Desensitization of Murder in The Lottery Essay - 1078 Words

On the Desensitization of Murder in The Lottery When someone is a part of or witnesses any one thing enough times, that person will become desensitized to it, whether it is gradually accepting abortion, homosexuality or anything else for that matter. People can even become accustomed to violent murder if it is ingrained into their lives enough. Take the Einsatzgruppen (Nazi Officers that were partly responsible for the death of millions) The Lithuanians showed them how to murder women and children, and they became accustomed to it (Cesarani 165). Shirley Jackson most certainly takes this desensitization into account when she writes The Lottery. The characters in Shirley Jacksons The Lottery are so accustomed to their tradition of†¦show more content†¦?The people had done it so many times that they only half-listened to the directions The villager?s passiveness towards the lottery shows, not only that they don?t want to be there, but that the lottery is just another task they need to mark off of their to-do lists. In actua lity, the lottery is a tuned-way of choosing someone to die, but the villagers are so desensitized to it, that they fancy the lottery as nothing more than an errand that they must complete. Secondly, the villagers small-talk, giggle and the children play throughout the story, as if one of their brothers or sisters are not about to be brutally killed. During the entire lottery proceedings, the villagers laugh and the children play despite the seriousness of their situation. The children playing with their murder weapons before the lottery begins really show how little the people care about the lottery anymore: ?Most have become completely desensitized to the murderous rituals. In paragraph two, the children are so desensitized that they are actually enjoying themselves while they are collecting rocks as a sadistic prize for the lottery?s winner. Although they are very young they remember some aspects of the ritual. Bobby Martin stuffs his pockets full of stones as if it were money and not a murder weapon. Three of the villager?s children eventually made a great pile of stones in one corner of the square and guarded it against raids of the other boys. The children know that they areShow MoreRelatedThe Lottery vs the Destructors Essay examples1046 Words   |  5 PagesThesis In Shirley Jackson’s, â€Å"The Lottery†, and Graham Greene’s â€Å"The Destructors†, the author creates a story filled with symbolism, irony, grim reality, and a ritualized tradition that masks evil, which ultimately showcases how people blindly follow tradition. Outline I. Introduction II. Setting B. Time Period III. Plot A. What messages are seen inRead MoreOcd - Symptoms, Causes, Treatment131367 Words   |  526 Pagesreassurance when thoughts about harming the child recur in the future. Prior to the mid-1960s there was no effective psychological or pharmacological intervention for OCD. Applications of early behavioral techniques to OCD, such as systematic desensitization, modeling, operant reinforcement, aversion relief, and relaxation therapy, produced modest and rather mixed benefits (Emmelkamp, 1982; Foa, Franklin, Kozak, 1998; Kozak Foa, 1997). However, in 1966 Victor Meyer described a behavioral treatment

Motivating Pharmaceutical employees in Kuwaits Public Sector - Free Essay Example

Sample details Pages: 21 Words: 6368 Downloads: 1 Date added: 2017/06/26 Category Health Essay Type Research paper Did you like this example? The pharmaceutical sector in Kuwait has never been considered by the Government to be as important as the other healthcare or even many other professional sectors, like engineering for example. It has always been viewed as a less important profession with a very small number of professionals relatively to other jobs in the country. However, Pharmacy is a necessity in Kuwait and in every country, in addition to the obvious increment of the number of pharmacists who join the field every year, especially since the beginning of the last decade after Kuwait University launched its first pharmaceutical department in 1997. Don’t waste time! Our writers will create an original "Motivating Pharmaceutical employees in Kuwaits Public Sector" essay for you Create order Therefore, these pharmacists must be heard and understood like every other profession in Kuwait, they have potential and needs which must be considered and met whenever possible by the Government. One of these needs or even necessities is motivation. The practice of motivation is critical for every successful organization, just like other important measures to increase performance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors , and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervisio n and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in additi on to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant othe rs4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers h ave looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to   move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a saf e and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respect ed and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7. The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by aff iliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financ ial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job s ecurity, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this pe rformance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. B ecause they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being re warded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, bec ause then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to wo rk9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with e ach other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be s ome kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve that goal. And whenever there is a difficult goal to attain, the performance will definitely increase to reach that goal and attain the desired outcomes 11. 2.4 Practices Companies may use in order to motivate their Employees in General Most successful organizations around the world motivate their employees. There are many methods a company or an organization may come up with to assist in doing so. A powerful new model to increase workplace motivation has been developed by Nohria and Groysberg, of Harvard Business School, and Lee, of the Center for Research on Corporate Performance14. T hey have conducted a survey on a wide range of employees from many companies, and came up with results which can identify how an organization can motivate its employees and satisfy their needs. They proposed that a motivating organization should implement several motivational techniques, including the following: It must provide an environment at the workplace that meets workers expectations and needs. Establish a fair Reward system for good performances. Create a culture that is full with collaboration and openness in order to improve bonds and communications between employees. Create meaningful and challenging jobs which help increasing workers motivations. Allocate resources fairly, and manage the processes and performances in a fair and transparent way. Furthermore on the practice of motivation within companies and organizations, below are guidelines for managers that can be used in order to motivate employees. They are based on the motivating people book (2009) written by Mike Bourne and Pippa Bourne15: Creating a motivating environment Managers must Support the performances of employees, by setting the goals of the organization clearly to them and directing their efforts into achieving those goals. They should boost their enthusiasm, provide them with the needed tools and resources, remove any constraints they may face, develop their training and skills, and supervise them in a positive way. They should create a high performance culture, and maintain the right working conditions. Recruiting the right people is necessary, and so managers must have successful criteria for recruiting. They should Measure employees motivation, by getting feedback from them, and by using a survey to show their motivation level, how they feel about their jobs, and what they need and expect from their jobs. Building processes for motivation Managers must design motivating jobs for their employees and continuously improve these jobs, which should be meaningful and have important outcomes. They should conduct appraisals and measure the progress of given tasks through feedbacks. In addition, they must set clear, important, and achievable objectives for their employees, and make sure they understand them. They should always provide the proper Training and development for their staff, and prepare them to grow within an organization. They must Recognize good performances by many ways including thanking them by emails or giving them some time off for example. Furthermore, they have to make sure that employees are paid and rewarded according to their performances, as their bonuses should be linked to their achieved targets, their pay should be linked to their performances, their incentives should be linked to their achieved goals, and the paying scheme should always be reviewed to make any necessary changes. Developing the skills for motivation Managers must be good motivators by sharing their visions with their teams, setting a ttainable and clear goals, always giving feedback to staff, rewarding good performances, and sharing the success with everyone involved in making it. They should make people feel valued by promoting or rewarding them, recognizing their efforts, and investing in their training and development. They should delegate tasks effectively to their employees, and be able to coach successfully on a daily basis, and therefore they have to develop their coaching skills constantly. 2.5 Practices Companies may use in order to motivate their Employees in Kuwait (Culture) According to a study of employee motivation in the Middle East (Bayt.com, 2009), 61% of Kuwaitis feel they are motivated at their work, ranging from highly to slightly motivated, which looks to be acceptable especially when compared with the average of all the other countries in the study which was 45% 16. When it comes to Kuwait, it is very difficult to find examples on how companies motivate their employees within, beca use there are not many studies conducted in the field. However, a number of companies understand the concept of motivation and follow strategic guidelines in doing so. First of all, Kuwait has two working sectors, the governmental and the private one. In the governmental sector, there are standard methods of motivations, which are very similar to a great degree, in all the ministries in Kuwait; they include some of the following parameters (Al-Watan newspaper, 2007)17: Yearly bonuses for excellence performers. providing scholarships for post graduate studies to superior workers training courses in Kuwait or abroad for high performance workers promotions for deserving workers sending special employees abroad to attend conferences and workshops Other fringe benefits including mobile phones, and cars with drivers. On the other hand, the private sector offers much more valuable and attractive rewards and benefits, which can be much more motivational to employees, including all of what the government can provide, but at higher levels. For example, yearly bonuses are highly dependant on the workers achievements, while in the governmental sector it is normally a fixed yearly bonus. Therefore, if a worker was affective in making a company a worthy amount of profits, there would be a large and satisfying reward awaiting, while if a governmental worker achieved the same outcomes; there will be the same yearly bonus which is given to any hard working employee, regardless of the size of the achievement. In addition, there could also be other types of rewards in the private sector such as the highly recognition of superior workers, as can be seen in the example of Zain telecommunication company, which sets very good standards for motivations that all other successful companies should follow (Al-Watan newspaper, 2007). Other companies which are highly motivational are the banks, especially before the economical crises in 2008. Banks always reco gnize good employee performances and apply excellent standards of motivational tools, which are one of the reasons why they are the most successful services sector in Kuwait (Global Magazine, 2009)18. Another example can be seen in successful investment companies such as Alimtiaz Investment. According to business news magazine (2009), there is a mystique when it comes to Alimtiaz, the culture is very friendly and loving, you can find workers from different departments helping and supporting each other, which is the theme of the company. It provides employees with the best rewards and fridge benefits compare to all investment companies in Kuwait. The yearly bonuses are very satisfying however based on productivity, in addition to other benefits like incentives and health insurance. An employee is able to complete studies and take courses on the expenses of the company, and regular courses are constantly provided to all employees. Basically, the management of the company, led by th e best professionals in Kuwait, has set an excellent example of excellence that should be followed in companies in Kuwait and worldwide19. 2.6 Pharmacists Motivation in the Public Sector in Kuwait When it comes to pharmacists in the public sector in Kuwait, not many efficient previous studies can be found. However, there is a study conducted by a previous Kuwaiti public pharmacist named Noura Al-Qenaee in 2009, she concluded a number of facts which could shed the light on the motivational status within the pharmaceutical public sector in Kuwait, including20: Firstly, Pharmacists working in the public sector may earn a fair salary compare to those working in the private one. They enjoy a good stream of relations, better working environment, and preferable job locations. On the other hand, they may experience inadequate career development, and lack of growth in the public pharmaceutical sector. Many of them agreed to have tremendous mental tension caused by heavy workload, working condition, unprofessional supervision, job stress, and lack of means to perform their job, which all are highly demotivational. The research also concluded that many pharmacists leave working for the Ministry of Health, and open their own private pharmacies, which can be very motivational for a number of advantages. It could be very profitable, especially if the location of the pharmacy was cleverly selected. It would provide more flexible work timings for the pharmacist, in addition to the possibility of having some challenges, which usually makes an entrepreneur motivated to improve performance, and succeed in the business. The next chapter will describe our methodology and research design.

Racial Discrimination And Related Treatment Of African...

According to Merriam Webster, Racism is defined as â€Å"a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race† (Merriam Webster, n.d.). Knowing this, Racism is certainly not particular to the United States of America, As Alex Haley, the author of Roots, told Scott Ross, CBN journalist, in a 1992 interview, â€Å"If you think about it, †¦there is no grouping of people to my knowledge, of any consequence, who have not, at one or another time, been the object of hatred, racism, or who has not had people against them just because they were them† (Ross 2016). Racial discrimination and related treatment of African Americans over the decades may be deeply rooted in American culture. In fact, it can be traced to the Founding Fathers. As history tells us, two of the most famous Founding Fathers owned slaves, and it goes without saying that for one to justify another†™s enslavement—as did wealthy American colonials—that person would have to hold to the belief that the slave is by definition, and inferior being. Our first and third presidents: George Washington and Thomas Jefferson were slave owners and their treatment of African Americans is well documented. (Smithsonian, 2015) The dehumanizing way Early Americans treated Africans who were imported as slave labor became universally accepted among the population from the very beginning while still under British rule. In spite of theShow MoreRelatedRacial Discrimination Against African Americans857 Words   |  4 Pagessome legal organizations and communities that related to the racial discrimination issues in America (United States Department of Labor). 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Sociologists have defined racism as the perception and treatment of a racial or ethnic group, or member of that group, as intellectually, socially, and culturally inferior to one’s own group. It is more than an attitude; it is institutionalized in society. Racism is a silent disease that isRead MoreRacism Is Not As Cruel Essay1679 Words   |  7 PagesRacism is defined as â€Å"Prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one s own race is superior† (Oxford dictionary, 2016). It is obvious that racism in America is not as cruel as how it use to be many decades ago, as someone’s skin colour or beliefs cannot dictate his or her own rights and freedom. However, racism has never gone away, it remains an issue and a struggle to this day. Numerous people may believe that America has transformed

Nike Inc. The Powerhouse Of The Sporting Goods And...

Nike Inc. has been the powerhouse of the sporting goods and apparel industry for years. Headquartering its powerful brand from Beaverton, Oregon, the company was founded on September 8, 1969 by Phil Knight, with a mission that emphasizes â€Å"design, development, marketing and selling of athletic footwear, apparel, equipment, accessories and services.† The rapid growth of the brand has led to heightened sales and endorsements in the United States, as well as incredible market performance in Europe and Asia (Morningstar). To maintain a competitive advantage in a clustered market, Nike has expanded its business across several sectors of the sports world, including Running, Training, Golf, the Jordan Brand, Elite, and many more. The company focuses on innovative products that are of high quality and appeal to the eye. For example, Nike released a preview of its high-tech, self-tying shoe from the famous â€Å"Back to the Future† films; the Nike Mags. A major reason why Nike has crushed profit expectations for nearly 4 consecutive years is due to the diversity of its products and its efficient outsourcing tactics. Furthermore, consumers are attracted to the brand itself, and one analyst said that roughly 80% of Nike shoes are bought for lifestyle purposes, not for a particular sport. At $50.57 per share, the company is performing below the target stock price, but optimism is high for a company that continues to exceed annual expectations. Growth for the next 5 years is expected toShow MoreRelatedBusiness Description And Growth Strategies1000 Words   |  4 PagesBusiness Description Growth Strategies: DICK’S Sporting Goods, an American sporting goods retailer, was founded in 1948 by a young but up-and-coming 18-year-old Dick Stack. 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Shakespeare, William Comparing And Contrasting Hamlet And MacBeth Essay Example For Students

Shakespeare, William: Comparing And Contrasting Hamlet And MacBeth Essay Christine TirmanApril 7th, 1999Professor KingEssay # 3Comparing and ContrastingHamlet and MacBethThroughout William Shakespeares plays Hamlet and Macbeth there are many similarities, along with many differences. These plays are both Shakespearean tragedies, which often use supernatural incidents to intrigue the readers interest, and consists of a hero that has a tragic flaw. There are many comparative and contrasting aspects in these plays. The opening of Hamlet involves a supernatural, as does the opening of Macbeth. In the first scene the ghost of his father, King Hamlet, approaches Hamlet. Similarly, the opening of Macbeth involves the three witches. Although the witches can be seen by anyone they approach, the ghost of King Hamlet is only seen by Hamlet himself, and in one scene by Marcellus and Bernardo, Hamlets servants. Similarly in both plays, the main characters are slightly suspicious of the actual powers these supernatural figures have. As the witches use their apparent powers to tell Macbeth the future, the ghost of King Hamlet tells Hamlet what has happened already. Hamlet states in one of his soliloquies ?The spirit that I have seen / may be the devil? (2.2. 598-599). Macbeth also has his doubts because when the witches tell him that he will be named Thane of Cawder, Macbeth himself had not known, but many people had. It is possible the witches could have known. In the same matter in both plays, the presentation of the supernatural began to lead to the final downfall of each of the characters. In Macbeth, the three witches cause him to think and do evil deeds. In Hamlet, if he had not seen the ghost of his father, he would not have known that Claudius has killed his father to claim the throne. In both instances the characters gave into the nagging supernatural beliefs. And hence they lost their lives. Other characters in these plays show parallels in their plots. Both plays have a main character that portrays the king of that country. In Hamlet, the King of Denmark, Claudius is directly related to Hamlet. He is his uncle, and also his mothers new husband. However, in Macbeth the King of Scotland, King Duncan, is not directly related to the main character. Both plays do however, have the main character killing off the king in order to get the throne, which ultimately results in there own death. Horatio, in Hamlet and Banquo, in Macbeth share the same loyalty to the main characters. In both stories these friends are more skeptical of the supernaturals than the main characters themselves. In a meeting with the witches, Banquo challenges them to ?Speak then to me, who neither beg nor fear / Your favours nor your hate? (1.3.60-61). In a scene where Horatio and Hamlet witness the ghost, Horatio tries to keep Hamlet from going with the ghost. He was even reluctant in the opening scene to go with Marcellus to hear about the ghost. Some themes in the plays are also similar. The way that the weeds and flowers illustrate good and bad in Hamlet is like the way the birds do in Macbeth. This is also true of the fair and foul theme in Macbeth and the indirections theme in Hamlet. In Macbeth, to the weird sisters, what is ugly is beautiful, and what is beautiful is ugly. Through the play fair appearances hide foul realities. This theme has a lot in common with the theme in Hamlet where the appearance varies from the reality. In contrast, one of the main themes in Macbeth is Manhood, while in Hamlet it is frailty, and more specifically, the frailty of women. .u07d4541f8bbd162e27ae0c4836259c67 , .u07d4541f8bbd162e27ae0c4836259c67 .postImageUrl , .u07d4541f8bbd162e27ae0c4836259c67 .centered-text-area { min-height: 80px; position: relative; } .u07d4541f8bbd162e27ae0c4836259c67 , .u07d4541f8bbd162e27ae0c4836259c67:hover , .u07d4541f8bbd162e27ae0c4836259c67:visited , .u07d4541f8bbd162e27ae0c4836259c67:active { border:0!important; } .u07d4541f8bbd162e27ae0c4836259c67 .clearfix:after { content: ""; display: table; clear: both; } .u07d4541f8bbd162e27ae0c4836259c67 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u07d4541f8bbd162e27ae0c4836259c67:active , .u07d4541f8bbd162e27ae0c4836259c67:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u07d4541f8bbd162e27ae0c4836259c67 .centered-text-area { width: 100%; position: relative ; } .u07d4541f8bbd162e27ae0c4836259c67 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u07d4541f8bbd162e27ae0c4836259c67 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u07d4541f8bbd162e27ae0c4836259c67 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u07d4541f8bbd162e27ae0c4836259c67:hover .ctaButton { background-color: #34495E!important; } .u07d4541f8bbd162e27ae0c4836259c67 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u07d4541f8bbd162e27ae0c4836259c67 .u07d4541f8bbd162e27ae0c4836259c67-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u07d4541f8bbd162e27ae0c4836259c67:after { content: ""; display: block; clear: both; } READ: Male and female observation: t Essay It seems evident that Shakespeare used a strong, similar story line in these two tragedies. Apparently Macbeth and Hamlet are similar stories in numerous ways. These two plays seem different because of the variation in story lines, but in fact are very similar due to the parallel characters and themes.

Relationship Between The Children And Their Parents †Free Samples

Question: Discuss about the Relationship Between The Children And Their Parents. Answer: Introduction: One of the most elemental relationships in the society can be considered the relationship between the children and their parents. Despite of love, care and a sense of responsibility, a significant part of the relationship between the children and their parents, is founded on the concept of dependence. It has to be mentioned in this context that, the children depend on their parents for a myriad of resources, for food, shelter, clothing, mostly all the basic necessities of life. However, as the children grow up to be adult human beings, the dependence factor of the relationship is slowly but steadily reduced. In most cases the parents cease from supporting their children with financial resources as they move through their early adulthood. However, the question in this regard can be whether the lack of financial support imparts a detrimental effect on the lives of the adult children and whether the parents should continue to support their children financially even after they are past t he legal age of adulthood (Fingerman et al., 2012). According to a vast majority of research scientists, the importance of familial ties is much more influential than the romantic ties in human life. It has to be mentioned that familial ties are not just multidimensional but are also multidirectional. And for the same purpose the extent of relationship ties on the children and parents have been studied very extensively. However, it has to be mentioned as well, that the extent of responsibility and the extent as the familial ties of the adult children towards their parents have been studied more extensively while the counterpart have not been studied as extensively yet. However, the financial support provided to the children by their parents serves to be one of the most fundamental pillars of their life. Hence when that support is suddenly pulled from their lives, the support system and psychology of the children suffers significantly (Kirkpatrick Johnson, 2013). On the other hand the conventional ideologies in the society dictate that the adult children are ought to provide financial assistance to their parents. However, according to the most of the research analysts and critiques, there is a fundamental law in this societal preconceived notion. There are many instances where the children despite being in the years of early adulthood cannot afford to take financial responsibility of their parents and therefore, such predestined societal expectations complicate the scenario significantly where the extra load responsibilities may potentially affect the relationship status and psychological inclinations in the children towards their parents (Chevalier et al., 2013). If we examine the statistics of the role familial relationships play in the Australian context, it can be stated that when people felt their financial resources to be dwindling and their own earnings are not sufficient to keep them afloat, the support from the family helps in elevat ing the stress and overcoming the challenges that low financial strength imposes on day to day life. in such situations, financial support from the parents to their adult children have been proved to be one of the most supportive factors in the lives of the adults and contributes significantly on maintaining the lifestyle standards of the children (Wightman et al,, 2013). One of the most important elements that have the maximal impact on the issue under consideration is the fact that parental obligation for providing financial support to the children is slowly diminished as the children become adults. However, many of the authors have indicated this preconceived societal notion to be wrong and rather detrimental to the psychological wellbeing of the children. According to Daatland, Herlofson Lima, (2011), withdrawing parental financial support in the young adulthood can facilitate many hardships in the lives of the children. It has to be understood that most of the young adults pursue higher education in this phase of life, and parental financial support provides the massive chunk of financial stability in their life. On a similar note, Padilla-Walker, Nelson Carroll, 2012, argued this phase of early adulthood to be a semi-independent phase in their lives when they still are trying to get enough educational qualifications that will enable them to be completely financially independent. If parental financial support is withdrawn in that stage, the children have been seen to discontinue pursuing higher education and the lifestyle standard of the children is compromised. And often these children are found to move astray towards the darker side of life. Elaborating on this issue a bit more, it can be considered that in most cases where when children earn according to the basic lifestyle standards in the adulthood, they delve to the darker side of the society, whether trying to make more money by improper means or decide to quit trying. A vast proportion of the young adult suicide rates can be linked to the fact that they could not afford to financially support themselves on their own and without getting any support, delve towards suicidal tendencies. Along with that, tendencies towards recreational drugs can also be associated with the inability of young adults to support themselves financially (Hamilton, 2013). Now, another important issue to the fact is that young adult children receive differential extent of support depending on the socio-economic status of the family that they belong to. Studies have revealed that children from upper class or middle class families receive higher financial support than the support that children of lower or working class families get. According to the studies by Beijersbergen et al., (2012), most of the children who do not receive financial support in the early adulthood belong to families that lack financial stability. The pressure of maintaining financial stability is seen to force the children to leave their education abruptly. Hence, based on the information that is available in the published journal it can be interpreted that the impact of parental financial support is extremely important for the overall wellbeing of the young adult children. However it has to be understood there is a significant gap in the literature, and one of the most important sectors in this idea can be the fact that the previous research studies have only focussed on the need for parental financial support and how it is imperative for the wellbeing of children (Hartnett et al., 2013). However, there is significant detrimental impact of extended financial support from parents on the financial independence of the children. Excessive parental support can lead to children not feeling the need for financial independence and their dependency can continue to increase. In such scenarios it is very important to standardize parental financial support to their children, so that an age bar can be identified beyond which the children can be hop ed to attain financial stability and parental financial support can be withdrawn without potentially causing any harm to the well being of the children (Leonard, 2013). Along with that, changes in parental perception are another key issue that has not been explored in previous researches. As the extent of support depends on the perception of the parents regarding the need for financial support on the lives of their children, this research study will attempt to explore whether children ought to provide financial support to parents during financial difficulty or parents needs to provide financial support to children during financial difficulty. Discussion The main intention of this research was to explore peoples insight regarding the norm of extending support to family members during financial crisis. Research on this topic came from the explanation of filial obligations and parental obligations in family norms. Filial obligation was related to responsibility of children to provide financial help to parents during financial difficulties whereas parental obligations was defined as the parents duty to extend financial support to their children when they face financial issues in life (Daatland, Herlofson Lima, 2011). The research question for the study was related to these two obligations as it aimed to explore whether people favour filial obligations or parental obligations in times of financial difficulties. The main expectation from the survey results was to gain useful information regarding support for filial or parental obligations and the character of filial norms or parental norms in different age groups and gender. The t-test o f the participants response mainly revealed that participants were more in favour of children providing support to parents financially rather than parents supporting children financially. However, the most critical aspect of this response is to determine the relationship between age of participants and their response to the research question. Analysing this aspect of the result was critical because there are some people who feel that parental support and attention is important for children till adolescence whereas other people feel that parents are responsible for children even when they reach adulthood (Jones, 2014). The statistical analysis of the results in the context of examining the relationship between age of participants and their response to survey questionnaire revealed a positive relationship between age and level of disagreement that children should support parents financially. This implies that with increase in age, participants gave less agreement to the fact that children should support parents financially. On the contrary, increase in age was linked with greater support for parental obligations for supporting their children financially. This is indeed a significant opinion, however it also points out to the inconsistency in research outcome. For instance, the overall response favours that children should support their parents financially, however there is a need to identify why increase in age of participants is associated with less agreement for children supporting their parents financially. This means that there must be a link to cultural factors, family background and economic b ackground of the participants that might be changing the opinion of participants with age. For instance, some adult children might be financially dependent on their parents due to low esteem and issues of depression and social anxiety in their life (Cohen, Mannarino Deblinger, 2016). On the other hand, parents with a strong financial background may not rely on financial support and they might have inculcated the same values to their children that everyone needs to be independent. Level of affection might also be a factor that encourages parents to support children financially all the time (Neal Hammer, 2017). The strength of the research procedure is that questions were tactically designed to analyse the factors that affect response of participants in relation to the research question. For instance, question 13 and 21 focused on evaluating the rationale behind supporting parental or filial obligation and the options provided to participants included history of relationship between parent and children, level of affection between parent and child, importance of fostering independence and the financial circumstances of the adult. According to conventional view, all parents who bring a child into existence are obligated to care for their child at times. This view about parental obligations is given in studies mainly in the context of rearing the child and caring for them during their upbringing (Swartz OBrien, 2016). However, there is lack of insight regarding how the role may reverse once their child grows into a financially independent and mature adult. The main significant of this researc h is that survey with participants between age group of 18 to 77 years has clarified whether the role of parents has reversed or not. The relationship between parental obligation to their adult children and vice versa in different contexts have been tactically explored by the survey questionnaire 13 and 21. In this context, the highest response was found in the level of affection between parents followed by parents financials circumstances. This is also consistent with Schwarz et al., (2005) opinion that parent-child relationship is characterized by emotional bond and frequent contact. Hence, support given to parents has links with norms and values of child and the quality of relationship between parent-child. The survey was successful in finding out whether filial obligation or parental obligation is favoured by participants. In addition, exploring the outcome related to the relationship of the response with age of participants was an effective step as it helped to explore the transition from foster care to emerging adulthood and the quality of intimate relationship between parent-child. The relationship between less agreement for children supporting parents with increasing age is also understood from Kirkpatrick Johnson, (2013) study as it discussed about the diversifying transition to adulthood and longer time taken by young people to achieve financial independence. In this context, the positive relation between age and disagreement with children obligation to provide financial support to parents is justified. In addition, young generation today remain in semi-independent state for a longer time due to high investment in higher education and job training. For this reason, seeking financ ial assistance from parents for a longer age is justified. The benefits of conducting research in the area of filial obligation and parental obligation is that it has helped to explore the changes in parent-child relationship, perception of family values and perception of independence with time and cultural context. The participants response has favoured that children should financially support their parents and this is reflective that relationship bond and family values favour such response. The role of parenting has been found critical in inculcating family values and family support in young children. For instance, Chen, Wu, (2016) has discussed that filial piety is a culture specific concept where emotional and material support offered to children is embedded in the sociocultural context of family interdependence. Positive correlation exists between filial piety and reduced parent-child conflict. Hence, from the psychological point of view, this outcome may help psychologist to address conflicting issues in parent-child relationship and counsel both depressed children and parents regarding improving their relationship in life. This is because they can understand the psychological dynamics behind the childrens actions for providing financial support to their parents and vice versa. In terms of methodological challenges in conducting the research, it can be said that difference in age group of participants increased the analytical work for the study. This is because all data needed to precisely analyse with respect to age. One limitation is that four people did not reveal their age However, in a sample of 284 adults, it may have negligible effects. Another limitation of this study is that health issues of parents or their children were not included in survey questionnaire. This might have affected the response of participants because research has showed that children with mental illness or depression are likely to require more financial support from parents (Hazel et al., 2014). Hence, future research should focus on this area to enhance the transferability of the research. Another limitation is that the study cannot be replicated in other countries because in countries in Asia and Africa, adults are expected to financially support their aging parents and resear ch done in these countries would have given contrasting results. Despite this limitation, finding will also contribute to important implications for informing parenting practice. This is because developmental outcomes of children is affected by the parenting support given to them in their early years of life. 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