types of gatherings and other institutions all over the world. It is only because of computers that the world has become a global village. We can talk from our homes to far away places within no time and can deliver all kinds of files to our friends and relations through the usage of computers. Computer has made our life easy. A computer was created for computing fast- a purely mathematical function. Today they are used to forecast the weather, to operate machines, to cut sell to size and even to guide a sp acecraft to the moon. Computers help to trace criminals. Computers are used in the  airlines - the whole world of airlines functions efficiently with its help. Hotels make use of them from managerial capacities to kitchen and companies use them for accounting and invoicing, etc. A computer is a data processing device, which acts upon data coming to it in all shapes and sizes. It deals with the science of information processing, invoicing, recording, manipulating, and retrieving information stored as patters of electrical pulses. A computer has to be programmed as per the requirement either to guide a missile or to write poetry. Teachers assign their students to write computer term papers on various computer term paper topics such as term paper on computer technology, term paper on computer networking, term paper on computer software, term paper on computer hardware, term paper on computer accessories, term paper on computer programming, term paper on computer devices and many more. How to write a term paper on computer is a query students feel that they should ask. Term paper on computers should be fully informative and simply written that even a person who is not aware of the usage of computer technology can understand it easily. Clear and vivid writing makes your writing of term paper on computers a good one and you are eligible to get good marks for your written computer term paper. In case of problem in writing term paper on computers, you can buy term paper on computer from well-known term paper writing companies like us, which write custom   computer term papers in lieu of assistance to the students or read useful tips how to write a term paper. Here is a list of the most popular computer science essay topics: 1. Apple Computer Corporate and Business Strategy 2. The Computer Industry The â€Å"Con† Side 3. The Different Types of Computer Crimes and the Harm They Cause 4. Technostress Computer Vision Syndrome 5. Computer Viruses and Protection 6. Computer Programming 7. Application of Computer 8. Computer Addiction 9. The Impact Of Computer-Related Technology 10. Computer Ethics 11. Computer Misuse Act 1990 12. Strategies for Computer Recycling 13. Case Study: Dell Computers 14. Computers that Run Themselves 15. Computer Chips 16. Building a computer 17. Computers in Education 18. Computers And Information Processing 19. Computer Games, Its Effects on Children 20. Computer Aided Machining 21. Computer Technology In The School System 22. Computer Architecture HNC Computing 23. Video games and Computer Science 24. Effective Technical Human Implementation of Computer-based Systems 25. General Advantages in Computer Technology You can order an original custom essay, term paper, research paper, thesis or dissertation in Computer science from our custom paper writing service which provides high-quality custom written papers.

An Exploration of the Impact of Employer Motivation on Organisational Success The WritePass Journal

An Exploration of the Impact of Employer Motivation on Organisational Success An Exploration of the Impact of Employer Motivation on Organisational Success CHAPTER ONEIntroductionChoice of Research AreaBackground of StudyStatement of the ProblemAims of the ResearchResearch ObjectivesSignificance of StudyCHAPTER TWOLITERATURE REVIEWIntroductionTheories on Employee MotivationContent TheoriesWhat is Success?Factors of successLeadership in an OrganisationSUMMARY CHAPTER THREEMETHODOLOGYIntroduction Research PhilosophyResearch Method  Research DesignTypes of Research DesignExploratory ResearchDescriptive ResearchCausal Research (cause/effect)Target PopulationData GatheringQuestion FormatEthical ConsiderationResearch LimitationConclusion CHAPTER FOURAnalysis of DataIntroductionRespondent ProfileSummary CHAPTER FIVEDISCUSSION OF RESULTS AND ITS IMPLICATIONSIntroductionKey Research Areas and Results ObtainedCHAPTER SIXConclusionRecommendationsAreas of further studiesReference Related CHAPTER ONE Introduction This research Explores the Impact of Employer Motivation on Organisational Success, and how employers plan strategically for the well-being of its staff; to make them comfortable in their jobs, which will make them more effective and efficient. It also looks at what gives the employers satisfaction, and what motivates them.   These are important factors which will work in favour of the organisation. This study is based on a company called Greener Books Limited which at the moment uses Amazon the famous online company to retail their books. The company deals in used books and have been in business for approximately 5 years.   The books are of good quality and affordable. The company has been in the E-commerce industry for some time now, and has been competing well in the sector.   The researcher would like to investigate what has given the company its edge even in time of difficulty, to be able to weather the storm. The researcher will outline the objectives and significance in achieving organisational performance, its various limitations and a clear definition of motivation. The researcher will also demonstrate how if employers are well motivated, the impact it’s going to have on employees, and how it is going to contribute to the success of the organisation.   This will be shown after analysing the role of the employer, and the impact he or she will make on the organisation. Choice of Research Area The reason for this research topic is because the researcher feels not much has been discussed on employer motivation, and not a lot of researchers have been bold enough to venture into the area of employer motivation.   As many of the researchers feels employer motivation is all about making profit.   This research is going to prove employer motivation goes beyond making profit alone. Background of Study The study of this research is based on motivation, which is linked to Human Resource Management (HRM).   Human resource management can be defined as all management decisions and practices that directly affect or influence the people, or human resources, who work for the organisation. (Fisher et al. 2003).   It also looks at success and leadership in an organisation This research is going to provide us with information about employer motivation, as not much has been said about it before; the researchers aim is to fill that gap, as most theorists only talk about employee motivation.   Like Maslow who talks about the hierarchy of needs, that an individual would have to satisfy one need before he can go to the next level, or Alderfer, who like Maslow said that the individual needs are more a continuum than hierarchical level.   More than one need may be activated at the same time.   Herzberg went on to create his two-factor theory which is the hygiene factor and the motivators or growth factors.   Many more theorists discussed motivations of employee.   The researcher is going to discuss more in the literature review. This research project is looking at the aspect of motivation that most researchers don’t talk about, and why most people believes money is the only motivating factor for any employer.   The focus of this research is going to be on small businesses, as it will be easier for the researcher to get hold of the employers themselves. The researcher is going to be using qualitative methods in the analysis of this research because it provides more insight for this topic, and helps the researcher to understand employers better.   Questionnaires are going to be the form of data collection, due to word limitation for the whole research; the researcher would not be able to combine other data collection methods for this research. Statement of the Problem Why do people feel money is the only motivating factor for employers? One of the major problems facing employers is that people often feel that they go into the business mainly to make profit.   This is important to study because there are more to employers than making profit alone.   They also look for job satisfaction and esteem as any other employee, and that is why a lot has not been said about employer motivation. To find out the truth, and to change the perception of individuals towards employers, the researcher would have to speak to or ask a number of employers and owners of small businesses in north-west London to help in this survey, by filling in questionnaires. Aims of the Research The aim of this research is to explore the impact(s) of employer motivation on organisational success, and how it affects the everyday activities and enhance productivity of Greener Books Limited to become a self sufficient online retail organisation.   The research will focus on small businesses in north-west area of London Research Objectives To identify the motivating factors employers have in owning a business. To identify whether it is more-rewarding to run a business, as opposed to working for someone else.   To change the perception of people towards employers. To highlight the significance of motivation in a business environment. Significance of Study This study is important for the following reasons: It will show that employers need to be motivated just as much as employee. It will show that employers and employees are motivated by different factors. It will challenge the perception that making a profit is the main reason employers set up a business. It study will change the idea people have about employers. CHAPTER TWO LITERATURE REVIEW Introduction For any business to be able to thrive in this present economy, it has to have a very strong base, which is their employee. However the employer must be able to motivate himself first before he can motivate his employees.   He has to have exceptionally good leadership skills.   Also have the ability to plan, organise and successful deliver the organisations requirements. He should have an idea of what and where he wants the organisation to be in the next 7 to 10 years.   He or she also has to be aware of their environments, both internal and external, and make it work in their favour.   There should also be a feedback system to show if the company is deviating from their initial goals and objectives. What is Motivation? Motivation is often seen as the cornerstone to any organisation; without motivation from employees or employers an organisation will struggle to compete, especially in times of economic uncertainty.   This section will give an understanding of motivation in the workplace and some of the theories behind it. Studies in motivation have shown it as the driving force within an individual, by which they attempt to achieve goals in order to fulfil some need or expectation. ‘’Motivation can be described as the direction and persistence of action.   It is concerned with why people choose a particular course of action in preference to others, and why they continue with a chosen action, often over a long period, and in the face of difficulties and problems’’(Mullins, 2005). On this basis, Mitchell defines motivation as ‘‘the degree to which an individual wants and chooses to engage in certain specified behaviours’’.   Bennett (1997) ‘’sees motivation as consisting of all drives, forces and influences- conscious or unconscious- that causes the employee to want to achieve certain aims’’.   Wilson and Rosenfeld (1990) said that ‘’motivation is characterised by a certain level of willingness on the part of an individual to increase effort, to the extent that this exertion also satisfies some need’’. Rudolph and Kleiner (1989) proposed a more detailed definition stating that the needs and expectations at work fall into two categories, intrinsic and extrinsic motivation.   Intrinsic motivation is related to psychological rewards such as opportunity to use one’s ability, positive recognition and receiving appreciation.   The psychological rewards are those that can be determined by the actions and behaviour of individual managers.   Extrinsic motivation on the other hand, is related to tangible rewards such as salary and fringe benefits, security and promotion, contract of service.   Such tangible rewards are often determined at the organisational level and may largely be outside the control of the individual manager. As can be seen there are various definitions of motivation, however all of them agree in that motivation is resident within the individual, however motivation is clearly linked to a desired outcome. Even though Rudolph and Kleiner’s definition includes external factors it is not clear how these contribute or inhibit motivation. Theories on Employee Motivation There are many competing theories which attempt to explain the nature of motivation.   All of them have been criticised and don’t seem to be able to fully explain motivation in relation to people’s behaviour.   Some of these theories are introduced below. The usual approach to the study of motivation is through an understanding of internal cognitive processes, that is people’s feelings and thoughts.   These cognitive theories of motivation are usually divided into two contrasting approaches: content theories and process theories. Content Theories Content theories provide a link between individual needs and work rewards.   They offer a perspective based upon the relative value people place upon various rewards (Wilson and Rosenfeld, 1990).   ) Maslow’s Hierarchy of Needs Model was originally published in 1943 (Mullins, 2005).   Maslow’s basic preposition is that people are â€Å"wanting beings†, wanting more after each achievement.   He suggests that human needs are arranged in a hierarchy of importance. Maslow identified eight innate needs, including the need to know and understand, aesthetic needs, and the need for transcendence.   However, the hierarchy is usually shown as ranging through five main levels. From the bottom to the top of the pyramid these are as follows. Physiological needs include homeostasis (the body’s automatic efforts to retain normal functioning) such as satisfaction of hunger and thirst, the need for oxygen etc. Safety needs are physical security, freedom from pain or threat of physical attack, protection from danger or deprivation, the need for predictability and orderliness. Love needs include affection, sense of belonging, social activities, friendship etc. Esteem needs are self-respect and the esteem of others, also the desire of confidence, strength, independence and freedom, and achievement. Self-actualisation is the development and realisation of one’s full potential. Maslow sees this as: ‘What humans can be, they must be’, or ‘becoming everything that one is capable of becoming’. However, Bennett (1997) criticised Maslow’s theory that needs are individual and can vary from person to person depending on social influences, cultural backgrounds and traditions or can even be suppressed by cultural or social pressures.   In relation to this Maslow did not specify the source of needs, which could be biological, trans-cultural or conditioned behaviour.   Also, whereas Maslow arranged his needs hierarchically, they could also exist at the same time or in a different order.   Furthermore Maslow’s theory states that people will only seek to achieve higher-level needs once lower-level ones have been satisfied.   Many people, however, are actually conscious of higher needs even though their fundamental physiological needs have not been fully met.   In a consumer society, the poor may yearn for status symbols even though they are unable to satisfy their immediate requirements. Alderfer (Mullins, 2005) went on to modify Maslow’s hierarchy of needs, his model condensed it from five levels of needs into only three levels based on the core needs of existence, relatedness and growth (ERG theory). Existence needs are concerned with sustaining human existence and survival, and cover physiological and safety needs of a material nature.   Relatedness needs are concerned with relationship to the social environment, and cover love or belonging, affiliation, and meaningful interpersonal relationship of a safety or esteem nature.   Growth needs are concerned with the development of potential, which covers self-esteem and self-actualisation. Like Maslow, Alderfer suggests that individuals’ progress through the hierarchy from existence needs, to relatedness needs, to growth needs, as the lower level needs become satisfied.   However, Alderfer conceptualises these needs as continuum rather than hierarchical levels.   More than one need may be activated at the same time.   Individuals may also progress down the hierarchy.   There is a frustration-regression process (Mullin, 2005).   Unlike Maslow’s theory, the results of Alderfer’s work suggest that an individual does not have to satisfy a lower-level need before he can start thinking of a higher-level one. However, similarly Alderfer’s theory does not offer further explanations of sources of needs or how they are formed and influenced. Herzberg’s Two-Factor Theory is based on his original study, which consisted of 203 accountants and engineers, who were interviewed because of their growing importance in the business world.   Professor Herzberg (Oakland, 1993) carried out investigations into the factors affecting job attitude.   From an analysis of his findings, he hypothesised that the things that lead to satisfaction and dissatisfaction are not equal and opposite.   He labelled the satisfying factor motivators or growth, and the dissatisfying factor hygiene or maintenance.   Herzberg’s hygiene factor relates to the condition of work rather than to work itself (Bennett, 1997). Proper attention can prevent dissatisfaction, but does not create a positive attitude or motivation by itself, How people are treated at work. Salary.   Working conditions.   Supervision. Oakland (1993) stated that, to be motivated people need ability, which may require some training, and the opportunity to use that ability.   According to Herzberg there are another variety of factors such as job enrichment, feedback, self-checking and direction communication all aid motivation. Achievement.   Recognition of achievement.   Meaningful and interesting work.   Increased responsibility. Growth and advancement at work. King (1970) suggested that the two-factor theory is open to different interpretations.   He outlined four other interpretations, one being: motivators cause more satisfaction than dissatisfaction. Hygiene causes more dissatisfaction than satisfaction. However, if for example, hygiene are the predominant cause of both satisfaction and dissatisfaction, then the above hypothesis could be verified; but with hygiene rather than motivators having the greater effect on satisfaction. Thus any weaker version of the Two-Factor theory can result in situations contradictory to the general intent of the theory. Shipley and Kiely (1988) seriously challenge the worth of Herzberg’s theory to industrial sales managers.   Its application by them would result in a less than wholly motivated and at least partially dissatisfied team of salespeople. Despite the criticism, there is still evidence of support for the continuing relevance of the theory.   Phillipchuk’s (1996) based his study on a small sample of engineers within a single company in Canada. He attempted to replicate Herzberg’s study in today’s environment.   Herzberg’s methods still yield useful results.   Respondents did not offer any new event factor from the original study although some old factors were absent.   Salary and working conditions were not mentioned as a satisfier or a dissatisfier, and advancement as a satisfier did not appear.   The top demotivator was company policy and the top motivator was achievement. According to Crainer and Dearlove (2001) Herzberg’s work has had a considerable effect on the rewards and remuneration packages offered by corporations.   Increasingly, there is a trend towards ‘cafeteria’ benefits in which people can choose from a range of options.   In effect, they can select the elements they recognise as providing their own motivation to work.   Similarly, the current emphasis on self-development, career management and self-managed learning can be seen as having evolved from Herzberg’s insight. A fairly recent theory of motivation comes from Professor Reiss (Reiss, 2000) a professor of psychology and psychiatry at Ohio State University. After conducting studies involving more than 6,000 people, Reiss found that 16 basic desires guide nearly all meaningful behaviour.   These desires are power, independence, curiosity, acceptance, order, saving, honour, idealism, social contact, family, status, vengeance, romance, eating, physical exercise, and tranquillity.   These desires are what drive our everyday actions and make us who we are, Reiss said.   What makes individuals unique is the combination and ranking of these desires.   He said at least 14 of the 16 basic desires seem to have a genetic basis. Only the desires for idealism and acceptance dont appear to have a genetic component’’.   Most of these desires are similar to those seen in animals, and seem to have some survival value, Reiss said. This indicates they are genetic in origin. The research is bound to be controversial with many researchers who have tried to reduce all human behaviour to just one or two basic desires such as pleasure, pain or survival or who say that that there are some desires that all people share equally.   Looking at how people differ in these 16 desires, Reiss said he concluded that we are individuals to a much greater extent than psychologists have previously realised. For example, he said our educational system is built on the premise that all children are naturally curious (curiosity is one of the 16 basic desires) and have the same potential desire for learning, but he found that people can differ quite a bit in their maximum potential to enjoy learning. Not everyone is naturally curious, Reiss said. A child may be very smart, but still not be interested in school. But our educational system cannot deal with the idea that there is someone who cannot enjoy learning and never will. Educators are making a mistake when they think all children were born with more or less equal potential to enjoy learning. He also said, parents of non-curious children should realize they will never be able to change their childs fundamental nature.   Its OK to be non-curious.   As long as the child is not flunking and is meeting some minimum standards, parents should ease up on their expectations.   By pushing a non-curious child to be more curious, all a parent is doing is ruining their relationship. The same goes for any fundamental desire, according to Reiss.   Workaholics may work a lot, not because they have some void or problem in their life, but because they have a naturally strong desire for power and status. The failure to understand individual differences causes problems in everything from marital relationships to co-worker interactions.   People know that other people have different values and pursuits, but they cannot understand how this can be.   Self-huggers waste enormous effort trying to change people who do not want to be changed. Reiss said the research that psychologists cannot boil down human experience to just one or two basic desires that we all share equally.   He noted that 2 trillion different profiles can be assessed by the Reiss Profiles. Every person has a unique desire profile, he said. What is Success? Fitzgerald (n/d) ‘’Success can be defined as the ability to work constructively in teams, develop and maximise others’ contribution and ensure commitment of the team towards overall goals’’.   ‘’It can also be defined as the ability to plan, organise and measure activities to ensure effective delivery of business requirements’’. Factors of success Harrison (2000) identified six critical success factors for career development: It must embody a transparent process owned by line manager. It must be a process that can evolve through time and is integrated with existing HR systems. It must comprise a system based on full information about people’s career expectations and about the needs of the organisation. There must be a measurement of standards to show whether the system works. There must be clear communication about development processes and responsibilities to all employees and provision of all employees of relevant and full information about career path. There must be support for employees in planning and developments. Leadership in an Organisation Leadership, according to Doherty and Horne (2002) â€Å"is a relationship through which one person influences another† and also â€Å"according to Useem (2001) leadership is a matter of making a difference’’.   It entails changing an organisation and making active choices among plausible alternatives, and depends on the developments of others and mobilising them to get the job done. Leadership theory and research have increasingly centred on leaders as good at articulating, communicating visions, empowering people and developing the trust of their followers (Peters and Waterman (1982).   Further to this, Joyce (1999: 88) adds that a good sense of timing, personal ‘drive’ and the ability to handle the emotional aspects of strategic change are fundamental qualities a good strategy oriented leader must possess. Strong leaders can lead to both success and failure of any organisation.   There is ample evidence from firms which have turned round and escaped from the jaws of decline due to the tireless effort a strong leader (Pettigrew, 1985).   They can also lead to a strategy which will ‘over-extend’ the organisation with rapid growth followed perhaps by divisionalisation, but which is uncontrolled or simply in the wrong strategic direction SUMMARY The overall success of any organisation, relies mainly on its employees, and for organisation to achieve their aims and objectives, their staff have to be in a good frame of mind, so that they can be very efficient and effective in their job descriptions. For the staff to be well motivated, the employers themselves must be motivated as well, because without a well motivated and focused employer, the employees might not have a conducive environment to work in. After conducting the research, the researcher noticed that not a lot, if any, had been said about employer’s motivation.   The entire theorist has only focused on employee motivation. The researcher is going to investigate how employers get motivated; he is going to conduct this by issuing out questionnaire to employers.   Feedback from the questionnaires will allow the researcher conclude his analysis. CHAPTER THREE METHODOLOGY Introduction In this methodology, the researcher is going to discuss the different components that makes up the chapter, they include, research philosophy, research methodology, research design, research method, target population, question format, ethical consideration, research limitation and conclusion for the chapter. Research Philosophy Saunders et al. (2003) stated that research philosophy depends on the way that you think about the development of knowledge.   They are three views of literature that dominate the research process; these are positivism, interpretivism and realism.   They are different, if not mutually exclusive, views about the way in which knowledge is developed and judged as being acceptable.   All three have an important part to play in business and management research. For this research the researcher is going to focus on interpretivism process, because in business and management, not only are the situations complex, they are also unique. The researcher is going to be dealing with a number of employers to find out what motivates them, because of this, the researcher would not be able to generalise as we keep being told that the business environment is not constant. With the interpretivism process, the researcher would be able to understand the situations in details and the reality working behind them. The researcher could have used positivism or realism for this research, but both of them are not suitable for this research, because for positivism it is more standardised and law abiding, while realism is based on a reality that exists independently of human thoughts and believes.   In the study of business and management this can be seen as indicating that there are large-scale social forces and processes that affect people without them being aware of the existence of such influence on their interpretation and behaviour. (Saunders et al 2003). They both underpin the collection of data and the understanding of that data, they both do not suit this study where the researcher is to interpret the data and bring in some ideas according to own understanding. Research Method According to Jankowicz (2000), ‘‘Research method is a systematic and orderly approach taken towards the collection and analysis of data so that information can be obtained from those data.’’ Research methods are the techniques used in gathering evidence, and also the various ways of preceding the information.   (Harding, n.d). The individual purpose in doing the research will dictate when and how it is undertaken.   The goal will thus vary but publication in one way or the other is essential. There are two main kinds of research methods, which are Qualitative and Quantitative Research Methods. According to Brocklehurst and Gates, in O’Brien and Pipkin(1999) in broad terms said, Quantitative research is concerned with enumeration; for example, measuring whether an exposure leads to an outcome and, if so, by how much that outcome is increased, or measuring the size of an effect of the new intervention.   Quantitative research is concerned more with why social factors lead to change in outcome or how an intervention is effective. As mentioned in the previous paragraph, quantitative research only measures the number of individual’s feelings, and how they think or operate in a certain way. Such surveys require huge samples – for examples above 50 interviews or questionnaires. These questionnaires are structures in a way that they answer the research objectives of the study, as a result there are numerous tools used to gather all this valuable information but the regular methods used are the street and the telephone interviews. Having looked at quantitative research, the researcher will now analyse qualitative research. Qualitative Research is done after gathering all the information from the questionnaires, telephone interviews or internet survey. The data collected is then used to analyse the study in a well planned manner, where the researcher will make final conclusions based on them. Qualitative research draws the final concrete conclusion of the study which gains insight into the participant’s attitudes, behaviours, concern, motivation, culture, background, communication, and survey and value systems. Qualitative research involves any analyses of unstructured bits and pieces of data which includes feedbacks from customers in a form of reports, questionnaires and media clips. With the two research methods available to the researcher, the researcher decides to use the qualitative methods, because this method provides more in-sight for the research, and gives the researcher a better understanding of what motivates employers. Qualitative methodology and case studies provide powerful tools for research in Strategic Management and business subjects, including general management, leadership, marketing, organisation, corporate strategy, accounting and more.   Particular attention should be paid to the study of decision making, implementation and the change processes within companies and other organisations.   (Gummesson, 2000) Although both quantitative and qualitative methods are used for data collections in case studies, the latter will normally predominate in the study processes in which data collection, analysis, and action often take place concurrently.   (Gummesson, 2000) Qualitative analysis allowed the researcher to investigate some of these concepts rather than standardised measures of the quantitative approach.   Research Design ‘‘A research design is a framework for conducting the research effectively.   It involves the procedures necessary to obtain the information needed to structure or solve the research problems.’’ (kotler et al. 2006). Types of Research Design Exploratory Research Descriptive Research Causal Research (cause/effect) Exploratory Research Exploratory research is a valuable means of finding out ‘‘what is happening; to seek new insights; to ask questions and to asses phenomena in a new light’’ (Robson 2002).   It is particularly useful if you which to clarify your understanding of the problem.   There are three principal ways of conduction exploratory research: A search of the literature; Talking to experts in the subject; Conducting focus group interviews Exploratory research can be linked to the activities of a traveller or explorer (Adams and Schvaneveldt, 1991).   Its great advantage is that it is flexible and adaptable to change.   If you are conducting exploratory research the researcher must be willing to change direction as a result of new data that appears and new insight that occur along the way. Adam and Schvaneveldt (1991) reinforce this point by arguing that the flexibility inherent in exploratory research does not mean absence of direction to the enquiry.   What it does mean is that the focus is initially broad and becomes progressively narrower as the research progresses. Descriptive Research The object of descriptive research is ‘‘to portray an accurate profile of persons, events or situations’’ (Robson, 2002).   This may be an extension of, or a forerunner to, a piece of exploratory research.   It is necessary to have a clear picture of the phenomena on which the research intends to collect data prior to collection of the data. (Saunders et al. 2003) Saunders et al. (2003) went on to say, project tutors are rather wary of work that is too descriptive.   There is a danger of their saying ‘That’s very interesting but so what?’ They will want the researcher to go further to draw conclusion from their data.   They will encourage the researcher to develop the skills of evaluating data and synthesising ideas.   These are higher-order skills than those of accurate description.   Description in management and business research has a very clear place.   However, it should be thought of as a means to an end rather than an end in itself. Causal Research (cause/effect) Causal designs differ from descriptive designs in their greater probability of establishing causality. The reason for this is that causal designs are similar to experiments done in the lab; it is often difficult to determine because of the influence of other variables.   Causal designs are also known as experimental designs.   It is undertaken with the aim of identifying cause and effect relationship among two or more variables. For this research project the researcher is going to make use of exploratory research method, because it is the only method that can help the researcher clarify the ambiguous problems facing employer motivation. This method also provides a platform for the researcher to be able to explore in-depth about employer motivation, because most people think employer motivation is all about making money.   So with this method the researcher will find more knowledge sufficient enough to draw a conclusion that employer motivation goes far beyond just making money.   With this method the researcher will be able to explore and uncover basic viewpoints, perception, behaviour and attitudes. Target Population The target population for this research project is going to be organisations that are running on a small scale, from two (2) employees to about twenty-five (25) employees.   The reason for scaling down to small organisations is because the aim of the researcher is to be able to speak to the owner or rather issue out questionnaires to the owners of these organisations directly. Having considered speaking to large organisations, the researcher found out it might not be possible to be able to get hold of the actual owners of those organisations.   For this research project, the researcher is going to use make use of about twenty-five (25) organisation for the survey. Data Gathering There are many way to collect information.   The most common research methods are: literature searches, focus groups, talking with people, questionnaire, personal interviews and internet surveys etc. Among the research methods available to the researcher for this project, the researcher is going to make use of questionnaire method; this would make the researcher be able to analysis the data quickly.   Due to words limitation and time constraints, the researcher would not be able to combine other research methods in the analysis of this project. It took the researcher about three days to be able to gather all the data used for this research project Question Format For this research project, the researcher is going to make use of questionnaire; the questions were designed in accordance to the research objectives.   The question formats for this project are mainly going to be close-ended questions.   Also they are going to be some few open-ended questions.   A scale of a-d is going to be used to answer the questions (a. Strongly Agree  Ã‚  Ã‚   b. Agree  Ã‚   c. Disagree  Ã‚   d. Strongly Disagree).† Yes† and â€Å"No† questions would also be used to analyse what makes employers motivated.   The researcher did not opt to use â€Å"5 scale† as most respondents have a tendency of always choosing the middle answer (3) which is neither agree or disagree and in most cases it misleads the researcher.   The questionnaire would be given directly to the employers by the researcher, and explained to them the reason for the research, and give them a three day period for collection. Ethical Consideration Due to ethical issues and the sensitivity of people, the questionnaires were designed in a manner that does not require the respondents to mention their names, sex and other confidential information.   This is done to protect their identity and privacy.   The researcher also assured respondents that the information shared would not be given to a third party, that it is only going to be used for this research project. Research Limitation The greatest limitation was to find the actual owner of the businesses, because many of the organisations the researcher went to was managed by an employee. Secondly time constraint was another factor that affected the researcher; it took the researcher time to track the owner of the businesses to help fill the questionnaires. The researcher managed to overcome this limitation by share persistence, and was able to convince the employers how important this research project was to the completion his bachelor’s degree.   This made the employers create some time from their busy schedule to take part in this survey. Conclusion To be successful in any research project, the researcher would have to use the appropriate research method to analyse the data collected.   For this research project, qualitative research method was more suitable for the researcher, because the research method is more interactive, and the researcher got to understand how they are feeling. CHAPTER FOUR Analysis of Data Introduction In this chapter the researcher is going to collate and analyse the data collected from the employers of small organisations in the north-west area of London that took part in the survey organised by the researcher with the aid of a questionnaire. Through a detailed and careful analysis of the research data collected from the employers on what motivates them and how it leads to the success of their organisation, the researcher was able to gather crucial information’s about employers, and this data should change the perceptions of people towards employers that they only go into business for the monitory rewards.   The researcher has analysed, interpreted and presented the data in various forms in other to better understand and have a visual image of the analysis. Respondent Profile Table 4.1: Total Survey According to the (table 4.1) above, the researcher printed 25 questionnaires for the research project.   22 of the questionnaires were collected from the employers who took part in the survey; only 3 questionnaires were not recovered by the researcher due to unavailability of the employers, when the researcher went back to collect them.   The researcher had to make use the 22 questionnaires returned to analysis the primary data. Table 4.2: Employers Experience In (table4.2) above the researcher grouped the employers according to their years of experience in running their businesses. According to the above diagram in (figure 4.1) it better illustrates the percentage of employers that have been running their own businesses. The researcher grouped some questions together from the questionnaire; according to (table 4.3) this question addresses the business experience of the employers, how they feel and if the challenges of running their own business are worth the effort. Results from (table 4.3) shows that about 89% which is the vast majority of the employers agreed that it was tough at the beginning than expected, but are more satisfied running their own business and enjoy the different challenges everyday brings.   Only a fraction of the employers, just over 11% said it was not difficult at the beginning, because they took their time to look into the business before venturing into it. The researcher went on to ask the employers why they decided to set up their own businesses; about 59.10% of them said it was because they were fed up of the 9-5 routine, and wanted to do what they enjoyed.   The other 40.90% of them said they had never thought of working the 9-5 routine. The researcher then went on to one of the main question for this research project, is money the main motivating factor? Astonishingly over 80% of them said money was not a major factor, job satisfaction, providing services to people that they enjoyed ranked higher to them than just making profits. Fewer than 20% of them said money was the most important factor that made them decide to set up their own businesses; they could make huge profits running their own business, rather than work 9-5. The researcher went on to ask about staff motivation, and a lot of the employers seem very positive about employee motivation, they all agree their employee are all motivated one way or another.   The researcher then decided to ask specific question, 86.36% said their employees are better motivated because of job security and 13.64% said they are not.   For job satisfaction and sense of belonging the researcher found out the percentage there were the same, 81.82% said they were motivated due to the factors, while 18.18% said they were not. However there was a particular employer who believed his employee were mainly motivated by money, and the other factors were down their scale. The researcher also asked the employers if they have ever thought about motivating their employee, they all said yes, and gave their reasons. Training and re-training of employees came up a lot, some said they organised workshops for their staff, better pay incentives, healthy working environment, recognising excellent contributions to work, promotion per performance, bonus, and one employer said his business is run like a family, so he treats all his employees like family. When analysing the factors to consider in running a successful organisation (see table 4.4), the researcher used questionnaires measuring scale from a d to find out how employers feel about running their own business, perception of the public towards them and time management. Out of the entire participant, 81.81% of them agreed and strongly agreed that running their company was more challenging than when they were just employees in other organisation.   All the employers agreed that time management is very important if you want your business to run smoothly. Only 18.18% of the participants said work/life balance is not a problem, but the other 81.82% said its difficult combining both.   They all agreed it is time consuming, and very rewarding to know people enjoy the service they provide. The bar chart below would show the response of the employers, when asked if people have a wrong impression about them, that they are only in it to make money.   81.81% of them agreed and strongly agreed, but one employer in particular strongly disagreed that the public are right to have that impression The researcher left the final question open, saying any other information would be appreciated, but most of the respondent left the question blank.   Among the few that filled it, one said running your own business comes with 100% sacrifice, and the other respondent said, to be a successful business person, one needs to be focused. He said they have to be dedicated, disciplined and determined, which he calls his 3d slogan. Summary In summary, the results from the above analysis represents the more humane and conscious side of the employers, as most of them tend not to be go into business just because of the monitory rewards it provides.   As one employer told the researcher, there is more to business than just making money. CHAPTER FIVE DISCUSSION OF RESULTS AND ITS IMPLICATIONS Introduction In this chapter, the researcher is going to critically look at the analysis in chapter four, and link them up with the research questions in chapter one, this would make him be able to justify the research project. Key Research Areas and Results Obtained The researcher would look if he answered the question asked in the research question in chapter one, which were; To identify the motivating factors employers have in owning a business. To identify whether it is more-rewarding to run a business, as opposed to working for someone else.   To change the perception of people towards employers. To highlight the significance of motivation in a business environment. Several questions were asked in the questionnaire in relation to owning a business, and all the employers said job satisfaction was a high motivating factor for them setting up their business.   Also, due to the high level of customer appreciation towards the service they provided which also motivated the employer to remain self-employed. All employers agreed that it is more rewarding to run their own business rather than to be employed by someone else.   However most of them did face new difficulties with regards to time management and work/life balance to make sure their business ran successfully.   Also they were looking forward to the different challenges each day brings. What prompted the researcher to take on this research topic was the reaction he got from one of his lecturers, when asked what he thought about employer motivation; he just laughed and said money.   This got the researcher thinking that there has got to be more to employers than just making money.   The researcher was then surprised to find out when about 2/3 of the employers said money was not the reason they set up their business.   They all agreed that job satisfaction was the main reason why they did it, and they also enjoyed the challenges and satisfaction they gave to customers with the services they provided. The analysis in chapter four also looked at some part of employee motivation; the researcher found that most of the employers looked for ways to motivate their employees, either by training and re-training them, better pay incentives or bonuses.   These efforts from the employers made the employees have a sense of belonging, believing their jobs were secure, and were satisfied as well. CHAPTER SIX Conclusion The aim of this research is to explore the impacts of employer motivation on organisational success.   To also find out what motivates employers, as people often think money is the only reason that employers set up their business. The researcher is happy to say that the aim of the research set at the beginning of this study has been met; there were several questions he set out to answer at the start of this research which were: To identify the motivating factors employers have in owning a business. To identify whether it is more-rewarding to run a business, as opposed to working for someone else.   To change the perception of people towards employers. To highlight the significance of motivation in a business environment. The researcher took several steps to get to this stage, he did a literature review on the topic, chose an ideal method for the research analysis, and analysed the finding of the research. The literature review section covered what experts theorists have discussed on motivation, but the problem the researcher found was most of the theorists if not all failed to talk about employer motivation; all they did talk about was employee motivation.   This made the research more interesting, as the researcher ventured into unknown territories. Qualitative research method was used by the researcher to gather data, because it gave more insight to the study, and better understanding of employers.   The researcher was impressed with the findings, after close analysis of the questionnaires and the results obtained from it.   The researcher could boldly say there is more to employers than just making profit. Recommendations Areas of further studies Reference    Bennett, R. (1997), Organisational Behaviour, 3rd Edition, Financial Times Pitman Publishing Imprint. Great Britain. Crainer, S. and Dearlove, D. (2001), Financial Times Handbook of Management, 2nd Edition, Financial Times Prentice Hall. Doherty, T.L. and Horne, T.’ Managing Public Service: Implementing Change’ (2002). Harrison, R. (2000), 2nd Edition, Employee Development, CIPD. Joyce P.   (1999), ‘Strategic Management for Public Services’. 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