Cheque Truncation System

Lawyersclubindia expression Cheque truncation in the Indian Scenario Page 1 of 3 Cheque truncation in the Indian Scenario During the last two decades or so the attitude and lifestyle of the consumers of deponeing help have been influenced by the advancement in engine room. In tune with technical changes the bevelsa delivery ashes has to undergo tremendous transformation. The financial reforms process has enabled to a greater extent competitors to enter the financial go market with a higher grade of efficiency and customer friendly behaviour.The public firmament banks although reacted promptly to the in the buff challenges, have not kept pace with the new entrants in the field of operations because of their inherent limitations. Under the impact of technology, the banks have been trying to innovate newer products and operate to become more competitive in the ever withdrawing customer determined market. The technology has made it possible for the banks to come to terms with the demands of customers. The system of verification truncation is prevalent in several foreign countries.Denmark and Belgium are the pioneers in the truncation system. They adopted complete check mark truncation system more than two decades ago. Sweden is the typical example for having achieved complete truncation where all the checks gouge be presented and encashed at any branch irrespective of the bank on which they are drawn. The process of assay truncation is not only affectionate notwithstanding also meets the requirements of future electronic transactions.In India the collection and defrayment of sound outs is governed by the provisions of the assignable Instruments Act, 1881 which requires that the instruments must be in constitution and have to be physically presented for recompense in due naturally (before the amendment in the negotiable Instruments Act). In view of this requirement the time taken for the processing of hitchs, etc. was long particularl y for the outstation cheques. In a country like India, the time taken for collection of outstation cheques is sooner tiring for the customers.With the advent of technology, the Government of India and Reserve Bank of India took initiative to purify the customer service. The working group constituted in 1982 to consider the feasibleness of introduction of MICR/OCR technology for cheque processing recommended that India should join SWIFT (Society for ecumenic Interbank Financial Telecommunication) Network for the transmission and reception of international financial messages as well as instil electronic forms of monetary transaction in the Indian economic transactions. The term a? hequea has been defined in atom 6 of the Negotiable Instruments Act as a? bill of transposition drawn on a specified banker and not expressed to be payable otherwise than on demanda . As per definition it is essential that cheque should be presented for payment. But in truncation, the physical cheque is not presented but only its image shall be transmitted to the paying branch. ** In vernacular parlance the word a? sawn-offa means deformed, disfigured, mutilated, etc. As per the Negotiable Instruments Act, the interchange cheque means a cheque which is truncated during the figure of a clearing cycle.The process of truncation requires the banker to convert the cheque info into electronic form for the purpose of safe keeping or to chase away the cheques at the request of the banker or to provide information on cheques as and when requested. The cheque in the electronic form means a cheque which contains the exact mirror image of a paper cheque and is generated, create verbally and signed in a secure system ensuring minimum gumshoe standards with the use of digital signatures (with or without biometric signature) and http//www. lawyersclubindia. com/articles/print_this_page. asp? rticle_id=250 7/24/2011 Lawyersclubindia Article Cheque truncation in the Indian Scenario Page 2 of 3 asymmetric crypto system. Features of truncated cheque system With the advent of technology and cyber era, surety of the system has acquired prime importance. No doubt, the financial institutions have started providing fast services than ever before. But the technology has brought in its trail security puzzle also. Under the cheque truncation system, therefore, the image of the cheque is captured at the signalize of deposit where it is sealed and encrypted before its transmission.This renders it tamper proof. This is done strictly as per international standards. The transmission between the presenting, paying and payee bank is authenticated by a certificate authority as part of the public separate infrastructure. The process of image certification at the banks is certified by an separatist auditor to tick off that it conforms to the requirements of the laws of evidence of that country. Under the cheque truncation system all cheques are transmitted electronically.The origi nal cheques are retained by the collecting banker. Indian scenario Truncation of cheques can be done by the clearing house or the bank which collects the truncated version of the cheque. As per divide 81 of the Negotiable Instruments Act, the banker who receives the payment, is also supposed to retain the counterpart of the cheque even after payment has been done. Section 89 of the Negotiable Instruments Act says that any distinction between the original cheque and the truncated image should be construed as material alteration.In such cases it is compulsory on the part of the clearing house or the bank to ensure the correctness of the truncated image term transmitting the image. An explanation has been added to Section 131 of the Negotiable Instruments Act vide the Negotiable Instruments (Amendment and Miscellaneous Provisions) Act, 2002. It says that it shall be the duty of the banker who receives payment based on an electronic image of a truncated cheque to ensure that there i s no fraud, forgery or tampering plain on the face of the instrument.It would be seen that after the amendment the responsibility of the collecting bank has increased manifold. Earlier it was the position that if he collects any instrument in good faith and without negligence he was not liable for any fraud, etc. But after the amendment it is obligatory upon the collecting bank to bank the genuineness of the cheque with greater point in time i. e. due diligence. Hence the cheque truncation system has burdened the collecting banker with a greater degree of responsibility.As per sub section (2) of Section 64 of the Negotiable Instruments Act, where an electronic image of a truncated cheque is presented for payment, the drawee bank is entitled to demand any further information regarding the truncated cheque from the bank retentiveness the truncated cheque in case of any reasonable suspicion. two new sub-sections have been added to Section 89. As per these sub sections any contrar iety in apparent tenor of electronic image and the truncated cheque shall be a material alteration and it shall be the duty of the bank or the clearing ouse, as the case may be, to ensure the exactitude of the apparent tenor of electronic image of the truncated cheque while truncating and transmitting the image. In spite of the advantages, the truncation system has its own drawbacks. The truncated cheques are vulnerable to fraudsters who can hack into this system and change the content of the cheques. So the security of the system must be ensured. RBI has taken upon itself setting up of a safe, secure and http//www. lawyersclubindia. com/articles/print_this_page. asp? article_id=250 7/24/2011 Lawyersclubindia Article Cheque truncation in the Indian ScenarioPage 3 of 3 efficient communication network for the exclusive use of the banking sector known as INFINET (Indian Financial Network). This network is already being utilise by a large number of banks for transfer of funds. INFINE T uses the latest technology and security called PKI (Public Key Infrastructure) which is within the legal requirements of the Information Technology Act, 2000. kickoff http//www. ebc-india. com/practicallawyer/index. php? option=com_content&task=view&id=8047&Itemid=54 http//www. lawyersclubindia. com/articles/print_this_page. asp? article_id=250 7/24/2011

Legalize Prostitution Essay

Legalize Prostitution BY rwl 9680101 Stand-Alone Project, start out A subscribe a contemporary legal issue discussed during this course. Select a topic that interests you. Perform the research. Prostitution Ethics to Legitimize the patronage Many people find the ethical considerations of the death penalty to be highly controversial. However, another highly controversial topic is the legalization of prostitution. Considering my knowledge on this subject and talking to average women who arent harms, IVe come to the closedown that prostitution should be legalized.The courts and the police have more to contend with than two adult eople having consensual sex. Prostitution has a long and interesting history. Its mentioned in numerous texts and often referred to as the oldest profession. Indeed, it has always been a uncouth way for women to make money, even in biblical times. It wasnt until Christianity and the news condemned prostitution within versus such as Proverbs 2327-28, Fo r a prostitute is a deep pit and a way contendd wife is a narrow well. Like a bandit she lies in wait, and multiplies the unfaithful among men. Basically, prostitutes were shunned for their putre particularion of married men as a moral conflict. Historically, it was common to foxiness women for property, pleasure and used as alliances between countries and kingdoms. A person ass be against prostitution all he or she wants to, but the fact remains that prostitution perished in the past and will continue to happen in the future. Its a common act of the sexes where biological needfully can out way monetary cost and societal average ethical barriers.The business minded culture would call this supply and contain and the blue collar consummationer would call it an impartial days work for an honest days pay. Either way, its not that legitimate kingdoms or governments have not recognized prostitution hroughout history, but it appears that they merely renamed and warrant it into som ething legitimate. History also reminds us that in many ancient cultures, womanish prostitution was an accepted profession for many women, especially those who could not hit a living any other way husbands killed in war or died from laboring.It wasnt until the church especially the Christian church obdurate that sex was bad and that prostitution became a sordid form of employment. eve then, on and off, prostitution and brothels enjoyed varying levels of acceptance in the public eye. round cities and towns had entire red light districts where brothels were, if not welcomed, at least tolerated, so long as the owners and management made their donations to the local law enforcement. Thus, charm strictly illegal, the proliferation of prostitution enabled police corruption to flourish as well.The grow of prostitution may be more evolutionary than previously eyeshot stemming from hereditary instincts of our long forgotten ancestry. A study was conducted in University in Singapor e which was accepted for publication in the Journal Animal carriage (Dec, 2007). In his study of the macaque monkeys he discovered that the mount of grooming a male performs on a female prior to a inner interaction is related to the supply/demand ratio of females per male and males to females at the time of the grooming.Heres where that supply and demand or an honest days work for an honest days pay philosophy comes into play. Basically, male monkeys especially lower status ones have to groom more and long-dated to get some female action when there are less females around. Gumert, analyzed a wild population of long-tailed macaques at TanJung Puting National viridity in Indonesia, from 2003 to Dr. Gumert analyzed the long-tailed macaques from 2003 to 2005 located at 005. the TanJung Putting National putting surface in Indonesia.

Courtroom Participants Professional Standards Essay

For the purpose of this paper I will be discussing the questions posed in the course syllabus by my professor* Prosecutorial Mis consider * Prosecutorial misconduct is surpass described as illegal acts practiced by a prosecuting officer to persuade a jury to wrongly convict an individual incriminate of a crime or securing a severe sentence that may not be justified towards the actual crime. Often measures in that location atomic number 18 occurrences of individuals that are wrongfully convicted, many of these individuals are incarcerated for extended periods of metre before their boldnesss are til now heard or brought before a jury.* Ineffective assistance by criminal counselAn attorney providing inefficacious assistance can be considered as those occurrences when the service provided by an attorney to a defendant proves to be ineffective and in doing so, would be a violation of the Sixth Amendment of the Constitution. Ineffective assistance of counsel is defined in th e Supreme moves ruling surrounding the landmark case of Strickland v. Washington (1984). In order for a defendant to prove ineffective assistance, the individual would first have to provide proof that demonstrates that his counsels per smorgasbordance was inefficient due to the attorney make a declamatory number of errors. Secondly, the defendant must demonstrate that the attorneys errors at one time impacted the defendants case prejudici every(prenominal)y. In this instance disfavour takes on the meaning of.the trial would have resulted in a unlike outcome it not for the fact of the attorneys errors resulting in the sentencing be affected.* Judicial misconductJudicial misconduct refers to the judges conduct and the fact that they are constantly in the view of the public, so they are held to a higher standard in the area of respecting the individuals they interact with on a daily basis as well as all defendants that appear before them in appeal.* Real vivification storiesMy re al life story on prosecuting officerial misconduct focuses on the case of Raymond Towler, who was convicted on the ship of rape of an eleven year old girl and completed 30 years of a sentenced life sentence trying to convince the courts of his innocence. associate District Attorney Bill mason motto of win no matter what resulted in him eliciting testimony that he knew, or had been advised was in accurate. Mason interviewed a police scout who stated in court that Towler never denied raping the eleven year old however, notes written by the detective himself during his investigation supported Towlers claims to not having raped the child. In responding to Masons questions, a police officer provided testimony that Towler had some form of an indecent communication with the child prior to the rape. Yet police records indicated that it was Chris Towler, Raymonds blood brother, who had communication (which was appropriate) with the child. Even with a variety of inconsistencies present, a misled jury mum convicted Towler.The mistake the prosecutor made was that he did not utilize commensurate evidence in the case or the fact that Towler wasnt nowhere near the area or the fact that he never even came in contact with the child, fleshlyly or verbally. He also failed to utilize the statement taken by the officer concerning to it being Towlers brother that was in the area where the act supposedly occurred and had the documented conversation with the child. Without these short(p) pieces of evidence being presented Towler was sentence to life in prison and had played out 30 years incarcerated. How do you replace the time that individual up put? What form of resistivity provides protection to the prosecutor pertaining to consequences of misconduct? By the guidelines set forth in the legal dictionary Prosecutors are afforded totally immunity for any actions committed before a Grand Jury or a trial. However, while conducting the investigatory phase, only qualified imm unity is minded(p) to them.In the case of Kalina v. Fletcher, (1997), it was ruled by the United States Supreme Court that absolute immunity was not a right entitled to prosecutor in regards to his/her actions of allegedly submitting false statements of facts in an Affidavit supporting the employment document for an arrest warrant. Consideration of policies regarding merited absolute immunity contains gratify of both protection of the prosecutor of harassing litigation that would disrupt the demand time or the attention allocated for official duties and the interest towards providing him/her the ability to utilize self-governing judgment pertaining to decisions on which suits to file and pursue in court. Another manakin of a real life story pertaining to judicial misconduct would be the case involving Samuel Kent, Mr. Kent served as a judge for over 18 years, unless was now being sentenced to three years inside a federal prison for lying about inappropriate conduct towards h is staff, of which two provided physical evidence as to number of years they both endured various assaults by the judge who was for the most part intoxicated.The pattern of sexual misconduct enjoin at the judges co-workers along with constant violations of workplace intoxication are obvious wrongdoings committed by the judge. It is my opinion that performing elections would be break off suited action for judicial selection due to its ability to give up the citizens to make their own choice as to who should represent them through the process of researching them first. While certainly recognizing these acts of misconducts occurring within our criminal justice system, how we propose dissuade criminal acts on the streets when its evident we can not monish it inside of our courts and legal system.Then when you factor in the occurrences of individuals being incarcerated and consequently being found innocent and having to be compensated through topical anesthetic and state funds tha t we other citizens are responsible for not to mention the lost of time these individuals lose from their life, friends, and family which honestly begs the question how could any hail of money replace this time. In my opinion, we as a society really need to make ourselves more aware to the fact that these issues require addressing in our criminal justice system. We really need the accessibility of additional resources required to fill more jobs with truly qualified individuals versus our penchant for sacrificing ourselves to individuals with recognizable call or higher government officials who claim to have or surpass interest at heart when certain decisions they make appear to be the complete opposite.ReferencesSchmalleger, F., & Hall, D. E. (2010). Criminal Law Today. Upper SaddleRiver, NJ.Siegel, L. J., Schmalleger, F., & Worrall, J. L. (2011). Courts and Criminal nicety in America. Upper Saddle River, NJ. www.Lawlibrary.comhttp//legal-dictionary.thefreedictionary.com/immuni ty

Term Paper on Nestle Company

West university Subject Submission of term newsprint on hold tight Company Dear Madam, The term paper at your hand is a report on nuzzle Company. You assigned us to prepare this childbed as the part of this course requirement. While writing this term paper we have tried our best to follow your Instruction given in class. This term paper will fulfill the requirements of the course and help us to learn the practical experience of preparing a term paper.We sincerely hold that this term paper will et your expectations and its explanation will demonstrate our qualification to prepare a term paper. This term paper has been prepared by us tort the first sequence and also wealth a short time, for this reason there might be some errors. If you convey any such errors In this term paper we apologize for that. We trust this term paper will be up to the level of your gaiety and open to provide any clarification on this term paper.Sincerely yours acknowledgment We are very thankful to A lmighty Allah who gave us the opportunity, courage and appreciation to explore more knowledge to complete this whole and for his blessings that have brightened in every parts of our lives and our parents whose prayers always supported us in both task. It is a massive opportunity for us to write on a subject like Marketing Strategy Of Nestle Company. At the time of writing this term paper we had gone through many books n websites which helped us to easily get acquainted with this new topic. We were actually focusing on the topics which were easy tort us to understand the subject. Acknowledge with great gratitude to the senior lecturer Shaft Named our respective teacher, who has always been helpful In making us understand deferent systems of how to create this term paper. We thank our team partners for their participation towards writing this term paper. We also thank all the people who directly and indirectly helped to finish this term paper. Table Of matter I OFF Introduction Company Profile Marketing compound Segmentation Targeting Positioning Conclusion rascalboy O page 03 Page 04 page 12 page 17 age 22 page Nestle is undoubtedly one of the approximately proficient food smart set all over the world.The employees at Nestle have finagled to retain their standards to the most high- pitched level possible in the commercialise. They make sure of the occurrence that the products of Nestle are definitely the BEST TO USE. Nestle has an assortment of products to allege and they all are the best of their types. For this project our main concern was to memorise the strategies followed by Nestle in regard to the marketing strategy. We got mom education from internet about the overall history and background of the company.We tried to upper side all the main aspects of our course starting from some basic concepts to the multiplex ones. Now days for any company to progress in the market its marketing strategies are of supreme importance and that is the re ason we opted for Nestle to emphasise and recognize what exceptions they were doing to maintain their top position in the market. In determination and Analysis we have described the marketing techniques observed at Nestle and then also did our analysis on these observed techniques.

Intel Corporation Essay

Intel CorporationRobert Noyce and Gordon Moore Founded Intel in 1968. The two scientists had a vision for semiconductor memory products. In the division of 1971, the first microprocessor was shown to the world. instantly Intel continues to turn over not only in computer applied science, but in the scientific areas of chemistry. Intel has reached out and opened doors to the world offer education, inspiration, communication and careers. The hold I read is one that reads how Intel is devising a better prox and touches the lives of many including a cobalt girl who received $100,000 Intel first array Sara Volz is a high school senior who has cultivated populations of algae in hopes to create a more feasible bio-fuel for the future. (Ha spendr, 2013) I find this obligate intriguing in a couple ways, first the brilliant minds at work in science and technology, and that Intel is helping and inspiring these brilliant minds to grow build their community in an un-self-serving way.I ntel is a Corporation, which is defined as a legal structure that enables individuals to contribute and pool resources, capital, and labor in bless to generate a profit. They are created by state law in the stated in which they are incorporated. Intel Corporation makes strenuous efforts to interact with their stakeholders, providing data profiles, biographies and documents on their website. Intel is the worlds largest semiconductor chip maker the products they catch up with are computing and communication components like motherboards and wireless products. Intel strives to make the beat product offering, service at your finger tips, extended service warranty, technical support, and Intel server parts on shop Intel. (Intel, 2013) Intels offers this globally to the B2B commercialise place and the consumer foodstuff.Intel Corporation holds about 80% of the market for microprocessors that go into the computers components most use today. Being fare one Intel has competition in t he computing and technology world, for example International Business Machines, AKA (IBM). IBM the top providers of computer products and services the company focuses on service business and is one of the biggest providers of semiconductors. IBM also serves customers globally crosswise most industries. (CNN money, 2012) Another competitor isAdvanced Micro Devices inc. (AMD). AMD is ranked arrive two in PC and server microprocessors, although Intel takes the world of processor market AMD gets most its sales internationally, china accounting for over half making it one of Intels biggest competitors. Intels motivates their employees by offering, Flexible Work Options this gives employees tractability in their schedules with telecommuting, part time, and job share opportunities to fit the needs in their personal lives. Family Focus offer childcare, and eldercare. Personal and professional development, Intel wants its employees to grow and helps with offering seminars tuition reimburse ment, clubs, and career training courses. Last but not least(prenominal) their excellent coverage and preventive care, Health and Wellness Program to be proactive.The benefits and motivational factors whitethorn be one of the reasons Intels turnover rate is low. Intel saw 3% or less of their employees leave voluntarily during a 12-month period when surveyed. (CNN money, 2012) Intel great deal (NASDAQ INTC) last price today is 23.96 on whitethorn 02, 2013. The highest was may 02, 2012 at a price of 29.18 and its lowest was November 20, 2012 at computer storage(a) price of 19.36 (CNN money, 2012). Stock price has fluctuated at Intel over the past year but today is on its way back up. When purchase shares of stock a decision is based on how well corporation and their shekels are doing. In 2012, economic conditions were low, the increase in the job market means an increase in housing, and purchasing when people are buying like they are today in 2013 one is more belike to take a risk in corporate profits buying in stock (LIM, 2012) Ten years from now Intel will soothe be going strong. According to Gordon E Moore, Intels Co-founder a prestidigitator wrote a paper in 1965 the paper notes in observation that the number of components in integrated circuits had doubled every year over and would continue. (AKA, Moores Law).According to the International Technology Roadmap for Semiconductors the trend is expected to continue with a bit of slowing at the end of 2013. Intel is a large corporation that is growing every day, creating employee partnership, giving not only to the community, but to communities approximately the world, and making a huge difference. Intel Values their employees, the quality of the products they develop, and their customers.Works CitedCNN money. (2012). Retrieved may May 03 2013, 2013, from CNN money top companies http//money.cnn.com/ Hauser, E. (2013, march 12). New York Times. Retrieved May 03, 2013, from Science, Colorado Student Rec eives $100,000 Intel First Prize http//www.nytimes.com/ Intel. (2013, May 2). Intel Corporation. Retrieved 2013LIM, P. J. (2012, 12 16). The New York Times. Retrieved May May 02, 2013, 2013, from Your money http//www.nytimes.com/

The Affects of the Media on Society

The term media can be defined as a large-minded variety of things. For the purpose of this paper, it will be defined as the American Heritage Dictionary defines it as an agency, by which something is accomplished, conveyed, or transferred (2000). The co.uk/todd-gitlin-summary-on-media/medias office in auberge is an extremely prevalent topic especially in todays day and age. The media has continuously been used as a scapegoat for the neediness of other excuses for abnormal behaviors in Americas youngagers.This was obvious with the April 1999 pellet at Columbine High School some Denver, CO. The media is the easiest and most common thing to knock for teens behavior. Their picture games, their music, everything that they listen to or watch on their make time is to blame for their behaviors, rather than poor pargonnting, lack of support at school or lack of nonicing on anybodys behalf that something was wrong with these two boys.Columbine is the hail one instance that pops into our minds from recent memory when we contemplate the notion of media alter our society and our societal behaviors. It was taken to the point that Marilyn Manson was being interrogated in regards to how he felt about the massacre. Pargonnts, teachers and community members alike all believed that his music had a major influence on Eric Harris and Dylan Klebold, the two gunmen, and their actions that day in April. To this day, it is tacit a widely debated subject as to what caused these two teenagers to kill cardinal of their classmates and one of their teachers before killing themselves.As far as teen behavior in general goes, it is common that society blames the media for the actions of the youth up to now when they as a society are the ones that create the media and the guidelines for it to be presented to the youths. film games are the main thing that society is blaming, but television shows much(prenominal) as Jackass and Viva La Bam are holding their own in the lineup of t hings to blame. Teenagers are in a moldable, mutable bring up in the first place without being influenced by images of idiocy and lack of respect for everything. Thus, the reason behind why parents are putting their metrical unit down in regards to video games such as Vice city and the recent overseer Columbine Massacre RPGThe creators of the video game superior Columbine Massacre RPG are not just sitting choke off listening to the criticism of their game. They have something to say about the reason it exists in the first place. They say This game is intended to deepen the understanding of the shooting and its possible causes. What the player takes out of it is ultimately dependant upon what the player puts into it (Ledonne, 2005). It is unaccented to blame video games for abnormal behaviors, but in reality, people are just indirectly blaming themselves. Society demands a certain type of media, and so, that is what they give birth. They get a game full of violence, killing, s tealing cars, etc. All because that is what society is begging the video game industry to produce whether they know it or not.This is not to say that there are teenagers out there that are indeed being influenced by this craze that has swept the nation in recent times. According to an article on the SADD (Students Against iconoclastic Decisions) website, in Sarasota, Florida patently Influenced by the movie Jackass, three trespassing teens leapt from atop a condo building aiming for the pool. Two made it. One hit the side, fracturing both legs and an arm and cracking his renal pelvis. (Wallace, 2003). Although it is easy to claim that the media, such as video games and television, has a pocket-sized affect on teens in todays society this is not always true. There are always going to be those a few(prenominal) kids that think it would be fun to do what they see on TV or on their videogames.Overall, when all media, including video games are taken to account, it is sensibly clear that although we cannot completely blame the media for the actions of teenagers in America, we can blame it for a lot of what they do. A teenagers main goal in life is to be cool. Simple, clear cut. They just want to be portion of the cool agitate. So what do they do? They look to things that the cool crowd watches, wears and how they act. They then try to mimic these things in a futile set about to become cool. Sometimes, teens get out of hand, and things such as the kids in Sarasota, FL happen. It is altogether then that we realize how much of an influence the media does indeed have on us, and not just us but our posterity as well.Citations(2000). Medium. Retrieved February 12, 2007, from The American Heritage Dictionary of the English Language Fourth Edition meshwork site http//www.bartleby.com/61/51/M0195100.htmlLedonne, Danny (2005). Super columbine massacre RPG. Retrieved February 12, 2007, from Super Columbine Massacre RPG Web site http//www.columbinegame.com/Wallace, S tephen G (2003). Short Circuit. Retrieved February 13, 2007, from SADDStudents Against Destructive Decisions Web site http//sadd.org/oped/short.htm

Motivational Factor at Tesco

worry and supply pauperization subject fields of the flavor into CHAPTER 1 INTRODUCTON 1. 1. Statement 1. 2. maskrogation setting 1. 3. gilds Background 1. 4. look for Purpose 1. 5. query Objectives 1. 6. seek Questions 1. 7. question Nature 1. 8. Rationale CHAPTER 2 hypothetic BACKGROUND OF THE military relinquish 2. 1. send-off appearance 2. make (in general) 3. gentlekind resourcefulness Management 4. Theories of motive 1. capability Theories 1. Mas first-class honours degrees hierarchy of of necessity 2. ERG surmise . speculation X and surmise Y 2. play Theories 2. 4. 2. 1. overlord vroom Expectancy guess 2. 4. 2. 2. Hertzberg ii flattor opening 2. 4. 2. 3. Equity guess 5. Implication for perplexity of motivatingal theories 6. Advantages of penury 7. Staff remembering 8. shoe havers last of theoretical background CHAPTER 3 RESEARCH METHODOLGY 3. 1. inquiry Philosophy 3. 2. Research Approach 3. 3. Research step forwardline 3. 4. Rese arch Design 3. 5. Time horizon 3. 6. Data roll upion secernate 3. 6. 1. Designing the questionnaire 3. 6. . consanguinity of Questionnaire with look Objectives 7. Sampling 8. Credibility of question 1. reliableness 2. Validity 9. Ethical Issues 1. Fairness 2. Confidentiality 3. Consent 4. Stealing Ideas from Others 10. Data depth psychology techniques 11. Data access and resource Implication CHAPTER 4 RESEARCH FINDINGS 4. 1. Introduction 4. 2. Questionnaire responses CHAPTER 5 DISCUSSION ON THE RESEARCH FINDINGS 5. 1. Introduction 5. 2. Over on the whole pauperism of the ply 5. 2. . Role of Salary 5. 2. 2. Working Conditions and Atmosphere 5. 2. 3. Reward scheme 5. 2. 4. Job security 5. 3. Relationship amid Theoretical Concepts and Research Findings 5. 3. 1. Relationship with Hertzbergs Two Factor Theory 5. 3. 2. Findings Relationship with decades Equity Theory 5. 3. 3. Relationship of queue upings with Victor roar Expectancy hypothesis 5. 3. 4. Relationship of findi ngs with Maslows Need Theory 5. 3. 5. Relationship of findings with ERG Theory 5. 4. TK MAXX HR Policies CHAPTER 6 expiry AND RECOMMENDATION . 1. Introduction 6. 2. Building the Frame release 6. 3. Research Process 6. 4. Scrutinizing Findings 6. 5. Conclusion in relation to research objectives and questions 6. 6. Recommendation 6. 7. Research Limitations 6. 7. 1. Time Constraints 6. 7. 2. Managing Resources 6. 7. 3. peculiar(a) Data Access 6. 8. Recommendation for Future Research 6. 9. Accomplishment of the Research CHAPTER 7 REFLECTION 7. 1. Introduction 7. 2. H whizznessy and Mumford style of cognition 7. 3. KOLB Learning Style . 4. Skill Achieved 7. 4. 1. Skill 1 Selection, Evaluation of Critical Management Thinking 7. 4. 2. Skill II Evaluation and Selection of the Techniques 7. 4. 3. Skill ternion Arriving at Conclusion 7. 5. Personal and C beer Development 7. 6. Critical Incidents APPENDICES CHAPTER 1 INTRODUCTION 1. 1. The Statement The dissertation investigates approac hes to faculty indigence consumptiond by the TK maxx store in Uxbridge and the signifi female genitalst relation between the applied in T. K.Max lag demand direction and its linkup to ply loyalty. This dissertation investigates what strategic role lags has in the organisation and heightslights peculiarities in supply loyalty and work attitude increase. The research worker counts that module plays as an essential role in any sedulousness therefore good mental faculty perplexity ensures whizzs commitment and in beat to the organisation. To find a good endowment fund as an employee is a difficult labour however to entertain this talent, reform and develop is much than more(prenominal) embarrassd. Nevertheless(prenominal) in regularize to sustain rivalrous favor companies and exceptionally T.K. Max acquire to concentrate on the supply guidance approaches it go fors and be eager to improve and develop the outline at every dates. 1. 2. The Resear ch Background The global allude environs constantly flip-flops. It is sightly more evident forthwith that the disparateiate agent of the business environment today is its employees. motif has been a subject of several studies. The main researches be the following Maslows hierarchy of lead, Alderfers ERG supposition, McClellands opening of sociablely required demand and Herzbergs motivation- hygiene surmise.These theories concentrate of the benefits and importance of motivation, however research worker found it inevitable for this research to consider that as it is mentioned by Vercueil, 2001 falsely utilise motivation focus casings a harmful reckon on the employees. Watt, 1998 refers to Anon saying that in the past motivation could be identifies as a way to make citizenry want what we want and differs it from usance that makes soulfulnesss do what we want. However today as it mentioned by Bruce and Pepitone, 1999 modern employees ar much more sophistica ted and be in search for a non bad(p)er contentment from the seam they atomic number 18 doing.Artificial reward or gold alone argon nor enough. therefore modern organisations inquire to learn and picture tender-hearted nature as it indicates wherefore mountain in these mooring employees be construct in a particular manner. Managers necessitate to actuate the employee tip to a grater workings deeds and mainly managers cast off to go out their employees postulate and their support formation in read to meet the employees expectations and propel ones be swallowance more efficiently. Staff retention is a signifi female genitalst element of every booming business.It is characterized by the employees propensity to sustain in the presidential term and continuing voice to the business. In cartridge holders of economic crisis more and more any(prenominal)ones have to blockage at their jobs even if conditions be non favorable collectable to a risk of bein g unable to provide for a family. However more and more individuals be raising the importance of staff motivation management. Organizations today have authoritativeized that a modern employee require to be right motivated and encouraged, non single gold wise, to ensure staff retention.Motivation is a mangleice that stimulates pile to bring to pass an action. Therefore motivation is a force which compel people go to their work every day and that is wherefore people bring improvement in themselves to run into the entrust of fit or turn overing what they have set out to become or accomplish in their life. More over with motivation any complicated bit crumb be converted into a simple and learning experience. In his research Watt, 2003 excessively states that managers essential understand that individuals want to be interact plumb and have rival opportunities to advance.He bring outs the problem of motivation today. Often presidencys do non recognize that the mo tivation management requires dissimilar approaches depending on the industry sectors. The problem of motivation and staff performance as it is stated by Green et al, 1999 might stay undetected, hidden and unresolved by the managers. Therefore managers often dont consume that it is alpha non completely to appeal to the individuals intellect precisely to their hearts as healthy. Green et all, 1999 handlewise identifies deuce-ace main problems for motivation Lack of corporate trust Lack of trust Lack of satis particularion Well ruleed and implemented motivation strategy leads to employees retention therefore employees loyalty. homage is a signifi roll in the hayt and vital part of any organization. As it is mentioned by Daft and Marcic, 2011 management should learn to allow all it s employees make a portion and use its talents and potential in order to further and improve their skills. This sort of motivation creates employees retention and ensures ones constant grow a nd contribution to the telephoner. TK MAXX has a wellspring essential reward and increment management.Organization studys that its people should be growing as well as the business. From the first cartridge clip the employee joins the companionship organization provides a comprehensive induction programs and ensures that whether it is approximately moving up the cargoner ladder, learning and development of new skills or illuminateing experience working in divers(prenominal) countries there be plenty of available opportunities for the employees. Company has a strong rewards and benefits dust, pension scheme, holidays, private healthcargon and voluntary benefits as a part of its employee motivation and ensures of employees felicity and ecstasy.All this provides companies fruit and efficient performances with a blue rate of employees retention. Researcher imagines that T. K. Max is a real spokesperson of a right motivation management. Organization aims at ensuring sati sfaction of its employees and at the like age ensures a solid addition and development for the business. Therefore the detective wanted to examine the motivation strategies employ by T. K. Max and learn its effect on the employees. 1. 3. The Company Background The organization that we have chosen for our research is one of the just about successful retail merchants in the market dumbfound today. T. K.Max management in the Uxbridge branch were excited and happy to recruit in our research and granted us with a permission to use the organizations name in this investigation. T-K Maxx is a chain of change state and accessories stores. The association was launched in 1994. It is a subsidiary of TJX Companies Inc. (TJXtra, JUNE 2010) TK MAXX always aimed to deliver oft changing and dress hat quality products at a price which is 20-60% less than separate department and specialty stores regular prices. TK MAXX has label of Always up to 60% less and has target customers who is middle to upper-middle income shopper.But simultaneously who be path and value conscious. T. K. MAXX is now 7th plumpingst fashion retailer in the U. K. It introduced the off price sentiment in the UK and it is now the all major off-price retailer in Europe. It was operating in UK and Ireland. Later on T. K. Maxx opened first stores in Germany in 2007 and similarly entered in Poland in 2009 (TJXtra, JUNE 2010) The foothold wherefore we the research worker demand TK-Maxx as an organization is its market sh atomic number 18 and the marvelous global scale that its operate. Having its unique position in UK market T. K.Maxx have chosen efficient strategies in order to keep its staff motivated and have introduced several ways to make it an awe nigh place to work. The T. K. Maxxs management study that the staff motivation in the fall life line of any organization so they treat their employees mean(a)ly and have implemented many strategies in order to make their jobs more int eresting and satisfying by providing diametrical opportunities and support. 1. 4. Research Purpose Motivation is considered to be one of the major ciphers in employees retention The researcher believes that employees loyalty is a direct link to motivation.Therefore this research is aimed at identifying the meaning of employees motivation and its relation to employees loyalty in order to foster TK Maxx to continue its successful business operation and maintain high aim of staff retention. 1. 5. Research Objectives critically guess the use and the speciality of the current policies used by management at T. K. Maxx towards staff motivation. Critically canvas and prize the effectiveness of staff motivation and its connection with staff retention. Construct and call forth recommendations to T.K. Maxx managers on how to increase effectiveness in staff management and motivation in order to achieve staff retention. 1. 6. Research Questions How understanding of importance in emp loyees motivation garter business growth and development and what strategies in staff motivation T. K. Maxx utilizes to ensure corporations progress in a competitive business environment? What be the leading motivating factors used by T. K. Max management from employees place how these factors impact of employees retention? What recommendations give the bounce be made to T. K.Max management policies to improve staff morale and ensure employees continuing performance efficiency? 1. 7. Research Nature To conduct this investigation researcher go out apply the actual theoretical and academic theories and models to a practical research. We argon aiming at examining the results of the T. K. Max management and employees inter absorbs. The analysis lead be performed ground on the available academic references. However we atomic number 18 not only looking to agree or disagree with the existed theories on staff motivation and retention, but to find new, authorized and practical information for the organization.We ar to highlight new approaches in staff motivation that forget help T. K. Max to ensure its successful sustainability in the market. 1. 8. Rationale The researcher believes that the main issue in todays working environment is primarily to find a new and unique talent, motivate and encourage this talent to perform well for the benefit of the organization but also to keep this talent in the competitive market by increase staff retention. existence a leader in the appargonl and accessory market T. K. Maxx has a reputation of a strong competitor not only business wise but in the way the union values its employees.We believe that in todays competitive market environment the pick out element of a success is the talent the organization has. With newly engage talents new ideas and therefore competitive advantage comes. However to help every talent perform well and work for the benefit of organization it is necessary to motivate and encourage ones take. Today employees are not only inquisitive for money, individuals are keen to have erupt working conditions and have twin opportunities for learning and development. Therefore organizations need not only to have a motivation plan but to ensure that they actually know what their employees need are.In new(prenominal) words we believe that motivation help to maintain sizeable and positive working environment for both management and employees. Happy employees are eager to work harder and to contribute more efficiently to the organization. Therefore we believe that this research has a signifi endt importance for T. K. Max because it volition help organization learn more about their employees attitudes towards staff management and motivation in the company. Our research will assist organization to intoxicate new approaches to staff management.Through the research interview employee will have an luck to recommend or advise organization on how to improve the existing motivation model and increase employees retention. Although employee motivation is a well kn confess topic among the academics, we believe that this research brings a new development to these existing models. The academic signifi basece of this research is base on the fact that we are not only aiming at analyzing the existing motivation approaches in T. K. Max but we also are to investigate its importance and connection with employee retention.We are to understand how significant staff motivation is and believe that we can fill in the existing gap in the modern concept of employees retention and motivation. The significance of this research for the researcher is base on the fact that researcher has been a customer in the organization for a while. The approach and attitudes of the staff had positively impressed the researcher. The researcher believes that this research will help him in his future career experiences in the retail business. CHAPTER 2 THEORETICAL BACKGROUND OF THE TOPIC . 1. I ntroduction Before going to detail reciprocation on itemally TK MAXX staff motivation, we need to understand what motivation is and how it is developed in individuals. This chapter de delightfuls motivation in general and specifically employee motivation. Chapter discusses wide kitchen stove of areas of motivations. It intromits existing theories of motivation that discusses the ineluctably of the individuals, problems that organizations faces and what factors that should be accounted for to motivate staff. It also discusses staff retention, its implications for the organizations and how this can be countered.These all are considered to be the key element to remain competitive for an organization the likes of TK MAXX as it is operating in a highly volatile industry and is subject to low morale of workforce and staff turnover due to continuously changing environment. 2. 2. Motivation The word motivation has been derived from the Latin word Movere which means to drop dead (Kreti ner, 1998). Motivation is the force which stir ups humans to achieve their goals and objectives in their lives or in their jobs (Bruce and Pepitone, 1998). It pushes human mind to do an activity that gives him or her satisfaction.This pushing force could be money to get wealthy or it could be appreciation from new(prenominal) to become more respected in the high society. It may include prefatorial needs such as eating and resting. Essentially, motivation can be defined as a need to maximize happiness as all above means are likely to enhance happiness of an individual every that is money or recognition in the society. It is self-explanatory fact that people work because they obtain nearthing that they need, from work. The some(a)thing obtained from work fulfills needs of the people and have a great impacts on their morale and the quality of life.This something can be called Motivation it moves people to do their job. Usually, motivation could be inbuilt and/or extrinsic (Dec i, 1976). Intrinsic motivation is the internal temptation to perform a task. This could be due to reason that it gives workers pleasure from having a take place to develop skills in them. Whereas, extrinsic motivation includes external factors and it is un link to the tasks, people are performing. Extrinsic motivation can be achieved by money and other rewards (Bruce and Pepitone, 1999). It was previously thought that good net profit is a best motivator and is ufficient to get the highest aim of performance from them (Taylor, 1903). However, workers are not tho motivated with money but could be founder motivated if their cordial needs are met (Cole, 2003). Therefore managers should take more interest in treating employees as people who have worthwhile opinions. There is a orchestrate worth noting that workers enjoy, interacting each other and by understanding this behavior they can be motivated, which would let them to be better aware of the status of the company and know wha t are expected of them (Cole, 2003). 2. 3.Human Resource Management Human Resource Management (HRM) is the function that operates to the highest degreely within the organization, whose purpose is to deal with issues such as recruitment, performance management, employee motivation, discourse, administration, and training of the individuals (Schuler and Jackson 1998). In simple words, Human resource management is the management of an organizations employee who performs different task and responsibilities in order to make sure the human resources are well utilised for the benefit of the organization (Schuler and Jackson 1998).Human resource management plays an important role in order to motivate lower direct staff, improve their work life and enables employees to use them as an organizations competitive advantage (Schuler and Jackson, 1998). If the HRM is working effectively it lead to accomplishment of overall organizations goals and objectives and will enable employees to effectiv ely contribute to the success of the organization and improve their productivity in a changing environment (Yeung and Ulrich 1990). In present era, the world of work has been totally changed. Treating people fairly is no lasting an option it is necessity (Lawler, 2003).In this business era, the organizations cannot easily replace them because human resources are the ingenious prudishty for the organization. And this intellectual property has become more important than companys financial capital. This purview will be discussed in the theories give in this chapter. An important task of the HR management is to hire and retain appropriate staff in order to keep competitive advantage (De young, 2000). T-K Maxx HR management therefore, has onus to retain and motivate its employee for the purpose of reducing its staff turnover, increasing productivity and maintain its competitiveness. . 4. Theories of Motivation The concept of motivation has been discussed earlier in this chapter. Thi s section of the chapter includes different theories by different psychologists. These theories have been categorize as the content theories and the process theories. Content Theories These con do the needs of the individual and how different people can be motivated. These theories also discuss the difference between needs of different people liveness in different environment (Thompson, 1996). This is really important as to watch over and evaluate the TK MAXX staff motivation.Researcher needs to assess the overall needs of the individuals working there and that of the people in that particular environment have. Process Theories These explain the mechanism by which the human behavior initiated, sustained and do away with (Thompson, 1996). In other words these theories explain how human needs changes and what managers need to centre on when motivating their employees. These theories include the Victor vroom apprehension possibleness and Hertzberg two factor possibility. 2. 4. 1. Content Theories 2. 4. 1. 1. Maslows Need TheoryAbraham Maslow proposed his speculation in 1943 which is known as Theory of Human development. His theory center on describing the stages of growth in humans. Maslows hierarchy of needs is explained as a pyramid, with the intimately basic or fundamental needs at the bottom, and the needs of high desires of superiority at the top. Maslows theory suggests that the most basic level of needs must be met. Fulfillment of these needs will move individuals to desire the secondary level of needs. For example a starving some remains may only think of creativity when his hunger is extricated.Physiological needs are the obvious requirements for human survival. If these needs are not met, the human body cannot function (Taylor and Houthakker 2009). Whereas sanctuary needs is the second level of Maslows hierarchy. preventative and Security needs include private and financial security. Once the skilfulty needs are met, Humans need to reve re and be love by others. They need to feel a sense of be eagle-eyedingness with others, whether it comes from a large cordial group, such as office culture, religious groups, professional organizations, social connections e. g. family members, close colleagues. rate represents the human desire to be accepted by others and get importance from others. High self look on people engage themselves in activities which give them recognition and let them feel self-valued. Low self esteem can lead to an inferiority complex and helplessness in individuals (Jillian and Powell, 2005). Whereas self-importance recognition is a desire to actualize everything that a man is undefendable of. To achieve this level of need a man must realize its potential and capability. Without realizing potential a man can not desire to become everything, since he is unaware of what he is capable of (Goldsteins, 1939).Validity and Criticism of Maslows Needs Hierarchy Maslows theory is presented as a stern hiera rchy. However this is not in real life as relentless as it is presented. It has been noted that the order may vary from standard as people do not follow the same order as used in pyramid to fulfill their needs (Wahba and Bridgewell, 1976). For example, for some individuals the need for self-esteem is more important than the need for love. Whereas, for others the need for creative fulfilment may be of high importance therefore even most basic needs. Hofstede criticized Maslows Needs Hierarchy by saying that it ignores the ocial and intellectual needs of different societies. He believed that Maslows Needs Hierarchy is based on a individualistic society as Maslow belonged to United States which is considered to be highly individualistic society. The needs of humans in an individualistic society tend to be more self-centered than those in a leftist society, where the people are more concerned about the needs of word sense and community (Cianci and Gambrel, 2003). Therefore self actu alization at the top is not the true representative of every society rather it is only from the perspective of an individualist.It has also been criticized that the hierarchy fails to take into account the acts such as bravery, charity, courage etc. It has been argued that there is no evidence to support Maslows ideas and only a few people were find before coming up with this theory (Greenhaus and Badin, 1977). Maslow has ignored peoples spiritual dimensions (Clemmer, 1992). Personally, I believe that Maslow Hierarchy is a useful tool in motivating staff however it would be difficult for the management to take root which employee stands at which level of need.In the same way organizations are sometimes unable to provide needs such as Belongingness and Love needs. Application of Maslows theory in TK MAXX TK MAXX is operating in a environment where there are individuals demanding high from their employers. There are quite a lot of Job opportunities in the market and it is important to retain skilled employees. By this theory the researcher would able to construe the staff needs, which can lead to determine whether these are adequate. 2. 4. 1. 2. ERG Theory of Clayton Paul AlderferClayton Paul Alderfer is an American psychologist who further addressed the Maslows hierarchy of needs issue in 1969 in his psychological look backward of human needs by reducing the number of levels to as existence, relatedness and growth. Alderfer categorized the lower order needs, which are described as Physiological and safety device needs in Maslows pyramid into the public category. Maslows inter in the flesh(predicate) love and esteem needs were categorized into the Relatedness category. The Growth category contained the self actualization and self esteem needs.Like Maslows model, the ERGmotivation is also hierarchical. Existence needs are more important at fundamental level than relatedness needs. And growth needs are more important than the growth needs. Growth Self-Actu alization pic External Esteem Needs pic Relatedness Internal Esteem Needs pic Social Needs pic Existence Safety Needs pic Physiological Needs pic AlderfersERG theory differs from Maslows hierarchy in some ways. It explains that at a same time more than one needs can motivate employees at a time (Griffin and Moorhead, 2009). It also suggests that a man do not need to satisfy substantially the lower motivator if he or she wants to move onto the next level. For example, starving artist may place growth or self actualization needs above those of existence or physiologic needs.The ERG theory also accounts for differences in needs in different cultures, which were not considered by the Maslows as he only focused on the individualistic societies. The order of needs can also be different for different people in different societies. Managersneed to understand thateach employeeoperates with differentneeds at the same time. Leadership which focuses exclusively on one need at a time will not motivate their people effectively. Furthermore, the frustration-regression principle has been discussed by the Alderfer.This means that if individuals high needs are not satisfied than the he will put double efforts to fulfill the lower needs (Griffin and Moorhead, 2009). This has additional impact onmotivation in the workplace. As an example, if employees are not provided opportunities to grow,an employeemight redouble the efforts to fulfill relatedness needs, socializing with their co-workers more. different Maslow, Alderfer did not emphasized that lower-level needs must be fulfilled before high(prenominal) level needs.ERG theory contains some of the strong points of previous theories such as Maslows however it is not very limiting and restrictive however still it lacks the explanation about the complexities in motivation and tend to be more general like other motivational theories (Jain, 2005). ERG theory is the continuation of the Ma slows theory and it also describe the needs of the human in different manner. It is helpful in the movement of TK MAXX as it describes the needs of a collectivist cultures. 2. 4. 1. 3. McGregors Theory X and Theory Y These theories are based on human motivation and presented by Douglas McGregor in 1954.In theory X management enters that their employees are lazy and dislike work (Fisher, 2000). This theory lead to management believe that there should be close supervision of workers and there should be proper systems of controls to restrict employees avoiding work. Close supervision implies that there should be narrow swing of control at each level. Therefore, a tall hierarchical grammatical construction is needed. Tayler (1903) called this style of management a scientific management. If the organisational goals are to be met, theory X managers rely heavily on threat to gain their employees compliance.Usually these managers feel that there is only purpose of the employees doing jo b is money. They will plunk their workers without first analyzing, whether it may be the system, policy problem. The theory Y managers assume that employees enjoy their work and possess ambitions, abilities to solve problems and may exercise self-will (Rothwell et el, 2009). But their abilities are underused in most organizations. check to McGregor (1954), Employees will anticipate and accept responsibility and exercise self-control in achieving objectives and goals of organization, if they are given proper conditions.In Theory Y, managers believe that the satisfaction obtained from doing good job by employees is a strong motivation. 5. 1. 5 Validity and criticism of Theory X and Y There is a criticism of these theories an that is, theory X managers are mean or harsh as compared to theory Y managers who believe that subordinates have desire to achieve and then finally hold them responsible for that and become more toughest and angriest (Fisher, 2000). However, McGregor argue d that Theory Y accompany more possibilities than Theory X to develop the environment of trust at workplace.This includes open communication with subordinates, minimizing the difference between senior-subordinate relationships, creating a comfortable climate in which workers can develop their abilities. This climate would include subordinated being involved in ending making so that they can put their view on decisions that affect them. Secondly, this theory is difficult to apply in real world as it represents unrealistic extremes. Few people or usually no one falls within these extremes but tend to be somewhere between these two extremes (Stevens, 2008).Still the theory is a good guideline in order to understand the principles of motivation. In todays world where more familiarity is given to the workers and there is more emphasis on self-management, Theory Y is becoming more useful and is consistent with this approach. There would be a need in TK MAXX to determine the inclination of the managers towards the two extremes provided by the McGregor. both Theory X or Y both are valid, but this depends on the environment conditions. It is found that only 21% workers prefer imperious style of leadership (Sadler, 1966).However, with ever growing organizations, rapidly changing technology and environment and demand for new ideas, Theory Y is likely to be more favorable (Vaske and Grantham, 1990). According to theory X managers deal with the workers as if they are general purpose machines which are operated by them (Vaske and Grantham, 1990). It can be said that people shape their own environment but sometimes environment also shapes the behavior of humans. The workers will behave fit to theory X if they are provided such work environment that is consistent with theory X (Argyris, 1957). 2. 4. 2. Process theories . 4. 2. 1. Victor vroom theory of expectancy Victor H. Vroom developed the Expectancy theory through his study of the motivations female genitals decisi on making. Victor Vroom theory deals with motivation and management. As per vroom, the motivation at any situation is dependant upon individuals desire for upshot, perception that his or her performance is related to other outcomes and the assessed probability that his or her struggle would lead to required performance level (Borkowski, 2010). Employees performance is based on factors such as skills, knowledge, and experience of an individual.The individuals have different sets of goals and can be motivated if there are desirable rewards which will satisfy their needs for their favorable performance. Vrooms Expectancy Theory is described as an comparison. The key elements of the equation are Expectancy, valence and Instrumentality. Motivation = Valance ? Expectancy (Instrumentality) Valence refers to negative or positive behavior of individual towards outcomes (Koontz, and Weihrich, 2006). This represents individuals preferences. Motivating without having knowledge of what the st aff value would be useless.Whereas Expectancy means that employees have different expectations about what they are capable of doing. This is due to the fact that they carry different level of confidence (Kinicki, 2009). Instrumentality represents a person belief that the outcome is dependant upon certain level of performance. There are some factors think with the individuals instrumentality for outcomes. These are trust, control and policies of management. Management must ensure that promises of rewards are fulfilled and there is proper communication of these to the employees.Validity of Expectancy theory This theory is more realistic than the Maslows and McGregor (Koontz, and Weihrich, 2006). Victor Vroom suggested that Expectancy, Instrumentality, and Valence inter act each other to create a motivational force. The individual will take into his consideration the reward associated with different performance levels and choose the level that brings the grea assay reward for him or h er. A task for which the employees have high expectancy but have insufficient rewards associated with it would not result into high motivational force.Similarly a high rewards linked to a task, for which employees have low expectancy, would not result in motivation for employees as they are more motivated when they develop skills from difficult tasks given to them. Some critics suggest that only a few individuals clearly correlate between performance-reward and performance-effort, so the theory is of limited use. We can see that individuals are not rewarded according to their performance rather they are rewarded according to their seniority, skill level and job difficulty (Stephen P. Robbins 2009).However this theory may be useful in explaining why some individuals put low efforts in their jobs. The measurement, criterion and methodological complications complicate the validation of this theory (Robbins, 2009). Overall the theory has been criticized on the grounds that the three var iables it suggests are too vague and the theory is complex to measure and applies. Nevertheless, the theory has helped managers to motivate their employees in a better way and see what conditions must be met in order to keep the employees satisfied (Rae, 2008).Application of Victor Vroom theory for the TK MAXX TK MAXX has been competitive in providing their staff good salary. Due the reason that the its operating in a highly volatile industry which is related to fashion clothes, there could be a chance of low staff expectancy. This theory is helpful for the researcher in providing an overall view of affects of change in any variable such as reward system that could affect Valence and finally the staff motivation. 2. 4. 2. 2. Hertzberg Two Factor TheoryTo better understand employee attitudes and motivation, Frederick Hertzberg performed studies to determine which factors in an employees work environment caused satisfaction or dissatisfaction. He presented his theory in the 1959 in Th e Motivation to Work. Unlike Maslow and Herzbergs theories, two factor theories are capable of handling individual differences (Hackman and Oldham, 1976). Secondly, the focus is on present and future, in contrast to Maslow and Hertzberg, which are based on past. Hertzberg found that the factors causing job satisfaction are different from those that cause job dissatisfaction and both affect motivation of ndividuals (Davies, 2007). Hertzberg developed the motivation-hygiene theory to explain these results. Motivators In Hertzberg theory, satisfiers are motivators and these include achievement, recognition, work itself, responsibility (Davies, 2007). Hygiene Factors The factors that come to dissatisfaction are Company policy, Supervision, Relationship with boss, Work conditions, Salary, Relationship with peers (Davies, 2007). However, these do not provide satisfaction as hygiene factors. Validity and application of the theory for the TK MAXXAccording to Hertzberg, individuals do not g et motivated with the satisfaction of hygiene factors at work such as minimum salary levels or safe and pleasant working conditions (classified as existence by Alderfer). Individuals actually look to achieve of motivators such as achievement, recognition, responsibility, advancement, and the nature of the work itself (classified as growth by Alderfer). Hertzberg found that dissatisfaction actually results from job-related characteristics such as company policies, supervision, technological problems, salary, interpersonal relations on the job, and working conditions.Therefore, if management of the TK MAXX wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself. Which provides individuals the opportunities for gaining status, assuming responsibility, and for achieving self-realization. If, on the other hand, management wishes to subvert dissatisfaction, then the focus should be hardened on the job environment, for example policies, proc edures and working conditions of work place. Usually some management are concerned with both discussed characteristics to have satisfaction in workers.If this is the elusion in TK MAXX, the attention of managers should be given to both the factors equally. Hertzberg argued that for essential motivation a continuous job improvement process is required. According to Hertzberg the managers, when designing jobs should consider that the job have sufficient challenges so that workers utilize their full abilities and skills. If a persons skills cannot be fully utilized, then this may lead to a motivation problem. Employees who demonstrate high level performance should be given high level of responsibilities.Criticism of Hertzberg Two-Factor Theory The theory has been criticized on the basis that there is only a narrow contrive for job investigation, the job attitude is measured using only one measure, there is lack of reliability and validity of critical incident methodological analysis and absence of measure of overall satisfaction. When the employees are satisfied they consider themselves responsible for this and in contrast to that when they are dissatisfied they put there own failures on someone elses shoulders (Mukherjee, 1985).Some researchers have given harsh judgments on the validity of this theory saying up to this extent that the theory should be Buried peacefully and that the theory does not provide support to the managers (Agarwal, 1983). It has also been suggested that Hertzberg ignored the individual differences such as self-confidence and skills. For instance, an individual with higher skills might find a job less difficult as compared to an individual with lesser skills but with same intelligence.Still, Herzbergs theory has been of great use for the managers in providing guideline and helping in designing jobs and is astray used by practicing managers (Tosi et el, 2000). 2. 4. 2. 3. Equity Theory Equity theory is wide applied in the businesses. I n equity theory as per Adams, employees demands equity between inputs and output. Inputs can be defined as the employees contributions to the organization (e. g. time, effort, loyalty, hard work, commitment). Outputs on the other hand side are the consequences of the inputs (e. g. alary, employment benefits, recognition etc. ). A senior person should gain vigor higher returns, since the input by him in form of experience is higher than others. Adams chooseed that employees motivate, when they are fairly treated. If employees are over or under rewarded in respect of pay, it can cause distress which leads to demotivation for employees (Carr and McLoughlin 1996). For example, if an employee feels that he is underpaid, it will result into anger in him or her for the organization. This would result in the employee not performing well at work place.Salary is the main concern of the employees as we discussed in Maslows Hierarchy and therefore in most cases it causes equity or inequity. H owever the equity can not be measured only with the salary or monetary rewards. It is also important that for the feeling of equity, an act of thanking the employee by the managers for their work will cause a feeling of satisfaction and therefore help the employee feel being fair treated. There is other perspective which Adams theory introduces is the social comparison. That is, employees compare themselves with others (Kinicki, 2009).An employee will be dissatisfied with the work if he feels that another person is getting more recognition and rewards for their inputs when both have done same quality of work. These phenomena however contrast with the equity theory where the rewards are to be matched with the input and employees comparing each other are not accounted for. The equity relationship can be illustrated by the following equation pic Criticism on the Equity Theory The critics have suggested that the theory does not differentiate between the feeling of satisfaction and perc eption of loveliness (Jacobson and Koch, 1977).Some critics have also said that the theory is too general and fails to deal with complexities of decision-making (Crosby, 1982). Critics have also claimed this theory as the theory of injustice and believed that the model is uncompleted as it would be unjust for an individual to have unfavorable outcomes when compared with others ratio (Cropanzano, 2001). However the theory is useful for managers as a guideline for motivating staff. Therefore it will be unjust to use this theory in isolation to evaluate the staff motivation in TK MAXX. However, in conjunction with other theories his provides a useful understanding of the fairness for the staff. 2. 5. Implication for Management of Motivational Theories There are several implications for the management of the alleged theories. These are as below First problem with motivating employees is that all individuals do not get motivated by the same reward. So, the managers may have to determi ne and apply motivators on an individual basis rather than implementing single criteria which is assumed to account all the employees needs (DuBrin, 2008). This is to be accounted for in the TK MAXX. The employees working in the TK MAXX are from the diverse heathen background.Individual living in UK give preference to flexible working hours over salary (Price, 2007). This may not be the case for employees who are from the different cultural background. The Maslows theory based on the individualistic culture would not be applicable here and the employees needs can be mulish through ERG theory. However, this can be very difficult or even impossible in larger organizations. As per the Maslows and ERG theory, at a basic level there is one common motivator that applies to all employees and that is money. Remuneration is the primary reason why people work.In organization like TK MAXX long hours, high pressure and stresses in employment during the peak hours are the factor that causes d ecrease in employee motivation and may lead to staff turnover or decrease in loyalty. So, to overturn this company needs to pay their employees well. In addition, employees also want performance related pay. accomplishment related pay means that employees, who under perform, should be subject fine or penalties. Apart from above, employees often feel that they are like reasonless machines. This could lead to employees loosing their morale. To avoid this employees like to have control over their work.If employees are involved in decision making this will contribute traverse this phenomena and it will also enhance their motivation (Kinicki, 2009). This is described as the hygiene factor by in the two factor theory. There are lots of individuals who work voluntarily to improve their skills and expertise. Learning new skills and develop present ones is also a prime motivator and provides workers an opportunity for personal development. Education and training allow an individual to discover its potential that increases their personal satisfaction and causes motivation of the seeker (Holton and Baldwin, 2003). To put their whole brain post employees require a clearly defined structure of job and their responsibilities. The absence of this would result in employees being uninformed which would cause low productivity. A clearly defined job description gives them a framework that can increase their performance. This structure of work is provided by inclusion of workforce in decision making and effective communication of the structure from managers to workforce as suggested by the Hertzberg two factor theory. 2. 6. Advantages of staff motivationA positive motivation utilise helps to bring synergy in operations. Motivated employees work more efficiently, producing better products or services in less time then unmotivated employees, who waste time in non productive activities such as surfriding the Web and instant messaging for their personal benefit. They take lo nger time to complete tasks assigned to them. When employees are motivated, they put extra efforts and brain might to produce the best products or services. This can bring to a company a better name in the market simply by producing a superior product.Improved productivity and higher quality services and products accordingly result into high profitability for a company. This improves property position that can be used for improvements in the company or can be used for the benefits of employees. Unlike motivated employees, unmotivated employees rarely put efforts, which results in poor customer service, and low-quality products and can result into bad publicity of the company they work in. If employees are motivated, they can be retained for longer term.This would reduce the training and recruiting cost for the company as each time an individual is hired, time and money has to be invested to get that person up to cannonball along on the job requirements, integrating new employees into the workforce could be difficult. exist employees have experience and knowledge about company and how operations work. They are also already familiar to working with the other employees at your facility. Motivation also helps people in achieving their goals and objectives in life. Motivated people may build self-esteem and positive energy and manage their development. 2. 7. Staff retentionStaff retention has a direct relationship with employees motivation. Managers must align companys and staff objectives and goals to reduce staff turnover and retain employees for longer term. The rewards should be matched with the needs of the employees. By doing this, managers will be able to determine the proper reward system that is offered to employees to increase job satisfaction of employees, which finally result into motivation. Inversely, if the rewards are not aligned to the needs, it can lead to low job satisfaction, increase in turnover and consequently increase cash outlay of the company. 2. 8.Conclusion and Validity of Theoretical background for TK MAXX Research Objectives Literature bear on between literature and research objectives Critical analysis of the effectiveness Maslows Theory Both Maslows need theory and ERG theory of staff motivation and its connection ERG Theory elaborate different level of needs of with staff retention. employees. It will be useful to explain overall motivation of employees of TK MAXX and finally the effectiveness of the staff motivation by determining the needs of the employees.This is research objective 1. This will however to some extent would also contribute to recommend that how staff can be retained. Critically evaluate the use and the Hertzberg Two Factor Theory This theory is important to analyze the effectiveness of the current policies current policies of the staff motivation in TK used by management at T. K. Maxx towards MAXX. This would help researcher analyze that sta ff motivation. whether the management has established motivators that motivates employees e. g. recognition or just hygiene factor that are unlikely to build up staff motivation.Instead these will reduce dissatisfaction such as good salary. Construct and suggest recommendations Victor Vroom Expectancy Theory This is a useful tool for the researcher to to T. K. Maxx managers on how to Adams Equity theory both critically evaluate the staff motivation increase effectiveness in staff and design the recommendation and the management and motivation in order to resultant.From the Equity theory the achieve staff retention. researcher would be able to assess whether the inputs from the employees were equal to the outputs by the management. CHAPTER 3 RESEARCH METHODOLOGY 3. 1. Research Methodology Research methodological analysis is a systematic way of solving problems that arise in research.Research method on the other hand, is different methods and techniques used in the research. Research methods are part of research methodological analysis and the scope of research methodology is wider than research methods (Rajendar Kumar 2008). There are different methodologies for research e. g. descriptive, analytical, qualitative and vicenary etc. The methodology used by the researcher is a shuffle of qualitative and vicenary methodologies. The research would focus on the both qualitative aspects of the TK MAXX policies on staff motivation and will also quantitatively analyze staff satisfaction with the 3. 2. Research philosophy Research philosophy refers to how the researcher thinks of the development of knowledge (Saunders, 2003).There are normally three views with which the knowledge produced is viewed by the researcher. These are positivism, realism and interpretivism. Positivism is the natural scientific view with the philosophical stance on the development of the selective information (Remenyi, 1998). In other words, this view implies tha t the knowledge which is based on sense, experience and positive verification is regular(a) only. Interpretivism is the critical to positivism and is also known as the antipositivism. This implies that it is necessary to understand the inhering reality of the matter that they are studying in order to make sense (Saunders, 2003). Simply this means finding out the expand of the situation to understand the reality (Remenyi, 1998).Realism recognizes that people sharing their interpretations and this is based on the idea that reality exist beyond the human though (Saunders, 2003). Researchers claim that there is no single methodology to adopt while carrying out the research. They believe that a combination of methodologies must be used to carry out research effectively (Kaplan and Duchon, 1988). However, the complexity and dynamism of the reality should be kept in mind to choose best suited methodology (Benbasat, 1984). In order to understand the motivation level of employees in TKMAX X and how they are motivated, research philosophies adopted by the researcher are interpretivism and Positivism.The researcher has adopted positivism due to the reason that it examines the casual and deterministic relationships (Meel, 2000) and most of the data collected would be statically analyzed. On the other hand, Interpretivism is of main focus in this research as the research is exploratory in nature, where the researcher would be examining the behavior and perception of the staff about their managers and supervisors. This requires the researchers subjective interpretation of the phenomena and includes proper understanding and interpretation of the data collected (Meel, 2000). However, to some extent the research philosophy would also include realism.This philosophy bypasses the individuals thoughts and beliefs, of their organizational and suggests that there are lots of other issues that influence people in different way which they might not aware of (Saunders, 2003). This approach will be useful for the researcher in drawing his conclusion of the research. 3. 3. Research Approach The second step in the research process is the research approach. Research approach means that how the research in design and the conclusion is drawn to make explicit. There are two approaches of the research, deductive and inductive. In a deductive approach the researcher develop a theory or hypothesis and then design the research strategy to test the research hypothesis. Whereas in a inductive approach the researcher collect data from the respondents and then develop theory from the analysis of the data collected.The researcher approach in this research will be inductive as deductive reasoning is usually used for arguments based on rules, laws and principles whereas this research is tended to be based on observations. Inductive reasoning works from specific to more general informally its called bottom up approach. In inductive reasoning we start from specific measures an d observation and start to develop some patterns and regularities with the help of these. Once it is done a hypothesis is formulated and finally a conclusion or general theory is drawn up. In addition to this the conductive approach provides a rigid conclusion which does not allow alternating(a) explanation (Saunders, 2003).The researcher has to collect data from TK MAXX staff and analyze to examine the behavior and motivation level and this is important that alternative explanations are also brought into consideration. This approach is also useful as growth own ideas and then proving it from the tests could result into the researcher being biased towards either more favorable or unfavorable for TK MAXX. I have grow the research strategy and added justification of research methodology chosen 3. 4. Research Strategy There are several strategies with which the research can be carried out. These mainly include the explanatory studies, survey, case study, grounded theory e. t. c . Th e strategy adopted by the researcher in TK MAXX are both the case study and survey strategy. survey includes careful designing of questionnaire.The questionnaire will be standard for all interviewees and therefore the results can be compared. The strategy will help to interpret the quantitative data gathered in interviews. Secondly, case study includes investigation of a phenomenon using multiple sources of information. This approach is applicable to the TK MAXX research as the researcher will be interviewing individuals to determine the motivation in staff. In addition researcher would be evaluating the staff motivation policies through reviewing the documents available on websites and other publicly available documents. The other approaches like explanatory strategy is unlikely to be ruitful as these include detailed explanation of the data collection and could be vague for the quantitative analysis to be carried out. Grounded theory is kind of theory building. It is classic exam ple of the inductive approach. The researcher would also be, to some extent, using the grounded theory strategy. This is due the reason that researcher will be taking cross sectioned view due to time limitation. 3. 5. Time horizon The researcher had to decide the time required to carry out the research. The research is embedded with the time constraint and therefore the researcher has taken a cross sectional approach in this regard. This approach employs usually the surveys where a particular phenomenon is observed (Saunders, 2003).The researcher has ignored the longitudinal approach, which includes observing the phenomena over a long period of time (Earl Babbie, 2010). It is obviously not possible for the TK MAXX research see due to time constraints. The researcher is going to conduct the interviews of the staff and will have (what Saunders call) snapshot of inside TK MAXX motivation which helped to save considerable meter of time. There could be some limitations of the approach as it is the observation of particular phenomena at one point of time. The researcher has countered the issue by increasing its sample size. Increasing the sample size will help to determine different individuals view of TK MAXX staff motivation.It can be expected that most the interviewees have developed their views over a long period of time and therefore they will contribute constructive ideas. 3. 6. Data collecting Techniques The researcher has used different methods of collecting data. It has already been discussed that the researcher will be analyzing the qualitative and quantitative data. The methods mainly include the qualitative interviews, questionnaire and secondary data will be access through E-journals and different websites. There are different methods for data collection such as through telephone, postal, electronic or self-administered. For questionnaire, researcher has used the self administer technique.This technique is

Unlocking the Power of the Teacher-Made Test

Classroom sagacity ranks among a instructors s intimately up-nigh substantive commandmental tools.Well-constructed teacher-made mental essays goat provide teachers with the means to join tell apart about what their assimilators slam and peck do helper instructors identify educatees strengths and weaknesses get tabs on student learning and progress help teachers plan and demand upcoming instruction motivate and shape learning and instruction quarter students toward improving their own surgical processs gauge whether students argon mastering district, state, and national education standards finalise if students ar prepared for the high-stakes state or district turn ups By unlocking the power of effective come apartroom estimation, teachers potbelly accomplish al iodine of the higher up and to a greater extent.In the era of accountability and highstakes decision making, teacher-made tests post no longer be viewed as simply a means to gather grad es for the curiosity of the target period report cards. process, providing the evidence teachers need to determine whether or not their students generate achieved the educational goals set out for them. Capturing the Evidence Classroom minds can be thought of as evidence capturing devices or tools. The evidence the teacher seeks to gather is applyd to show or prove the students knowledge and ability. middling like a good detective, the classroom teacher moldiness contract several things in selecting the tools used to gather the evidence What do I think my students should know?What are my expectations for their knowledge base? This could be base on lesson goals and objectives, curriculum or course content goals, district or state standards, etc. How would I describe my students after they experience these learn episodes how would I capture this description? Of all the things Ive taught, what are the most(prenominal) significant concepts and what should be assessed? Wha t is the best tool for capturing this evidence? How exit I use this evidence in the future? Is it simply to keep pock or willing it cause me to reflect on my teaching and my future supplying? How will I report this evidence and to whom? Formative vs. summative sagacityIn general, all tests can fall under one of ii major subheadings formative perspicacitys or summative sagacitys. Formative assessments are those tools teachers use to superintend student performance on an ongoing basis. These can range from something as simple as the daily judgments teachers contrive about a students oral response to incertitudes that arise in classroom discussions to more(prenominal)(prenominal) noble paper and pencil tests. Summative assessments, on the different hand, gather evidence about cumulative student learning at the end of an activity, unit, marking period or school year. These tokens of assessments would include, among others, the final exam or the chapter test.Whether th ey use formative or summative methods, effective teachers constantly observe and revise instructional plans ground on their students educational progress and needs. Assessment, whether formal or informal, plays a vital part in this ongoing page 1 Elements of an Effective Teacher-Made Test In reflecting on these skepticisms, teachers begin to suck the power of classroom assessment, and that this tool can be as pregnant in the teaching and learning process as class discussions, pocket competent group activities, or any other teaching strategy. To unleash this power, and to consider that classroom instructional time devoted to the assessment is used wisely, teachers essential care amply plan and name the test.A naughtily chosen or designed assessment will fail to provide the evidence of student learning, or worse, will provide misleading information. It is imperative that the teacher employs a magisterial process for developing and using the assessment tool. That process sh ould begin with the instructor waiting a few basic exclusively essential wonders What am I trying to find out about my students learning? (That is, what student/standards/goals/ publications am I measuring? ) Log On. Lets Talk. www. ets. org/letstalk What multifariousness of evidence do I need to show that my students submit achieved the goals that Im trying to mea legitimate? What kind of assessment will occur me that evidence?To respond to these questions, the teacher must consider these elements of the test design process appropriateness relevancy expectations for learning multiple evidence cooking uprightness assessing the assessment Is it Relevant? An assessment t lead should make mind in terms of the assessment situation as well as the type of knowledge or skill thats being assessed. It should overly provide relevant information based on what students should have learned in class. For example, it would be inappropriate to ask ninth-grade, French-class stu dents to carry on a conversation in French about the income tax system, if it has nothing to do with what they had learned in French class, and since it in all likelihood has no relevance in their lives. But asking them to carry on a discussion in French about a class trip would be rattling appropriate.Ideally, an assessment should also reflect real-world applications of knowledge and generalizeing. Although developing such assessments is not always practical, assessments based on situations relevant to students own world experiences can motivate them to put forth their best performances. If they dont deduce why they may need to know something, they wont be as likely to do so. Is it Appropriate? If you were to visit your doctor and he or she used a thermometer to determine your blood pressure you major power have cause for concern. Like the classroom test, the medical thermometer is an evidence-gathering device (to determine ones body temperature).Both the physician and the c lassroom teacher must select the best device based upon the type of evidence it was meant to provide, and not one that provides evidence of something else. What would happen if a teacher decides to use devise problems, rather than number problems, to determine whether third-graders know their coevals facts? angiotensin converting enzyme outcome that we talent imagine is that the teacher could not be certain if the test was measuring math ability or reading skill. Having to read and understand the questions could get in the way of a student being able to demonstrate that he or she can, for instance, multiply 8 x 6 and come up with 48. Of course, if the teacher wants to know whether students can apply their multiplication skills to realistic situations, the word problem task would be appropriate and elegant.At the uniform time, the assessment must measure the knowledge, skills, and/or abilities the teacher feels are strategic and do this in an appropriate way. If the goal is to test for retention of facts, hence a cut-and-dried factual test (e. g. , multiple-choice or fillin-the-blank) may be the best assessment choice. On the other hand, measuring students abstract understanding, ability to analyze data, ability to perform tasks, or their collaborative skills would probably bespeak more complex forms of assessment. What are the Expectations for Learning?Before administering an assessment designed to measure what students have learned in class, teachers need to ask themselves Based on what Ive taught in class, can my students be anticipate to answer this? If correctly completing the assessment requires knowledge or skills that have not been empha sized in class, or that the students are unlikely to have mastered, the assessment will not provide an stainless or fair evaluation of whether the students have learned the material. Of course, if the goal is to find out what students already know or understand before a unit of instruction, thusly a well-th ought-out assessment can provide useful information for planning future lessons. Of course, informing future lesson planning should be one of the break uses of any assessment. One Test or Multiple Sources of Evidence? date a single clue at a crime word picture might allow a detective to make some assumptions, the attempt and jury will probably need a lot more evidence before making a decision about delinquency or innocence.As a result, experienced and competent investigators will employ some(prenominal) tools to gather multiple types of evidence from sources such as fingerprints, DNA samples, other physical clues, as well as actual interviews of witnesses and suspects. Similarly, teachers page 2 Log On. Lets Talk. www. ets. org/letstalk should rely on all sorts of options acquirable to help them gather evidence of their students learning. These range from the informal, solar day-to-day ways teachers size up their students progress, such as observation and questioning strateg ies, to traditional paper-and-pencil tests (multiple-choice and shortanswer ones, for example), to more elaborate forms of assessment, such as essays or problem solving activities.Just as a detective must gather many sources of evidence to constitute a convincing case, so must a teacher use many sources of evidence to accurately interpret what each student real knows and can do. Limiting themselves to using provided one or two assessment methods, no matter how reliable or valuable, limits teachers ability to fully understand the range of their students knowledge and skills. Conversely, providing students with different kinds of opportunities to show what they know contrives teachers a broader, better understanding of each students talents and abilities. The questions should challenge students to do more than memorize and recall facts. Focus on assessing the most Copernican and meaningful information, rather than small, irrelevant facts.For example, rather than asking, How many vitamins are essential for humans? A. 7 B. 13 C. 15 D. 23, consider asking gain at least seven vitamins that are essential for humans and rationalize why they are essential. Never use questions or inconsequential exposit just to trick students. Create a test blueprint that will all the way describe the important content areas to be tested, the number and type of items that will get at each content area, the scoring honour for the items, the length of time for the test administration, and other critical test components. Is it amusement park? To be valid, classroom assessments need to be fair.In assessment terms, that means all students must be given an equal chance to show what they know and can do. An assessment is not fair if it measures things unrelated to its objectives is biased Tests should be designed so that they are focused on the instruction that preceded the assessment, and that chequer that testing, teaching and curriculum are all tightly aligned. Bias is utte r to exist if the assessment includes content that offends or unfairly penalizes test takers because of face-to-face characteristics such as gender, ethnicity, socio-economic status, religion, or sexual orientation. Assessment bias affects cogency because it may negatively influence students attitudes toward, and performance on, the assessment.For example, an assessment that includes manner of speaking or content that offends a specific group of students may hurt the performance of those students by causing them to focus more on the offensive language than on performing at their best. Test takers may also be disadvantaged if the assessment includes content that, although not offensive, assumes prior knowledge likely to be unfamiliar to one fact group of test takers but familiar to another. An obvious example is the need to know something that can only be gained by visiting an art museum, if some groups of students have no personal experience of ever visiting a museum with family or friends. be after the Assessments Teachers should use the following guidelines when planning any assessment Have the conclude of the test clearly in mind. Determine what type of assessment will be most appropriate for the situation, based on the nature of what you are teaching, the purpose of the instruction, and what you want to find out. If the purpose of the assessment is to determine how well students have mastered a particular unit of study, make sure the test parallels the work covered in class. And, to be able to know apart among levels of learning, avoid making the assessment overly difficult or easy. If the assessment is a selected-response or fill-in-the-blank test that will be used to distinguish basic skills, it should contain at least 10 questions preferably more for each skill area.The questions pertaining to each skill area should be considered a subtest, and these subtests should yield separate scores on the various elements needed for victory of the skil l. If the major purpose of the test is to rank a selected group of students in order of their achievement, the questions should cover critical points of learning. Questions on critical points often require understanding implications, applying information, and reorganizing data. page 3 Log On. Lets Talk. www. ets. org/letstalk Tests should be designed to afford students multiple opportunities to tell what they know about a particular subject, not to present them with difficult, if not impossible, tasks.One way to let students collide with is to include a bonus question at the end of the test that asks something like, Take this opportunity to tell me something about this topic that was not include on the test. Other things to consider when poor results are obtained are external, test administration issues e. g. , uncomfortable room temperature, administration right after a long weekend, external noise distractions, unsettling school or community news. One of the most effective way s to improve a classroom assessment is to review it before administering it. If possible, wait at least one day after the assessment was written before performing the review. Then ask a colleague to review the assessment.As part of this review process, have soulfulness who did not write the task (a colleague or even a family member) solve the task. Assess the Assessment In assessment, wording is critical. Unclear directions can confuse test takers and negatively affect their responses, which can lead to inaccurate, and indeed useless, information about what the students actually know and can do. Wording in multiple-choice type items is especially important. Being precise in the question and in the options or choices prevents misunderstanding and provides more reliable evidence of what students know. aft(prenominal) an assessment has been administered, teachers can ask students how they interpreted the questions, particularly if the questions elicited unexpected results.When asses sments give unexpected results for example, the entire class bombs an assessment, or the students responses are not consistent with the type of work the teacher was looking for its important to take a good hard look at two the assessment and the way it was administered to determine whether it was flawed in some way. Did students who are more able, based on other evidence, do well on the assessment? If not, something might be wrong with it. You might consider analyzing the questions or tasks to make sure each is accurate, valid, fair, and reliable. On the other hand, if the assessment presents a type of task that your students might not be familiar with (e. g. a complex, nonroutine type of problem), students who performed poorly may simply have had difficulty with that particular type of assessment. Did students answer the assessment appropriately but not give the answers you were looking for? Then check to see if the task was well-defined and clearly written. Students cant be ex pected to give adequate responses if they arent sure what kind of response is expected of them. If the entire class failed the test, it might indicate that the material wasnt taught adequately, or the assessment was so poorly written that the students were unable to apply their knowledge appropriately. During the review, check to see that directions are clear content is accurate questions or tasks are representative of the topics or skills show during instruction knowledge or skills that were not covered in class are not being unintentionally evaluated the type of assessment used is compatible with the method of instruction used in the classroom and the standard being measured the assessment will contribute to the instructors understanding of what the students know and can do the assessment can be completed in the allotted time the assessment is fair all instances of offensive language, elitism, and bias have been eliminated When teachers begin to analyze assessment results, they should look for two things 1. Does the question or task provide accurate information?Did all the students do poorly on the same question or set of questions? Maybe certain questions are confusing or misleading, or perhaps the concept is simply not yet well understood by the students and should be retaught. Having students explain why they answered a question in a certain way can be very(prenominal) enlightening to the teacher about whether the problem is in the question (or task), or in students understanding of the concept being assessed. Log On. Lets Talk. www. ets. org/letstalk page 4 2. Each students strengths and weaknesses are they based on his or her patterns or performance? This information can help teachers tailor the next round of instruction to either remedy problems or build on strength.For example, if a particular group of students has difficulty with one set of items that measures a similar set of skills, these students might need surplus instruction or a differ ent kind of instruction. Or, if everybody in the class had difficulty with a particular issue that the teacher thought was emphasized in class, then the teacher needs to determine if there was a problem with the instruction and/or material. By taking the time to piss fair, focused, and well-thought-out assessments, teachers can have confidence in the evidence gathered and make meaningful judgments about student performance and future instructional plans and decisions. This phrase was based on the ETS Focus publication Letting Students Shine Assessment to Promote Student Learning. Written by Amada McBride, 1999.