Samuel Sewall s The Salem Witch Trials - 954 Words

Samuel Sewall is a man known for many things from an education at Harvard, a judge of the Salem Witch Trials, and an author. Sewall is best known for The Selling of Joseph, one of the first anti slavery tracts printed in America (McMichael, 220). Ironically, Sewall who believed slavery was wrong, also had a very racist mentality despite his strong belief that every human being is a child of God. In The Selling of Joseph, he gives four objections to slavery as well as biblical support on why the act of purchasing someone is morally wrong. Sewall had four objections or proofs as to why slavery is not acceptable. In his first objection he refers to Exedous 9:20-27 which tells of a curse by Moses that was placed upon Canaan and Ham’s sons. Noah exclaimed â€Å"a servant of servants shall he be unto his brethren!† Sewell tries to disprove the belief that if African Americans were truly descendants of Canaan then their slavery was God ordained. He states that â€Å"it is possible that by crust reading, this Text may have been mistaken† (Sewall, The Selling of Joseph, 222). Sewell hints that African Americans may actually not be direct desendants of Canaan so therefore the curse of slavery was not a commandment from the Lord. The second objection states that African Americans are brought out of a â€Å"Pagan† or evil country into a country that is good where the gospel is preached (Sewall, 222) Sewell defeats this theory by stating that â€Å"evil cannot be done, that good may come out of ità ¢â‚¬ Show MoreRelatedAccusation And Defense Of The Salem Witchcraft Trials1658 Words   |  7 PagesRESEARCH PAPER Accusation and defense in the Salem witchcraft trials Suraj Gamal History 1301-73001-73002 JOE L. MCCAMBRIDGE - HISTORY 1301-1302 One of the most infamous Trial in history took place on March 1, 1692. According, to the Library of Congress, Massachusetts authorities catechized Sarah Good, Sarah Osborne, and an Indian Slave, Tituba regarding their practice in witchcraft. The trial resulted in more than 150 men and women in and around Salem jailed on charges of practicing WitchcraftRead MoreSamuel Sewall : A Of Colonial History1686 Words   |  7 PagesSamuel Sewall can be considered a valiant figure in history. On its face, it seems paradoxical that one of the magistrates presiding over the brutal Salem witch trials should earn such a gallant label. However, Sewall was a courageous, forward thinker far ahead of his time. Aside from being the only judge to publicly apologize for his dealings in the witch trials, he attempted to invalidate slavery in his anti-slavery tract The Selling of Joseph. While these accomplishments may not be impressiveRead MoreSalem Witch Trials Essay1478 Words   |  6 Pages1692 marked a major event in history in the town of Salem, Massachusetts. 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Although it was ordinary practice for young girls to live with relatives to learn about housewifery, we know very little about Abigail, including where she was born and who her parents were.The traditional story about the beginning of the Salem Witch trials tellsRead MoreThe Trials Of The Salem Witch Trials1784 Words   |  8 Pageschose to mediate the Salem witch trials in 1692, Samuel Sewall sat on the Court of Over and Termini, which would sentence nineteen people to execution by hanging. Very nearly five years after the trials closed, Sewall remained before the gathering of the South Church in Boston while Rev. Samuel Willard read his admission so anyone might hear. As the main judge from the trials to admit blame for the part that he played in the emergency that occurred in Salem in 1692, Samuel Sewall remains as a braveRead MoreSalem Witch Trials : A Series Of Events That Occurred3696 Words   |  15 PagesThe Salem Witch Trials were a series of events that occurred within the 1690 s in a puritan society called Salem Village. It started with people acting out due to unknown causes and sources. Citizens within Salem started to accuse the men and wome n who acted out as witches, increasing mistrust and hysteria within Salem. The numerous allegations lead to hearings and prosecutions of the people who were accused of witchcraft in colonial Massachusetts. The trials resulted in the executions of twentyRead MoreThe Crucible And Salem Witch Trials Similarities790 Words   |  4 Pages2017 Salem Witch Trials and The McCarthy Era The United States of America is filled with many historic events, enriching its history. Many events that occur are compared to past events in our history. In particular, the McCarthy Era in the 1950’s was compared to the Salem Witch Trials which occurred in 1692. This correlation was first made by Arthur Miller who wrote the play â€Å"The Crucible†. He connected the time period of McCarthy to where there was a hunt for communists, to the Salem Witch TrialsRead MoreWhat Were The Salem Witch Trials1449 Words   |  6 PagesWere the Salem Witch Trials and What Were its Aftermaths? START OF WITCHCRAFT HYSTERIA A considerable lot of the American settlers carried with them, from Europe, a faith in witches and the devil. Amid the seventeenth century, individuals were often executed for being witches and worshiper of Satan. The Puritan town of Salem was home to where many executions of witches took place, more commonly known as the Salem witch trials. A scandalous scene in American history, the Salem witch trials of 1692Read MoreCause, Effect, And Importance Of The Salem Witch Trials1560 Words   |  7 PagesThe Salem Witch Trials took place in Salem Village, Massachusetts in the time of the colonies. During and after the Salem Witch Trials took place, there was confusion and anxiety not only in Massachusetts, but in the surrounding colonies. Throughout the trials, many were falsely accused and imprisoned, fined, hanged, and even crushed to death. In the next few pages, I will talk about the cause, effect, and importance of the Salem Witch Trials. The beginning of the trials started in January 1692Read MoreContext Origins Of The Salem Witch Trials1855 Words   |  8 PagesWessel HIST 2100 Due date Professor Sommerville The Salem Witch Trials CONTEXT ORIGINS OF THE SALEM WITCH TRIALS Belief in the supernatural–and specifically in the devil’s practice of giving certain humans (witches) the power to harm others in return for their loyalty–had emerged in Europe as early as the 14th century, and was widespread in colonial New England. In addition, the harsh realities of life in the rural Puritan community of Salem Village (present-day Danvers, Massachusetts) at the

Reflection About Happiness Emotions Of Happiness, And...

I consider myself a happy person and thought I knew why, yet watching the Happy movie, I learned a little more about why I am as well as why others may or may not be. For myself, a main point in the movie I reflected on about myself was how happy people can bounce back quickly from adversity. I have had my share of struggles such as ended relationships, losing a parent sibling, money, and some health issues. I share emotions of sadness, frustration, and even anger at times but these things to not stay with me for long. My friends say things like Im a Rainbows Unicorn person because I am known for positive outlooks for almost anything that crosses my path and another friend calls me a Mature 10-Year-Old because I really like to†¦show more content†¦Their philosophy on spending time with grandkids, getting plenty of sleep, drinking sake, getting together for tea, and communicating by dance for each other is what help them feel like family thus being happy and living long er. It was interesting that even after they die, they are now cremated and go into a coffin shared by all community members so even after they pass away, they are together. Looking to the mainland of Japan the opposite of happiness has become so common that they even developed the name Karoshi which means work to death. Japanese people literally become workaholics to the detriment of their happiness and health. It has become so common place for them that they have support groups to assist survivors and to help people break the cycle. As Daniel Gilbert said in the movie, You cant predict happiness so lets talk about what makes us happy. For me personally, there are the everyday people that light up my world which are my three kids, my significant other, and the kids Im blessed to have come into my life because of this relationship. I love to love these people. It also makes me incredibly happy to help other people so I do volunteer work such as the big Neighbors Day event in La Crosse, and my job as a nursing assistant is caring for people, some of which are in their most vulnerable state. Aside from these predictable ways to help others, I love the random ones. Being a tallerShow MoreRelatedThe Pursuit Of Happiness Is The Universal Search For A Life841 Words   |  4 Pages The pursuit of happiness is the universal search for a life an individual can feel content and satisfied with. However, as stated in class, happiness is a fleeting emotion rather than a prolonged state. Once an individual achieves a sense of happiness it is only a matter of time before they return to the starting point of their quest. Therefore, happiness alone is not enough to elicit a good life. On a similar note, in 2004, Professor Martin Seligman gave a TED talk that addressed the currentRead MoreThe Unexamined Life Is Not Worth Living1629 Words   |  7 Pagesthink about the great problems facing humanity, their attention tends to turn to issues such as poverty, warfare, pollution, and disease. While these problems are important and urgent, there are other problems which are equally urgent, but often overlooked. Are human beings born with a map for life? Can that map lead people to happiness? If there is a map, every human being can attain happiness easily. Is there any map f or seeking happiness? How can people get hold of the ‘map’ to happiness? In orderRead MorePersonal Views On Philosophy And Philosophy893 Words   |  4 Pagesmeans to me, it was very confusing. I realized that happiness brought about different feelings and moral convictions not only from me but unexpected viewpoints from others. Memory finds its meaning, in large part, through key concepts with which it is paired and from which it is distinguished (J. Blustein 178). It has brought about unanswered questions that still make me second guess myself. Some of the questions I ask myself are, is happiness now? Or is what I do now, enabling me to reach eudaimoniaRead MoreJoy Is Not Just Happiness1170 Words   |  5 Pageshas become synonymous with both happiness and pleasure. We have diminished the meaning of the word by using it in place of the more appropriate terms in order to provide emphasis. C.S. Lewis takes more literal definition of joy, and so assigns it more signifi cance in his mind, separating it from any other emotion. Though he acknowledges that oftentimes happiness and pleasure occur simultaneously with joy, they are not the root cause, nor are they the same emotion. 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As Nichiren aged, he saw corruption, arrogance of practitioners, and â€Å"devilish teachings† in many of the traditional Buddhist hierarchies including Zen and Nembutsu, and as a result, published works that contained information about the Louts Sutra, its teachings, and how an individual can achieve karma (40). Nichiren spent three years on an island in exile before retreating to mountainous terrain where he spent creating the Dai-Gohonzon, an inscription on a wooden board, forRead MoreBenefits And Benefits Of Forgiveness1308 Words   |  6 Pagesresponses (Witvliet et al., 2001). Bringing upon a more positive and healthy mental, physical, and emotional well-being. When an individual forgives another, they release themselves from a prison of hurt and vengeful emotion, which has been seen to reduce stress, negative emotions, have fewer cardiovascular problems, and improves their immune system (Witvliet et al., 2001). There are many important benefits to forgiveness, not on ly for the forgiver but also the one being forgiven. Forgiveness isRead MorePassion Essay : Passion And The Passion For Life983 Words   |  4 Pagesdo anything about it themselves. Speak with passion, teach with passion, lead with passion, love with passion, play with passion, and enjoy with passion. Someone who is passionate is intriguing to watch and to listen to. They are usually energizing to be around. In other words, passion is a feeling. It describes how we feel about something. So where does this feeling come from? Ancient Egyptians believed that the heart rather than the brain, was responsible for feelings and emotions and was theRead MoreAnalysis Of Pursuit Of Happiness By Kid Cudi1736 Words   |  7 Pages Pursuit of Happiness The rhetorical triangle is basically the starting point every songwriter uses to create their music. 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Capital Doctrine Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Company Law and Capital Doctrine. Answer: Capital Doctrine The doctrine of capital is maintained by companies to receive appropriate consideration of shares so as to issue and receive such capital it might not repay to members excluding certain conditions. It is an essential principle of company law, as the doctrine highlights the duties of the company to aside the capital for the security of the creditors (Griggs, 2016). Thus, taking the permission to court to oversee to ensure capital is dissolute legally or not. Capital doctrine is maintained because of the following aspects; Dividend payment to shareholders Decreasing of the companys share capital Redemption of companys share History Of Capital Doctrine Capital doctrine is to be maintained so as to protect creditors interest and to assure the legal dissipation of the assets of the company. Courts are always worried to aside the capital of company intact so that the creditors can give credit to that capital by considering their credibility. Same has been described in the case of Trevor v Whitworth (Islam, 2015). Under Aveling Bar ford Ltd. V. Person Ltd, 13 it is found that during winding up of company, shareholders can recover their capital only if payments to all creditors are made to provide security to outside obligations of business. Benefits Of Doctrine The advantage of maintaining capital doctrine is that it contains a proper collection of rules which ensures, that capital is obtained by a company which was supposed to rise, and the capital is maintained to require the subject of the business for the security of creditors and for the benefit of the company. For example 257B states that buy back must be supported by all viable requirements stated in the section by providing proper definition of the same (Cassidy, 2006). The main purpose of the doctrine of capital maintenance is to avoid deception and fraudulence and to assure creditors by deducting share capital and ensuring liabilities of shareholders. For this 260A provides financial assistance before and after acquisition Exceptions Of The Doctrine Some expectations of this principle according to section 256B and 259A is as follows The company can reduce its share capital with the permission of the court. Shares can be redeemed buy company only if act allows. The company can purchase its own shares under a process set by thelaw (Islam, 2015). During winding up, if the debts of the company are paid, capital can be returned to the members References Cassidy, J., 2006. Concise Corporations Law. Federation Press. Griggs, L., 2016. The doctrinal coherence of the Torrens system of land registration in Australia: evolution or revolution?. Islam, M.S., 2015. The Doctrine of Capital Maintenance and its Statutory Developments: An Analysis. Northern University Journal of Law, 4, pp.47-55.

Employee Motivation Performance of Individuals

Question: Discuss about the Employee Motivation Performance of Individuals . Answer: Introduction: Employees are always looking for the best-paying jobs in their career. Individuals who are not satisfied with the salary they are paid with their employers always look for alternative job opportunities in competitive organizations that offer a better salary. Employees who are not contented with their salary are less motivated and delivers poor performance in their Job description. Money motivates individuals. This fact plays a prominent role for the organization management team to develop effective employee motivation strategies. Money and other financial services such as the provision of healthcare services and bonuses are the best employee motivation schemes that improves productivity and performance of employees in their workstations. Employee satisfaction increases the productivity and performance on a departmental level. Employees can be motivated by other financial services that include, promotion, provision of access to healthcare services, provision of bonuses and paid vacati on leave. Employee motivation gives individuals a sense of belonging to a company and creates a home away from home feeling for employees which intern generate profits to the company through the increase of productivity and performance in all departments within organizations. Theoretical framework of motivation in organization The three major theories that explain strategic plan of employee motivation in organizations are, McClelland's Achievement Motivation Theory, Maslow Hierarchy of Needs Theory and Mc Gregor's Theory of X Theory Y.( Mind Tools 2015). Mc McClelland's Achievement Motivation Theory McClelland's Achievement Motivation Theory can also be called the three needs theory. This theory focuses on the Acquired, motivation and learned needs as motivational factors of motivating employees. Individuals are motivated by different needs. Some appreciate being motivated in presence of crowds while others prefer being motivated privately. McClelland's Achievement Motivation Theory explain that the most effective employee motivation strategy relies on feedback from the employees regarding challenges they face at work and also possible financial strains that distract them from performing well at work. The Theory of needs was developed by Abraham Maslow. This theory explains that the best monetary and financial motivations are offered depending on employees social, physical, cultural and financial need. Employees social, physical and cultural needs can be classified into safety needs, physiological needs, need for belonging, self-acquisition and self-esteem needs. McClelland's Achievement Motivation Theory is a learned theory and it involves engagement of the management team to communicate with its employees to identify their special needs thus, making effective employee motivation decisions to empower unmotivated individuals in companies and organizations. McClelland's Achievement Motivation Theory explains that regardless of employees age, culture or gender, individuals have one key dominant motivation driver. Key motivational driver depends on the life experience and culture of employees. The major dominants factors that affect employee motivation are achievements at work, affiliation, and influence of power. Some employees will be motivated when they achieve or accomplish challenging goals in the organization. Such employees should be rewarded using monetary and other financial rewards to enable them to maintain consistency in generating excellent performance at their workstations. Other employees get motivated when they are shown a sense of belonging. The management team can show their employees a sense of belonging by giving them good health care plan and by creating a safe working environment for their employees. (Yurtseven, G. 2012). In some instances, employees are motivated when they are given the power to influence and contro l others. The management team can promote the best performing employees to superior levels when there is a need to conduct internal appraisals as a motivational factor to encourage the best-performing employees to continue working hard towards achieving the organization goals and targets. Goal setting theory of motivation Effective goal setting theory was developed in 1979 by Stephen Murry. The theory explains that performance and motivation are effective when the management team develops competitive goals to its employees. (Goddy, I. (2014). Difficult goals push employees to their best abilities and results to positive returns in productivity of a company. Goal setting theory also explains that simple/ easily achievable goals make employees reluctant and in most situation, does not yield great performances as compared to challenging organizational goals. When goals are achieved, employees deserve monetary or other financial motivations to reenergize their efforts. Equity theory explains the perception of employees on how they are treated compared to other employees. Employees tend to discuss their salary, bonuses and other financial compensation when they are off duty with their colleagues. Equity theory explains that effective employee motivation should be done depending on factors such as education qualification, experience, and efforts of employees towards achieving organizational goals. Goddy, I. (2014). In any instance an employee might raise a concern about getting an inequitable reward, the management team is expected to revise their monetary or financial rewards offers to such distinct employees. Individuals who are satisfied with the equitable rewards they receive at work are in a position to give outstanding performance in productivity as oppose to employees who are affected with less profitable inequitable rewards. Maslow Hierarchy of Needs Theory Maslow Hierarchy of Needs Theory was developed by Abraham Maslow. Abraham Maslow theory explained that employees need to be motivated depending on the lowest to the highest position they occupy in an organization.( McLeod, S. 2007). This theory covers; physiological, safety, social, esteem and self-fulfillment/ actualization respectively. Physiological, safety, social and esteem are referred to as the D-needs (deficiency needs). The D- needs keep the employees moving towards achieving short-term organizational goals and they highly affect the weekly and monthly target. Self-fulfillment/ actualization is also known as the growth need. The growth need determines if an employee will work for an organization for a long time or the employee will look for a better job opportunity in an alternative organization that offers better and attractive salary. Employers are advised to use effective employee monetary motivation strategies to maintain and sustain competitive employees in their organi zations. By embracing effective monetary and other financial rewards as key employment motivation strategy, employees are likely to improve their productivity in performance and deliver outstanding services in their workstations. Mc Gregor's Theory of X and Theory Y The theory of X and Y assumption depends on the hypothesis of human responsiveness towards instructions and eventually motivation from the management team. (McLeod, S. 2007). Theory X assumes that humans have inherited dislike of work. In most instances, they will avoid working and lazy around at work. The management team is expected to set tight goals and issue threats when goals are not achieved. However, when targeted goals are achieved in theory X, employees deserves to be rewarded for their efforts by the embrace of monetary and other financial motivational rewards. Theory Y of assumption explains that employees are likely to perform better when they are threatened in any instance they record poor performance to achieving an organizational goal. Employees embrace self-directions when they are given pressure to achieve organizational goals. When targets are achieved using this strategy, monetary and other financial rewards are used to appreciate the efforts of the employees towards achieving organizational goals. Behavioral Organizational Theories Behavioral organizational theory affecting monetary and other financial motivational rewards depend on scientific leadership, human relation approach, Decision-Making Approach and system approach. Scientific leadership strategy concentrates on the influence of an organizational management team to create competitive JD (Job Description) to enable employees to deliver outstanding performance at work. In this strategy, the management team recruits the most competitive employees to work on a given job description. Ones a competent Job description is created for employees, the management team studies the basic needs of specific employees and create best salary compensation to motivate the recruited employees. Human relation approach is a strategy developed to increase employee work performance by rewarding them depending on their financial needs. This strategy of motivating employees is used after the first rewards is given to a well-performing individual. During the first appraisal, the management team discusses financial objectives of a specific employee being motivated. Ones the management team has an idea of what the employees are expecting in return for their loyalty to the company, the management team sets goals for employees in their respective departments. When goals and objectives are achieved by a particular individual, the management team offers monetary and other financial motivation rewards to the employees as discussed in the meeting after their first appraisal. This strategy shows employees a sense of belonging to the organization and improves productivity and performance of the motivated employees. Decision-making approach is a self-accessed strategy developed by the management team to enable employees to embrace their IQ level in solving issues that arise in their departments of work. (Mind Tools (2015). Employees have the obligation to make effective decisions to increase productivity in their workstation. Effective decision-making practices can be enhanced through training of employees. The management team is expected to pay for training of their employees to empower them on becoming effective leaders in the company. This factor not only motivates employees but also improves specialization in generating high-quality performance of employees in their workstation. System approach strategy of employee motivation measures the input of the employee during their shifts and the output of the employees regarding services offered during their working hours. Employees daily, weekly, monthly and annual performance are recorded in their respective time process form and then updated in the ERP. In any instances when employees record high output compared to the input of their time, the management team is expected to offer such great performing individuals monetary or other financial rewards as a sign of appreciation of their hard work towards achieving organizational goals. Employee motivation enables the hardworking employees to embrace consistency in performance at the workstations. Potential organizational problem situations and proactive managerial interventions There are five main organizational problems that affect employee motivation. They are Low Self-Confidence, Low Expectations for Success, and lack of Interest in Subject Matter, Achievement Anxiety and Fear of Failure. (Nordmeyer, B. 2017). Low Self-Confidence Confidence is the key towards delivering outstanding performance to achieve organizational goals. Lack of confidence results to the poor performance of employees at their workstation. Great confidence enables individuals to be motivated and complete tasks assigned to their job description. Lack of confidence makes employees waste time and spend more time to complete a simple task. Confidence at work can be built by training employees on how to deliver quality performance at their workstation. It is the responsibility of the management team to organize staff training seminars to enlighten employees on how they can improve their ethical understanding and performance while working on their job description. Low Expectations for Success Low expectation of success affects the morale of the employee and has a negative impact towards achievements of targets and goals. Employees develop a low expectation of work through cultural inheritance when they are discouraged by unmotivated or jealous employees who do not see growth opportunities in their work. It is the responsibility of the management team to ensure that all employees are motivated to reduce instances when unmotivated employees might influence motivated employees with negative energy that might affect productivity and realization of organization goals. Lack of Interest in Subject Matter Lack of interest to responsibilities assigned to an employees job description can lead to waste of time and resources of the organization. In most instances, the employers employ employees and assign them a job description without discussing the duties that they are expected to perform in their respective departments. In such instances, the employees develop low self-confidence in their work and do not perform to the best of their ability. It is the responsibility of the management team to analyze why employees might not be performing well in their respective workstation and motivate them by offering paid training to enable them to handle duties listed in their JD that they are not well conversant to handle. When such employees improve their performance, a salary appraisal is recommendable to encourage them to maintain delivering good performance at work. Achievement Anxiety Employees anxiety affects the performance of productivity. In most organization, employee anxiety is created by the management team when they give heavy punishment to their employees who fail to achieve targets and goals of the company. Employee anxiety can also be developed when employees receive negative feedback which might demotivate them and distract them from improving on their weaknesses at work. It is the responsibility of the management team to identify strengths and weaknesses of employees and motivate them when they perform well in their workstation. In any instance they record poor performance at work, the management team is expected to study a root course analysis of the problem and create a strategy to strengthen the weaknesses of individuals to improve their productivity in performance at work. Fear of Failure Most employees develop a fear of failure attitude towards achieving organizational goals after receiving their first motivational reward. It is the role of the management team to develop achievable strategic goals that enable employees to be motivated and focus on accomplishing organizational targets. Individuals might develop a fear of being demoted after getting an appraisal when they fail to meet organizational goals developed by the management team. The management team is expected to develop better punishment for employees in such distinct scenarios to prevent social embracement. Social embarrassment can make an employee quit work. Comparison and critique regarding developments in organizational behavior Employee motivation using money and other financial services is one of the most effective strategies to increase the moral of employees to offer outstanding services at their departments. However, in order to establish the most effective employee motivational practices, the management team needs to analyze the financial background of a particular employee, identify their unique desires and use that information to develop the most effective strategy to motivate individuals. Failure to study employees financial background might lead to ineffective employee motivation which might intern have a low impact on the performance of the employed staff team. Nevertheless, because human beings are different from one another in terms of needs, culture, religion etc. so does what motivate them also varies. Some employees are motivated by financial and other incentives and some on financial incentives. (Goddy, I. 2014). Conclusion From the essay above, we have learned that employment motivation is the key factor that supports organizational growth. Financial and monetary motivation is an ideal employment motivation factor that triggers individuals commitment to work on duties assigned to their job description. An influential management team builds strong employer to employee relationship that enables the employer to understand the financial needs of employees. Solving employees financial needs makes them feel appreciated and increases the commitment of employees towards achieving organizational goal. Reference Dobre, I., (2013). Employee Motivation and Organizational Performance. ISSN: 2247-6172; ISSN-L: 2247-6172., Review of Applied Socio- Economic Research. (Volume 5, Issue 1/ 2013), pp. 53 Yurtseven, G., (2012). Importance of the motivational factors affecting employees satisfaction. International Business Research Vol. 5, No. 1. Goddy, I. (2014)., Monetary incentives motivates employees on organizational Performance. Global Journal of Arts Humanities and Social Sciences. Vol.2, No.7, pp.61-69. Smith, W. (2017)., Behavioral Organizational Theories. (Online) Retrieved From: https://smallbusiness.chron.com/behavioral-organizational-theories-4963.html Retrieval date: 17th01/ 2017. Mind Tools (2015)., McClellands Human Motivation Theory: Discovering What Drives Members Of Your Team. (Online) Retrieved From: https://www.mindtools.com/pages/article/human-motivation-theory.htm Retrieval date: 17th01/ 2017. McLeod, S. (2007)., Maslow's Hierarchy of Needs. (Online) Retrieved From: https://www.simplypsychology.org/maslow.html Retrieval date: 17th01/ 2017. Hornstein, H. (2008)., Using a change management approach to implement it programs. (Online). Retrieved From: https://iveybusinessjournal.com/publication/using-a-change-management-approach-to-implement-it-programs/ Retrieval date: 17th01/ 2017. Nordmeyer, B. (2017)., Top Five Employee Motivation Problems. (Online) Retrieved From: https://work.chron.com/top-five-employee-motivation-problems-22613.html Retrieval date: 17th01/ 2017. Jerome, N. (2013)., Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employees performance. International Journal of Business and Management Invention ISSN (Online): 2319 8028, ISSN (Print): 2319 801X. Nolan C., Gregory R., AND Karen S. (2009). Responding to workplace romance: a proactive and pragmatic approach. The Journal of Business Inquiry 2009, 8, 1, http//www.uvu.edu/woodbury/jbi/articles 100-119. Brian, Tom. J, (2014)., Strategic Issues Management and Economic Impact Analysis: The Case Of Central State University. Journal of Case Research in Business and Economics Volume 5. Balaji, R., (2014)., Issues and challenges faced by Hr. managers in employee engagement in it sectors. International Journal of Innovative Research in Science, Engineering and Technology (An ISO 3297: 2007 Certified Organization) Vol. 3, Issue 6.