Motivation

First of all, we need to understand the difference between Gamesmanship and Escalating communities. The terms Gamesmanship (community) and Escalating (society) were derived from a famous sociologist, Toneless, Ferdinand (1855-1936). Modernization Is destroying the close knit communities that are considered Shamelessness and making them more Like a Escalating community (Donovan, 1996, p. 4). Gamesmanship society is a community that is tightly knitted together.

They survive on their own resources and are opposed o relying on any type of modernization for help. It is a community that relies completely on each other for survival and support, as a result not needing to rely on the government. By living In their own structure, they are able to control all aspects of life such as religion; schools; medical; and food. Having their own regulated rules, there Is no need for police or Jails. They do not use technology but rely on the earth for their everyday needs.

Ralph Salesman (1976) implied that it is an established community that allows everyone to share the same beliefs and assets, regardless of heir abilities and strengths as long as they follow the rules of the community. There were some allowances made for a few of them that may be a little boisterous. It Is a community that stays focused and helps each other out no matter how big or small the problem may be. There Is no ridicule or Judgment as everyone Is treated the same and wears the same type of clothing (Affirmative Action, Delivered Equality and the Concept of Community, p. 7).

Escalating is complainingly the same but on a different spectrum. Escalating is considered a community but on a larger level. In his large community, there are many types of religion, different schools, beliefs and nationalities. The Escalating community Is more modernized, relying on technology and modernization to survive. Along with the many different personalities and According to Ben Singer (1996), Escalating derived from Gamesmanship as urban life gave way to modernization. Folks were more interested in gaining their own profits removing themselves from the uncompetitive society.

As modernization progressed so did the competition between people. Everyone was out for themselves, not caring hat obstacles they had to Jump over or who they hurt in the process to get ahead (Serial Melodrama, p. 78). Both communities are governed by leaders. Leadership occurs at all levels and helps in the aide of organization, Next we have to understand leadership theories and styles. Leadership is influencing others to follow. Some of the traits of a leader are drive, motivation, honesty and integrity, self-confidence, cognitive ability, business knowledge.

It does not matter what skills or traits a leader may have because they still carry out their leadership in a type of style (Cliff Notes, p. 1). These styles are: Authoritarian Leader who is a person who likes to give orders; Democratic Leader leads by trying to get a consensus; Expressive Leader is a person who tries to reduce conflict by creating harmony; Instrumental Leader is an individual who tries to keep a group focused on a goal; and lastly, Laissez-fairer Leader which is an individual who is highly permissive (Heinlein, p. 169).

By using a hypothesis in leadership theory, we can try to assist the unrest between the Gamesmanship and Escalating communities. As the idea that arbitration destroys community has deep roots in sociology. Townies viewed small towns as the model for Gamesmanship. In a Gamesmanship, each person is embedded in a close-knit network of relatives and friends. Members of the community have a common ancestry and common values, aspirations, and traditions, as well as many common roles. Shared histories, common activities, and frequent face-to-face relations help to create strong social and emotional bonds.

In a Gamesmanship community, people tend to remain what they were born to be. Most individuals live and die in the same small area. As a result, people think of their identity in terms of their place within the community. Townies concept of Gamesmanship and Escalating, is considered as one of the “discipline’s most enduring and fruitful concepts for studying social change” (Bender, 17 as cited in Christenson). Urban, industrial society, according to Townies, is dramatically different.

It is a Escalating because people are linked together through formal organizations and markets, rather than informal relations and a sense of belonging. Big cities represent Escalating. Their dense populations guarantee that many of the people who encounter each other in the course of a typical day will be strangers and their interactions will be impersonal. Relationships tend to be superficial, even with neighbors. These neighbors come from different backgrounds, so they do not necessarily share ancestry, values or attitudes.

Nor are they likely to have the same work roles, since work in urban society is highly specialized. These differences can create social distance (Bell, 1973). The different family ties lead too peaceful modern society which is respectful of its inhabitants. Linking of basic ties is important so that there is a sense of belongingness to a nation through shred ties of operation and strength. The modernity of society today have brought along new belief systems as well as rapid changes which have denied a sense of nationhood but focuses mainly on individual goals.

The Gamesmanship society achieves pure communities must be fair and in cases when there is money being questioned, the leader comes up with a balance program between being firm and being gentle with these people. Directing assertive behaviors in a direction of realistic goals formulated by the community is the first step. The aim is to shift the youth of the community room a wish for immediate magical transformation to instrumental behaviors. The youth of the Gamesmanship society must be helped to gain control over his or her life space as a means to achieving genuine power.

Addictive persons tend to resist working toward long-term goals which involve postponement of gratification and the exercise of self-discipline. It may be necessary to set short-term, easily achievable goals at first. There must be a need to teach clients to give themselves “strokes” when they achieve small successes. They will tend to look to the counselor for approval and e may be tempted to oblige (Bell, 1973). Another issue which often emerges in counseling youth of the Escalating community is that of achieving intimacy.

Helping male clients to establish non-exploitative relationships with women with whom they have tended to fear will sometimes emerge as important aspect of counseling. For perfectionist female clients, the problem is that they tend to keep a distance out of fear that self-revelation may lead to criticism and rejection. Counseling will seek to help young males to deplorable their views of women, and young women to be more pen and assertive with respect to their feelings. Consciousness-raising and assertiveness training will be important aspects of the counseling in solving the problem (Bell, 1973).

Resolution of personal feelings of inadequacy will remove the need to alter reality with a “fix. ” Nevertheless, the physiological response of some individuals to drugs, once habituated is so compelling that counseling of the family alone is insufficient (Bell, 1973). In removing the family, some communities like the monasteries emphasize ideology based on love (Hillier Jar. G, 1984). Recognition of the reverence and seriousness of issues among individuals in both communities and its relationship to violent reactions present a great challenge to society.

The social inequalities endured by the youths handed down from generation to generation need to be looked into by the government. The youths with low self-esteem are more likely to drop out from school and eventually indulge in violent behaviors and drug abuse than those who are well motivated to stay in school and recognize a bright future ahead. Striving for a better solution to the problems of leaving school will solve the problems of students who resort to gangs and drug selling.

The best effort will be the education of these youth so that they are aware from the start about their transformation and their contribution to society in general. Thus, it is important that the there will be programs to strengthen family structure in both kinds of communities so that it creates a positive environment for the educational motivation and support for their children, Parents who generate a sense of security in the family will help resolve the social insecurities, which will help these youths handle conflicts ND frustrations that will keep them away from violent behaviors.

As a leader have been described as having the patience of a Saint and that I encourage free thinking. Turnover has been low for me as It was for the supervisor before me was the same type. While staff relations are not quite harmonious, they will support each other when needed. I find it difficult sometime because I have come to the conclusion not everyone has a natural desire to work hard for what they want. This makes It confusing to understand those who do not give 100% to achieve the job goals.

This will be a study of how to improve employee relations. Improving employee relations can be done by bringing morale up through effective and open communication. The supervisors ability to address concerns and to follow up on those concerns; and by setting the example will give the employee a feeling of worth. It is also important for the supervisor to show support for better or worse the employee’s actions.

Delegating tasks Is not by Itself empowerment but giving guidance and encouragement and the willingness to support the employee whether the outcome was ideal or not (Weiss, Suppose, Volvo. 72 Issue 9). It is important to give employees praise and recognition for the work that they do, people like to hear when they are doing a good Job. When the only recognition heard is the pointing out of errors It brings down morale and people’s work start to suffer. This writer also states that actively listening with feedback not only clarifies what is being said but also shows empathy.

Motivation can be difficult but some ways that may help is: to make sure employees have all the tools available to do a good job, recognize those employees who do a great Job, being friendly and enthusiastic can ester a better atmosphere, get input from employees to find better ways to complete a job, act quickly on complaints, avoid favoritism, and most important is for the supervisor to spend time in the workplace (Weiss, Suppose, Volvo. 72 Issue 9). The manager working side by side with the employees shows an Interest In what they do and the manager shows firsthand experience In the department.

I notable ten development AT poor employee relations rater taking ten position AT supervisor. The department had gone for 6 months without a supervisor and then I as promoted to the post. We had been working as a team to fill in the slack with the loss of our supervisor, pulling extra shifts, doing inventory, making orders, and creating schedules. Even though I had said thank you to them after receiving the posting it was not what they were looking for. As I had been one of the ones filling in on extra duties, what they wanted to hear was some acknowledgement or thank you for doing so much for so long.

It never came, now I believe if it were it would not make things better as it has been over a year now. This is what has sold me on paving praise and acknowledgment when it is due. There have been studies to support this, when employees are poled on what is important in their Job besides pay and chances to rise, they feel the need for praise and acknowledgement (Assonance, Octoroon, Volvo. 44 Issue 2). Some of the most successful businesses are those who offer employee perks and recognition as individuals. Fell-Pro of Cookie, Illinois has never had a labor dispute or a work stoppage in 68 years.

They attribute that to giving their employees extras and the recognition of each as an individual. Besides the normal financial extras that can come from a company, they have monetary recognition such as posting on an electric sign board of birthdays, anniversaries and congratulations for all to see (Articulation, Jug, Volvo. 75 Issue 7,). Recognition is a big part of morale which has a direct effect on employee relations. Unhappy employees make unhappy workplaces and that is bad for the employee and the business. Low morale starts people looking for new Jobs, someplace that is more pleasant to work.

Abstract Ethical behavior is an important consideration in today’s business. Deciding which behaviors are acceptable is a tough decision. Ethical Behavior Individual characteristics should play a large part In ethical behavior. For the most part people know the difference between right and wrong, but which one they choose plays upon their individual characteristic. Do I think every person Is 100% ethical In their day-to-day business decisions? Certainly not, this Is where Issue of Intensity comes Into play.

Each Individual business needs to determine the Importance of ethical issues based on SIX characteristics: greatness of harm, nonsense of wrong, probability of harm, Immediacy of consequences, proximity of vellums, and concentration of effect (Robbins & Coulter, 2009). For example, If an employee uses a company vehicle for personal business Is It harming anyone? It may not be harming any individual, but more than likely the consensus would be that It Is improper use of company property.

In this instance, the improper use of the company vehicle was the individual’s poor and unethical decision. This one instance should have no long-term effects on the business. There should be some consequence such as a verbal or written warning, but unless it is abused, rumination of employment would be excessive. On the other hand, an employee that uses company funds for their own personal gain is establishing bad moral judgment and extreme unethical behavior. Not only is this person doing wrong, but he is also harming the company’s profitability.

Embezzlement may not always be felt immediately, but could still be showing harm in the profitability throughout the fiscal year. Unethical behavior of this sort should have immediate consequences enforced up to and including termination and prosecution. All in all, the deciding factors in ethical behavior can be a tough decision for a business. Ultimately, businesses that make decisions not only based on the bottom line, but also that of ethical behavior helps everyone, society, the consumer and most importantly, the business (Pat”, 2010).

The thesis topic, “Begin With The End In Mind” is from the book “The 7 Habits of Highly Effective People” written by Stephen R. Covey. Prior to writing this book Covey had over 25 years of experience dealing with business issues such as helping companies and their employees to be more effective and efficient in their work. Stephen R. Covey leads seminars teaching managers to “do the right thing” as opposed to “doing things right.” In a nutshell, that’s the difference between being effective and being merely efficient.

Stephen R. Covey is chairman and founder of Covey Leadership Center, a worldwide, 700 member leadership development firms. He is author of the phenomenally successful best seller The Seven Habits of Highly Successful People, with over 6 million copies sold in 32 languages. Dr. Covey is respected internationally as an author, lecturer, teacher and leadership mentor. For more than 30 years, he has trained thousands of leaders in business, industry, education and government.

Stephen has a doctorate degree from Brigham Young University, an M.B.A. degree from Harvard University, and a Bachelor of Science degree cum Laude, from the University of Utah. He has served as an officer and board member of several corporations, an administrative assistant to the president of Brigham Young University, a visiting professor at the University of Utah and at Belfast Technical College, as well as a popular faculty member for the Young President’s Organization. Dr. Covey is also the creator of “The Masters,” a nationally acclaimed management development program; publisher of Executive Excellence, an executive advisory newsletter; and producer of the Seven Habits video and audio training programs and organizer. He is married to Sandra Merrill Covey, and they are the parents of nine children.

Overview of the Book:

Stephen R. Covey’s The Seven Habits of Highly Effective People was first published in 1989. Since that time, the seven habits he identified and described have been used by scores of individuals and organizations to improve their effectiveness.

Stephen R. Covey’s incredibly successful book is a pathway to wisdom and power. It offers a revolutionary program to breaking the patterns of self-defeating behavior that keep us from achieving our goals and reaching our fullest potential, and describes how to replace them with a principle-focused approach to problem solving.

Covey in his book The 7 Habits Of Highly Effective People explains in-depth the 7 habits that makes people effective in their work. In the book Covey explains the concepts by giving real world examples. He also guides the readers, how they can follow the 7 habits of highly effective people. Following are the 7 habits discussed by Covey in his book.

1) Be Proactive

2) Begin with the End in Mind

3) Put First Things First

4) Think Win/Win

5) Seek First to Understand, Then to be Understood

6) Synergize

7) Sharpen the Saw

Begin With The End In Mind:

Great advice is often ignored because it sounds so matter-of-fact, makes such common sense, and is so simple that it just cannot be that good. Anyone could have thought of that idea, and probably has – so what’s new? “Begin with the end in mind” is one such thought and is presented by Stephen Covey in his series of books on the 7 Habits of Highly Successful People. You have to think ahead to your goal or your destination before you can plan the steps or plot the route needed to reach it. And that makes good sense!

STOP – right now – whatever you are doing.

Now, ask yourself, what is the end (the purpose) of reading this thesis? If you do not know, then why are you reading it?

Everything that you do, you do for a reason. However, you may not always be aware of that reason.

Habit 2 “Begin with the end in mind” is all about knowing why you do what you are doing. Your starting point is a set of goals, targets, missions, visions or dreams. These give purpose to all that you do.

If you do not follow this Habit;

> You will spend your leisure time the way TV companies want you to

> You will buy what advertisers want you to

> You will take the first half-decent job that comes along

> At the end of the day, you will have no idea what you have achieved

If you do follow this Habit;

> Your leisure time will be amazing

> You will spend less and enjoy it more

> Your job will match your desires and your talents

> At the end of the day, you will look back over many worthwhile achievements

To get into this habit;

> At the end of every day, decide what you will achieve the next day

> During the day, regularly ask yourself why you are doing what you are doing. If you do not get a good answer, do something else

Imagine that our minds are like a camera lens. When we zoom in on the details, the big picture gets out of focus. And when we take a wide-angle view, we can see more opportunities and then choose which actions we’ll take to seize those opportunities. A wide-angle view can provide the motivation needed to focus on all the details needed to make something happen.

In Stephen Covey’s book, The Seven Habits of Highly Effective People, Habit #2 is to “Begin with the end in mind.” By focusing on the final outcome first, you can get clearer about what it would look and feel like if you were already there. This wider focus makes it easier to see more opportunities and possibilities than we can see when we only focus on the details.

Author Stephen R. Covey in his theory presents a holistic, integrated, principle-centered approach for solving personal and professional problems. With penetrating insights and pointed anecdotes, Covey reveals a step-by-step pathway for living with fairness, integrity, honesty, and human dignity — principles that give us the security to adapt to change and the wisdom and power to take advantage of the opportunities that change creates.

According to Covey, “begin with the end in the mind” means, you know where you are heading and you know what your destination is. In other word you should not start your trip without knowing your destination/Goal.

For e.g. if you want to go to your friend’s house, you need to know the exact address of the house otherwise you may waste your time and possibly you will not be able to reach his house. Just by sitting in the car and start driving you will not help you reach your friend’s house. The most effective and efficient way of reaching your friend’s house is to make sure that you have the address (The end) before you start your trip

What is Goal?

The definition of Goal is the end that one strives to attain. It’s the object of a person’s ambition, desire or final destination. Are goals really an end to something? They are just the beginning. Once you set and reach your goals you are on your way to achieving greater heights, unlimited heights. Here are some tips on goals.

> The most successful people have goals. Their goals are specific, measurable and positive. Goals are not dreams, they are achievable within reach.

> Goals must be achievable and believable. If you don’t believe you can reach your goal then you won’t. Make sure you are really committed to your goal.

> Don’t waste your time, energy and emotions on goals that you don’t believe you can achieve.

> Share your goal, write your goal down, look at your goal everyday.

The best goals are the ones that cause you to stretch yourself in order to reach them. In other words if you want to set a financial goal for sales or business, set one that you think you can reach then add 20%. This will cause you to stretch and go beyond your comfort zone. How are you going to achieve your goal? Here’s how you do it.

> Think of a goal that is specific, measurable, explicit and positive. One that is reachable with a stretch.

> Then you ask yourself, when do you plan to achieve it? 6 months? 1 year? 5 years?

> Now work backwards from that point. What do you have to do? What are your monthly, weekly and daily milestones and actions? In other words what are your short-term goals to achieve your long-term goal?

> Always keep the end/goal and the reason you want to achieve the goal in your mind. In this way you will stay determined and focused to achieve your goal.

Make goals or choices that are:

> Specific – Have a crystal clear picture of the desired outcome.

> Measurable – How will you know you have achieved your desired outcome? How will you measure it?

> Achievable – Create a step-by-step plan to accomplish what you want.

> Relevant – Does this goal fit within the bigger picture (wide-angle view) of what is most important to you?

> Time-bound – What is the timeline for accomplishing what you want?

Begin with the End in Mind means to begin each day or task with a clear understanding of your desired direction and destination. By keeping that end in mind you can make certain that whatever you do on any particular day does not violate the criteria you have defined as supremely important, and that each day of your life contributes in a meaningful way to the vision you have of your life as a whole.

Importance of setting Goal/End

The key to success is setting up goals. If you have a goal then you will strive to achieve it, you will be motivated, and focused. If you have a goal in front of you, you will know what you want to achieve, and why you want to achieve those things. Therefore, if you know your goal, stay focused, and you know the reasons for achieving the goal then you will successfully achieve your goal.

In work force there are 2 types of people:

First types of people are the ones who are working because they have to feed themselves and their family. These are the people who do not look forward, who do not look at the end, and who do not have goals. As far as their basic needs are filled they are happy. They do not have any goals and therefore do not strive to achieve them. In most cases these types of people will remain at the same position from where they started.

Second types of people are those who have ambitions, goals and they have the end in their mind. They are not satisfied with just feeding themselves and their family. They get satisfaction when they take a step forward to achieve their goal. They work hard and are intrinsically motivated. They are the employees who are successful and make the business successful because they have end/goal in their mind. They are most likely to get promotions in company very quickly. They will keep moving and will give their 100% to reach their destination/goal.

For Covey a personal mission statement is the key to effective decision-making. Through a series of thoughtful exercises, Covey leads the reader to identify what is truly important in his or her life. A personal mission statement answers two essential questions:

> What am I about?

> Upon what principles do I operate my life?

A person without such a mission, Covey writes “fluctuates from one center to another, the resulting relativism is like roller coasting through life. One moment you’re high, the next moment you’re low…There is no consistent sense of direction, no persistent wisdom, no steady power supply or sense of personal, intrinsic worth and identity.

“The ideal, of course, is to create one clear center from which you consistently derive a high degree of security, guidance, wisdom and power, empowering your proactively and giving congruency and harmony to every part of your life.”

Similarly, we believe it is important for every aspect of life, in a reflective and thoughtful way, to develop a mission statement. Imagine the rich conversation and the benefit to all of the people of the world if get to answer: 1) What is my life all about? and 2) Upon what principles do I operate? Mission statements, along with a set of goals, allow stating exactly what it desires for everyone -i.e., to define the ends toward which everyone is collectively striving.

Searching for synergy and focus, one may want to encourage family, teachers, parents, community members, and themselves to help develop a certain mission statement. In this way everyone can “begin with the end in mind.”

Typically, many people are successful managers-of their own lives, of their farms, of their homes, of their work or business interests-and it is often difficult to move from the tried and true management approach to the leadership function. Jesse Jackson is quoted as saying:

“We do best what we do most.”

It is difficult to step up to leadership issues when our comfort zone is in the management arena. Shifting the focus from the means (what we do most) to ends is tough work.

We find it easier to debate the merits of a particular problem-solving approach-knowing in our heart of hearts that we are not accountable for actually solving the problem-than it is to determine the vision for the bigger picture

The most effective way I know to begin with the end in mind is to develop a personal mission statement or philosophy or creed. It focuses on what you want to be (character) and to do (contributions and achievements) and on the values and principles upon which being and doing are based.

In order to write a personal mission statement, we must begin at the very center of our circle of influence, that center comprised of our most basic paradigms, the lens through which we see the world. Whatever is at the center of our life will be the source of our security, guidance, wisdom, wisdom, and power.

Who are busy people?

According to Covey people who do not have goals/end are the people who are busy and are liability for their employers. People watching them might think they are working hard but in reality they are wasting their time and the money of the company they are working for. They have the tendency of rushing things; they will start things without knowing the cause and the effects. They will never plan and never look at the end. They are one of those people who will sit in the car without know where exactly they are going. These characteristics make them inefficient employees.

Covey’s words, the Logic Model and other tools encourage us to first think about what we want our final results to be, then to plan and carry out the steps required to reach those results, whether in our teaching, our personal lives or other situations.

In teaching, think, “What do I want your students to be able to do when they leave the class?” rather than “How many experiments can you fit into the semester?” Consider “How should these producers change their practices after your session?” rather than “How many Power points can you fit into my 45 minutes?” Ponder, “What actions do you want these youth to take after the camp?” instead of “How can I keep these kids busy all day?”

Covey says, “Begin with the end in mind is based on the principle that all things are created twice. There’s a mental or first creation, and a physical or second creation to all things.” For example, when building a new home, we visualize how we want the exterior and each room to look. Then we develop the blueprint and gather the materials, then actually carry out the construction. In education, we visualize what we want our learners to do (the desired outcomes), then organize what we need make this happen (the inputs), then carry out the program (the outputs).

Don’t confuse urgency with importance:

As you go through your week, there will undoubtedly be times when your integrity will be placed on the line. The popularity of reacting to the urgent but unimportant priorities of other people or the pleasure of escaping to unimportant activities will threaten to overpower the important activities you have planned. Your principle center; your self-awareness, and your conscience can provide a high degree of intrinsic security, guidance, and wisdom to empower you to use your independent will and maintain integrity to the truly important.

Time management has evolved beyond the basic idea of organizing and executing around priorities, the author says. Many managers are good at scheduling their time and setting goals. So why is frustration so often the end result? Why do managers regress into primitive techniques, writing themselves notes, making checklists, keeping calendars and appointment books?

It’s because the object of management should be you, not time. Don’t confuse urgency with importance. Crisis managers who live from one problem and deadline to the next always have one waiting. The only relief is in busy work-opening mail, making a few nonessential phone calls, wasting time in pleasantries. That overlooks the big middle and Covey sees his mission as sorting out what is really important for executives who don’t have time to do so themselves.

Covey has made a life study of personal paradigms and has found, among other things that “we never really understand what’s going on inside another human being.” We’re overdrawn on our “Emotional Bank Account.” When we try to persuade people of something, we overlook the ancient Greek art of rhetoric, which involves presenting our character and communicating our feelings before presenting the logical argument. Instead, we go straight to logic.

A business organization jam-packed with effective people would really be a sight to see. The obstacles to being your own agent of change are so formidable that most people can only wish it will happen.

If inspiration is the first step, this theory provides it. The evidence is now clear.

A Vision for the END:

Almost all of the world-class athletes and other peak performers are visualizers. They see it; they feel it; they experience it before they actually do it. They Begin with an End in Mind. You can do it in every area of your life. Before a performance, a sales presentation, a difficult confrontation, or the daily challenge of meeting a goal – see it clearly, vividly, relentlessly, over and over again. Create an internal “comfort zone.” Then, when you get into the situation, it isn’t foreign, it doesn’t scare you.

Begin with the end in mind. (This is the Principle of Personal Leadership) Look at where you want to go. What does “being successful” mean to you? What is really important? “All things are created twice.” Leadership is the first creation. Management is the second creation. The leader has a vision. The manager implements the vision. Management is the efficiency in climbing the ladder of success: leadership determines whether the ladder is leaning against the right wall. If you do not plan, things are going to evolve on their own and out of control. You need to re-script: impose your vision on situations, become the first creator.

You may want to develop a Big Picture vision: it is your Personal Mission Statement. In this statement, you will have to include the following values: Security, Guidance, Wisdom, and Power. You need to recognize your centers. Some of us are spouse centered, family centered, money centered, work centered, possession centered, friend/enemy centered or religion centered. Try to find your de facto center. The ideal would be to be Principle Centered. To develop a Personal Mission Statement, you need to use your whole brain: your mind and your emotions; your logic and your intuitions. Then you can try writing a Mission Statement for your family, your organization.

Security

Represents your sense of worth, your identity, your emotional anchorage, your self-esteem, your basic personal strength or lack of it.

Guidance

means your source of direction in life. Encompassed by your map, your internal frame of reference that interprets for you what is happening out there.

Wisdom

in your perspective on life, your sense of balance, your understanding of how the various parts and principles relate to each other.

Power

is the faculty or capacity to act, the strength and potency to accomplish something.

Covey lists several advantages to principle-centered personal decision-making, which can lead to achieving the desired results.

> Proactively choose what it determines to be the best alternative, rather than reacting to other people or circumstances.

> Make choices that are in keeping with its ultimate values.

> Feel comfortable about your decisions because they are based on unchanging principles.

You have to decide what your highest priorities are and have the courage–pleasantly, smilingly, nonapologetically — to say ‘no’ to other things. And the way you do that is by having a bigger ‘yes’ burning inside. The enemy of the ‘best’ is often the ‘good.’ Prior to any measurement one must have a target/reference, where one can find if that process has been improved or detoriated upon certain action taken. Key criteria must be established prior to any action. Although, it would be naive to celebrate any short-term improvement (apparent) without any action taken.

What is the balance between leading and managing? It is important for us to clarify the difference between ends and means. The focus on the ends must be both individual and collective. People who choose to work at this level can begin at any point, and move out from there

“We are more in need of a vision or destination, and less in need of a map. Leaders create their own destiny by following their internal compass. They make their life a mission, not just a career.”

This habit refers to the fact that our behavior must not be driven at random, we must have precise objectives to achieve: Buy a house or a car; earn a degree in the university; achieve a promotion in our job. Every time we make an important decision we must ask ourselves if this decision is approaching our goal. Begin with the End in Mind means to begin each day or task with a clear understanding of your destination, thus making certain that whatever you do that day contributes to your ultimate goal in life.

As we choose, so we become:

Do you accept full responsibility for the choices you make? Have the choices you’ve made in the past taken you to where you want to go? Pretend it’s your eightieth birthday and all your friends and family have come to celebrate. Each will get up in front of the group and reflect on your many accomplishments. What will they say? What do you want them to say?

“Destiny is not a matter of chance, it is a matter of choice; it is not a thing to be waited for, it is a thing to be achieved.”

– Unknown

Different choices take us down different roads. To make sure that the road you choose will lead to your ultimate destination, it can help to imagine it’s your eightieth birthday when all of your friends and relatives have gathered on the occasion to stand before you and describe all of the magnificent accomplishments of your life.

When I hear others complaining about negative things happening in their lives, I am reminded that everything we have, everything we are, is a byproduct of the choices we make. Nothing happens to us that we do not choose, whether consciously or unconsciously. Want to have a better life? Make better choices.

Our health is a good example. When we complain that we feel tired, run down, overweight or stressed out, perhaps we need to realize it’s because of the poor choices we’ve made. A sedentary lifestyle or one filled with too much fat, sugar, caffeine or alcohol, will not result in a healthy body. Dr. Bernie Siegel asks his patients, “Why did you choose this disease?” Optimum wellness is a choice!

And what about your career? Your mama didn’t tell you to become a widget repairman! If you dislike your job and really want to make a contribution to society or express your true talents, heed the words of Nike and “Just do it!” The only thing standing in the way of the job or career you desire is you. Don’t just sit around waiting for things to change to your liking because chances are they never will. You must be the change agent. You must manifest what is you desire!

“Better Lives Begin with Better Choices”

To make better choices and live the life of our dreams, we must focus on a couple of key questions. First, will this choice bring me closer to learning who I am and becoming who I want to be? We often make decisions and choices too quickly without taking into consideration the long-term consequences. Every decision today creates the world we will inherit tomorrow. Or looked at another way-your life today is the sum total of all the choices you made in the past.

After you have identified the accomplishments that will in essence become your legacy, do what Stephen Covey says and “begin with the end in mind.” In other words, work backwards from where you want to end up in your lifetime and make choices today that will lead you there. Don’t settle for anything less!

Next, I think it is important to determine on a scale of 1 to 10, whether the choice you are about to make is your highest choice. How will you know? Your highest choice will always be the one that is void of any ego attachment and will reflect the inner direction of your soul. Normally, your highest choice will not be the first choice that comes to mind because the ego will usually override your soul and scream the loudest! The ego is very clever and knows exactly how to distort what it is we really want. Whenever I find I have made a poor choice, I usually realize that my ego found a way to shut out my heart. It’s as simple as that.

To quiet the ego and let your soul speak, you must be out of your mind. In other words, you must turn your mind off and let your soul, heart and feelings take over. Find some quiet time-get off by yourself-and without distraction, learn to be still. Then, move from the stillness to a meditative state. This will provide an environment in which the voice of the soul can be heard. The soul, you see, is a rather polite fellow. It will always remain quiet in the presence of more boisterous competition such as the ego. Your challenge is to find a way to get the ego to shut up just long enough for the soul to speak.

During meditation, try on your various choices in the context of how you feel once you have made them. In other words, see yourself as having already made the decision. How does it feel? Do you feel lighter, happier, and full of energy? Or is there a queasy feeling in your gut? Repeat this exercise as many times as necessary until the decision lines up with your highest values and beliefs. Oh, and that little voice you’re hearing in your head; listen to it! It’s there to help you along the path.

While we’re on the subject of meditation, please understand that setting in the lotus position with your legs wrapped around your neck is not a requirement. Frankly, not many people can sit like that for any length of time. It may be a good way to learn to scratch your nose with your big toe but how often will that come in handy? Find a position that feels comfortable and relaxed so that you can focus your attention on shutting down the inner-chatter of your mind and finding the voice of your soul. As we choose, so we become. Don’t look back at your life from your eightieth birthday and wish things had turned out differently. Learn to make better choices today that allow you to leave the legacy you desire. Turn off the noise, turn up the silence and choose to become your highest gift. A better life awaits you!

From the Decision Maker’s Point of View:

Stephen Covey’s Habit 2 is “Begin with the end in mind”. From the Decision Theory point of view, it is essential to have a way to rank the options. If it doesn’t matter what happens, then there’s no reason to think about the choice. Flip a coin. Throw some sticks on the ground and look at the pattern. Tea leaves. Bird guts. But if you want to choose, you need to know what you want to accomplish. That means understanding the likely results of each option and then choosing between options to achieve those results. To rank outcomes we need values. What is good? More money. Longer life. Good for whom? Just me? Just my family? From Pringles to Austria. So part of Deciding Better is knowing what you value.

Then you can make decisions that maximize that value. And when you make inappropriate decisions- the car that impresses the neighbors, when you don’t hold “others opinions of me” as a value, you might make a different decision. Or rethink your values, understanding that what you think you value and how you act don’t match. So begin with the end in mind. You aren’t choosing options, you are choosing between likely results. But we know that the future is uncertain. That’s where simulation and imagination help you decide

From the Management/Business Point of View:

Be it in business, real life, religion or any other walk of life the second of the seven habits described by Stephen Covey in The Seven Habits of Highly Effective People Begin with the end in mind answers all the questions.

Pause for a minute and remember when you first thought about running for the board of education. What were you hoping would happen? What did you want to accomplish? What kind of organization were you hoping to give your time to? Simply put: What end did you have in mind?

Advance the tape a little. How well did you convey your hopes-your vision-your ends-to the other board members? Did your hopes converge with theirs? Did the other board members share your vision? Did the board find ways to “speak with one voice” as it clarified its goals and objectives?

Now fast forward. You have been on the board for a few years. Newer members have joined you. How have their hopes been blended into the new board’s vision? If you answered the questions above, you have taken the first step toward defining the “end” or outcome you want for your school board. The images that describe those outcomes are the basis of a personal mission statement that will keep you on tract as you make decisions.

Covey quotes the president of an oil company who attended a Seven Habits seminar. The man understood the difference between leadership and management, and decided to withdraw from managing his company to assume a position of leadership. “It was hard,” said the CEO, “I went through withdrawal pains because I stopped dealing with a lot of the pressing, urgent matters that were right in front of me and which gave me a sense of immediate accomplishment. I didn’t receive much satisfaction as I started wrestling with the direction issues, the culture building issues, the deep analysis of problems, the seizing of new opportunities…But I persisted. I was absolutely convinced that I needed to provide leadership. And I did. Today our whole business is different…We have doubled our revenues and quadrupled our profits…”

You need to consider yourself, your family and your community. Sit down and figure out how much you need to support your lifestyle, save for a secure retirement, put away for a college education, vacation, hobby, or fulfilling a dream, tithe your church, pay fines at Rotary or contribute to the community chest.

Now, ask yourself, what return do you want from your investment in your business? If you took those same assets and made reasonable investments in CDs, bonds or stocks, how much would you make? This, as a minimum, should be your profit goal for your business.

Next, realizing that your expenses dictate the “end” where you need to begin, add up your overhead costs from your P&L and balance sheet. Add to this figure any increases you anticipate in overhead, such as increases in rent, utilities, insurance or capital expenditures like a new vehicle.

Divide the total of all your expenses, personal and business, by your historical gross profit margin, and voil�, you have your sales goal for the year! Well, maybe.

Suppose that this sales goal is more than you want or can do because of such limiting factors as a shortage of qualified labor, a slowing economy or a commitment to your own sanity. Now, you have a choice: Modify the end you have in mind or think about how you can increase your gross profit

By beginning with the end in mind, you are more likely to have a business that works for you. You can monitor your progress throughout the year to make sure you end up where you want to end up. By beginning with the end in mind, you can eliminate the nagging doubts about how much work to take or not. Instead, you know you are on a path that will meet your needs. You can have a whole new way of looking at your business and look forward to a successful year that is taking you where you want to go.

Life is uncertain. Revolutionary entrepreneurs leap through conventions into the unknown. The future is waiting to be discovered. That discovery reveals itself in each moment. Our challenge is simple: to focus on what needs to be done now and trust that our next steps are enough.

Taking a Religious Glance:

Each of us should “Begin with the End in Mind.” We will one day stand before God. How does that affect where you are right now? How does that affect the direction that you are walking? It should give clarity of purpose to your walk for the end. It should motivate, encourage and direct. The reason that people wander aimlessly in life, many times away from God, is that they have never thought to “Begin with the End in Mind.” You can only know how to live if you first know where you are going.

When we were born Muslims we probably began with the spiritual end in mind when we realized our need for salvation and obeyed the Lord’s command to be baptized for the remission of our sins. We wanted to be sure that we pointed our spirits toward heaven. As we settled into living the Muslim life, however, we tended to lose sight of the end for which we were striving and settled into a comfortable accommodation with the world around us. We didn’t want to be “preachy” and we didn’t want to make waves about the spiritual condition or doctrinal status of other religious people. We didn’t comment unfavorably about how the world violates God’s will by its crime, delinquency and harmful habits. We became just so easy to live or work with.

Prophet Mohammad said,

“Inamal amalu bil niat”

This means your acts are depended on your goals/niats. Covey said Begin with the End in Mind, the same thing which Prophet Mohammad said years ago. Or as another hadees proves that whatever we do today in this world; its ajur will be given to us when this world comes to an end; i.e.;

“Dunya Aakhirat Kee Khaitee Hai”

The comfort of Christianity may be deceiving though, because it goes against the experience of early Christians who found their lives to be somewhat of a struggle, Peter writes to Christians dispersed throughout the Mediterranean world and says that they “Have been distressed by various trials” (1Peter 1:6). James says, “Count it all joy, my brethren, when you encounter various trials, knowing that the testing of your faith produces endurance, and let endurance have its perfect result, that you may be perfect and complete, lacking in nothing” (James 1:3,4)

Some of us who began with the end in mind may fall prey to an even more ominous danger posed by “Deceitful spirits and doctrines of demons, “the hypocrisy of liars seared in their own conscience as with a branding iron, men who forbid marriage and advocate abstaining from foods” (1 Timothy 4:1-3). It’s easy to fall prey to people who strive to generate in us a desire for a new or novel approach to religion by decrying what they imply is a staid and stolid stance on Scripture as doctrine. They try to create in us the feeling that we are not as “spiritual” as they are because we insist on going by the Bible only at all times.

Our struggle is going to be against arguments for preaching what is “politically correct” in the sense that it satisfies what the pollsters determine is “what people want.” Find out what people want, and give them that is the implied message of much that the “change agents” want to foist on the church. Our cry should be; “Sustain me according to Thy word, that I may live; and do not let me be ashamed of my hope” (Psalm 119: 116) we began with the end in mind – be saved and go to heaven. The devil is trying by every means to discourage us from keeping the end in mind. He is trying now to get the human kind to drop the Bible as their guide (“It’s propositional truth,” he says) and listen to messages which are more comforting to all. He wants a trouble free religion for all, with no challenges, no stress, no trials, no temptations – but that will not lead to the end we had in mind at the beginning of our life.

“But they will have to give account to him who is ready to judge the living and the dead. For this is the reason the gospel was preached even to those who are now dead, so that they might be judged according to men in regard to the body, but live according to God in regard to the spirit. The end of all things is near. Therefore be clear minded and self- controlled so that you can pray.” I Peter 4:5-7

My Point of View:

As I watched David Beckham making his final winning shot, I realized that football provides some great analogies for life. Hundreds of moves and plays are required to reach the goal, yet it is impossible to plan each play before the game begins. The players can see the goal — to win the game — and they can predict what the next few plays will be, but they can’t figure out the exact moves they will make by just standing on the sideline. They must take action and continuously look for their next few moves as they keep the goal in mind. They stay focused by remaining aware of where they are and what options are available to them. This sharp focus makes it possible to seize opportunities as they arise and ultimately win the game!

During the game I overheard a friend ask, “Why is he running backwards with the ball? Isn’t the goal the other direction?” My friend explained that the football player hoped to gain yards by running backwards, because he was creating space so he could throw a long pass. That’s bigger picture thinking!

How often do we plow forward with our next move without thinking about the bigger picture? Take a few minutes to jot down your response to these questions:

> What are my most important goals or dreams for the coming year?

> What would it look and feel like if I were already there?

> How can I accomplish this with the greatest ease?

Look through your wide-angle lens for the opportunities you may have previously missed. Be aware of where you are on your journey and what your next few moves will be. Then take action!

Stephen Covey’s second habit (Begin with the end in mind) will help you to move from dependence to independence.

Procrastination! I know it well. From taxes to yard work to filing papers–you name it, I’m the expert procrastinator. I can put off doing anything, with style and ease. I file for college registration at the last minute without breaking a sweat. Am I proud of this? Well, admittedly, sometimes yes. I pat myself on the back and say “I have the amazing ability to get things done at the last minute.”

Do I usually end up regretting my procrastination? Almost always. So I’ve had to learn ways to get things done now, on time. I’m still learning and always will be. Procrastination is a persistent thief!

Procrastination is an expensive way to spend your life. Waiting until the last minute can even cost you your life. And when you “spend” your life mired in defering, you don’t truly live. You are perpetually putting off living.

There are numerous causes and explanations for procrastination, including, but not limited to:

> Fear of success

> Fear of the unknown

> Lack of interest or motivation

> Lack of information

> Too much information

> Indecision

> Not knowing where to start

> Too busy

> Laziness

I believe procrastination is one thing, which can be overcome by having an ulterior motive in life. In other words, get a clear vision in your mind (and on paper) of what you want, and where you want to be. This may seem contradictory to what I said about not worrying about tomorrow, but these two principles work hand-in-hand. By knowing clearly what you want to achieve, you can relax in the day-to-day details of accomplishing your goal.

Secondly, being productive also means begin with the end in mind. Even for a simple meeting held to be successful one has to keep the end results derived from it in mind. Before you hold your meeting, you should know what you’re trying to accomplish in the meeting and how you will know when you’ve actually achieved what you set out to achieve. In Simply Brilliant, Fergus O’Connell recounts the tale of a friend who writes down the minutes of the meeting before she actually holds the meeting. “Here’s how I will know when the meeting has achieved it objectives,” says O’Connell’s friend.

Winners understand that success comes from a series of small steps that keep in mind their ultimate destination. We may have a dream and not know how or where to begin. If we map out how we will feel, think and act when we reach our goal, then Its time to begin building an internal kinesthetic sense of success. Each step reveals the next step. A series of steps, done with excellence and discernment, will lead us to our destination.

Conclusion:

Let’s go back to the future…Imagine yourself reflecting on your life ten years from now. As you reflect, what is it you wish you had said or done? What vision is it that you wish you had been able-or willing-to articulate? Take some good advice from Stephen Covey: as you step up to the challenge of giving your life a meaning-you will make the best contribution if you “begin with the end in mind.”

In summary, create and live by a personal mission statement. This may lead onto more specific goals and objectives, but the idea is that you try to live as the sort of person you’d like to be remembered for when you’ve passed on.

“What lies behind us and what lies

before us are tiny matters compared

to what lies within us.”

-Oliver Wendall Holmes

Bibliography:

> Seven Habits Of Effective People by Stephen Covey

> Internet (Web Search from Altavista.com and Askjeeves.com)

> Critical Analysis written by Michael Gray

> Critical Analysis by Gary Vancil

College of Business Management

Begin With The End In Mind Page 1

At school there is a range of academic pressure we feel, derived from a need for refection, worry over grades, parental pressure, competition, sports, or a tough class load. Academic pressure does not begin In college. The nervous breakdowns, panic attacks, burnouts, and depression are also apparent In many younger students. The same situation is not always stressful for all people, and all people do not undergo the same feelings or off-putting thoughts when stressed.

Having a strong support network to fall back on when times get tough at school is critical to staying upbeat and maintaining a big picture perspective. Friends can be the best people to relieve your stress, but they can also be the reason behind the tress. Choose the friends that will be positive and supportive when the going gets tough. Having a good group of friends at help you maintain a healthy and enjoyable lifestyle. External Factors Managing Pressure Academic Pressure & Cheating Friends & Competition External forces also create academic pressure.

Many of us fail in the subject of time management and excel at procrastination. The cure requires dedication and commitment. Web, set a timer for 30 minutes. Time allocation helps divide the hours to reasonable amounts so you are not left at the 1 lath hour to complete homework. Some students Just want to take the easy way out and cheat. They may have Jobs after school to support their family or themselves, which carries a higher priority for them than school work. In the same context, many students feel that excelling in sports is a higher priority than school.

Others may resort to cheating to make up for their lack of academic motivation or live up to the standards set up by older siblings or parents. Back to top There are many healthy ways to deal with academic pressure. If you don’t feel motivated about a subject, arrange a study group. Reward yourself after completing very section. Other ideas include: Finish your work at a nearby cafe© or library if the environment at home is not the best. If you play sports or work, take time to plan your hours to include more study time as well.

If you know you have a big game coming up where you will be out for long practices, work ahead. Ask your teachers for assignments for the days you wont have sufficient study time. Make sure you maintain good sleeping and eating habits and, from time to time, go out for a run, a ride on your bike, and exercise. These will help alleviate your stress and get your body moving! Up in the morning’ and out to school The teacher is teaching’ the Golden Rule American history and practical math You studying’ hard and hoping’ to pass Working’ your fingers right down to the bone – Chuck Berry, School Days Ring!

Ring! That lethal sound can only mean one thing; it is September and school is back in session, and along with it are the wandering eyes, cheat sheets, stolen tests, and technology, of course. Cheating has become the method of survival, the only way to reach and maintain the top for many… But there are better routes to reach number one while keeping your integrity intact. Cheating does not make you a smarter or better person. If you set reachable goals, study hard, and get outside help, you can succeed academically without cheating. Activities and fall back on cheating when time runs out. People also resort to cheating when they have been pressured too much by their parents, or even by themselves. Finally, if you are ever caught cheating, the teacher who catches you will tell the rest of your teachers, and their trust in you and your college recommendation letters go out the window. When Friendly Competition Goes Too Far I can speak from experience when it comes to that less-than-helpful sort of imputation between my friends and me that, often times, has been the cause of much of my academic stress.

For myself, I didn’t want to let my parents or myself down by failing, but I also didn’t want to fall below the standards of my friends. And when your friends are all in the running for being the class valedictorian, it’s hard! But it’s important to set your own goals and take on your own responsibility. It’s good to be proud of other’s accomplishments, but it’s important to be proud of your own hard work as well. So every once in a while, make sure to give yourself a pat on the back!

Answer at least 2 of these questions comprehensively and complete a reply response to at least two students. You also must Include relevant biblical principles In your initial posting and discuss management functions relating to planning, organizing, leading, controlling, managing, or ethics. “Happy Is the man who finds wisdom, and the man who gains understanding;” Proverbs 3:13 (NIB) If a famous executive or sports figure were to give a passionate motivational speech, trying to persuade people to work harder, what do you think the impact would be?

Why? If a famous executive or sports figure were to give a passionate motivational speech trying to persuade people to work harder, I think that the impact would be positive if the famous executive could relate to the audience. If the executive or sports figure was of relation and could share experiences that individuals in the audience could see themselves doing or if the speaker was in the same shoes as the audience at a given point, it would impact members of the audience to work harder. A passionate motivational speaker has to understand the needs of the people.

If a famous executive Inherited wealth and status such as Paris Hilton or Kim Sardinian I think the audience would not be able to relate because of socialites are simply famous for being famous. An Individual such as Hilton would not understand the needs or wants of the people because they were with all needs and wants met. If the executive or sports figure experienced hardships and made tremendous strides in social and economic statuses it would be a success story. People have different needs energize and motivating them toward different goals and reinforces.

The extent to which and the ways in which a person’s needs are met or not met at work affect his or her behavior on the job. (Bateman p. 480) An individual’s also has to believe that he or she can complete a task as well. New International Version – 2 Corinthians 5:1 1 Since, then, we know what it is to fear the Lord, we try to persuade others. What we are Is plain to God, and I hope it is also plain to your conscience. Provide examples of how outcomes perceived as unfair can decrease motivation, Then discuss how procedural Justice, or fair process, can help overcome the negative effects.

Mangers aligning themselves with specific staff members or individuals with similar likes can decrease motivation. Cliques in the workplace should not exist. Majority rules, minority rights should also be noticed perhaps. The key is for people to believe that managers provide procedural Justice?using fair process in decision making and helping others know that the process was as fair as possible. When people perceive procedural fairness, they are more likely to support decisions and decision makers. (Bateman p. 491) Being fair will help gain the trust and the confidence of your staff.

Being truthful can contribute to your reputation being protected and staff supporting decisions of management and not rebelling. References Bateman. , &Snell, T. , &Scott. (2013). Management : Leading & Collaborating In the Competitive World [Voluptuous bookshelf version]. Retrieved from http:// online. Evaluator’s. Com/books/007704350X/page/502 to at least two students. You also must include relevant biblical principles in your leading, controlling, managing, or ethics. “l have told you these things, so that in me you may have peace. In this world you will have trouble. But take heart! I have overcome the world.

John 16:33 (NIB) Consider the various roles members have to perform for a team to be effective. Which roles would play to you strengths and which to your weaknesses? How can you become a better team member? How can you become a better team member? I can become a better team member by getting to know individuals in the group and being able to communicate with individuals on their specific level. I will also get to know the needs and wants of the group members and work toward accomplishing a common goal. I will also want to know why individuals think the way think. I can become a better team member by being a good listener and communicator.

As stated in the text a real team is formed of people (usually a small number) with complementary skills who trust one another and are committed to a common purpose, common performance goals, and a common approach for which they hold themselves mutually accountable. (Bateman, 505) Where ever a team member is lacking, I will be there to support and strengthen his or her weaknesses. I hope that the relationship will be mutually beneficial to all parties involved. I will also know my role on the team and do work accordingly. Proverbs 27:17 ESP.- Iron sharpens iron, and one man sharpens another.

Irons sharpens iron is the approach I will use to make myself become a better team member. Sometimes we encounter situations in which people are not speaking a common language on an issue. How do you deal with others who do not speak the same language as you? When an individual is not speaking the same language, I tend to find commonalities. When individuals are not speaking a common language I approach the issue in a non-combative manner. I also make an attempt to convince the individual to see things my way on an issue. Whether they are convinced or not, I thank them for listening to what I have or had to say.

The study will analyze he motivating factors that inspire employees to start working and why workers build a career with a small business. The investigation will also explore Job satisfaction and why do employees waste company time completing personal tasks at work. Data was analyzed to determine was there a relation among the variable. The result of the study decided whether the hypothesis(s) are supported or rejected.

Final Project: Survey Methods Introduction This study was implemented to measure employees’ motivational factors that include job satisfaction and employees’ dedication to performing tasks at work and remaining loyal to their employer. The data collected would make a determination to what factors are successful, what factors need to be eliminated, and what factors should be put in practice in the future. The study was conducted by sending questionnaires to several small businesses in Greenville, MS. Several types of organizations were utilized that provided different type of service and products.

The questionnaire had two parts. The first part of the questionnaire was utilized to measure factors that motivate employees to remain loyal to their employer, dedication to their Job, and Job satisfaction. The second part of the questionnaire measured do employees waste company time doing personal tasks. Management / Problem Statement Motivated employees assists organizations to operate efficiently. When employees are not properly motivated, worker are dissatisfied and have low moral. Workers not motivated properly also leads to low quality services and high Job turn over ratio, which leads to the loss of revenue.

Motivated employees benefit all organizations. Workers that are inspired require less supervision from their managers. Manager’s interaction will be more of co worker transaction verses a superior transaction. This incept would lead the workers to believe that the manager cares more about the employees, which in return will motivate the employee more. Purpose Statement The purpose of the study is to investigate the factors that inspire workers employed by small businesses, with 5 years or less service and 5 years of more services, to remain loyal to their employer.

Some small businesses do not have the benefit packages and the retirement plans to offer their employees. Managers of these organizations are faced with the challenge of motivating employees to make a career in their organization. This study will show what forces drives an employee to work or a small business and to make a career at the organization. RSI: (ONE SENTENCE) What motivates workers employed by small businesses, with 5 and less years of service and with 5 and more years of services, to remain loyal to their employer?

Investigative Questions The investigative questions for this study Does boredom of not having anything to do in life motivate employees to remain loyal to their employer? Does accomplishment motivate employees to remain loyal to their employer? Does recognition motivate employees to remain loyal to their employer? Does a salary motivate employees to remain loyal to their employer? Does the fear of not finding another Job motivates employees to remain loyal to their employer? Does job satisfaction permits employer to remain loyal to their employer?

Because employees are allowed to waste company time doing personal task why employees remain loyal to their employer. Hypotheses (as needed for quantitative or mixed method research) The null hypotheses for this study: HOI : There is no relation between boredom of not having anything to do in life and employees remaining loyal to their employer. HUH: There is no relation between accomplishment and employees remaining loyal to their employer. HUH: There is no elation between recognition and employees remaining loyal to their employer HUH: There is no relation between salary and employees remaining loyal to their employer.

HOST: There is no relation of the fear of not finding another Job and employees remaining loyal to their employer? HUH: There is no relation of Job satisfaction why employees remain loyal to their employer? HUH: There is no relation of employees permitted to waste company time doing personal task why employees remain loyal to their employer. Brief Theoretical Framework Brief Conceptual framework The study will be a descriptive research and a casual comparative study. Early theories of motivation and current theories of motivation will be utilized to explain the study.

One of the early theories, Moscow Hierarchy of Needs, implies that employees are motivated based on needs being fulfilled such as biological, shelter (Moscow, 1954). One of the latest theory, The Four Drive Theory Models suggest that one of the reasons that employees are motivated because acquire and achieve (Lawrence and Naira,2002) Construct definitions and variables The variables that will be analyzed for this research study are the variables that motivates employees to remain loyal to the organization.

The variables are boredom thou a Job, fear of not finding another Job, salary from the Job, accomplishment from the Job, recognition on the Job, Job satisfaction from the Job, and allowed to waste company time by completing personal tasks at work. Construct validity will occur as described as following: “is demonstrated when scores obtained from a measure are directly related to the variable itself Reflects how close the measure relates to the construct (height and weight example) in one sense, construct validity is achieved by repeatedly demonstrating every other type of validity’ (Arbor, 2006).

The variables will be measured utilizing the Liker Scale. The variables will be assigned a value of 1-5. After the variables are measured, the data will be analyzed using Pearson Correlation and Test. The study will show is there a correlation among the variables, how the dependent variables influence the dependent variables, and is there a relation among the two focus groups. Methodology Overview Quantitative study is appropriate for this research because it permits the researcher to list as following because it allows for a broader study, involving a greater number of subjects, and enhancing the generalization of the results.

Quantitative study also allows for greater objectivity and accuracy of results. Generally, quantitative methods are designed to provide summaries of data that support generalizations about the phenomenon under study. In order to accomplish this, quantitative research usually involves few variables and many cases, and employs prescribed procedures to ensure validity and reliability; applying well-established standards means that the research can be replicated, and then analyzed and compared with similar studies. The quantitative study also summarize vast sources of information and make comparisons across categories and over time (Pogo, 2007).

Survey questionnaire will be utilized to the research study. The survey will consist of 30 questions pertaining to workers’ Job relation. The surveys will be emailed to the participants. The target population will consist of workers from small businesses. Organizations such as medical clinics, pharmacies, grocery stores, cleaners, and other small businesses. The participants will be chosen using purposive sample. After the surveys are received the data will be collected, analyzed, and transformed to Microsoft Excel. Each survey will be coded with an assigned number. Ordinal scale then will be used to measure ND validate the data.

The data then will be calculated using SPAS software. The data then will be analyzed to either support or reject the hypothesis. Abridged Literature Review Discuss the key literature you have already searched on this topic… Give us the highlights of previous research- 2 – 3 key authors or previous studies. One to two pages is enough. Taylor (1911) believed that motivating employees involved paying employees’ wages and controlling the employees because workers do not enjoy working. Taylor and his colleagues discovered that motivation is significant component of comprehending human behavior.

Taylor Motivation Theory was based on that employees will be motivating by awarding them with training on the Job, pay for outstanding Job performance, employee assortment method, and Job planning (Taylor, 1911). But scientists have a different aspect of motivation. Mayo (1933) & Rotisseries and Dickson (1929) stated research concluded that people social needs had to be met for employees to be motivated. Employees had to be treated as human beings and not Just workers. Workers not treated fairly resulted in low moral (Mayo, 1993, & Rotisseries & Dickson 1929). Moscow (1954) proposed that titivation were based on fives needs.

The theory is known as Moscow Hierarchy of Needs. The theory is illustrated by using a pyramid with five levels. Moscow (1954) stated that when one level of need is satisfied, another level of need has to be satisfied for that person to continue to stay motivated. The needs then continue in cycle to keep the person motivated (Moscow, 1943). The five needs are as following: 1. “Physiological needs – home , food 2. – security on the Job, protection 3. Social needs – clubs and membership societies, family. 4. Esteem needs – lifestyle, recognition, promotion, 5. Self-Actualization needs – successful” (Moscow, 1943 & Moscow, 1954).

Herbert Motivation Theory is very significant in comprehending the relation between employers and employees. Herbert (1959) stated the factors that motivate people in their organization totally oppose what displease employees at work. The theory consists of two needs hygienic needs and motivation factors (Herbert, 1968). The hygienic needs are listed as following: 1 . Policy 2. Relationship with supervisor 3. Work conditions 4. Salary 5. Company car 6. Status 7. Security 8. Relationship with subordinates 9. Personal life The motivation factors are as following: . Achievement 2. Recognition 3. Work itself 4. Responsibility 5.

Advancement Herrings research concluded that money along was not a motivator. Salaries were ranked low as a factor that motivated employees to work. Employees want promotions and opportunity to advance in companies. The study also proposed that employees were more satisfied with opportunities and recognitions. Herbert Theory is considered one of the most important theories out of the motivation theories (Herbert, 1954, Herbert, 1968, & Gazelle, 1997). Current Work on Motivation Theories David McClellan, a psychologist, created the motivation need theory. McClellan believed Mascots theory was exhausted by people values and social issues.

The research that the psychologist conducted concluded that Moscow theory was an assumption and not proven (Shih, 1999). The theory consists of three motivation needs. The three needs are as following: 1 . Achievement motivation 2. Authority/power motivation 3. Affiliation motivation (McClellan, 1961). McClellan (1961) stated that achievement motivation is one of the major factors that motivate people. Employees that achieve success and become managers and build a career at a company are usually the ones that get things done (McClellan, 1961). Victory Broom developed a motivation theory in 1964 known as the .

The theory approached motivation from a different perspective from Moscow and Herbert (Broom, 1964). The theory is based on that the employees are motivated by rewards. The employees perform well because the results will result in better benefits. The employees are not motivated by individual performance, but by the results of the Jobs. The employees understand that skills, resources, and information are the essentials for better performance (Abdul-Zee, Airwomen, Dropout, 2011). Lawrence and Naira (2002) stated that employees are motivated ruptures wages and payment.

The perspective is known as the Four Drive Theory Model. The four drives are listed as following: 1 . Acquire and Achieve -base pay 2. Bond & Belong- company employee 3. Challenged and Comprehend- learning the Job 4. Define and Defend-company culture Sample Overview Population The population used for this research study will consist of workers that are employed by Small business owners. Several small businesses located in Greenville, MS will be used for the study. (House. Gob, 2013) Sampling frame Employees from various types of small businesses that offer different type of rodents and services.

Workers with 5 and less years of service and workers with 5 and more years of service. Both genders also will be utilized for the study. In using 93 % with ay % margin of error, 200 participants have to be utilized. In using survey, the expected rate of return is about 10 %. To obtain this rate 2000 surveys will be e- mailed out (Pogo, 2007). Desired sample Purposive Sampling will be utilized to choose the members of the population. Purposive sampling is used because the researcher has knowledge of the small businesses in Greenville, MS (Pogo, 2007). Ethical Considerations

In conducting a research study, researcher have to practice ethical principles. In using people to participate in a study to obtain personal information, examiners have to ensure the participants that their personal information will be protected. In conducting research some of the critical ethical questions related to my survey and my methodology and protecting participants are listed as following: 1 . What are the main ethical issues in a research study obtaining personal information from people? The researcher should ensure the safety of the participants. The research will not harm them in anyway.

Also informed the participants that a consent form will be provided to them and is required to obtain information. Finally informed the participants that their information will be kept confidential (Groves et al. , 2009). 2. What are the components of an ethically valid informed consent for research? Major components of an ethically valid informed consent for research are listed as following: A. Disclosure. The participants must know what the research study is a about. B. Understanding. The participants must be able to comprehend the survey and allowed to ask questions about the study. C. Voluntaries.