Richard Iii Summary Essay Example

Richard Iii Summary Essay Richard III Shakespeare effectively depicts (his motivation comparable to the qualities and desires for the Elizabethan setting) through stage play strategies, for example, utilization of monologue, emotional incongruity, and funniness. He likewise utilizes language methods, for example, visual symbolism and sound symbolism all through his play to investigate the contemptible job and character of Richard which prompts the improvement of the key topics in his play, Richard III. The primary discourse advises the crowd regarding Richard’s inward considerations while likewise setting up his character, dim thought processes, and his expectation in the play. The initial explanation, â€Å"Now is the winter of our discontent†, alludes to Richard’s misery because of the war finishing and the harmony that replaces the sentiment of villainy. This quickly educates the crowd regarding Richard’s dim character and the villainy inside him. His villainy and evilness is fortified in â€Å"Our harsh alarums changed to joyful gatherings, Our horrendous walks to magnificent measures†, stressing that he doesn't need harmony or to share upbeat occasions, yet rather blossoms with disarray and brutality. We likewise learn of Richard’s emotions towards his appearance in his first discourse, the descriptors utilized by Shakespeare depict Richard’s physical deformities, â€Å"Deformed, incomplete, sent before my time†. This announcement uncovers his feeling of self ugliness which is strengthened in â€Å"That hounds bark at me as I stop by them, demonstrating that his appearance can even panic creatures. His underhanded and manipulative conduct is indicated again when he intends to set his siblings Clarence and King Edward against one another. This advises the crowd regarding his elevated level of vainglory and that he will consistently put himself in front of his family to get the crown, this is additionally demonstrated as he is intending to end the lives of Edwards beneficiaries in penance for the crown to himself. We will compose a custom paper test on Richard Iii Summary explicitly for you for just $16.38 $13.9/page Request now We will compose a custom exposition test on Richard Iii Summary explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom exposition test on Richard Iii Summary explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer

Contrasting the English and French Court Decisions in Dallah v Essay

Differentiating the English and French Court Decisions in Dallah v Pakistan - Essay Example The idea of Arbitration is a procedure by which parties which are limited by an agreement can decide to settle questions without participating in whenever devouring suit process. Much of the time the gatherings go into an understanding in their individual agreements about the assertion strategies that will be utilized if there should arise an occurrence of any questions that could occur in future. In some different cases such assertion can likewise stay a sculpture prerequisite. The procedure of Arbitration is being administered through different sculptures in various nations has procured worldwide acknowledgment by means of shows, for example, the New York Convention on the Recognition and Enforcement of Foreign Arbitral Awards 1958 (New York Convention).1 For some reasons Arbitration is the most looked for after alternative than suit as the procedure is speedier and furthermore includes lesser costs and a higher level of straightforwardness contrasted with prosecutions. Likewise in situations where a lower legal standard might bargain the result of a case, discretion is the favored decision for settling debates. Furthermore, instances of worldwide organizations which as a rule remember gatherings to settle universal questions for contracts and where a higher level of classification is in question; the procedure of intervention would be increasingly appropriate to settle such discrete cases contrasted with the court suits. In some different cases assertion can be favored by parties so as to guarantee control of the procedures all through the case which could be indispensable for settling on urgent choices. In the assertion procedure parties as a rule have their decision of portrayal who might be associated with introducing their conten tions for the situation. People with the important abilities and legitimate skill are for the most part picked to fight for their benefit. Moreover, the gatherings additionally have extensive state in the arrangement of the administrator for the discretion procedure. Picking the procedure of Arbitration additionally give parties

Dont Spoil Your Headline 10 Mistakes Writers Make

Don’t Spoil Your Headline 10 Mistakes Writers Make Are headlines really that important for a successful online presence? Well, according to the opinions of the experts, a well written headline is absolutely mandatory for engaging your audience. They are your one and only chance of making a good first impression, one that will induce your readers to continue, sentence by sentence, right through to your call to action. Online readers are a savvy bunch, with amazing abilities to filter any material irrelevant to their quest. If your headlines don’t immediately convey the benefits of reading your post, they’ll quickly move on to content that holds the promise of greater value. And with no readers, you can’t share your ideas, no matter how great they may be. Effective headlines are based on market formulas that have been tested by industry giants over the years. So, to become proficient it’s a simple matter of study and then adapting an outline to your specifics. Sounds easy, right? Test your headlines knowledge by seeing if you’re making any of the following 10 common mistakes. If you are, the solution already exists, so please, read on 1. Treating your headline as an afterthought. A great headline takes time, attention and focus. It needs to convey an idea, emotions, conflict and resolution. An outstanding headline is bloggers’ poetry, concise and evocative, whetting the appetite for more with promises of satisfaction. To give the headline is proper due consideration, Brian Clark of Copyblogger recommends writing the headlines first, with this explanation: “Why? Your headline is a promise to readers. Its job is to clearly communicate the benefit you’ll deliver to the reader in exchange for their valuable time.” By tailoring your content to fit the promise in your headline, you have the benefit of writing content specifically for keeping that promise, making the content focused, on topic and compelling. 2. Are you trying to be completely unique and original with every headline? If so, please stop. This is an exercise that would stretch even the most creative of writers, and there’s simply no need. Headlines that work are based on tried and true methods that have been tested over and over, and continue to get great results regardless of the medium used. Make your own compilation of swipe files for ready reference, and learn what makes an effective headline effective. Here are a couple of very helpful reference guides available for free download: Brian Clark’s Magnetic Headlines from copyblogger.com and Jon Morrow’s Headline Hacks report from boostblogtraffic.com. 3. Headlines without keywords. Keywords are important. And keyword research is like a crystal ball, giving you the ability to see what your target audience is looking for. It also endows the ability of talking their language. “Keywords matter, because when you speak the language of the audience, you attract more readers, more links, more retweets, more social bookmarks, and yes more relevant search traffic.” 4. Are your headlines too passive? If they are, then buff up for greater impact with an “active voice and strong present-tense verbs.” Neil Patel’s infographic on Hubspot gives a formula for creating effective headlines that demonstrates this principle very well. 5. Headlines without authority. To establish the perceptual position as an authority in your niche, learn to master the ‘list’ and ‘how to’ headlines. How do these types of posts bestow authority? List and how to posts are formatted to educate or entertain in a quick and easy manner, so if your content matches the headlines promise you can quickly establish expert status. Plus, as Chris Lake at eConsultancy points out, if these posts are of value they can become “opinion magnets” and “share worthy”; a superb way to be seen as an authority. 6. Headlines that stretch credibility. Overexposure to the fantastical, adjective driven headline has caused a certain amount of reader scepticism. Ideally, the claims in your headline should be exciting, but believable. Provide useful content relevant to your readers’ needs and wants. If you’ve promised excitement, don’t let them down with empty content. 7. Headlines of vague benefit. This is the flip side of the above point, to make that WOW impression on your readers: “Overpromise and overdeliver.” This advice is from Upworthy co-founder Peter Koechley, where they “use breathless headlines to set the bar for content high. “ 8. Drone headlines. If headlines are too familiar, carbon copies of others in your niche, your readers programmed reading habits will simply filter them out. Your headline should have a unique twist reflecting your personality or angle to set it apart from everyone else’s. Neil Patel and Joseph Putnam of Quicsprout offer a good explanation on how to make your headlines more distinctive in their Definitive Guide to Copywriting. 9. Non-targeted headlines. To be compelling, headlines must be specific. Let your readers know that your headline’s offer is what they’re interested in. If content is king, specificity is queen â€" they go together hand in glove. 10. Headlines with no sense of urgency. If you can create a sense of urgency in your headlines, you may be able to convince your audience to continue reading so they don’t miss out on what you promise. However, use this tactic with some discernment. Not all headlines need urgency to work well, and for those that do, discretion is advisable to maintain credibility. A headline that urges action unnecessarily can be seen as empty hype, making it less likely to be successful. The goal of all headlines is to draw the reader into your post and engage them all the way to the conclusion. And when you can do that on a consistent basis, you’ve mastered the art of the compelling headline.

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A Family Holiday Choral Concert - 1554 Words

Frozen- A Family Holiday Choral Concert By: Jackie Draper Today, Classical music isn t considered to be the most popular genre of music, but as I seen at MJC s Frozen - A family Holiday Choral Concert, the audience really enjoyed the songs that fell into this genre. Whether one realizes it or not, we hear classical music more than we think. When one is on hold with their doctor s office, at an upper scale department store, or even at a fancy restaurant, more than likely the type of music being played is classical. The Classical music period originated in the mid-1700 s and lasted until the mid-1800 s. A lot of people don t realize, but classical music is still being composed today, but is much different than what it was hundreds of years ago. Most of the texture in classical music has multiple parts that tend to move in the same rhythm, which is homophonic. One can hear simple classic instruments, such as: strings, woodwinds, percussion, and brass when listening to this genre. Some of the well-known forms of music today, such as: symphonies, sonatas, concertos and orchestras all derived from classical music. Baroque music was the genre that came out before Classical music. This genre of music has more of a tonal center. The texture of the music was a lot different than that of classical music. Baroque music is usually polyphonic, but at times is homophonic. In fact, the Baroque era is what made music shift from polyphony to homophony. OneShow MoreRelated A Report on Lifeline for Children’s Choir Directors Essay3119 Words   |  13 Pages(the vocal pedagogy) class. She uses a lot of the Westminister method but borrows from the others. The others she borrows from are Christiansen, Fred Warning and Wilson/Klein. Much of what she writes, is from her own life’s career experiences as a choral director. The first subject she deals with is the director’s attitude. A director should have a positive attitude. (p. 3, Bartle) In chapter two she discusses the development of a child’s voice in a mechanistic way. She wants the ’flutety’ soundRead MoreMusic At The Blasius Church2319 Words   |  10 Pagesperformed. Bach was particularly attracted to the Italian style in which one or more solo instruments alternate section-by-section with the full orchestra throughout a movement. In Weimar, Bach continued to play and compose for the organ, and to perform concert music with the duke s ensemble. He also began to write the preludes and fugues which were later assembled into his monumental work The Well-Tempered Clavier consisting of two books, compiled in 1722 and 1744, each containing 24 preludes and fuguesRead MoreEssay on The Music of Puerto Rico3161 Words   |  13 Pagesthe history of Puerto Rico, has played a role of great significance as a means of cultural expression. The five centuries of musical activity shows that Puerto Ricans have created, developed and promoted a variety of genres ranging from folk music, concert music and new genres. The Puerto Rican music and native musicians have shaped and enriched the identity of the Puerto Rican people and their roots. Puerto Rican music was the ultimate expression of the â€Å"Areito† (indigenous artistic traditions) combined

Psychology and Care Plan Essay - 1218 Words

UNIT CU1520 Questions 1 – Be able to assess the development needs of children or young people and repare a development plan. 1.1 – Explain factors that need to be taken into account when assessing development. * Progress * Improvement * Behaviours * Look at goals within care plan are they on track? * What activities they are partaking in and how well are they dealing with them. * Whether they are interested, compliant and accepting or not. 1.2 – Assess a child or young person’s development in following areas :- physical, communication, intellectual/ cognitive, social, emotional and behavioural and moral. A) Please see attached sheets of evidence (Daily session record and behaviour tick†¦show more content†¦* Given as much choice and inclusion in decisions to meet individual needs 2 – Be able to respond to inappropriate behaviour 3.7 – Explain the features of an environment or service that promotes the development of children and young people. A) Within the service to be aware through care plans of the trigger points of YP’s that initiate the inappropriate behaviour B) To be aware through the care plan how best to respond to the individual to defuse inappropriate behaviour C) Use positive reinforcement and praise when individual responds well and behaviour improves, hopefully enabling young person to develop and recognise themselves that the inappropriate behaviour is not rewarded or acceptable, hopefully making the occurrence of inappropriate behaviour less often. 3.8 – observation 3 – Understand how working practices can impact on the development of children and young people. 4.9 – Explain how own working practice can affect children and young people’s development. * My different approaches and attitude can affect the YP’s mood, behaviour etc as if I appear abrupt or aggressive in manner it may cause the YP to become aggressive themselves or non-cooperative and act out. * If I do not follow care plan this may have an effect on the YP as I am not meeting their specific needs which may cause agitation as they may not be getting what they need. *Show MoreRelatedPsychologys Influence on Nursing Essay1149 Words   |  5 PagesAs defined by Mason and Whitehead, psychology is a branch of biological science which focuses on the study of conscious life in its origin (66). Mason and Whitehead go on to argue that conscious life refers to the experiences of the individual and origins refer to the particular group or issue being reviewed: e.g., child, adult, abnormal or animal (66-7). A basic examination of the definition of psychology demo nstrates that the practice is one that requires understanding of the human experience andRead MoreEvidence-Based Treatment847 Words   |  4 Pagesdebate rages in psychology, but it is not one of the usual kind, dwelling on a specific aspect of the mind or a new drug, but a controversy dealing with the very foundations of psychology. The main issue is in determining what treatments for patients are valid. Some feel that they must be empirically- supported treatments, treatments backed by hard data and scientifically supported. Others feel that this standard for treatments is much too confining for the complex field of psychology. The AmericanRead MoreWhy The Practitioner Scholar Model Is Aligned With My Personal And Professional Goals1644 Words   |  7 Pagesfirst year in Midwestern University’s Clinical Psychology program has been one of self-exploration and discovery. I have expanded my knowledge of the field of psychology while growing as an individual and clinician . The lessons I have learned at the Cancer Support Community (CSC) are priceless. Furthermore, the academic knowledge I gained has made me grow as a clinician. In this paper, I will define the two main training models in the field of psychology, and explain why the Practitioner-Scholar modelRead MoreEmpirical Methods and Psychology Essay914 Words   |  4 PagesA debate rages in psychology. It is not one of the usual kind, dwelling on a specific aspect of the mind or a new drug, but a controversy dealing with the very foundations of psychology. The issue is determining how psychologists should treat patients and on what psychologists base their choices. Some feel that they must be empirically-supported treatments, treatments backed by hard data and scientifically supported. Others feel that this standard for treatments is much too confining for theRead MoreCareer Counseling Plan For Katie Golanski825 Words   |  4 Pagesis a career counseling plan for Katie Golanski and exam ines her current skills, potential and as well as future goals. Several assessments will be examined and applied to this plan, such as the Kuder scale, and Meyers Brigg. Specific career counseling theories will also be applied to the output. Finally, recommendations for Katie will be made to best utilize her assets. Katie is a twenty-three year single Caucasian female with a bachelor’s degree in Psychology and Sociology-CriminologyRead MoreEssay about Historical Development of Nursing Timeline1050 Words   |  5 Pagesnurses work today. As time went by, different events throughout history such as wars and epidemics had shaped nursing to its present organization. Nowadays, nursing is pushing further towards the future in improving itself as a profession for better care and service to the community. The objective of this paper is to discuss the historical development of nursing timeline, relationship of nursing science on the profession and influences nursing science has on other disciplines. Read MoreCareer Research Paper : Occupational Therapist Assistant1131 Words   |  5 PagesCareer Research Paper: Occupational Therapist Assistant The Psychology Major’s Handbook by Tara L. Kuther gives a list of positions that Psychology majors can obtain with a bachelor’s degree. This list is helpful because only one-fourth of psychology majors go to graduate school immediately following graduation (Kuther, 2015, p. 170). Within this list, the occupation that caught my eye was that of an Occupational Therapist. Though one cannot be an Occupational Therapist with only a bachelor’s degreeRead MoreEmmanuella Chukwura. Professor Rodriguez. Counseling 20.1686 Words   |  7 Pageseventually led me to decide to major in Psychology and in the future open my own practice. Psychology as defined by Dictionary.com, â€Å"is the science of the mind or of mental states and processes.† Psychology is amongst the most popular subjects that students chose to major in. Although some people may not understand just how broad the subject is. There are three main categories under psychology; these are Academic psychology, Professional Psychology, and Popular Psychology. The category in which this researchRead MoreCommunication in Health and Social Care Essay1670 Words   |  7 PagesL.O.1. Explore how communication skills are used in health and social care settings 1.1 Apply relevant theories of communication to health and social care contextsAccording to George Gerbner,he describes the three main branches of communication studies as; 1.†semiotics† The study of signs and symbols and how they combine to convey meaning in different social contexts,This branch is mainly concerned with how verbal,non verbal and aural signs and symbols combine to create messages. 2.Media effectsRead MorePsychology : Nursing And Psychology824 Words   |  4 PagesNursing and psychology Although psychology and nursing fields very differ from each other apparently. But, psychology is interlinked with nurse career. This is because nurse should get involved in the interpersonal interaction with the patient and in result this creates an environment for the care of patient. In this environment, nurse become part of a complex social psychological system which will comprise of patient, medical staff and any relatives of patient. Therefore, it is essential to be well

John Updike Essay Example For Students

John Updike Essay But for a few phrases from his letters and an odd line or two of his verse, the poet walks gagged through his own biography. John Updike, for one of the most famous and creative poets in the world, has had a very normal life. His biography and life story as a person is not all too interesting besides the fact that it expresses his utter genius and complete intelligence in almost everything he has ever done and his determination to succeed in the tasks he sets before himself. For the man who has a quote for just about everything and an IQ above many, there is little to be said about the events in his own time, but it is an existence full of accomplishments. John Hoyer Updike was born on March 18, 1932 in Reading, Pennsylvania. He was son of Linda Grace (Hoyer) and Wesley Russell Updike and raised Presbyterian. In 1932 he began attending school at Shillington. John remained in school there from 1932 until 1950. In 1945, on Halloween day, he moved to an 80-acre farm in the country, near Plowville, Pennsylvania where his mother was born. It was eleven miles from Shillington. He stayed at the same school where his father was teaching junior and senior high school mathematics. In 1950 he graduated president and co-valedictorian of the senior class at Shillington High School. The next summer and the two following summers, he worked as a copy boy for the Reading Eagle, writing a few feature stories for money. In the fall he entered Harvard University on a tuition scholarship. He then began drawing and writing at the same time for a humorous magazine called the Harvard Lampoon. He was eventually elected president of the magazine. Shortly after this he received his major in English Literature. While enrolled in Harvard he met Mary E. Pennington, a fine arts major from Radcliffe, and on June 26, 1953 they decided to get married. In September of that same year, sadly, his close maternal grandfather, John F. Hoyer, died. Johns senior year he wrote a paper on Robert Herrick, the seventeenth-century English poet: Non-Horatian Elements in Robert Herricks Imitations and Echoes of Horace. He graduated in 1954 as summa cum laude from Harvard. In one of his most famous quotes he states, Four years was enough of Harvard. I still had a lot to learn, but had been given the liberating notion that now I could teach myself. Not long before joining The New Yorker as a staff writer, John had his first daughter Elizabeth on April 1 of 1955. Two years later he had a son on January 19 named David. He then left The New Yorker to concentrate more on his own poetry and fiction. After some time spent in Ipswich, Massachusetts, he completes a six hundred page novel called Home and decides not to publish it. In 1958 he completes The Carpentered Hen and Other Tame Creatures and does decide to publish it with Harper and Brothers. This was the only book he ever published to them because on his next book, Poorhouse Fair, they wanted him to change his ending and so he switched to Knopf. On May 14, 1959, his son Michael and the following year on December 15, his daughter Miranda was born. John writes ma ny, many more books over the next few years. In 1964 he is elected a new member of the National Institute of Arts and Letters and then gets the opportunity to travel to Russia, Rumania, Bulgaria, and Czechoslovakia with the invitation of the State Department as part of a U.S.-U.S.S.R. Cultural Exchange Program. While there, one of the interesting things he discovers is that, Americans have been conditioned to respect newness, whatever it costs them. At age 32 he becomes the youngest person ever elected into the National Institute of Arts and Letters on April 1. In 1966 he receives First Prize in the O. Henry Prize Stories competition for the short story, The Bulgarian Poetess, which came from his book The Musical School. In 1966 he writes a novel named Couples that remains on the best sellers list for a year and then the movie rights are sold for $360,000. In 1970 he travels with his daughter Elizabeth to Japan and Korea. On April 16, 1972 in Plowville, Pennsylvania his father dies and immediately there after wards he becomes the Honorary Consultant in American Letters to the Library of Congress. Life goes pretty normal with John following his same routine of writing a book or two about every year, until 10 years later in 1976 he divorces his wife and is granted a Massachusetts no-fault divorce. He then, the next year, marries Martha Ruggles Bernhard on September 30 and lives with her and her three sons in Georgetown, Massachusetts. In 1982 he turns 50 and is put on the cover of Time magazine as Going great at 50, which he was because he didnt stop or slow his progress in the publication of numerous books. He receives the Distinguished Pennsylvania Artist Award and the Lincoln Library Award and in may travels to Harrisburg, PA, to receive the fourth Distinguished Pennsylvania Artist Award from Governor Richard Thornburgh. He then gets the Elmer Holmes Bobst Award for Fiction for his book Trust Me. In 1989 Johns mother dies at the farm in Plowville, Pennsylvani a and he receives a high achievement from President Bush, the National Medal of Arts. .u9c7e649bc03570391d7b87843c0ba91c , .u9c7e649bc03570391d7b87843c0ba91c .postImageUrl , .u9c7e649bc03570391d7b87843c0ba91c .centered-text-area { min-height: 80px; position: relative; } .u9c7e649bc03570391d7b87843c0ba91c , .u9c7e649bc03570391d7b87843c0ba91c:hover , .u9c7e649bc03570391d7b87843c0ba91c:visited , .u9c7e649bc03570391d7b87843c0ba91c:active { border:0!important; } .u9c7e649bc03570391d7b87843c0ba91c .clearfix:after { content: ""; display: table; clear: both; } .u9c7e649bc03570391d7b87843c0ba91c { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u9c7e649bc03570391d7b87843c0ba91c:active , .u9c7e649bc03570391d7b87843c0ba91c:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9c7e649bc03570391d7b87843c0ba91c .centered-text-area { width: 100%; position: relative ; } .u9c7e649bc03570391d7b87843c0ba91c .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9c7e649bc03570391d7b87843c0ba91c .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9c7e649bc03570391d7b87843c0ba91c .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u9c7e649bc03570391d7b87843c0ba91c:hover .ctaButton { background-color: #34495E!important; } .u9c7e649bc03570391d7b87843c0ba91c .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9c7e649bc03570391d7b87843c0ba91c .u9c7e649bc03570391d7b87843c0ba91c-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9c7e649bc03570391d7b87843c0ba91c:after { content: ""; display: block; clear: both; } READ: Atomic Bomb Essay For Rabbit At Rest he receives a second Pulitzer Prize, being only the third American to be honored with this prize on two occasions. In 19998 he received the Harvard Arts First Medal for the sixth annual celebration of the arts at Harvard. During September and October he traveled with his wife Martha to mainland China. In 2000 he published eight books and received the fourth annual Enoch Pratt Society Award for Lifetime Literary Achievement on November 16 at the Central Library in Mount Vernon, Maryland. John is very old, but still alive today and was recently given the F. Scott Fitzgerald Literary Award on October 26 of this year at Montgomery College. He has written, literally, an uncountable amount of books and has changed American society in many ways, but overall he has made many individual Americans rethink the way that things work. Writers may be disreputable, incorrigible, early to decay or late to bloom but they dare to go it alone. Words/ Pages : 1,073 / 24

Drivers of employee engagement

The concept of Engagement Engagement maybe understood as the extent to which one is positively attached to one’s undertaking. It has a positive effect on one’s productivity or the rate at which one is willing to take on new tasks. It is often denoted by the level of intellectual and emotional involvement of that person in the undertaking (Schmidt et al., 2002).Advertising We will write a custom research paper sample on Drivers of employee engagement specifically for you for only $16.05 $11/page Learn More For instance, a student who is highly engaged in his education will not feel bored by class attendance and other routine activities that he or she must perform as part of his or her course. People who are engaged tend to be absorbed in their ventures and are also very alert (Snyder Lopez, 2002). They are also less likely to abandon their activities than those who are not engaged. Engagement in Business In business, engagement is the proce ss by which stakeholders, such as employees and customers, are committed to, satisfied with, and involved with an organisation. This may be witnessed through a high level of customer engagement or employee engagement. Engagement in business ensures that companies can retain customers or employees, and this leads to desirable business results. Some of them include better customer service, better productivity, better departmental performance, great financial performance, and even better organisational-level performance (Weiss Brief, 2002). Engagement in business is not a holistic construct; it may be understood as a collection of a series of qualities that are cognitive, behavioural or emotional. Most indications of employee engagement are behavioural in nature. Therefore, measures of the same concept should be behavioural. The Research Objectives The overall research objective is to determine the drivers of employee engagement in an organisation. This objective is split into smaller objectives that are as follows: To investigate whether quality of work is a driver for employee engagement To investigate whether tangible rewards affect employee engagement To examine the relationship between growth opportunities in the future and employee engagement To investigate whether an enabling environment is a driver for employee engagement To investigate whether inspiration values are a driver for employee engagement To investigate whether work life balance is a driver for employee engagement The Research Focus This research will specifically focus on identifying the drivers of employee engagement. In other words, it will not focus on other types of business engagements such as customer engagement. This is necessary because employee engagement has a profound effect on other stakeholders such as customer themselves (Macey et al., 2009).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Additionally, the research will not get into the effects of employee engagement, even though these play an important role in determining the outcomes of the organisation. Furthermore, the research will not attempt to find a definition of employee engagement as this has already been done. This research will not attempt to analyse the extent of employee engagement in the country, region or business environment. Doing so would require massive resources, and would also expose the research to many errors in sampling and methodology. It is better to work with a select number of employees from the same institution in order to minimise biases that arise out of organisational environments. As stated earlier, employee engagement has many facets; all these elements will be analysed in the research under various headlines. The research will focus on the extrinsic as well as the intrinsic factors that cause employees to be engaged in their firms. Extrinsic factors relate to reward s, enumeration and other material benefits. Intrinsic factors are all those factors that dwell on internal issues such as work growth, being part of an organisational process. Literature Review Definition of Engagement Employee Engagement is a positive behavioural, emotional and cognitive state that workers direct towards organisational outcomes. Prior to the 1990s, most employees looked for a stable work environment (Becker et al., 2004). They were satisfied with reasonable pay and job security. However, after this period, most companies began reengineering themselves. Furthermore, employee mindsets began to change. Lifelong commitment to one employer was no longer the norm. Instead, workers started looking for personal fulfilment in their workplaces. Now, most employees feel that it is their right to work in a rewarding business environment. If they cannot find this in one institution, many of them are willing to look for it somewhere else (MatzCosta Pitt Catsouphes, 2008).). One of the reasons why employees leave their workplaces is the absence of engagement in their present environments. Companies, therefore, have an important incentive to keep engagement up as this causes them to maintain some of their most talented individuals.Advertising We will write a custom research paper sample on Drivers of employee engagement specifically for you for only $16.05 $11/page Learn More On top of that, companies stand to benefit from greater value, which stems from greater productivity. This leads to customer satisfaction and eventually customer loyalty. The ultimate result of customer loyalty is greater opportunities for growth and profitability. Engagement should be understood as something that goes beyond motivation but is also an advancement of the motivation concept (Borman, 2004). It causes staff members to commit to the values within an organisation and to help others in their daily endeavours. Employees now look for opportunities to air out their views to their administrators. Additionally, a number of them want to know about the goings on in their institution. This is the reason why engagement is vital to the company. Additionally, employees need to believe that their supervisors are just as committed to the firm as they are (Hui et al., 2000). This means that there ought to be a two-way connection between the employer and his staff. No one factor is responsible for the ultimate feeling of engagement within one’s institution, but it is the combination of these factors that matters. Measuring Engagement In order to measure engagement, firms must utilise a series of platforms in order to get to all the relevant issues. Normally, one can use employee opinions from surveys in order to measure engagement. Additionally, a company can combine the surveys with personal interviews with managers as well as employees. They may also use focus groups in their institutions in order to assess this phenomenon. Alter natively formal meetings between stakeholders can allow firms to measure engagement. Performance measures may also do the trick; however, they must relate to the progress that the entity is making towards engagement. Engagement Challenges: impact of engagement on performance Engagement presents a series of problems to the institutions that use them. First, financial challenges tend to knock – off employee engagement from the priority list. Tough economic times often shift company attention towards retrenchments, restructurings, mergers and acquisitions or cost cutting. It is quite difficult to stay committed to engagement when one is simply trying to stay profitable. However, company owners need to realise that the very survival of their institution is at stake if they neglect employee engagement. It is during times of crises that companies need to have their staff in their corner. Employers must resist the temptation to ignore this phenomenon during hard economic and financi al times.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Some corporate structures or values may hamper employee engagement tremendously. Some companies, especially government-affiliated ones, tend to place too much emphasis on bureaucracy. This implies that so many of them think of their superiors as bosses or masters. They also feel that they are nothing more than servants. Such cultures often cause employee values to conflict with those ones that are required in a well engaged atmosphere (Harter et al., 2004). Additionally, interdepartmental or inter-team conflicts can minimise employee engagement greatly. When teams are too independent within an organisation, then chances are that they will all be heading in different directions. Their least concern will be the overall benefit of the organisation and they will eventually hamper the level of connectedness between the stakeholders in the enterprise. For instance, if the operations department receives supplies from the logistics department on time, then they are likely to think of it as a work obligation rather than a service (Bakker et al., 2006b). Governance structures can also be an impediment to existence of employee engagement. If a company lacks mechanisms for establishing accountability and proper governance, then this can make it quite difficult to foster a spirit of engagement in the firm (Ruddy et al., 2006). Members will always feel like they are on their own and that there is no point in doing things in an ethical manner. Employee engagement is also challenging because one must maintain company morale at all times. Employees feel especially vulnerable when change takes place in their institution. This may come in the form of an outsourcing service or a merger. At such times, employees may have doubts about their place in the institution and this could compromise on their commitment towards the organisation (Towwers-Perrin, 2003). How to maintain and improve engagement To maintain and improve engagement, one must illustrate to one’s employees that one cares about them. This means furnishing them with all the resources they require to get a job done (Eisenberger Rhoades, 2002). A number of workers develop a sense of dissatisfaction, frustration and disengagement when they lack the necessary support needed to carry out tasks (Conway Coyle Shapiro, 2005). Additionally, company owners must ensure that they show employees the big picture when carrying out their individual tasks. This will build a sense of commitment to the institution even through tough times. Managers and business owners must cultivate an atmosphere of fairness within their enterprises. All workers need to feel that they have an equal voice and that they are valued in their companies (Maslach et al., 2001). Companies need to synchronise employee strengths with their work roles. Doing challenging work can lead to a great sense of engagement because it ascertains that all the employees are maximising on their talents. It is also makes them feel like they are mak ing an important contribution to the enterprise. In lien with this approach, a company should also provide employees training opportunities. This will allow them to take advantage of advancements in their enterprises. They will also feel that they have a say in the way decisions are made in their institutions. Doing this also increases the likelihood of accepting decisions in the future if they were involved in them. If they can do projects that contribute to their growth, then this will definitely boost their level of engagement (Bakker et al., 2006a) Business owners need to cultivate a sense of trust in their enterprises by treating their employees personally. They can communicate policies and procedural changes individually so as to achieve this effect. Employers, supervisors or managers need to appear as engaged to the company as they expect employees to be (Rama Devi, 2009). Additionally, business owners need to start engagement initiatives among superiors as they have the capa city to spread their enthusiasm to other individuals within the company. Superiors should never be left out in such programs (Greenberg Colquitt, 2005). Summary of key findings Previous research on employee engagement reveals that there is a positive correlation between productivity and engagement. Therefore, it is in the best interest of an organisation to ensure that engagement is a top priority (Durkin, 2007). Additionally, one must realise that employees are intrinsically and extrinsically motivated. One must measure these two types of facets during the process of assessment (Shaffer, 2004). Research shows that financial difficulties, poor governance structures, bureaucratic relationships and low morale all act as challenges to proper employee engagement (Schmidt et al., 2001). Business owners must, therefore, lead by example, offer ample resources for work, give their employees a voice, and offer them advancement opportunities if they wish to improve employee engagement (Murli s Schubert, 2001). Methodology This research will employ a quantitative approach because the research question is something that can be measured (Schindler et al., 2006). The association between employee engagement and its drivers is something can be quantified. Aside from that, several quantitative studies exist, and this justifies the use of such a method. Additionally, this is more of a confirmatory analysis rather than an exploratory one. Quantitative methodologies are always appropriate when confirming hypothesis rather than creating them (Caulkin, 2001). Time constraints also necessitate the use of quantitative research as it does not require too much attention to detail like qualitative research. The research approach The independent variables in this research include quality of work, tangible rewards, growth opportunities, an enabling environment, inspiration values, work-life balance. The dependent variable in all the cases is employee engagement. If a positive correlation is found between the dependent and independent variable, then one can assert that the independent variable is a driver and if the opposite is true then it will be ruled out as a driver for employee engagement. It should be noted that tangible rewards include things such as benefits, pay and recognition awards. Growth opportunities include career advancement as well as learning and development (Csikentmihalyi, 1990). An enabling environment is one in which the proper tools, processes and information are available. Inspiration values denote leadership, recognition and organisational values. Work life balance refers to the income security, social environment and the ability of a company to recognise an employee’s life cycle needs. Quality of work refers to the workload, sense of achievement and work relationships in the enterprise. These traits were suggested by the Murlis Schubert (2001). It will be imperative to identify them first before asking employees to give their views . This will create more structure in the research. The research strategy and the time horizon The first step in the research was to identify the variables involved. These have been mentioned in earlier portions of the paper. Thereafter, the type of data needed was determined, and this included the six independent and one dependent objective. The best data collection was chosen and this was the use of questionnaires. Later on, samples were selected from an existing institution through stratified sampling. Thereafter data was collected and analysed. The time horizon for the research was six months because ample time was needed to collect the samples and to follow the protocol needed to respond to the queries (Leedy, 1997). The participants The participants were members of an anonymous organisation that has one hundred and twelve workers. Since the company had various departments, it was essential to select members from each department in order to minimise biases that may arise out of one’s work area. This is the reason why the research used stratified sampling. All the subjects were selected in a way that would ensure equal representation and equal numbers from the department. 5 members from each of the six departments resulted in a total number of 30 participants. The research instruments Questionnaires were the main research instruments in this survey. The research questions were framed in such a manner that would allow the candidates to select one of the five points in a Likert scale. They has to select one of these choices: ‘Agree’, ‘Disagree’, ‘Strongly disagree’, ‘Strongly agree’ and ’Do not agree or Disagree’ (Anderson et al., 1998). Ethical Considerations Participants should not feel obligated to participate in the research. They should receive informed consent and this should only take place when they are sure about their role in the research. Since the research involves collecting sensitive information, then the respondents’ anonymity needs to be maintained; it would be unethical to jeopardise their jobs for the research (Kraut, 2006). Individual responses will not be singled out in this research. As a researcher, one needs to avoid bias by manipulating results. Additionally, one should select the right methodology in order to avoid biases in the sample. It would also be wrong to use the information found in the research in order to manipulate findings in the future. Conducting the primary research The research was carried out among thirty participants in an anonymous organisation. To protect the jobs of the subjects, this report will not mention their institution or their names. After ensuring that the percentage of workers representing the various departments was alright, one week was selected for carrying out the interviews. Each day involved an analysis of six candidates. Prior to the actual data collection, the key concepts were first described. Participants were told about employee engagement and also about the six variables. Thereafter, they were expected to select the drivers that mattered to them. After obtaining the information, a tabulation was done and then a histogram created to indicate whether the employees thought that the six variables were drivers of employee engagement (Hussey Collis, 2003). Analysis of the data Data analysis was done through the use of histograms. Shown below is a summary of the key findings. Strongly agree Agree Do not agree or Disagree Disagree Strongly disagree quality of work 29% 13% 35% 11% 12% tangible rewards 32% 18% 23% 20% 7% growth opportunities 30% 25% 19% 21% 5% enabling environment 38% 26% 13% 22% 1% inspiration values 16% 37% 9% 23% 15% work-life balance 31% 26% 10% 19% 14% The limitations of the research The research only relied on survey questionnaires as a source of information. No qualitative analysis of employee’s opinion was done in order to dete rmine their perceptions of drivers of employee engagement (Viswesvaran Cooper Hakim, 2005). Furthermore, because the research was based on preset answers in the questionnaire, employees were limited to the choices that the researcher had made during questionnaire design. There could have been other factors that were overlooked in the research process, yet employees were not allowed to give their suggestions. The independent variables in the research were multifaceted. In other words, one variable represented a myriad of other factors that employees might consider as potential drivers. Although all participants knew what the variables represented, a number of them may have been prompted to select one answer over another because of a minor characteristic. For instance, an employee may state that work balance does not affect his or her employee engagement simply because of the fact that he does not value work relationships. Additionally, some employees may not necessarily understand t he concept of employee engagement. All the responses are dependent on their interpretation of the term. However, to minimise this problem, the researcher made a point of explaining to all participants what employee engagement was. Thereafter, they had to pick on the factors that they thought led to that situation. Summary of key findings In the research it was found that the key drivers of change are quality of work, tangible rewards, growth opportunities, enabling environment, inspiration values and work life balance. The histogram was skewed towards agree and strongly agree. It is likely that some employees were uncertain about quality of work because they did not understand the parameter fully. References Anderson, H., Hair, J., Black, W. Tatham, R. (1998). Multivariate data analysis. NJ: Prentice Hall Bakker, A., Schaufeli, W. Gonzalez, V. (2006). Burnout and work engagement: independent factors or opposite poles? Journal of vocational behaviour, 68, 166-173 Bakker, A., Schauf eli, W. Salanova, M. (2006). The measurement of work engagement with a short questionnaire: a cross-national study. Educational and psychological measurement, 66, 701-716 Becker, T., Meyer, J. Vandenberge, C. (2004). Employee commitment and motivation: an integrative and conceptual analysis model. Applied Psychology Journal, 89, 991-1007 Borman, W. (2004). The concept of organisational citizenship. Current directions in psychological science, 13, 238-241 Caulkin, S. (2001). The change agenda. London: CIPD Conway, N. Coyle Shapiro, J. (2005). Exchange relationships: Examining psychological contracts and perceived organisational support. Applied Psychology Journal, 90, 774-781 Csikentmihalyi, M. (1990). Flow: the psychology of optimal experience. NY: Harper and Row Durkin, D. (2007). How loyalty and employee engagement add up to corporate profits. Chief Learning officer, 6(11), 30-34 Eisenberger, R. Rhoades, L. (2002). Perceived organisational support. Applied Psychology, 87, 698- 714 Greenberg, J. Colquitt, J. (2005). Handbook of organisational justice. NJ: Erlbaum Harter, L., Gilson, R., May, D. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Occupational and Organisational Psychology, 77, 11-37 Hui, I., Sun, H., Frick, J. Tam, A. (2000). Employee involvement and quality management. The TQM magazine, 12(5), 350-354 Hussey, R. Collis, J. (2003). Business research. Basingstoke: Palgrave Kraut, A. (2006). Getting action from organisational surveys. San Francisco: Jossey Bass Leedy, P. (1997). Practical research planning and design. NJ: Prentice hall Macey, W., Schneider, B. Barbera, K. (2009). Driving customer satisfaction and financial success through employee engagement. People and strategy, 32(2), 23-27 Maslach, C., Leiter, M. Schaufeli, W. (2001). Job burnout. Annual Psychology Review, 52, 397-422 MatzCosta, C. Pitt Catsouphes, M. (2008). The multigenerational workforce; workforce engagement and flexibility. Community, family and work, 111(2), 215-229 Murlis, H. Schubert, P. (2001). Engage employees and boost performance. Working paper, 1-30 Rama Devi, V. (2009). Employee engagement is a two-way street. Human resource management international digest, 17(2), 3-4 Ruddy, T., Gilson, L. Mathieu, J. (2006). Empowerment and team effectiveness: an empirical test of an integrated model. Applied Psychology Journal, 91, 97-108 Shaffer, J. (2004). Measurable payoff. Communication world, 21(4), 22-27 Schindler, P., Cooper, D. Blumberg, B. (2008). Business research methods. NY: McGrawhill Schmidt, F., Hunter, J. Judiesch, M. (2001). Individual differences in output variability as a function of job complexity. Applied psychology, 75, 28-42 Schmidt, F.. Hayes, T. Harter, J. (2002). Business unit level relationship between employee satisfaction. Employee engagement and business outcomes. Applied Psychology Journal, 87, 269-279 Snyder, C. Lopez, S. (2002). Han dbook of positive psychology. Oxford: OUP Towwers-Perrin, W. (2003). Working Today: understanding what drives employee engagement. Stanford: Author publishers. Viswesvaran, C. Cooper Hakim, A. (2005). The construct of work commitment: testing an integrative framework. Psychological bulletin, 131, 241-259 Weiss, H. Brief, A. (2002). Organisational behaviour: affect in the workplace. Annual Psychology Review, 53, 279-307 This research paper on Drivers of employee engagement was written and submitted by user Zion Mcguire to help you with your own studies. 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