Should Marijuana Be Medicine - 1888 Words

Marijuana as Medicine: Does the use of medical marijuana have enough benefits to be considered a therapeutic controlled substance like other prescription drugs? Kristina Webb NSP 4503 UL: Scientific Controversies Prof. Alan Oberley Final Project: Final Draft Due 9 December 2016 Should Marijuana Be Medicine? Does the use of medicinal marijuana have enough benefits to be considered a therapeutic controlled substance like other prescription drugs? Cannabis setiva, has many nicknames, but most people know it as marijuana. Cannabis s. is a plant thought to have originated in Central Asia but in this day and age, it is grown all over the world. The marijuana plant, when extracted in resin-form, produces cannabinoids. Cannabinoids are the active chemicals in marijuana that cause a physical response when a person uses it. These chemicals act on a person’s nervous and immune systems. The most commonly known cannabinoid in Cannabis s. is delta-9-THC. Two other active cannabinoids are different forms of cannabidiol (CBD), known as CBD1 and CBD2. According to information on http://www.cancer.gov, cannabidiol products have long been used for their â€Å"potential to relieve pain and lower inflammation without causing the ‘high’ of delta-9-THC†. (Cannabis and Cannabinoids, 2016) Regardless of someone’s personal stance, for people in the United States, it has not been shown an easy task to prove marijuana has enough medical benefits to be considered a therapeutic controlledShow MoreRelatedEssay about Marijuana As Medicine Should Be Allowed547 Words   |  3 PagesThe legalization of marijuana as a prescription drug should be allowed. Medical research shows that marijuana has therapeutic value in patients with various types of cancers, some neurological disorders, and AIDS patients. The marijuana eases some of the effects of chemotherapy such as nausea and dizziness. It also controls muscle spasms and contractions and aids in the relaxation of patients with neurological disorders. nbsp;nbsp;nbsp;nbsp;nbsp;Many researchers and administrations ofRead MoreMarijuana Should be a Medical Option! Essay examples1297 Words   |  6 PagesMedical Marijuana Why keep those pricey bottles and boxes of drugs in our medicine cabinets which are worthless? New research suggests that marijuana is a medicine. This is a concern which should be addressed for the citizens of United States who have to fight for their medicine to feel better and ease their illness. This is why marijuana should be a medical option! Marijuana is a natural herbal plant which is often called pot, weed, MMJ, cannabis, bubble gum, green goddess and there are severalRead MoreShould Marijuana Be Legal? Essay1234 Words   |  5 PagesRecently doctors have prescribed marijuana, and â€Å"the Clinton administration threatened to prosecute doctors who prescribe marijuana,† (Gonnerman 40). 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Medicinal marijuana has a wide variety of uses, and should be allowed forRead MoreMedical Cannabis Should be Legal Essay1657 Words   |  7 Pagescontroversial issue whether drugs such as marijuana should be legalized or not. Some people advocate this issue and believe that legalization is the only solution left for the nation while other oppose because it will increase the numbers of drug users and drug related crimes.Marijuana is a drug that is legal in the United States.This drug is bad and cause some side effect to your brain and body.Scientists have found smoking marijuana can cause you to loses your memory. Marijuana has many psychological and physicalRead MoreJohn Stuart Mills Work881 Words   |  4 PagesJohn Stuart Mill’s work provides a valuable insight to the issue of medicine that harm people in the classical utilitarian. Many people consider that prescription for medical marijuana as a moral sin or something that should be given to help the patients to improve his/her bad condition. As a majority of people and federal consider prescription for medical marijuana is immoral and it is restricted in many states including Texas. In the section on liberty, John StuartRead MoreWhy Marijuana Should Be Legalized1014 Words   |  5 Pagesreason that marijuana should be legal is that there is no good reason for it not to be legal. Some people ask why should marijuana be legalized? but we should ask Why should marijuana be illegal? From a philosophical point of view, individuals deserve the right to make choices for themselves. The government only has a right to limit those choices if the individuals actions endanger someone else. This does not apply to marijuana, since the individual who chooses to use marijuana does so accordingRead MorePersuasive Essay: Legalizing Marijuana965 Words   |  4 PagesPaper 3: Persuasive â€Å"Advantages of Legalizing Marijuana† Advantages of Legalizing Marijuana Marijuana use is on the rise, especially among teenagers and young adults. With the recent laws passed in eight states about legalizing medical marijuana , many stand divided when it comes to this never ending debate, but I firmly believe that this miracle working drug should be legalized throughout the United States. Marijuana is by far the most commonly used illegal drug.Read MoreMedicinal Marijuana Should Be Decriminalized Essay851 Words   |  4 Pagesdebates over the topic of the decriminalization of marijuana have been a great controversy among politicians. Some politicians believe that marijuana for the use of medicine should be outlawed. As Congressman Bob Barr in his debate with radio talk show host Neil Boortz on May 14, 2002, stated, quot;There is no legitimate medical use whatsoever for marijuana. This [marijuana] is not medicine. This is bogus witchcraft. It has no place in medicine, no place in pain relief, and it has no place aroundRead MoreThe Issue Of Legalization Of Marijuana1605 Words   |  7 Pagesfamous scientists in the United States known as Carl Sagan. Marijuana has been one of the most debated topics in the media today, and numerous years before. Altogether, this debate has raised many questions, yet with very few answers of whether the legalization of marijuana shoul d be passed, and expressed throughout the nation as a whole. The fight for legalizing marijuana has embraced itself to see success. The legalization of marijuana is essential in society today for three reasons: failed prohibition

Erin Brokovich (2000) Movie Review - 667 Words

ERIN BROKOVICH (2000) Movie Review The story started when Erin (Julia Roberts), after an unsuccessful interview, got into a car accident. With that incident, she sought help of a lawyer. That’s when he met Ed (Albert Finney). Erin filed a personal injury case against a doctor, but she failed in the case and that left her even broke than before. Add to it her twice-divorced jobless status. She looked for a job and then she ended up as a clerk of her lawyer. While in a firm, she saw these real properties accompanied with medical records. These caught her attention, and made further investigations. One of the evidence she discovered is the main reason for the Hinkley, California residents’ numerous cases of serious illness, the Hexavalent†¦show more content†¦(Article 1161) Why did PGamp;E loss because accountability? Polluting the underground water supply in Hinkley was a quasi-delict. At first, there was no pre-existing contractual relation between the corporati on and the residents when they detected that the hexavalent chromium is already contaminating their water. (Article 1162) It is negligence at first and of course it causes damage. (Article 1172) What causes fraud here in this case is that the corporation lied to the residents, telling them that the chromium that is in their water supply was not harmful but rather beneficial. And to make the residents believe with their alibis, the company provides connived doctors for their medical expenses. (Article 1170) Erin received $2 million as for doing her job, dedicating her time and effort to this case, given by her partner lawyer Ed. This is an example of retroactive effects of suspensive condition. Ed would give just compensation in monetary value the efforts done by Erin if they won the case. (Article 1187) In order to fully budgetized this case, Ed resorted to accept the help of another firm. Erin at first disapproves to this step because she does not want anybody to interfere or use t his case which she has gave a lot of sweat but she has no choice since it is already been decided without her consent. Anyway it involves resolutory condition’s effect upon its ulfilment. The firm who helped

Analyse and Discuss the Merits and Best Use Free Essays

Analyse and discuss the merits and best use of management skills Throughout the essay I hope to be able to interpret the management skills that are essential in today’s working environment. I will also hope to explain my own positive and negative experiences I have come across throughout my working career. The main areas I will cover in this essay on management skills are Leadership, Teamwork, Partnership, Networking, Delegation and Negotiation. We will write a custom essay sample on Analyse and Discuss the Merits and Best Use or any similar topic only for you Order Now We all want to be the best manager we can be, whether it is for your business, small project or social event or to meet targets in your workplace. Unfortunately most people have experienced bad managers or at least bad management skills in your work or personal life. The benefits of being a very good manager is that you have a productive and happy workforce or team enabling you to achieve great results and for team members feel valued and feel they are making worthwhile contribution to the project and to themselves. Agha Hasan Abedi quotes â€Å"The conventional definition of management is getting the work done through people, but real management is developing people through work† So how do you enable the people to achieve the best for your team? One way is to have excellent leadership skills, so a manager can lead a team to success, whether that would be one section of a project or being able to hit all the targets, to give the company financial benefits. An excellent leader would be a manager that could lead by example, showing their team that they can work hard, put the effort in, are not shunning the menial and difficult work and are willing to â€Å"get their hands dirty† with the team to create success. A leader also has to be the person viewing the team analytically. . e. looking in on the team so that they have the knowledge of their team’s positive and negative points, so they can utilise the person with the right skills for the right task and to train the staff to enable someone or everyone to achieve their goal and the teams overall accomplishment. I once worked for the Welsh Assembly in the data capture department for the farming subsidies; I had one main and three deputy managers and worked with bet ween fifty and sixty temporary agency and assembly staff. The managers never once talked individually to their staff to see what their experience was or what their needs were to be able to give the right procedure or training to the right person. Everyone was grouped together and was told to get on with it. This meant that regularly we would have to go over work already done as there were so many mistakes and the quality of the project was put in jeopardy. The end result was that the farmers were often paid very late for land they did not own for farms that did not exist. The Welsh Assembly did pay one farmer over ? 40,000 for farm land that was situated in the North Sea! Just by talking and listening to their staff, working beside them and finding the right person for the job, a lot of time and money and reputations could have been saved. Teamwork – no goals can be achieved or positive results gained for a project without co-workers, subordinates or friends working effectively together. For any group of people to work together effectively there must be someone who will stand as the manager of the team; so they can lead the team into working as a whole to achieve success; someone who can address any problems and help to find a solution ensuring everyone feels positive in their role in the team. As a manager of a team you need to be able to set the direction, provide guidance and support, co-ordinate the teams’ activities, ensure that each team member plays his or hers part, promote the learning and development of team members, consult the team on issues affecting its work and in conjunction with team members, monitor, and review team performance. If all this can be achieved a manager can lead their team to success time and time again. Striving to gain larger profits, market share or to outmanoeuvre business competitors requires capitalizing on highly effective partnerships either internally within a field or business or externally to start collaboration from an assisting field. Partnerships can also ensure the business or project has the capabilities to support it and can evolve initiatives. The strategy of connectivity to other people and entities is now crucial for innovation and overall success. â€Å"Businesses today must propagate connections that provide resources they don’t possess in house and enable them to move quickly to profit. states Mr Stephen Dent from Partnership Continuum. Smart partnerships win not only because of what they do but, even more importantly, from how they do it. They win from leveraging their connectedness and from valuing the building of relationship skills. Partnerships can produce astonishing results—but only when information flows freely, people trust each other, a nd are loyal to each other and their mutual success. Managers and people can get things done by networking. Networks are organized connections between people with shared interests when they exchange information, enlist support and create alliances getting agreement with others on a course of action and joining forces to make it happen. It is an essential way of getting things done in organizations – it ensures that the informal organization works. They exist to meet a need and can be dispersed if that need no longer exists, only to be reformed when it reappears. Networks may just consist of people with similar aims or interests who communicate with one another or get together as required. To start networking you have to identify people who may be able to help, seize any opportunity that presents itself to get to know people who may be useful, have a clear idea of why you want to network – to share knowledge, to persuade people to accept your proposal or point of view, or to form an alliance. You have also got to know what you can contribute – networking is not simply about enlisting support, it is just as much if not more concerned with developing knowledge and understanding and joining forces with like-minded people so that concerted effort can be deployed to get things done. Ask people if you can help them as well as asking people to help you. Operate informally but be prepared to call formal meetings when necessary to reach agreement and plan action. Make an effort to keep in touch with people. Networks are sometimes set up formally in organizations, for example the ‘communities of interest’ that are created to exchange and share knowledge and experience. Networks can also exist outside the business. Again, they may consist of like-minded individuals exchanging information and meeting informally, or they may be set up formally with regular meetings and newsletters. But however you make a network they are very useful, especially in these changing times. When I was working in the medical recruitment field for Lifeline locums I began networking when I realised that the business needed more market share of the Welsh NHS positions and to increase the amount Private/NHS general practitioners we could locum. I joined a lot f medical recruitment committees and medical business networks to try and get to the right people who could introduce me to persons who could help the company win business inside the confines of the NHS. I was also informed of a number of NHS tenders to provide locums for certain hospitals that I believe won through networking. This raised the company’s profits fourfold and ensured I had a healthy bonus for the years to come. Even 8 years on I am still in touch with many of the people I made connections with then. The art of delegation is a precise one that requires time and forethought, time to build a strategy, team member development and realism. Every manager is as good as their team around them and as a manager it is impossible to try and do everything yourself, whether it is because you are afraid of giving over some of the control or that you cannot trust other team members to do the work as well as you, sooner or later you will have to be able to delegate to someone. Delegation can feel like more work and more hassle than it’s worth, however if you can delegate effectively, it is possible to hugely expand the amount of work that can be completed. When you arrange the workload so that you are working on the tasks that have the highest priority for you, and other people are working on meaningful and challenging assignments, everyone is happier. To delegate effectively, choose the right tasks to delegate, identify the right people to delegate to, and then be available if required. When I was working in America I used a template like this to be able to make a logical step before I made the decision about whom I could delegate to, this also helped study what types of skills I would need. I could then try to find the best match I had within my team or what was needed to develop them to be able to complete it successfully. Although in my case this template, was normally scratched onto one of my paper food sacks from the fruit company I owned in Colorado. Delegation template| Skill/ Ability | Specific Task or Objective| Measures| Agreed(is it? | Realistic(is it? )| Timings(start/finishdates)| Actions | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Negotiating is the process of communicating back and forth, for the purpose of reaching a joint agreement about differing needs or ideas. It is a collection of behaviours that involves communication, sales, marketing, psychology, sociology, assertiveness and conflict resolution. A negotiator may be a buyer or seller, a customer or supplier, a boss or employee, a business partner. It is a process of interaction by which two or more parties who consider that they need to be jointly involved in an outcome but who initially have different objectives, seek by the use of argument and persuasion to resolve their difference in order to achieve a mutually acceptable solution. Another important consideration is that negotiation implies acceptance by both parties that agreement between them is required before a decision can be implemented. In an ideal situation, you will find that the other person wants what you are prepared to trade, and that you are prepared to give what the other person wants. Depending on the scale of the disagreement, some preparation may be appropriate for conducting a successful negotiation. For small disagreements, excessive preparation can be counter-productive because it takes time that is better used elsewhere. It can also be seen as manipulative because, just as it strengthens your position, it can weaken the other person’s. So, in conclusion to ensure that you become an effective manager and have the right skills to be able to steer your team to success you will undoubtedly have to work hard, find out about the people who are working with you and develop a trusting relationship together. But that is not all; you will need to show you can work hard with them and for them, see what they can do with and without you. See what you could do to develop your team around you and every once in a while take a step back every now and then to see the bigger picture about you and your team. Even within these management skills you have to remember to look outside your team or company and see if there are benefits in creating a network from similar fields or departments that could help strengthen your abilities. Also look out for partnerships that could develop mutual benefits. I hope this has explained the benefits of management skills and this has helped you to understand the examples of my previous working life. But I hope above all, that you remember to always stand tall and proud and be happy in your work. If you believe in yourself, others will to. | | | References Armstrong, A (2008) How to manage people. London. Kogan page limited Buckingham, M (2007) Go Put Your Strengths to Work: 6 Powerful Steps to Achieve Outstanding Performance. London (for Agha Hasan Abedi quote) Cole, G. A. (2004) Management – theory and Practice – Sixth Edition. London, South Western CENAGE learning Chapman, A. 2006-2011) Delegation (online) Business Balls http://www. businessballs. com/delegation. htm [accessed 12th December 2012) Dent, S. M. (2006) Partnership Relationship Management- Implementing a Plan for Success (online) Partnership Continuum, www. partneringintelligence. com (accessed 2nd Jan 2012) â€Å"Myopendraft† (2009) Management Skills †“ Networking (online) www. myopendraft. blogspot. com/2009 (accessed 2nd Jan 2012) Shah, K Prof. Shah, P. J Date unknown Negotiating Skills (online) Available from http://www. laynetworks. com/Negotiating-Skills. html [accessed 14th Jan 2012) | | How to cite Analyse and Discuss the Merits and Best Use, Essay examples

Employee Motivation Performance of Individuals

Question: Discuss about the Employee Motivation Performance of Individuals . Answer: Introduction: Employees are always looking for the best-paying jobs in their career. Individuals who are not satisfied with the salary they are paid with their employers always look for alternative job opportunities in competitive organizations that offer a better salary. Employees who are not contented with their salary are less motivated and delivers poor performance in their Job description. Money motivates individuals. This fact plays a prominent role for the organization management team to develop effective employee motivation strategies. Money and other financial services such as the provision of healthcare services and bonuses are the best employee motivation schemes that improves productivity and performance of employees in their workstations. Employee satisfaction increases the productivity and performance on a departmental level. Employees can be motivated by other financial services that include, promotion, provision of access to healthcare services, provision of bonuses and paid vacati on leave. Employee motivation gives individuals a sense of belonging to a company and creates a home away from home feeling for employees which intern generate profits to the company through the increase of productivity and performance in all departments within organizations. Theoretical framework of motivation in organization The three major theories that explain strategic plan of employee motivation in organizations are, McClelland's Achievement Motivation Theory, Maslow Hierarchy of Needs Theory and Mc Gregor's Theory of X Theory Y.( Mind Tools 2015). Mc McClelland's Achievement Motivation Theory McClelland's Achievement Motivation Theory can also be called the three needs theory. This theory focuses on the Acquired, motivation and learned needs as motivational factors of motivating employees. Individuals are motivated by different needs. Some appreciate being motivated in presence of crowds while others prefer being motivated privately. McClelland's Achievement Motivation Theory explain that the most effective employee motivation strategy relies on feedback from the employees regarding challenges they face at work and also possible financial strains that distract them from performing well at work. The Theory of needs was developed by Abraham Maslow. This theory explains that the best monetary and financial motivations are offered depending on employees social, physical, cultural and financial need. Employees social, physical and cultural needs can be classified into safety needs, physiological needs, need for belonging, self-acquisition and self-esteem needs. McClelland's Achievement Motivation Theory is a learned theory and it involves engagement of the management team to communicate with its employees to identify their special needs thus, making effective employee motivation decisions to empower unmotivated individuals in companies and organizations. McClelland's Achievement Motivation Theory explains that regardless of employees age, culture or gender, individuals have one key dominant motivation driver. Key motivational driver depends on the life experience and culture of employees. The major dominants factors that affect employee motivation are achievements at work, affiliation, and influence of power. Some employees will be motivated when they achieve or accomplish challenging goals in the organization. Such employees should be rewarded using monetary and other financial rewards to enable them to maintain consistency in generating excellent performance at their workstations. Other employees get motivated when they are shown a sense of belonging. The management team can show their employees a sense of belonging by giving them good health care plan and by creating a safe working environment for their employees. (Yurtseven, G. 2012). In some instances, employees are motivated when they are given the power to influence and contro l others. The management team can promote the best performing employees to superior levels when there is a need to conduct internal appraisals as a motivational factor to encourage the best-performing employees to continue working hard towards achieving the organization goals and targets. Goal setting theory of motivation Effective goal setting theory was developed in 1979 by Stephen Murry. The theory explains that performance and motivation are effective when the management team develops competitive goals to its employees. (Goddy, I. (2014). Difficult goals push employees to their best abilities and results to positive returns in productivity of a company. Goal setting theory also explains that simple/ easily achievable goals make employees reluctant and in most situation, does not yield great performances as compared to challenging organizational goals. When goals are achieved, employees deserve monetary or other financial motivations to reenergize their efforts. Equity theory explains the perception of employees on how they are treated compared to other employees. Employees tend to discuss their salary, bonuses and other financial compensation when they are off duty with their colleagues. Equity theory explains that effective employee motivation should be done depending on factors such as education qualification, experience, and efforts of employees towards achieving organizational goals. Goddy, I. (2014). In any instance an employee might raise a concern about getting an inequitable reward, the management team is expected to revise their monetary or financial rewards offers to such distinct employees. Individuals who are satisfied with the equitable rewards they receive at work are in a position to give outstanding performance in productivity as oppose to employees who are affected with less profitable inequitable rewards. Maslow Hierarchy of Needs Theory Maslow Hierarchy of Needs Theory was developed by Abraham Maslow. Abraham Maslow theory explained that employees need to be motivated depending on the lowest to the highest position they occupy in an organization.( McLeod, S. 2007). This theory covers; physiological, safety, social, esteem and self-fulfillment/ actualization respectively. Physiological, safety, social and esteem are referred to as the D-needs (deficiency needs). The D- needs keep the employees moving towards achieving short-term organizational goals and they highly affect the weekly and monthly target. Self-fulfillment/ actualization is also known as the growth need. The growth need determines if an employee will work for an organization for a long time or the employee will look for a better job opportunity in an alternative organization that offers better and attractive salary. Employers are advised to use effective employee monetary motivation strategies to maintain and sustain competitive employees in their organi zations. By embracing effective monetary and other financial rewards as key employment motivation strategy, employees are likely to improve their productivity in performance and deliver outstanding services in their workstations. Mc Gregor's Theory of X and Theory Y The theory of X and Y assumption depends on the hypothesis of human responsiveness towards instructions and eventually motivation from the management team. (McLeod, S. 2007). Theory X assumes that humans have inherited dislike of work. In most instances, they will avoid working and lazy around at work. The management team is expected to set tight goals and issue threats when goals are not achieved. However, when targeted goals are achieved in theory X, employees deserves to be rewarded for their efforts by the embrace of monetary and other financial motivational rewards. Theory Y of assumption explains that employees are likely to perform better when they are threatened in any instance they record poor performance to achieving an organizational goal. Employees embrace self-directions when they are given pressure to achieve organizational goals. When targets are achieved using this strategy, monetary and other financial rewards are used to appreciate the efforts of the employees towards achieving organizational goals. Behavioral Organizational Theories Behavioral organizational theory affecting monetary and other financial motivational rewards depend on scientific leadership, human relation approach, Decision-Making Approach and system approach. Scientific leadership strategy concentrates on the influence of an organizational management team to create competitive JD (Job Description) to enable employees to deliver outstanding performance at work. In this strategy, the management team recruits the most competitive employees to work on a given job description. Ones a competent Job description is created for employees, the management team studies the basic needs of specific employees and create best salary compensation to motivate the recruited employees. Human relation approach is a strategy developed to increase employee work performance by rewarding them depending on their financial needs. This strategy of motivating employees is used after the first rewards is given to a well-performing individual. During the first appraisal, the management team discusses financial objectives of a specific employee being motivated. Ones the management team has an idea of what the employees are expecting in return for their loyalty to the company, the management team sets goals for employees in their respective departments. When goals and objectives are achieved by a particular individual, the management team offers monetary and other financial motivation rewards to the employees as discussed in the meeting after their first appraisal. This strategy shows employees a sense of belonging to the organization and improves productivity and performance of the motivated employees. Decision-making approach is a self-accessed strategy developed by the management team to enable employees to embrace their IQ level in solving issues that arise in their departments of work. (Mind Tools (2015). Employees have the obligation to make effective decisions to increase productivity in their workstation. Effective decision-making practices can be enhanced through training of employees. The management team is expected to pay for training of their employees to empower them on becoming effective leaders in the company. This factor not only motivates employees but also improves specialization in generating high-quality performance of employees in their workstation. System approach strategy of employee motivation measures the input of the employee during their shifts and the output of the employees regarding services offered during their working hours. Employees daily, weekly, monthly and annual performance are recorded in their respective time process form and then updated in the ERP. In any instances when employees record high output compared to the input of their time, the management team is expected to offer such great performing individuals monetary or other financial rewards as a sign of appreciation of their hard work towards achieving organizational goals. Employee motivation enables the hardworking employees to embrace consistency in performance at the workstations. Potential organizational problem situations and proactive managerial interventions There are five main organizational problems that affect employee motivation. They are Low Self-Confidence, Low Expectations for Success, and lack of Interest in Subject Matter, Achievement Anxiety and Fear of Failure. (Nordmeyer, B. 2017). Low Self-Confidence Confidence is the key towards delivering outstanding performance to achieve organizational goals. Lack of confidence results to the poor performance of employees at their workstation. Great confidence enables individuals to be motivated and complete tasks assigned to their job description. Lack of confidence makes employees waste time and spend more time to complete a simple task. Confidence at work can be built by training employees on how to deliver quality performance at their workstation. It is the responsibility of the management team to organize staff training seminars to enlighten employees on how they can improve their ethical understanding and performance while working on their job description. Low Expectations for Success Low expectation of success affects the morale of the employee and has a negative impact towards achievements of targets and goals. Employees develop a low expectation of work through cultural inheritance when they are discouraged by unmotivated or jealous employees who do not see growth opportunities in their work. It is the responsibility of the management team to ensure that all employees are motivated to reduce instances when unmotivated employees might influence motivated employees with negative energy that might affect productivity and realization of organization goals. Lack of Interest in Subject Matter Lack of interest to responsibilities assigned to an employees job description can lead to waste of time and resources of the organization. In most instances, the employers employ employees and assign them a job description without discussing the duties that they are expected to perform in their respective departments. In such instances, the employees develop low self-confidence in their work and do not perform to the best of their ability. It is the responsibility of the management team to analyze why employees might not be performing well in their respective workstation and motivate them by offering paid training to enable them to handle duties listed in their JD that they are not well conversant to handle. When such employees improve their performance, a salary appraisal is recommendable to encourage them to maintain delivering good performance at work. Achievement Anxiety Employees anxiety affects the performance of productivity. In most organization, employee anxiety is created by the management team when they give heavy punishment to their employees who fail to achieve targets and goals of the company. Employee anxiety can also be developed when employees receive negative feedback which might demotivate them and distract them from improving on their weaknesses at work. It is the responsibility of the management team to identify strengths and weaknesses of employees and motivate them when they perform well in their workstation. In any instance they record poor performance at work, the management team is expected to study a root course analysis of the problem and create a strategy to strengthen the weaknesses of individuals to improve their productivity in performance at work. Fear of Failure Most employees develop a fear of failure attitude towards achieving organizational goals after receiving their first motivational reward. It is the role of the management team to develop achievable strategic goals that enable employees to be motivated and focus on accomplishing organizational targets. Individuals might develop a fear of being demoted after getting an appraisal when they fail to meet organizational goals developed by the management team. The management team is expected to develop better punishment for employees in such distinct scenarios to prevent social embracement. Social embarrassment can make an employee quit work. Comparison and critique regarding developments in organizational behavior Employee motivation using money and other financial services is one of the most effective strategies to increase the moral of employees to offer outstanding services at their departments. However, in order to establish the most effective employee motivational practices, the management team needs to analyze the financial background of a particular employee, identify their unique desires and use that information to develop the most effective strategy to motivate individuals. Failure to study employees financial background might lead to ineffective employee motivation which might intern have a low impact on the performance of the employed staff team. Nevertheless, because human beings are different from one another in terms of needs, culture, religion etc. so does what motivate them also varies. Some employees are motivated by financial and other incentives and some on financial incentives. (Goddy, I. 2014). Conclusion From the essay above, we have learned that employment motivation is the key factor that supports organizational growth. Financial and monetary motivation is an ideal employment motivation factor that triggers individuals commitment to work on duties assigned to their job description. An influential management team builds strong employer to employee relationship that enables the employer to understand the financial needs of employees. Solving employees financial needs makes them feel appreciated and increases the commitment of employees towards achieving organizational goal. Reference Dobre, I., (2013). Employee Motivation and Organizational Performance. 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