Research Korner

Environmental Management and Sustainability

Environmental Management and Sustainability   In general, environmental management and sustainability deals with managing the bodies of water, land and atmosphere based on the sustainability policy and principles.  In this relation, land use change is important to the management of biosphere because of the changes made in the environment by the urbanization, agriculture, forest, woodland, grassland and pasture.  All these factors have great effects on the global bodies of water, carbon and nitrogen biogeochemical cycles of the earth’s atmosphere. Therefore, proper management of the earth’s atmosphere should involve the evaluation of all elements of the carbon cycle in order to identify the causes of climate change that made by man.  The catastrophic effects of climate change to mankind have been resulted to numerous calamities and disasters to various countries in the world.  According to this study, ocean circulation patterns have a strong influence on climate and weather and, in turn, the food supply of both humans and other organisms is in shortage level these days.  Furthermore, during the Copenhagen Climate Council Meeting in March 200, w, 500 climate experts from 90 countries had noted that there is a need for a strong carbon reduction from human communities   to avoid total global warming potential catastrophic effects to biodiversity and to entire mankind.  (http://en.wikipedia.org/wiki/Sustainability_and_environmental_management) Furthermore, the other factors that  gradually destroys   the earth’s atmosphere include air pollution in cities, the pollutants including toxic chemicals like nitrogen oxides, sculpture oxides, volatile organic compounds and particulate matter that produce photochemical smog and acid rain, and the chlorofluorocarbons that degrade the ozone layer. Anthropogenic particulates such as sulfate aerosols in the atmosphere reduce the direct irradiance and reflectance (albedo) of the Earth's surface.  Due to these serious man-made pollutants, global dimming may even disturb the global water cycle through decreasing the evaporation and rainfall in some areas in the earth. It also creates a cooling effect and this may have partially masked the effect of greenhouse gases on global warming.  By some means, ocean movement has a strong influence on the climate and weather condition in the earth.  This is the main reason that even the people and other organisms food supply are drastically reducing.  Many scientists have expressed their fear of the many catastrophic possibilities that climate change will bring to mankind.  And, the worst that can possibly happen, which obviously is happening already to mankind, is the awful impact of climate change on the habitable areas of the ocean fringes such as estuaries, coastline and bays.  It is found out that 600 million people are living in the low-lying areas which are closer to sea border.  And, in this climate condition, these people must be taking extra precaution during high tide and strong typhoon that will certainly bring disaster to them in many ways. (http://en.wikipedia.org/wiki/Sustainability_and_environmental_management) Moreover, the current trends such as illegal fishing, coral bleaching, ocean acidification and the widespread of sea pollution caused by human wastes are major factors that increased the levels of dissolve carbon dioxide in the earth’s atmosphere. The only human remedies that can be done  include the  proper waste disposal management, statutory control and regulation of illegal forestation, overfishing through a sustainable fishing practices; as well as  the use of environmentally sensitive and sustainable aquaculture and fish farming, reduction of fossil fuel emissions  from industrial areas and restoration of coastal and other marine habitat.  Additionally, the environmental sustainability issue has been proven   a great problem of mankind. There are many environmentalist groups from all over the world who have been trying to solve the current ecological problem, but still, minimal results are obtained. Various ecological groups strongly believe that the human system and practices are the major factors that prevent from complete environmental sustainability.  It is also added that sustainable development as well as the effective management of environment have a significant impacts on the global and local levels.  It has been widely known that   proper understanding about  environmental sustainability and   how to integrate its  methods and principles into daily practices of humans make the environment, as well as the economic, so as to the entire society to become well rounded community and  productive. This kind of painstaking move will help tremendously in integrating global environment and development agendas; at the same time to   evaluate and monitor the efficient and effective environmental strategies and techniques of various international and local organizations for the promotion of a clean and sustainable environment. This environmental program will provide a better insight on how to combine the economic, environmental, societal and ethical elements in order to achieve a sustainable global economy. (http://www.staffs.ac.uk/courses_and_study/courses/sustainability-and-environmental-management-tcm4212657.jsp)   References: (http://en.wikipedia.org/wiki/Sustainability_and_environmental_management) (http://www.staffs.ac.uk/courses_and_study/courses/sustainability-and-environmental-management-tcm4212657.jsp)

Environmental Management and Sustainability

Environmental Management and Sustainability In general, environmental management and sustainability deals with managing the bodies of water, land and atmosphere based on the sustainability p…

Nursing

Care of the acutely/critically ill cancer patient   Introduction   The word cancer elicits dread in nearly everyone. Cancer accounts for considerable mortality and morbidity in both men and women (, 2004). Certain genes controlling growth and interactions with other normal cells are apparently abnormal in structure or regulation in cancer cells. Humans of all ages develop cancer, and a wide variety of organs are affected. The incidence of many cancers increases as the fourth to sixth power of age, so that as people live longer, many more will develop the disease. Apart from individual suffering, the economic burden to society is immense ( 2000). Cancer is caused in all or almost all instances by mutation or by some other abnormal activation of cellular genes that control cell growth and cell mitosis. These abnormal genes are called oncogenes. Also present in all cells are antioncogenes, which suppress the activation of specific oncogenes. Therefore, loss of or inactivation of antioncogenes allows activation of oncogenes that lead to cancer ( 2000). Cancer cells are characterized by three properties: (1) diminished or unrestrained control of growth; (2) invasion of local tissues; and (3) spread, or metastasis to other parts of the body. Cells of benign tumors also show diminished control of growth but do not invade local tissue or spread to other parts of the body ( 2000). An abnormal cell mass that develops when controls of the cell cycle and cell division malfunction is called a neoplasm. However, not all neoplasms are cancerous. Benign neoplasms are strictly local affairs. They tend to be surrounded by a capsule, grow slowly, and seldom kill their hosts if they are removed before they compress vital organs. In contrast, malignant (cancerous) neoplasms are nonencapsulated masses that grow more relentlessly and may become killers. Their cells resemble immature cells, and they invade their surroundings rather than pushing them aside, as reflected in the name cancer from the Latin word for “crab.” Malignant cells also tend to spread via the blood to distant parts of the body, where they form new masses. This last capability is called metastasis ( 2004). Genetic aspects of cancer are probably receiving the greatest current attention among genetic abnormalities. Some cancers are caused by oncogenes, genes which are carried in the genomes of cancer cells and are responsible for producing their malignant properties. These genes are derived by somatic mutation from closely related proto-oncogenes, which are normal genes that control their growth. Over 100 oncogenes have been described (, 2001). Obviously, the initiation of mitosis and normal cell division depends on the orderly occurrence of events during what has come to be called the cell cycle. There is intense interesting the biochemical machinery that produces mitosis, in part because of the obvious possibility of its relation to cancer. When DNA is damaged, entry into mitosis is inhibited, giving the cell time to repair the DNA; failure to repair damaged DNA leads to cancer. The cell cycle is regulated by proteins called cyclins and cyclin-dependent protein kinases, which phosphorylate other proteins ( 2001). Cell replication involves not only DNA polymerase but a special reverse transcriptinase that synthesizes the short repeats of DNA that characterize the ends (telomeres) of chromosomes. Cells with high telomerase activity, which includes most cancer cells, can in theory keep multiplying indefinitely ( 2001). The impact of critical care on the outcome of cancer patients is not yet well evaluated. The prognosis of cancer patients who become critically ill and need intensive care is poor, with mortality rates of 40% to 80%. The discrepant results of past studies may be due to differences in the types and stages of cancers included, patients' comorbid conditions, and the effectiveness of therapies for underlying cancer and nonmalignant conditions (, 2006).   Rationale for the measurement of blood gases in the cancer patient who has become acutely ill   There are four good reasons why nurses must obtain blood gases in a critically ill cancer patient: 1) to assess the oxygenation capacity of the lungs for diagnostic reasons, 2) to assess the oxygen pressure in the blood for therapeutic reasons, 3) to assess respiratory adequacy, and 4) to assess acid-base status.             Blood gases are drawn from an artery with a small needle attached to a syringe. This syringe contains a small amount of heparin which prevents clotting of the blood. The sample is obtained from the radial artery at the wrist if it is possible. In situations where repeated samples are needed, an “arterial line” (a small catheter left inside the artery) is what is utilized. In newborns, the samples would be obtained through an umbilical artery catheter. In some cases where the radial pulse is unobtainable (blood pressure less than 60 systolic) the blood gases sample is usually obtained from the femoral artery in the groin of the patient.             The blood gases sample is corked off immediately to prevent exposure to room air, and placed in ice. The site of the arterial puncture is kept under pressure for about ten minutes in order to prevent formation of a hematoma or a semisolid mass of blood in the tissues.             The blood gases sample is placed in a machine that measures the pH, partial pressure of oxygen (PaO2), and carbon dioxide (PaCO2). Usually the hemoglobin is measured in another machine. These are the “measured values,” from which other values are calculated. “Controls" (solutions of known pH) are used to insure the accuracy of the measurements of blood gases of the patient.             Readings for the blood gases may need to be adjusted for the patient’s temperature. Oxygen, carbon dioxide, and pH are all affected by a change in the temperature of the patient. The machine is calibrated for measurements on a patient with a temperature of 37.0 centigrade.   Electrolyte imbalances and common cardiac consequences in the acutely ill cancer patient               The human body will try to restore any imbalance by itself, but if a person has an overwhelming acute or a chronic (long term) problem, there may be a need for medical intervention, such as being given concentrated, pure O2 or, in extreme cases, being put on a respirator to gain additional oxygen. If a patient is on continuing oxygen therapy, health care professionals may order blood gas tests to monitor the effectiveness of that therapy. Electrolytes are chemicals in the body that regulate important physiological functions. Examples of electrolytes are sodium, chloride, magnesium, potassium and calcium. Electrolyte imbalance causes a variety of symptoms that can be severe.             The types of fluid and electrolyte imbalances that are observed in a client with cancer depend on the type and progression of the cancer. All electrolyte imbalances can occur in the client with cancer and are caused by anatomical distortion and functional impairment from tumor growth and tumor-caused metabolic and endocrine abnormality. In addition, clients with cancer are at risk for fluid and electrolyte imbalances related to the side effects of their chemotherapeutic and radiological treatments (, 2004).             Electrolyte imbalance is commonly caused by loss of body fluids through prolonged vomiting, diarrhea, sweating, or high fever. All of these may be side effects of chemotherapy treatment. The kidneys play a critical role in regulating electrolytes. They control the levels of chloride in your blood and “flush out” potassium, magnesium and sodium. Therefore, a disturbance in blood levels of these electrolytes may be related to kidney function.             A high level of calcium in the blood, called hypercalcemia, may become a medical emergency. Hypercalcemia is a common metabolic complication of cancer. Hypercalcemia resulting from cancer is particularly common in conjunction with breast cancer, lung cancer or multiple myeloma and often results from the destruction of bone due to bone metastases.             About 20% of hypercalcemic patients have bone metastases that produce the hypercalcemia by eroding bone – local osteolytic hypercalcemia (, 2001). There is evidence that this erosion is produced by prostaglandins from the tumor. The hypercalcemia in the remaining 80% of the patients appears to be due to elevated circulating levels of PTHrP (humoral hypercalcemia of malignancy).             Extracellular fluid calcium ion concentration normally remains tightly controlled within a few percentage points of its normal. In increased calcium concentration or hypercalcemia, there is a depression of neuromuscular excitability and can lead to cardiac arrhythmias ( 2000). The tumors responsible for the hypersecretion include cancers of the breast, kidney, ovary and skin (, 2001).   Role of the ward nurse in the transfer of an acutely deteriorating cancer patient to the critical care unit               There is a growing body of nursing literature that examines the variety of complications facing cancer patients requiring intensive care intervention (1996). Critical care nurses may not understand or agree with rationale behind critical care unit admissions for some patients with cancers. They may be considered to have a poorer prognosis than patients without malignancies. Prognosis and survival for a cancer patient requiring critical care interventions are influenced by various clinical variables. Cancer patients with significant organ insufficiency and multisystem dysfunction are least likely to survive critical illness. Tumor characteristics, such as location, cell type, and metastatic potential, affect prognosis. Phase of illness--diagnosis, treatment, remission, recurrence, or progression--has a direct effect upon prognosis.              Care plans should reflect achievable goals and outcomes. Ward nurses need to evaluate outcomes of nursing actions and be alert for signs that goals are being met. Adequate time should be allowed to teach each nursing approach to a problem. Multidisciplinary collaboration remains essential in the provision of nursing care services.             After years of neglect, care at the end of life is receiving increasing attention and concern. When end of life is near, the patient is suffering the effects of a progressive and mortal illness, and is coping not only with bodily symptoms, but also with the existential crisis of approaching death ( 2003).             Although the imperative of care is providing optimal symptom relief and alleviation of suffering, there is clear evidence in the current medical literature that there is a failure in doing this. Despite wide dissemination of pain management guidelines, many patients with cancer continue to suffer not only from pain, but also from other troubling symptoms and interpersonal scenarios in their final days. The most effective approach to providing better care in patients with other diseases has been the use of clinical practice guidelines based on the delivery of evidence-based medicine. The ethical and professional challenge to do so is as important as the obligation to cure (, 2003).             Ward nurses spends more time with the patient than does any other discipline and is, therefore, in the best position to detect subtle changes that may indicate impending treatment-related complications. The critical care nurse is vigilant in monitoring the patient's dynamic physiologic responses to life-threatening problems ( 1996).             End-of-life care is defined as "the active, total care of patients whose disease is not responsive to curative treatment." The philosophy of this care is to attain maximal quality of life through control of the myriad physical, psychological, social, and spiritual distress of the patient and family ( 2003).             Physical symptoms in a cancer patient other than pain often contribute to suffering near the end of life. In addition to pain, the most common symptoms in the terminal stages of an illness such as cancer or acquired immunodeficiency syndrome are fatigue, anorexia, cachexia, nausea, vomiting, constipation, delirium and dyspnea. Management involves a diagnostic evaluation for the cause of each symptom when possible, treatment of the identified cause when reasonable, and concomitant treatment of the symptom using nonpharmacologic and adjunctive pharmacologic measures ( 2001).             Although pain is commonly associated with end-of-life distress, other physical symptoms often contribute to the suffering of terminally ill patients. In patients who have cancer, fatigue and anorexia rank as the top two reasons for emotional and physical distress, with pain ranked third. Nausea, constipation, altered mental state (e.g., delirium) and dyspnea are the next most common symptoms (, 2001).             Potential benefits of critical care for the patient with cancer must be weighed against burdens that may be associated with such treatment. Of particular concern is emerging evidence of physical and psychological suffering among critical care unit patients, including patients with cancer and other malignancies. A prospective study of symptom experience self-reported in real-time by cancer patients treated in a medical critical care units, including patients and nonsurvivors receiving mechanical ventilation, revealed that distressing symptoms such as pain, discomfort, dyspnea, depression, and anxiety were prevalent, often at high levels of severity ( 2003).             Symptom burden is relevant in critical care unit decision making, although expert palliative care can be expected to improve patient and family comfort and should be integrated into treatment plans for all critically ill patients-especially those, such as patients with cancer, who remain at high risk for hospital death. Financial and other burdens for families of such patients may be significant ( 2003).             The patient should be encouraged by the ward nurse to make appropriate arrangements for personal matters. These include updating his or her will, thinking about end-of-life care and advance directives, and discussing these with an appropriate surrogate. All of these discussions should be both compassionate and culturally sensitive. Above all, the patient should be allowed to express their reaction to the situation ( 2003).             A patient has a greater chance for survival if an acute life-threatening crisis occurs early in the diagnostic phase rather than following disease progression. Clear communication of the patient's diagnosis, prognosis, and treatment goal will facilitate the nurse's understanding of the need for ICU treatment for a patient with cancer (1996).             The ward nurse's knowledge of treatment-related side effects and toxicities will assist in predicting the development of critical crises. Pancytopenia results from many chemotherapeutic regimens and can lead to life-threatening bleeding and/or sepsis. Metabolic derangements, anaphylactic reactions to drugs, and long-term damage to organ systems contribute to the likelihood a cancer patient undergoing treatment may require intensive care intervention (1996).             A ward nurse incharge of a critically ill cancer patient should take a holistic approach to the patient and family impacted by cancer. An oncology nurse is often involved with the patient and family throughout the entire continuum of cancer from diagnosis, through treatment, remission, recurrence, and, eventually, death. Cancer nursing interventions differ according to the phase of illness. Over time, the nurse develops a strong therapeutic relationship with the patient and the family. Serving as a patient/family advocate, the oncology nurse coordinates care with other members of the health care team and ensures that the patient and family have an active role in decision making ( 1996).             The focus of critical care nursing is to provide highly technologic care to patients with single or multisystem crises. The core knowledge of critical care nursing includes mechanical ventilation; hemodynamic, cardiac and respiratory monitoring; electrocardiogram (ECG) interpretation; and advanced cardiac life support. The critical care nurse interacts with the patient/family during a specific point in the illness--often an acute life-threatening illness. Initially, a high priority of the critical care nurse is to stabilize the patient's physiologic crises. Once the patient is stabilized, the critical care unit nurse may then address the biopsychosocial implications of the life-threatening event ( 1996).   Neurological assessment in the acutely ill cancer patient               Upon performing a neurological assessment of the critically ill cancer patient, complications are found. Neurologic complications occur frequently in patients with cancer. After routine chemotherapy, these complications are the most common reason for hospitalization of these patients. Brain metastases are the most prevalent complication in cancer patients, affecting 20 to 40 percent of cancer patients and typically presenting as headache, altered mental status or focal weakness. Other common metastatic complications are epidural spinal cord compression and leptomeningeal metastases (1999). Cord compression can be a medical emergency, and the rapid institution of high-dose corticosteroid therapy, radiation therapy or surgical decompression is often necessary to preserve neurologic function. Leptomeningeal metastases should be suspected when a patient presents with neurologic dysfunction in more than one site ( 1999). Metabolic encephalopathy is the common nonmetastatic cause of altered mental status in cancer patients. Cerebrovascular complications such as stroke or hemorrhage can occur in a variety of tumor-related conditions, including direct invasion, coagulation disorders, chemotherapy side effects and nonbacterial thrombotic endocarditis ( 1999).   Issues concerning the withdrawal of acute treatment in the person with cancer                         Terminal restlessness affects a large proportion of patients with cancer at the end of life. It has many different risk factors, presentations, and causes. Management consists of keen assessment, identification and reversal of the causes, and treatment by a combination of pharmacological, environmental, and spiritual interventions ( 2005).             In the patient with advanced cancer, terminal restlessness severely affects quality of life and creates additional burden upon family members. It is important for acute care clinical nurses to be educated about the numerous causes of terminal restlessness in the hospitalized adult patient with cancer. The focus is comfort and symptom management strategies. Recognizing and managing terminal restlessness empower nurses to help their patients achieve a peaceful death and to help decrease unnecessary distress for grieving loved ones ( 2005). Cancer-related fatigue is a complex and multifactorial phenomenon that is likely due to a variety of causes and contributing factors. The exact mechanisms involved in its pathophysiology are unknown. It may be a sequela of the malignancy itself, caused by multimodal cancer treatment, or secondary to treatment-related anemia. Cancer-related fatigue has known contributory physiologic factors, including cachexia, deconditioning, and high levels of certain cytokines such as interleukin-1, interleukin-6, and tumor necrosis factor-[alpha]. Psychosocial factors contributing to fatigue include anxiety, depression, and insomnia ( 2004). Common electrolyte imbalances that contribute to terminal restlessness are hyponatremia, hypercalcemia, hyperglycemia, and hypoglycemia. The most frequent contributors are hyponatremia and hypercalcemia. Low sodium may result from the disease process (for example, small cell lung cancer) or from side effects of diuretics ( 2005).             Until recently, medical advice for patients undergoing treatment for cancer was to obtain additional rest and avoid activities that are physically challenging. Currently, the use of exercise as an adjunct therapy for cancer treatment-related symptoms has gained favor in oncology rehabilitation as a promising intervention.

Nursing

Care of the acutely/critically ill cancer patient Introduction The word cancer elicits dread in nearly everyone. Cancer accounts for considerable mortality and morbidity in both men and wo…

On the Causes of Bad Public Services

CAUSES OF BAD PUBLIC SERVICE             Public service is an integral part of any governmental agency or bureau. However, looking for a public servant that gives quality public service will often take time, effort and money.             One reason why these public employees lack the motivation to give a satisfactory customer service to citizens is lack of incentives. Incentives propel employees to give their best. The collective reasoning is that they get paid minimum wage, they produce minimum effort in the performance of their daily tasks.             Sometimes, the cause is inadequate staffing. This might be caused by absences, tardiness, or departmental cost-cutting scheme. If this happens, the length of time it takes for a transaction to finish is usually long. Even if the public employee has rendered good service in the performance of his duties,  to  the customer involved, the service in its totality is still bad. It may also be that the public representative is so rushed and harassed especially if the queue is quite long that the tendency is for the representative to dispose of the citizen as speedily as possible. At other times, there is simply no available representative at all and the citizen has to go back again at a later time or day.             It might also be that the bureau or the agency might either suffer from a lack of equipment or equipments that are not  fitted to the demands of the department. Waiting time is the most affected. Documents might get lost or un-upgraded equipments might malfunction.             Other times, lack of training causes bad public service. Depending on the country’s financial status and the budget allocated for each governmental sector, the priority level of customer service trainings might either be on top or at the bottom. However, studies show that  public service also has an impact on the development of a country’s economy.             The culture and mores within a bureaucracy influence neophytes in the bureau to adapt the same thinking and work ethics.             On a grander scale, we can rate public officials  through their capability and trustworthiness. Capability is the competence to determine and act on an objective at the least social cost. Trustworthiness is a trait that guides a politician to execute his duties to the citizens and the nation without asking for kickbacks, bribes, or other forms of inducer.             One theory why they seem to have similar  behavior characteristics or character traits is because low-rate citizens, or those citizens who are dishonest, will likely choose political life as they can obtain more and higher rewards as public officials. On the other hand, high-rate citizens are those people who will lose more if they will give up their private practices and will gain less if they will hold a public office.  As it is, voters do not really have a wide margin as to who to choose when voting.             However, on the chance that high-rate citizens will run for office, tendency is for voters to choose this candidate over low-rate citizens. Since the latter type of citizens far outnumber the former, politics is said to be composed of people with same traits and tendencies to favor the population with the same kind and type of public service.             The second theory deals with the  manipulation of current politician with regards to the rewards of the next batch of public officials. They can determine compensation package and/or they can be proactive by hiring their own bureaucrats. High-rate politicians  will go for policies that will provide the most impact to future public officials while low-rate officials are focused only on policies that will  promote their chances of being re-elected.  Again, since the latter is the majority, then policies and regulations that are created are mostly policies supported by low-rate officials that will sustain their re-election or the re-election of an ally in the future.             According to the statement of Wittman, 1989, [i]behind every model of government failure is an assumption of extreme voter stupidity, serious lack of competition, or excessively high negotiation/transfer costs.    Conversely, a study showed that voters are knowledgeable on the qualities of the candidates they vote for but they are forced to elect low-rate ones due to lack of high-rate candidates. 	 	 		 		 		 		 		[i] Personal.lse.ac.uk

On the Causes of Bad Public Services

CAUSES OF BAD PUBLIC SERVICE Public service is an integral part of any governmental agency or bureau. However, looking for a public servant that gives quality public service will oft…

To identify the motivation factors for job satisfaction among salesperson, middle-level managers and top-managers in Parsons Music Store.

Topic: To identify the motivation factors for job satisfaction among salesperson, middle-level managers and top-managers in Parsons Music Store.   1.    Introduction   Parsons Music store gets its main profit by passing its products or service through to its customers. This process requires selling and the effort of salesperson team such as junior and senior salespersons, middle-level managers and top-managers team. In view the emergence of human- related quality and productivity problems. It is believed those salespersons are no longer content with job that provides income and little bones. Top management of Parsons Music store is interesting in exploring the job and achieving its quality and productivity goals. The main purpose of this project is to explore the factor influencing work motivation and job satisfaction for getting better performance and high productivity. The essence of that approach is to create basic conditions regarding changing job characteristics that promote high performance motivation, high satisfaction at work and match the job with the individual salespersons.   Parsons Music store in HK is dedicated to bringing the benefits of music to the HK community as started its first retail shop in Hong Kong, and today have some outlets across the neighboring countries such as in China, and that being the exclusive representative of many of the world-famous names in musical instruments.   Thus, at Parsons Music incurs knowledgeable and customer-oriented work teams that are well-known by its complete coverage and recognized by clients for its professionalism.   It can be good expectations and if one of situation, such as Parsons Music salesperson in his natural selling style must be desirable towards the customer’s natural buying style of music instruments thus, promoting successful outcome for outstanding business sales. Therefore, the salesperson within the company must be duly motivated along with better work environment in order to keep the business on track and thus, such truth will truly boost their skills such as in showing their special skills towards driving abundant sales performance at Parsons Music and how they are experts in approaching viable sales potentials.   The research is about Parsons Music, this is the company in focus of the study because it has operations in Hong Kong and that it is popularly known in Hong Kong as one of leading industry in terms of providing high quality musical instruments as there can be quite competitive in Hong Kong. Parsons Music store because there is a need to look beyond their sales aspect and determining the role of the salesperson within the company. Thus, to amicably relate such theory from such HR functions of the company mostly, in lieu to motivation theories particularly assessing Maslow’s Hierarchy of Needs and Herzberg’s two factor theory that should be in appropriate integration to the sales people at Parsons Music store   The cause of satisfaction factors are identify in four areas: satisfaction with job, satisfaction with work group, satisfaction with organization such as promotion and growth development and satisfaction with leader such as support, policy fair, opportunity. A fairly mixed range of references to opinions and theories have been used to situate Parson’s achievements in a larger context of modern corporate leadership.   In the methodology part, it approaches to method coving deduction and induction. In deduction part, it explains important analysis of causal relationships and explanation. This parts used of quantitative data. It used questionnaires methods.    In induction part, it explains of subjective meaning systems and understanding, it generation and used of qualitative data. It allow minimize reactivity among the subject of research. It used interview methods.        1.1    Company Introduction Founded in 1986, Parsons Music Limited (Parsons) is now one of the largest music stores in Hong Kong selling musical instruments and offering music education. The company has 21 outlets throughout the territory as well as branches in Mainland China. The sale employees have 3000 for customer’s service in Hong Kong brands. The company has established by Mr. Ng lam wing. His two daughters is being the senior brand managers. Year after year, the company established promotion on salespeople by senior manager. The talent sale force employees can promotion to the middle level manager position. The company has not established promotion at the top-manager position for the sales peoples. (Parsons Music Limited, 2007).       2.    Objective The study focuses on understand the important reasons why employees retain or leave in the company and how motivation theories have emerged in attract talent employees. First, it assesses all levels of salesperson job satisfaction and to draw forth major area of salesperson dissatisfaction. Secondly, how Parson Music Store can attract potential new staff comes? Third, the emphasis will stress on the implication of the worker’s job satisfaction and dissatisfaction to their direct service such as motivation to work, their team operation and the quality of service. It also concern for salesperson’s job satisfaction affecting their self-motivation.  Finally, it measures effective of a system of these two motivation theory which are Maslow’s Need Hierarchy Theory, Herzberg’s two factor theory and Vroom’s expectancy theory to see the job satisfaction factor. It also concern for salesperson’s job satisfaction affecting their self-motivation.          3.      Literature Review   Job satisfaction is widely studies in different countries and different job nature. There is a unique definition of job satisfaction. Job satisfaction also plays a central role in the study of behavior at work. Rozonowski and Hulin claim that “Once an individual joins an organization, a vector of scores on a well-constructed, validated set of job satisfaction scales becomes the most informative data an organization manager can have”. The effects of satisfaction are on productivity, turnover, absenteeism, goal setting.   It found out that job satisfaction including work itself, coworkers, pay, working conditions, company policies and procedures, and opportunities for promotion.   Job satisfaction Lofguist and Dawis (1969) noted that satisfaction is “a function of the correspondence between the reinforce system of the worker environment and the individual’s needs Locke (1976) stated that job satisfaction can be viewed as “a pleasurable or position emotional state resulting from the appraisal of one’s job or job experiences” (p.1300).   The benefit of study job satisfaction in parson music store Getting changes are usually introduced in the hope that improvements in satisfaction will inturn affest broader eares of employee satisfaction and improve behavior and reduce costs, job enrichment may lead to reduced turnover and substantial cost savings.  “Abraham Maslow is one of the psychologist who had developed the theory of human motivation and that Maslow believe that humans have five sets of needs that are arranged in a hierarchy, beginning with the most basic and compelling needs” (Cited from, Johns and Saks, 2005, p. 139). However, Maslow has become embodied in his known hierarchy of needs as represented by triangle (Cited from, Johns and Saks, 2005; McShane, 2004; Robbins and Langton, 2003).   A much deeper analysis is needed of the factors which affect employee’s performance, retain and attract and how effective of these two motivation theory which are Maslow’s Need Hierarchy Theory, Herzberg’s two factor theory, it can or can not work in the company while it practice at work and suitable to give job satisfaction to employees. firstly, a analysis the motivation. Motivation means to move (Villere and Hartman, 1990). Robbins(1991) who identify motivation as the willingness of salesperson to use high levels of efforts to reach company goals.   Motivation is the initiation, direction (I am motivated our classmate to go to read rather than to go shopping), intensity and persistence of behavior (Geen, 1995). Schuler and MacMillan (1984) viewed motivation is a strategic standpoints. They stated that organizations can retain the best qualified salesperson and to motivate them to perform at high level of gain influence.   For business marketing, the hierarchy of needs were being used to define certain customer needs (Cited from, Ritson, 2004) as well as segmenting the process based on the needs of the staff for this, it can be dealing to the sales persons at Parsons Music store (Cited from, Pincus, 2004), it can be also to allow such mechanics of motivation to take place that can be visible among the business CEO, their senior management and several board of directors of the company and it can be that, the management of Parsons Music store is one of them (Cited from, Senter, 2004). The hierarchy of needs as theorized by Maslow, (as illustrated below) have been used also in order to support views on ethical and moral development (Cited from, Huang, 2004) as advocated by some sales consultants, for the facilitation of the motivation of employees from such present generation of workers the so-called, Gen Y workers (Cited from, HR Focus, 2004).   Source: Maslow, A.H. (1943), "A theory of human motivation", Psychological Review, Vol. 50 pp.370-96             The most popular theory is related to an individual’s need fulfillments in job. Maslow’s (1954) theory proposed that a need hierarchy with needs divided into lower order and higher order. The lower order a need is safety and security need while the high orders are self-esteem and self-actualization. Maslow (1954) believed that people would tend to fulfill their lower level need first and then their higher level needs. Needs fulfillment was considered as a continuous process, once a level of need was fulfilled, one would seek a way to fulfill a higher one. Although Maslow’s theory was not directly related to determination of job satisfaction, it contributed to understanding of job satisfaction.   Herzberg (1966) further developed Maslow’s theories into a well-known two-factor theory. Herzberg divided the factors involving job satisfaction into two factor theory. Herzbery divided the factors into two categories. The first was “motivators”. Motivators referred to those factors which if present in a working situation, would lead to one’s job satisfaction. But, if motivators were absent in a working situation, it would not lead to and job dissatisfaction. The factor included achievement, recognition, and the intrinsic interest of the work itself. Second category of factor was named “hygiene factors”. It referred to those factors which absence in a working situation would lead to job dissatisfaction. However, when those factors were enough, it would not lead to job satisfaction. Hygiene factor are including pay, security and physical conditions.   The important of Herzberg’s theory is that hygiene factors such as pay and other working condition are context factors which have little effect in deriving satisfaction from job(Johns, G., Saks, A. (2005). They are necessary conditions for producing job satisfaction but not the determining variables. The absence of motivators in the job will not prevent our individual to fulfill their lower level of needs such as security and physiological needs.   Vroom (1964) argued that the storytelling critical incident method, in which the interviewee recounted satisfying and dissatisfying job event, used by Herzbery to identify the associations of the factor to interviewee’s satisfaction to job.    For the literature, it can be ideal that motivation involve such process that will produce certain goal-directed behavior within groups of individuals being employees such as the salespersons working at Parsons Music store, such as desired behavior being directed towards the attainment of business goals catering to the side of marketing. Thus, the effectiveness of sales force within the company play such crucial role in success and growth of HK music industry as essential that Parsons music’s sales people is greatly motivated within the work environment. Furthermore, motivation in sales function refers to the quantity of effort Tom Lee’s salesperson is willing to expend within his selling job of such instruments.       3.2   The role of Human Resources Manger for employee motivation   In the company, the Human resource managers have helped to raise employee’s self-esteem. The three objectives for human resource managers, are:   . Accumulating: getting the right people to start with. . Linking: building relationships that encourage individual development . Bonding: trying to connect individuals’ activities and beliefs to the core vision of the      organization.( Maslow, A.H. 1943)   Human Resources Manger is at the root of all improve sales performance, retain. It imparts methodical and sustained retaining workers on in-house relations between the management and the employees, and takes their help to define its overall business priorities. The ideas that senior employees come up with in the course of their education further defines the basic direction of an organization’s Human Resources policies. These are mainly recognize and support employees as whole people by openly acknowledging and even celebrating the fact that they have roles outside the office, and continually experiment with the way work is done, in order to minimize monotony (Robbins, S.P., Langton, N. 2003)   Managers and potential leaders must be trained to learn the emerging trends in the industry, behavioral patterns of customers, their changing demographics and values, and finally, the external environmental effects. Managers must also be taught to perceive problems and accomplishments from the customers’ points of view, and thereby determine client-interest (Maslow, A.H. 1954)   The importance of a suitable induction program in sound Human Resources management cannot be overstated. The Chartered Institute of Personnel and Development (2006) has recently pointed out that without an effective induction program, employees never really understand the organization itself or their role in it. As a result, morale, productivity and achievement suffer. In a Retention and Turnover Survey of 2006 conducted by the Institute, 45% of the respondents claimed that the greatest source of motivation for them was increased earning and development opportunities, while 49% workers felt that an improved induction process in companies was the best motivational aid. The scope and importance of the induction program widens in the case of the marketing and frontline staff that is to be entrusted with ensuring satisfactory client-relations. It is at this stage that companies can also invite their agencies and public stakeholders to be a part of the internal process, as valuable introductions and inputs can be resourced from these groups. As Knox, has observed that it is important to ensure newcomers do not feel their first job should be to re-pitch everything. Organizations need to focus on communicating the “emotional content of work” to its fresh employees, while at the same time, reassuring them that skills can be learnt on the job and in training.   In Parson music limited now have faced new challenges in creating and maintaining satisfactory employee profiles, upholding motivation and translating the business goals into local languages and beliefs. There are many other competitors (Tom Lee) to recruit talent sales employees, how Parsons approached to the ways of motivating them and retaining the talent employee among them are examined.             In this section, individual’s needs are a critical determinant of what people want from the environment, at work and firms.   One of the major theories of motivation was developed by Maslow. He proposed a theory that explained human behavior in terms of a hierarchy of the general needs. These needs are arranged in a hierarchy of importance. The needs, listed from basic (lowest, earliest) to most complex (highest, latest) are as follows: Lower-order needs i) Physiological needs are the basic needs of person for their lives. They include the needs for food and drink. People try to satisfy these needs before others. ii) Safety and security needs include the needs for protection and stability of their job. Higher-order needs iii) Social needs are the needs for friendship, belongings. iv) Self esteem can be internal and external. Internal factors such as self-respect. v) Self-actualization needs are the level of develop individual’s capable. Employee need to have their growth, self-fulfillment.   This age-old, philosophic focus on our true nature has been a way to successfully engage and inspire both our students and our pedagogy. In the spirit of Maslow, the meaning of self-actualization is explored, and the understanding and managing of motivation is embedded into the larger context of leadership, for example, quality, spirituality, ethics, self-awareness, and personal growth. (Dennis O’Connor 2007). Maslow speak directly to the topics in current leadership writing and pedagogy: knowing oneself, personal mastery, and emotional intelligence (Bennis, 1989; Boyatzis, 1994; Drucker, 1999;Dupree, 1990; Goleman, 1997; Senge, 1990); values, meaning, spirituality, and ethics (Bolman & Deal, 2001; Daniels, Franz, & Wong, 2000; Similar to the way that the overarching process of self-actualization reshapes and guides the meeting of lower order needs, the leadership helps us better understand motivation and use the tools of management.   Application of the Maslow’s Need Hierarchy Theory   This theory is state that the individual satisfy the low level need before the next level is coming. Thus, for managing talent salesperson in this theory are clear, the managers can determine in the need hierarchy best fits for their talent salespeople and use the well appropriate motivation strategy.   The concerns are what an employee does at work. Factors required to do the job, the significance of the tasks, and the type of feedback receives as a consequence of performing the job, all have a role to play in motivation.   Frederick Herzberg’s motivation-hygiene theory is one of the most controversial theories in the history of management research (Behling, Labovitz, & Kosmo, 1968, p. 99; Pinder, 1998, p. 26). Herzberg challenged basic assumptions about what satisfies and motivates employees by claiming that pay contributes little to job satisfaction, all employees need to grow psychologically, and interpersonal relations are more likely to lead to dissatisfaction than satisfaction. (Herzberg, 1966; 1982; 1991; Herzberg, Mausner, & Snyderman, 1959)   Consistent with the motivation-hygiene theory, positive psychologists are showing that happiness is more than the absence of unhappiness (Aspinwall & Staudinger, 2003; Seligman & Csikszentmihalyi, 2000). Motivator factors are essential to intrinsic motivation (Csikszentmihalyi, 1975; Deci, 1971; Deci and Ryan, 1985). Hygiene factors contribute more to life dissatisfaction than to life satisfaction, and money cannot buy happiness (Kahneman, Diener, & Schwarz, 1999; Kasser, 2002; Myers & Diener, 1996). Both are interested in enhancing skills, increasing interest, elevating satisfaction, encouraging ethical behavior, improving performance, and fostering creativity. (Herzberg, 1966; 1982; 1991; Herzberg, Mausner, & Snyderman, 1959)   Application of the Frederick Herzberg theory The motivation-hygiene theory is still useful for Parson music limited and can serve as a framework on happiness, intrinsic motivation, and materialism. This theory can help to evaluate satisfaction and productivity programs in the company. Take Greek hotel for example, its employees are more that 50% are not professionals in the hotel industry. It is because of lack of other employment opportunities or to earn extra money to supplement the income from another job (Robbins, S.P., Langton, N. 2003), The existing level of job security is very low and the rate of the labor turnover is very high (Robbins, S.P., Langton, N. 2003   The situation need to be present to help with the intrinsic motivation of a person, making the workers is experienced meaningfulness in the job, experienced responsibility for the job that they perform. A person must feel that their work is worthwhile in order for them to commit much effort into the job, and the job must fit into the system of values that they hold. In addition, they must also feel some sense of personal responsibility for the work, for example, they can help customers or managers. Finally, a person must be able to get regular feedback about the work they do in order to be able to determine whether the outcomes of the work are worthy of the effort put forth in the job (Maslow, A.H. 1943)   Truly, if Parson music limited establish a well job intrinsic motivation programmed, their salespeople must know their meaningful of the job. They will experience their responsibility on their job. Feeling happy to sale or service everyone in a daily. The outcome will be decrease the turnover rates and retain the talent employees in their company.                    The “People-environment interaction in Motivation The final set of the motivational process is concerned with the nature of the organizational, or work, environment. This factor is about the response of the environment in behavior of individual.   Vroom’s expectancy theory       Expectancy theory is in the 1930S originated. Jones, Mahoney were the frist to apply the theory in a work environment. There are five parts of the theory: job outcomes, valence, instrumentality, expectancy and force. Each part is described briefly as follows: Job outcomes—it is the end product of a particular behavior that an organization can provide for the individual. Valence—it is the individual’s feelings about the outcomes provided it can be positive or negative. Instrumentality—is defended as the perceived degree of relationship between performance and outcome attainment, the degree is conditional the individual’s performance on the job. Expectancy—is the perceived relationship between effort and performance. It is the strength of belief that work-related effort will result in the task. Therefore, in this research, it does not include to discuss this theory.       4.    Methodology   A focus on study the motivating factors of salespeople, methodology including of 4 steps will be used, namely: research procedures, literature review, measuring instruments: interviews with manager of firms and use questionnaires.       4.1    Research Procedures  The procedures for data collections were basically as follows: 1) Ask with the sale department and staff members were provided to be responsible for the administration of questionnaires. 2) The questionnaires were distributed to 150 staff in group of 5 to 10 people from sale department during lunch hours. 3) The way and purpose to answer the questionnaire were explained to the respondents. They were told not to talk or compare the answer. They were told to protect their answer and encourage honest of the responses. 4) The staff members remained in the room to answer any question they had while completing the questionnaires 5) It took 10 to 20 minutes to complete a session.   For methodology, there can be utilization of such questionnaires asking the salesperson at Parson Music store how they are motivated professionally within their work milieu, asking them if they are given such performance assessments in forms of such employee satisfaction surveys and that if they are receiving fair amount of salaries and performance incentives. The questions can be in a form of such agree to disagree statements that can be interpreted and measured by means of a five point Likert scale and that such interviews of top management in sales at Parsons Music store can geared towards how they execute and impose such motivation techniques towards their sales team and ask them of such possible activities and programs they apply to the salesperson in boosting and increasing motivation for a better sales performance of Parsons music industry.  Thus, knowing if there is regular monitoring and review of sales force activities in order to ensure that such business and sales activities are being aligned to the sales plan of Parson Music store.         4.2.   Interviews   In this part of the study, after getting an idea of staff motivation factor, different sales and marketing managers of marketing lines will be interviewed with leading questions to verify the findings and understand what the actual situation inside their company is. All data came from primary source, i.e. the respondents were chosen randomly (random numbers’ method) and interviewed individually at the work place, most of them during a break and the rest while on the job. The companies will chose for interview is based on two criteria sector: natural of company and size of the company.   (i)     Natural of company:       The sales force marketing line and educational sales force management department have different areas will be interviews. For example, Johanna wrong for the former of marketing sale force, Mr. Joe for the latter area of education promotion sale force.   (ii)     Size of Firm:  Firms have a large sales team is better sales management system and the motivation factors are expected to be different from small firms. Large firms are means that firms with more than 10 salespeople in marketing line and education promotion line. If a smaller firms, it is with less than 10 salespeople.   4.4   Questionnaires   In this part of the study, getting an idea of basic concept of sales will be make 50 questions to examine. A questionnaire asked them to indicate their level of satisfaction and the concomitant level of importance of certain job factors. Among these, were examined hygiene factors and motivators closely related to the company. The set of questions of hygiene factors included: salary, payment for overtime work, physical job demands, and physical working conditions, system of supervision, job security and leadership style.   The set of motivation questions included: merit bonuses, advancement, initiative, content of the work itself. Merit bonuses were included as a motivator rather than a hygiene factor.           4) Data presentation             In addition, while some salespersons are self motivated, there are others who need to be motivated to do better performance and that such sales managers can motivate the team by following theories of motivation in Maslow’s hierarchy of needs theory as well as Herzberg’s two-factor theory which are the, goal setting theory and or expectancy theory as well as job design theories. First, Maslow’s hierarchy of needs theory classifies the needs of the individual into categories such as physiological, security, social, self-esteem and self-actualization type of needs to be applied for the sales person At Parson music store.             Then, there is also Herzberg’s two-factor theory states that the job environment of an individual is characterized by two types of factors, hygiene factors and motivational factors. The goal-setting theory presumes that people have specific needs and aspirations to fulfill for which they set certain goals for themselves. Aside, there go about achieving such goals by taking purposeful action as the setting of higher goals produces higher output. The expectancy theory states that an individual is motivated by the perceived consequences of his or her actions. According to the theory, motivation includes the function of employee expectation towards the company along with such instrumentality of the function being imposed. Thus, job design theories assume that all individuals have the same needs, and that ensuring certain job characteristics can satisfy these needs. Thus, within Parsons Music store, the salesperson’s motivation play crucial role in influencing his performance and thereby his productivity. Salespersons having high level of motivation tend to perform well in the selling job and have high productivity.             On the other hand, Parson Music salespersons that lacks enough motivation will tend to be pitiable sales performers and will fail to achieve desirable sales targets of the company and possibly true that, Parson music salespersons will incur such low self esteem and confidence due to weak sales productivity. Then, the sales managers can take employ such measures to motivate the sales force and boost the level of their performance in the work group. Furthermore, such data in presentation mostly being indicated in the methodology can help the salesperson at Parson Music to gain ample awareness of the motivation they receive within the company and how such theory is effective in helping them become more sales and business centered employees that always looks at the positive side of the situation as the business may experience ups and downs in their marketing sales as well as profitability.          5) Data analysis             The questionnaire will be structured in such way that respondents will be able to answer it easily using the Likert format with five-point response scale. A Likert Scale is rating scale that requires the subject to indicate his or her degree of agreement or disagreement to statement. In type of questionnaire, the respondents will be given five response choices and the options served as the quantification of the participants’ agreement or disagreement on each question item. Below are the designated quantifications to be used for the questionnaire:   5 Strongly Agree 4 Agree 3 Uncertain 2 Disagree 1 Strongly Disagree                 In order to analyze the data gathered from the survey, the weighted mean for each question item was computed. Weighted mean is the average wherein every quantity to be averaged have corresponding weight. These weights represent the significance of each quantity to the average. To compute for the weighted mean, each value must be multiplied by its weight. Products should then be added to obtain the total value. The total weight should also be computed by adding all the weights. The total value is then divided by the total weight. The range and interpretation of the five-point scale are shown below.     The Five-point Likert Scale Scale Range Interpretation 1 4.50 – 5.00 Strongly Disagree 2 3.50 – 4.49 Disagree 3 2.50 – 3.49 Uncertain 4 1.50 – 2.49 Agree 5 0.00-1.49 Strongly Agree                 The weighted mean measure the general response of samples, whether they agree to given statement or not and results of the survey are to be tables. Thus, relevant literatures to support the findings are also included. The Likert scale will use to interpret items in the questionnaire. These responses will base on respondents’ assessment of the current process model and will be asked to rate the effectiveness of implementing the phases in process. The statistical analysis for the information from questionnaire can be conducted by means of using the Likert scaling interpretation through spreadsheet wherein such outcomes of the data have to be tabulated and evaluated in whole context.        6) Conclusions             The emergence of highly competitive industries due to the effect of information technology, particularly the internet has undoubtedly changed the business environment in which the music industries around the world operate. It has been stated that the Internet has altered industry structure by reducing the costs of coordination in the music industry chain. The challenge now for Tom Lee music is to ensure that the balance of incentives created by HR team for motivating sales people will continue to apply in HK marketplace by preserving incentives and providing rewards to those Parsons Music sales persons who are responsible for spreading good sales conditions around creative efforts in marketing promotions of such products and services at hand as sales incentives and rewards must remain intact and must encourage sales force to take advantage of useful promise of the music industry within HK and must merged in different marketing communication tactics so that  Parsons Music store can utilize their musical products and services legally.             It can be that, one of the key components of Parsons Music store strategy is how to achieve and at the same time maintain certain competitive advantage within the HK market. Thus, determining the role and importance of the company’s salesperson in such marketing channel and the salesperson access to the customer as means of achieving competitive advantage as the salespeople serve as the core players within the company, in terms of selling products thus, helping the customers to attempt in buying those music instruments.  Therefore, genuinely self-motivated salesperson understands the importance of frequently setting up ideal rewards on such ongoing basis.        7) Recommendations and action plan             For this research, it becomes apparent that motivating employees particularly, their sales team will amiably create a strong value for Parson music store to engage into a better marketing strategy for their products to be sold within the HK market and will be vital source among such related music business industry to succeed and meet the goal of having satisfied customers and loyal buyers. For the recommendation, several important points will need to be recommended for Parson music store to adopt precisely.             In order for Parson music store to stay in control of their sales, they should establish a strong ground for always developing their human resource management to form such employee structure in ensuring that they provide enough amount of motivation towards their staff mostly, to their sales personnel’s and keep a creative work setting towards them so that Parson Music store can make sure the team is working on the positive side due to ideal work standards and benefits given to them, increasing their professional aura to always find the best options for Parsons Music business to stay on top of the global market. Thus, Parsons Music business must keep in mind to provide their HK buyers quality products that would meet the demands of patronizing diverse music instruments as their craft along with great offers with affordable cost. Then, Parsons Music’s sales team must have the capability of prioritizing potential customers who can be buyers of their musical products as providing enough room for certain sales avenue to grow and keep motivated along the way.             For the action plan, as a means of keeping and maintaining highly motivated salesperson at Parsons Music store, it can be better to have adaptation of certain marketing channel that serves as a good motivation tool in determining the effectiveness of Parsons Music store salesperson in increasing sales growth and encouraging more potential buyers to the music instruments produced by Parsons Music and that the channel will provide Parsons Music businesses with competitive advantage over others and making the service available to the end users. Designing an appropriate marketing channel is crucial to the success of Parsons Music business. The channel design has to be planned taking into consideration the channel functions and other strategic business objectives. In the process, the marketing channel witness basic types of flows. These are flow of possession, ownership, promotion, negotiation, financial, risk, ordering and payment and necessary that marketing channels be designed to eliminate redundancy of flows and increase empowerment stance of every salesperson at Parsons Music store.   A list of Reference HR Focus (2004), "How to get ‘buy-in’ from the newest generation of employees", HR Focus, Vol. 81 No.11, pp.5 Huang, J. (2004), "The science of good and evil", The Humanist, Vol. 64 No.6, pp.38. Johns, G., Saks, A. (2005), Organizational Behavior, 6th ed., Pearson, Toronto McShane, S. (2004), Canadian Organizational Behavior, McGraw-Hill Ryerson, Toronto Maslow, A.H. (1943), "A theory of human motivation", Psychological Review, Vol. 50 pp.370-96 Maslow, A.H. (1954), Motivation and Personality, Harper & Row, New York, NY Pincus, J. (2004), "The consequences of unmet needs: the evolving role of motivation in consumer research", Journal of Consumer Behaviour, Vol. 3 No.4, pp.375. Ritson, M. (2004), "Why are brand positioning made so complex?", Marketing, pp.21 Robbins, S.P., Langton, N. (2003), Organization Behavior: Concepts, Controversies, Applications, 3rd Canadian ed., Prentice-Hall, Toronto Senter, A. (2004), "An embarrassment of riches", Director, Vol. 58 No.4, pp.96

To identify the motivation factors for job satisfaction among salesperson, middle-level managers and top-managers in Parsons Music Store.

Topic: To identify the motivation factors for job satisfaction among salesperson, middle-level managers and top-managers in Parsons Music Store. 1. Introduction Parsons Music store gets i…

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