Erik Erickson Was A Man Who Made A Huge Contribution In

Erik Erickson was a man who made a huge contribution in the field of psychology. He did studies of what he came up with to be called the developmental theory. â€Å"Each stage brings a psychosocial crisis involving transitions in important social relationships† (Weiten 350). According to Erickson, every person must go through a series of eight interrelated stages over their entire life cycle. â€Å"Each stage is presented as two opposing statements representing the challenges a person faces at a particular age† (Erickson’s Eight Stages of Development 1). Erickson was influenced greatly by psychologist Sigmund Freud. Freud and Erickson had different views on the developmental theory but they did compare. â€Å"Erikson s theory followed Freud s and was†¦show more content†¦Ã¢â‚¬Å"An adolescent must struggle to discover and find his or her own identity, while negotiating and struggling with social interactions and â€Å"fitting in†, and developing a sense of morality and right from wrong (Davey 3). The sixth stage is the Young Adult: 18 to 35 Years. In this stage people tend to seek relationships and love. â€Å"Young adults seek deep intimacy and satisfying relationships, but if unsuccessful, isolation may occur (Davey 4). The seventh stage is Middle-Aged Adult: 35 to 55 or 65 Years. At this stage career and work are the most important things. â€Å"Some may struggle with finding purpose. Significant relationships are those within the family, workplace, local church and other communities† (Davey 4). The eighth and final stage is Late Adult: 55 or 65 to Death. He believed the last stage involved reflection. Some adults may look back with the felling of integrity others may look back with a sense of despair. As seen above Erickson had many good reasons for his stages and why he thinks there are only eight stages in his developmental theory. I think that these stages in my opinion accurately describe todays adults. Right now I am in stage six, the young adult stage. I believe I am trying to seek companionship and love at my age right now. I get the feeling that if I don’t start finding love now I will never find love and I will be single forever. That is the feeling I am having at my age of 18 almost 19 years old. What hasShow MoreRelated John Maynard Keynes Essay examples4182 Words   |  17 PagesJohn Maynard Keynes John Maynard Keynes was born in 1883 which means he lived around the same time period as the seven creative individuals which Howard Gardner chose to focus on in his book Creating Minds. I chose to look at the life of Maynard Keynes because it is such a fascinating and diverse one. While entailing some of the same features found in the lives of those Gardner focused on, Maynards life includes a lot of differences and adds some interesting twists as well. It can only beRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesOral History and Public Memories Tiffany Ruby Patterson, Zora Neale Hurston and a History of Southern Life Lisa M. Fine, The Story of Reo Joe: Work, Kin, and Community in Autotown, U.S.A. Van Gosse and Richard Moser, eds., The World the Sixties Made: Politics and Culture in Recent America Joanne Meyerowitz, ed., History and September 11th John McMillian and Paul Buhle, eds., The New Left Revisited David M. Scobey, Empire City: The Making and Meaning of the New York City Landscape Gerda Lerner

The Issue Of Children Born Into Poverty - 1445 Words

Draft Paper (thesis) The debate whether children born into poverty are able to transcend poverty? Is a problem this country has tried to solve since public schools were established. Inexperienced teachers are part of the problem for the high drop out rate. A government who fails to fund and implement correct methods in education. â€Å"U.S. Commissioner of education Francis Keppel 48 years ago, wrote equality of educational opportunity throughout the nation continues today for the many to be more of a myth than a reality† this statement is true today as then ( Kozol, 83). At risk students learn in a hostile environment. â€Å"More than one in three people in Newark lived below the poverty line. The violent crime rate was so consistently high that a 1996 Times Magazine article dubbed Newark the most dangerous city in America. The public high school rate was below 60 percent†. Why would we let our children go to school or live in an area where no business or politician would work? If these children are not educated the future of this country work force is in doubt. The decline of the educational system will involve even more problems for the deprived. There are steps which can be taken, but are we willing to take these steps? There are few who leave their poverty background. A change in our educational system must take place so the under privileged can advance. Poor in America do not suffer the amount of suffering as the poor in Yemen and other parts of the world. In America mostShow MoreRelatedPoverty And Its Effects On Children985 Words   |  4 PagesPoverty doesn’t have preferences, it doesn’t choose people by race, religion, or age. Many people don’t see the effects poverty has on people or sometimes they don’t care but you should. What if you were put in the situation where you lost everything and weren’t able to recover. Now imagine this is your child. Many people put a generic face upon poverty. 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Teenage pregnancy and the road to poverty Poverty is a major problem most teenage mother’s

Business Capstone Project Coca Cola Amatil

Question: Chapter 1 (4-5pages) Introduction: From Assignment 01 include: Your business research topic. What is your topic and what is its business significance. A brief background/literature discussion of your topic. Provide a list of research questions for the identified business problem or opportunity. A brief description of the research methodologies and techniques to be used for the research project. What research methodology will you use? A description of the research process. What will be the steps in your project? Outline describing what will be in each chapter of the report. Chapter 2 (8-12 pages)Literature Review: From Assignment 02 include: Introduction to Literature Review: Start with introduction which includes a list of the topic you will do a literature review on, what your hypotheses are from these topics that you are starting out with. Topic 1: Define your 1st key word or phrase. Provide strengths and weaknesses from literature about the topic. Provide at least 4 references. Analyse your hypothesis about this topic and discuss your conclusion. Topic 2. Define your 2ndkey word or phrase. Provide strengths and weaknesses from literature about the topic. Provide at least 4 references. Analyse your hypothesis about this topic and discuss your conclusion. Topic 3: Define your 3rdkey word or phrase. Provide strengths and weaknesses from literature about the topic. Provide at least 4 references. Analyse your hypothesis about this topic and discuss your conclusion. Topic 4: Define your 4thword or phrase. Provide strengths and weaknesses from literature about the topic. Provide at least 4 references. Analyse your hypothesis about this topic and discuss your conclusion. Conclusion to Literature Review Chapter 3 (6-8 pages)Data Collection and Analysis Introduction to Data Collection and Analysis Data Sampling Method. How will you get the data you need to test your hypotheses? What tools or devices will you use to make or record observations?How will you choose the sample? What degree of accuracy or level of confidence can you guarantee? Data Analysis. What combinations of analytical and statistical process will be applied to the data?Which of these will allow you to accept or reject your hypotheses? Conclusion to Data Collection and Analysis Chapter 4 (3-5 pages)Discussion of Results Discussion on Hypotheses. Was your initial hypothesis supported or rejected? Why? Discussion on Literature and Research Results. What are the implications of your findings for the theory base, for the background assumptions, or relevant literature? Recommendations. What recommendations result from the work? Chapter 5 (1-2 pages)Conclusion and Future Work Conclusion: Brief summary connecting your business research topic to your research results Future Work: What suggestions can you make for further research on this topic? Answer: Introduction Business Research Topic Employee empowerment is the mean of providing some degree of autonomy and responsibility to the employees in terms of allowing them organizational decision-making process (Fernandez and Moldogaziev 2013). It allows organizational decision to be made at lower level, where employees face unique view of problems in organization. Empowered employees have their potential to reach at high level of productivity with the feeling of control in their job. Key ingredient in employee empowerment is solid support system, which minimizes the complexity level of the job faced by employees (Appelbaum et al. 2015). It in turn increases organizational performance. However, with the intension of increasing profit, organizations are more focused on giving less flexibility to the employees and surrounding them with strict policies. Empowered employees are more likely to embrace organizational change initiated towards the growth of the organization. A sense of being valued would lead the employees to accommodate quickly with coming changes of the organization. In such situation, organization should keep constant and open communication with the employees regarding the rationality of the changes (Men and Stacks 2013). The feel of comfortable exchanging of ideas fosters teamwork in the organization. These teamwork activities ultimately increase organizational productivity through shared workload. Collaboration often allows employees to achieve much more than any one employee can achieve individually. Empowered employees are also less likely to leave organization and thereby, reduce employee turnover in the organization. The organization chosen for the research is Coca Cola Amatil, which is one of the largest bottlers of non-alcoholic beverages in Asia-Pacific. After 2014, it has been found that the leaders of Coco-Cola Amatil are demonstrating poor leadership (Ghosh 2013). They do not provide any rewards and recognition for their career pathways. Apart from that, the organization do not allow them in any major decision making process. This system is gradually decreasing the employee morale and employee productivity. This research will evaluate the impact of employee empowerment on the performance level of Coca Cola Amatil. Organizational Background Coca Cola Amatil is the largest bottler in Asia Pacific Region, who deals with diverse group of businesses. The organization operates in six countries including Australia, New Zealand, Indonesia, Papua New Guinea, Fiji and Samoa. The products of this organization include Coca Cola, Coca Cola Zero, Diet Coke, Sprite, Sprite Zero, Nestea, baked beans and canned tomatoes. As per the financial report of 2015, the organization has increased its revenue by 3.1 % (Ccamatil.com 2016). Excellent customer service has led the organization to earn enhanced organizational reputation and more profit. The financial report of 2015 has demonstrated an organization profit of A$79.9 million (Ccamatil.com 2016). Significance of the study The significance of the study lies upon emphasizing on the employee empowerment strategy of Coca Cola Amatil. The organization has been holding its reputation in the market through providing unique taste of beverage food. Inventing unique taste for the beverage foods needs incorporation of unique ideas from the part of employees (Namasivayam, Guchait and Lei 2014). Therefore, identifying employee empowerment strategy in extremely important to assess the overall organization performance of the organization. This research will also be emphasized on identifying solution for the issues related to employee empowerment in Coca Cola Amatil. Background of the study Employee empowerment is the most frequent topic of discussion about an organization because of its effect in overall organizational performance. Empowerment is given to the employees through providing them some authority in terms of sharing their opinion in organizational development process. Empowered employees have enough control over their job role and enthusiasm to accomplish those job roles. True and honest appreciation from the part of management let the employee to realize that hard work is actually valued (Elloy 2012). Therefore, employees are more encouraged to increase their productivity level and thereby increase overall organizational performance. Empowerment enables the employees to work independently by allowing them to apply their own knowledge and skills (Backhaus 2014). It enhances both personal and organizational success. Todays employees are more conscious about the value they get from their superiors than the benefit they get. However, most of the employers try to make the employees happy with monetary rewards. They are more concerned about compensate employees with monetary rewards than giving them some level of authority (Zeglat, Aljaber and Alrawabdeh 2014). However, only monetary rewards make employees partially happy, but if they are not provided with enough value, then they cannot be fully happy. Therefore, along with providing monetary rewards, organization should enough level of autonomy to the employees. The sense of freedom and work flexibility would make them enthusiastic to solve complex organizational issues in simple way. To begin with employee empowerment, organizations should value the employees as the part of their organization. Empowered employees always have authority to make decision without their supervisors. Employees, who are confident that their inputs will be valued by the organization, will more likely to share their innovative ideas towards organizational success. Empowered employees are more likely to provide exceptional customer service through open communication with them. In this way, it increases customer equity value and organizational reputation. Nevertheless, some organizations are now focused on earning more profit by overloading employee with works. Coca Cola Amatil is the most popular beverage organization in the Asia Pacific Region, but recently it is shifting from its employee empowerment strategy (Gazzoli, Hancer and Park 2012). The leaders of the organization are running autocratic leadership and always command on the work process of the employees. The employees are not getting enough space for showing their creativity. It has decreased the productivity level of the employees to an extreme level. Research Aims The aim of the research is to identify the impact of employee empowerment strategy on the overall organizational performance of Coca Cola Amatil. Research Objectives To identify the impact of employee empowerment strategy on overall organizational performance To evaluate the employee empowerment strategy in Coca Cola Amatil To examine the issues related to implementation of employee empowerment strategy in Coca Cola Amatil To provide suggestions for improving employee empowerment strategy in Coca Cola Amatil Research Questions What is the impact of employee empowerment strategy on overall organizational performance? What are the employee empowerment strategies in Coca Cola Amatil? What are the issues faced by Coca Cola Amatil, while implementing employee empowerment strategy? How employee empowerment strategies of Coca Cola Amatil can be improved? Research Methodology and Techniques This research study will be conducted through primary data collection method. Survey and interview strategy will be chosen for collecting authentic information regarding the research topic. In the survey method, information will be collected from chosen respondents. Survey questionnaires will be provided to the respondents and the respondent will provide their views according to the survey questionnaires. In the interview method, face-to-face interview will be arranged with the organizational heads for getting accurate organizational strategy. From the views of organizational heads, various empowerment suggestions will be drown out towards increases organizational performance. Random sampling technique will be applied for collect data from the respondents. In case of secondary data collection technique, various authentic journals, websites and books will be used for collecting relevant information of the research topic. In order to analyze collected data, statistical analysis techniq ue will be applied in this research study. Research Process Figure 1: Research Process (Source: Created by Author) Outline of the Research Study Chapter 1: Introduction: Research objectives and questions will be set for the research study in this chapter. Apart from that, this chapter will also provide background and significance of the research study. Chapter 2: Literature Review: This chapter will provide relevant information regarding the topic of the research. Information will be collected from various relevant and authentic journals, websites and books. Chapter 3: Data collection and Analysis: In this chapter, effective research methods will be chosen for gathering authentic information for the research topic. Effective research method will enhance the quality of research outcome. Chapter 4: Discussion of Results: In this chapter, accurate information will be extracted through research methodology. This chapter will convert general information to specific information. Chapter 5: Conclusion and Future Work: This chapter will be related to brief description about the research findings. Moreover, this chapter will also emphasize on future work to be accomplished in enhancing research quality. Chapter 2: Literature Review Introduction This chapter will define the topics that are most relevant for accomplishing the research. The topics that have been selected for this research are organizational creativity, employee performance, employee motivation and financial stability. This chapter will introduce each of the topics and identify the strengths and weakness. Against each of the topics, hypothesis has been formulated. With the explanation of each of the topics, relevancy with hypothesis will be justified at the end. Set of Hypotheses Hypothesis Set 1 H0: Employee empowerment has no impact on organizational creativity H1: Employee empowerment has huge impact on organizational creativity Hypothesis Set 2 H0: Employee empowerment has no impact on employee performance H1: Employee empowerment has great impact on employee performance Hypothesis Set 3 H0: Employee empowerment has no impact on employee motivation H1: Employee empowerment has impact on employee motivation Hypothesis Set 4 H0: Employee empowerment has no impact on financial stability of organization H1: Employee empowerment has huge impact on financial stability of organization Topic 1: Employee Empowerment on Organizational Creativity Definition and Theories Organizational creativity captures new ideas and knowledge towards transforming organizational design and organizational dynamics. The prime aspect of organizational creativity is to provide new insights to the employee for getting out of traditional organizational process. Another aspect of organizational creativity is to add some new perspective towards increasing organizational performance. According to Murari and Gupta (2012), organizational creativity provides innovative spirit to the employees for increasing overall organizational performance. On the other hand, Kim, Losekoot and Milne (2013) opined that creativity is all about learning the association between inner creative power and outer creative power of employees. The more employees have creative ideas in their mind, the more organization can bring creativity in their organizational process. However, the employees should be allowed in organizational decision-making process so that they can share their innovative ideas towa rds improving organizational performance. On the other hand, while organization is goes to adopt new and creative processes, some employees may be resistant to accommodate those processes. In such situation, providing enough rewards and recognition to the employees may help them in adopting creative organizational process. Herzberg motivation theory defines the two types motivational factors namely hygiene factor and motivational factor, which led them to share creative ideas and adopt creative ideas in the organizational process. According to Zeffane and Al Zarooni (2012), hygiene factors are defined in terms of proper pay, comfortable workplace condition, interpersonal relationship and status. According to the previous researcher, while the employees get comfortable workplace condition within the organization, then they can more concentrate on looking into work from different perspectives. Thus, they can bring creativity in their job roles. While, organization tries to incorporate some creative organizational processes towards increasing overall organizational performance, supporting employees is the best effort towards making employee acquainted with new process. On the other hand, Zhang et al. (2014) opined that motivational factors are related to recognition and growth opportunities. While employe es will have high sense of value, they will be highly interested to contribute towards organizational creativity. Figure 2: Herzberg motivation Model (Source: Pentareddy and Suganthi 2015) Strength and Weakness According to Phipps, Prieto and Ndinguri (2013) organizational creativity leads to incorporate new ideas and knowledge towards bringing innovation. It increases growth option and market share of the organization. On the other hand, Chiang and Hsieh (2012) opined that empowering employees in sharing creative ideas often solve complex problems occurred in organization. Therefore, organization can go further towards new development process by increasing its performance. It has been found that, Goodman Fielderin Australia openly allows employees in decision-making process. Thus, the organization overall organizational productivity has been increased by 39% by the year of 2014 from the year 2009 (Wong and Laschinger 2013). However, some weaknesses of employee empowerment on organizational creativity can be found in some extents. According to Taylor (2013), allowing too much employees in decision-making process may create biasness in overall decision-making process. On the other hand, Lati f et al. (2013) pointed out that empowerment may also mislead the behavior of employees, which can decrease organizational performance. From the above discussion, it can be said allowing capable and talented employees in organizational decision-making process bring creative ideas towards increasing organizational performance. Therefore, it can be said that the topic, organizational creativity, is appropriate for conducting the research. Impact of employee empowerment on employee performance Definition of Theory Employee empowerment comes when employees are given sufficient freedom, trust, power and autonomy for accomplishing their job-related task. Employee performance is defined in terms of the activities expected of a particular employee and how well they have accomplished those activities. According to Maynard, Gilson and Mathieu (2012), performance of the employees is increased in proportion to the values provided to the employees in their workplace. While, employees are provided with high sense of pride and ownership of work, they become more enthusiastic in accomplishing their job duties as per the organizational standards. On the other hand, Hempel Zhang and Han (2012) opined that a sense of achievement offered by management to the employees empower them to be more productive towards organizational success. McClelland theory defines three needs of the employee which management are to fulfill for empowering them towards increasing organizational performance. According to (Barrick et al. 2015), employees seeking high desire of achievement tend to perform at their peak to demonstrate their capability. However, these employees tend to stay at moderate situation by avoiding low risk and high risk. On other hand, Sun et al. (2012) opined that need of power or authority inspires the employees to work more towards organizational success so that they can be influential and effective in their workplace. Furthermore, Zhang and Zhou (2014) suggested that high need of affiliation drive the employees to perform activities that enhance interpersonal relationship. Therefore, they perform better client interaction and customer service. This ultimately leads to increased organizational performance. Figure 3: McClellands Theory of Needs (Source: Kim and Kim 2013) Strength and Weakness According to Shuck and Reio (2014), increases in individual employee performance have great influence on overall organizational performance. Employee empowerment provides enough support and high value to the employees for accomplishing complex task. On the other hand, Kmieciak Michna and Meczynska (2012) opined that the employees could also be motivated towards better organizational performance through providing lucrative promotional opportunity. However, weakness of empowerment on employee performance can be seen in the extent, where the employees wrongfully utilize the power given to them. From the above discussion, it can be said that empowering employees through high sense of value and promotional opportunity leads them to increase their performance level. Therefore, the chosen topic for hypothesis, employee performance, is appropriate for this research. Impact of employee empowerment on employee motivation Definition and Theory According to Michel, Kavanagh and Tracey (2013), employee empowerment has positive impact on employee motivation and lead to better organizational performance. Empowerment provides strong feeling of self-control and influential. The autonomy of choosing own work process increases the sense of responsibility of the employees. It creates confidence within employees and thereby, they can perform their job in a better way towards organizational success. On the other hand, Luoh, Tsaur and Tang (2014) opined that appreciation, flexible work environment and meaningful work not only increases employee enthusiasm level, but also increases employee commitment and employee creativity. Empowered employees tend to show special attention and accuracy in their job role. It has been found that Dick Smith Foods in Australia offers lucrative promotional opportunity to the employees on achievement of some specific goals within particular period (Camps and Lunaà ¢Ã¢â€š ¬Ã‚ Arocas 2012). In this way, t he organization has become successful in increasing the overall organizational performance through individual employee performance (Manzoor 2012). Maslows Need Hierarchy defines the hierarchical needs of the employees, which needs to be fulfilled for increased employee motivation. In the psychological need, managers require to provide comfortable work environment and sufficient breaks to the employees so that they can survive in the workplace. In the safety need, managers require to provide enough job security to the employees. While, the employees would feel secure in their job, they would better concentrate on their job and increase their performance level. In social need, managers are to create harmonious relationship among the employees to foster teamwork in the workplace. Effective teamwork ultimately increases employee productivity through accomplishing work with high sense of togetherness (Rahmdel and Rahmdel 2013). In self-esteem need, managers need to recognize the talented employees for their contribution in organizational success. A sense of recognition would lead the employees to achieve organizational performance i n better ways as per the standard of the organization (Hyland, Lee and Mills 2015). In self-actualization need, organizational managers require to provide opportunity to the employee for achieving their full potential. Figure 4: Maslows Need Hierarchy Model (Source: Ghosh 2013) Strength and Weakness According to Maynard et al. (2013), increasing level of motivation provided to the employees ultimately encourages the employees towards better productivity. On the other hand, Taylor (2013) opined that proper employee evaluation and recognition is the key ingredient of increased organizational performance. However, weakness of employee motivation is laid in lack of leaders ability to manage the employees. From the above discussion, it can be said that proper employee motivation through successful leadership can ultimately lead employees towards increasing organizational performance. Therefore, it can be said that the topic, employee motivation, is appropriate for conducting the research. Impact of financial stability on organization Definition and Theory According to Pantouvakis and Bouranta (2013), financial stability is one of the core aspects of an organization, as based on it the firm is able to develop its future capabilities. The management of large amount of money is known as finance (Su, Baird and Blair 2013). However, for a firm it becomes quite difficult to make a concrete analysis for future development through financial stability. Stability for an organization can only be achieved if the resources are segregated properly among the several dimensions of management (Wu and Chen 2014). For being stable, finance helps in upgrading the present scenario of an organization and helps in developing the human resource through several rewards and recognition. Figure 5: Financial Stability Model (Source: Garca-Morales et al. 2012) Strengths and weakness According to Shaw, Park and Kim (2013), financial stability helps in progressing the research, time and knowledge through significant decision-making considerations. In this way, an organization is able to stabilize its optimum asset usage. On the other hand, Van De Voorde, Paauwe and Van Veldhoven (2012) pointed out that while identifying the financial stability considerations, firms fail to predict the future prospects. This leads to poor financial management and ultimately employees are to face huge distresses. Shahzad et al. (2012) highlighted the fact that while an organization fails to stabilize the financial factors, it ties to reduce expenses by eliminating human resource. This creates and bad impact on the minds of employees. Therefore, from the above discussion, it can be said that financial stability has a direct impact on the organizational performance. Thus, if the employees are empowered through effective financial considerations, then surely they will be satisfied to perform better. Therefore, it can be said that the topic, financial stability, is appropriate for conducting the research. Conclusion While concluding it can be said that the four factors, organization creativity, employee performance, employee motivation and financial stability has direct impact on the organizational performance. From the discussion, it has been also found that employee empowerment has positive impact on each of the factors. If the employees are empowered and they are motivated, then surely the organization will perform better. Literature review gave the idea of each of the factors that will be necessary for developing the research. Questionnaires will be developed further considering these factors. Chapter 3: Data Collection and Analysis Introduction Research methodology is the sequential process for conducting the any research study. This chapter will introduce data sampling method through various data collection techniques and sampling techniques. Apart from that, this chapter will also introduce data analysis techniques to be used in evaluated the data collected from the respondents. Data Sampling Method Research Approach Research approach helps in collecting authentic information about the topic of the research. Inductive and deductive approach can be applied to gather authentic data. In case of inductive approach, new theories and models are needed to create for gathering accurate information of the research study. On the other side, in case of deductive approach, exiting theories and models can be applied to gather relevant regarding the topic of the research Farrokhyar et al. (2014). These theories and models can be applied to critically evaluate the research study for getting quality output. Deductive approach has beenchosen for this research study, as it consumes less time in completing the research study. Apart from that, it will also perfectly maintain the budget constraint of the research study. Research Design Research design assists in selecting appropriate method to be chosen for conducting the research study. Three types of research methods can be applied for conducting research study namely explanatory, exploratory and descriptive research design. Explanatory research design helps in identifying various research variables and the interdependency of those research variables upon each other. Interdependency of research variables assists in constructing suitable research questions and thereby, coming up with appropriate recommendation. Descriptive research approach assists in analyzing exact purpose of research study (Dumay and Cai 2015). This research purpose depicts the usefulness of the research study. On the other hand, explanatory research design identifies the relationship among different research variables. It also identifies the background of the research study. Explanatory research design has been chosen for the conducting this research study. It identifies the relationship among different variables of research study and thereby, enhances the quality of research output. Research Tools Effective research strategy assists in gathering most relevant information for conducting research study. Four types of research strategies can be applied in data gathering namely case study, focus group, survey and interview. Case study and focus group are used to gather secondary information from secondary sources (Zink 2012). This research study is dependent on interview and survey method, which are required for primary data collection. In these two methods, responses are collected from the selected respondents, which provide relevant information regarding the research topic. Data Collection Method Primary data collection method has been selected for this research study to collect authentic information. However, both primary as well as secondary data sources have been used to collect relevant information. In case of secondary data sources, websites, authentic journals and books have been used to collect data. On the other hand, in primary data collection, quantitative and qualitative techniques have been applied to gather data. In quantitative technique, data has been collected from the respondents through applying survey strategy (MacDonald 2012). Survey questionnaires have been provided to the respondents for getting authentic information about the research topic. On the other hand, in qualitative technique, information has been accumulated from the respondent through arranging interview with them. Sample Selection 50 employees of Coca Cola Amatil have been selected for the quantitative data collection technique. On the other hand, 3 managers have been selected for conducting qualitative data collection technique. Sampling Technique Simple random sampling technique has been chosen for this study to collect information from the respondents. In this sampling technique, respondents have been surveyed as per the convenience of the respondents. Data Analysis Technique Data analysis technique assists analyzing the collected data through appropriate analytical tools. Statistical analysis has been used for this research study to analyze the collected data. It has helped in converting the general information to specific information and thereby, it has enhanced the quality of research outcome (Zink 2012). In statistical data analysis, mean, median and mode have been selected to evaluate collected data. In this way, it allowed in accepting and rejecting the hypotheses set for the research study. 5-point Liker Scale has been utilized for conducting data analysis. Conclusion This chapter has introduced the research tools and techniques to be applied in collecting authentic information regarding the research topic. The application of various data collection techniques and sampling techniques has been described in this chapter. Apart from that, statistical analytical tools have been discussed here for evaluating the collected data. Chapter 4: Discussion of Results Discussion on Hypothesis Quantitative Questions Questionnaire 1: Service Tenure How long are you working in Coca Cola Amatil? Options No of response Response (%) Total respondents 0-1 Year 14 28% 50 1-2 Years 16 32% 50 2-3 Years 10 20% 50 3-4 Years 6 12% 50 4-5 Years 4 8% 50 Table 1: Service Tenure (Source: Created by Author) From the table, it can be identified that 60% of the employees are working for not more than 2 years. 32% of the employees are working within 1 to 2 years, which indicate that the organization is not able to retain its employees. Perhaps the employee empowerment may be the factor that is lacking in the organization, which will be further evaluated and justified in the following questionnaires. Figure 6: Service Tenure (Source: Created by Author) Questionnaire 2: Evaluation of Hypothesis set 1 How far do you agree that your creative ideas are valued by your organization? Options No of response Response (%) Total respondents Strongly agreed 5 10 50 Agreed 9 18 50 Neutral 4 8 50 Disagreed 19 38 50 Strongly disagreed 13 26 50 Mean Median Mode SD 3.52 4 4 1.328495 Table 2: Valuing Creative Ideas (Source: Created by Author) From the table, it can be found that mean value is 3.52. This indicates that 38%of the respondents are conflicting with 26% of the respondents. It can be also said that maximum response is on the negative side of the question. Therefore, it can be said that the organization does not value employee decisions and their creativity. This implies that employee empowerment is lacking in the organization. This result has been supported by SD value, which is 1.328494. The value is more than 1, indicating risk for the organization. Finally, it can be said that null hypothesis (H0: Employee empowerment has no impact on organizational creativity) is rejected. Figure 7: Valuing Creative Ideas (Source: Created by Author) Questionnaire 3: Evaluation of Hypothesis set 2 How far do you agree that employee empowerment in your organization is sufficient to increase your performance level? Options No of response Response (%) Total respondents Strongly agreed 8 16 50 Agreed 10 20 50 Neutral 3 6 50 Disagreed 17 34 50 Strongly disagreed 12 24 50 Mean Median Mode SD 3.3 4 4 1.446318 Table 3: Sufficiency of empowerment strategy (Source: Created by Author) From the table, it can be found that mean value is 3.3. This indicates that 6% of the respondents are conflicting with 24% of the respondents. It can be also said that maximum response (58%) is on the negative side of the question. Therefore, it can be said that in the organization,employee empowerment activities are not sufficient. The performance level of the employees is extremely low. This indicates that employee empowerment is not adequate in the organization. This result has been backed by SD value, which is 1.446318. The value is more than 1, indicating risk for the organization. Finally, it can be said that null hypothesis (H0: Employee empowerment has no impact on employee performance) is rejected. Figure 8: Sufficiency of empowerment strategy (Source: Created by Author) Questionnaire 4: Evaluation of Hypothesis set 3 Are you satisfied with the motivational strategies of your organization? Options No of response Response (%) Total respondents Highly satisfied 5 10 50 Satisfied 8 16 50 Neutral 4 8 50 Dissatisfied 15 30 50 Highly dissatisfied 18 36 50 Mean Median Mode SD 3.66 4 5 1.379293 Table 4: Satisfaction with Motivational Strategies (Source: Created by Author) From the table, it can be found that mean value is 3.66. This indicates that 30% of the respondents is conflicting with 36% of the respondents. It can be also said that maximum response (66%) is on the negative side of the question. Therefore, it can be said that in the organization, motivational activities are not adequate in number. In this organization, employee motivation is not supported by employee empowerment. This indicates that employee empowerment is not adequate in the organization. This result has been backed by SD value, which is 1.379293. The value is more than 1, indicating risk for the organization. Finally, it can be said that null hypothesis (H0: Employee empowerment has no impact on employee motivation) is rejected. Figure 9: Satisfaction with Motivational Strategies (Source: Created by Author) Questionnaire 5: Evaluation of Hypothesis set 4 How far do you agree that your organization is financially stable in respect to employee performance? Options No of response Response (%) Total respondents Strongly agreed 6 12 50 Agreed 8 16 50 Neutral 2 4 50 Disagreed 19 38 50 Strongly disagreed 15 30 50 Mean Median Mode SD 3.58 4 4 1.386377 Table 5: Financial Stability in Respect to Employee Performance (Source: Created by Author) From the table, it can be found that mean value is 3.58. This indicates that 38% of the respondent is conflicting with 30% of the respondents. It can be also said that maximum response (68%) is on the negative side of the question. Therefore, it can be said that the organization is not financially stable currently. Had there been financial stability, then surely amount of employee retention would have increased. Perhaps if there would have been financial stability, then employee empowerment activities could have been possible. This result has been backed by SD value, which is 1.386377. The value is more than 1, indicating risk for the organization. Finally, it can be said that null hypothesis (H0: Employee empowerment has no impact on financial stability of organization) is rejected. Figure 10: Financial Stability in Respect to Employee Performance (Source: Created by Author) Questionnaire 6: Recommendation determination In your opinion, which empowerment strategy would be helpful in increasing employee performance? Options No of response Response (%) Total respondents Allowing employee in decision-making process 16 32 50 Providing Support 5 10 50 Appropriate Recognition 10 20 50 Promotional opportunity 8 16 50 Providing Autonomy 11 22 50 Mean Median Mode SD 2.86 3 1 1.565052 Table 6: Empowerment Strategy (Source: Created by Author) From the above table, it can be identified that mean value is 2.86, which indicates 20% of the respondents are conflicting with 22% (providing autonomy). On the other hand, mode value is 32%, which indicates maximum response towards Allowing employee in decision-making process. Out of these three activities, it is quite confirm that the employees are extremely de-motivated. As employees are not entertained for decision making process hence employee empowerment is not achieved. This is a risk for the organization as SD value is more than 1. Figure 11: Empowerment Strategy (Source: Created by Author) Qualitative Question Question 1: Do you think employees are empowered in your organization in terms of decision making? As a response to this question, the manager indicated that employees are not considered as the part of decision-making process. From here, it can be understood that there has been a gap between the organizational decision and employee expectation. The employees are not valued in the organization and their decision is not granted. Thus, finally, it can be said that employees are de-motivated and not empowered in their entire tenure. Discussion on literature and Research Result Discussion with regards to Questionnaire 1 In the literature review, it has been found that if the employees are not motivated they cannot perform. One way to motivate employees is by empowering them. Here, it has been found that the organization is not able to retain its employees for more than 2 years. Thus, it needs to follow employee empowerment theories for retaining experienced employees. Discussion with regards to Questionnaire 2 From the Questionnaire 2, it has been identified that the median value is 4, which indicates that there is a scope of improving the 38% negative response towards positive. If the organization follows the Herzberg theory that has been described in the literature review section then it will be able to increase organizational performance. While considering the result, it is clear that the employees can be motivated if they are empowered. Discussion with regards to Questionnaire 3 From the Questionnaire 3, it has been identified that the median value is 4, which indicates that there is a scope of improving the 34% negative response towards positive. The organization has to follow McClelland theory that has been described in the literature review section. This will help in developing employee empowerment in the organization. Discussion with regards to Questionnaire 4 From the Questionnaire 3, it has been identified that the median value is 4, which indicates that there is a scope of improving the 30% negative response towards positive. The organization has to follow Maslows Need Hierarchy theory for motivating the employees. If the employees are made the part of decision-making process then they will be empowered. Discussion with regards to Questionnaire 5 From the Questionnaire 3, it has been identified that the median value is 4, which indicates that there is a scope of improving the 38% negative response towards positive. The organization has to follow financial stability so that they can reduce the burden from the employees. Discussion with regards to Questionnaire 6 From the Questionnaire 3, it has been identified that the median value is 3, which indicates that there is a scope of improving the 20% negative response towards positive. The organization has to follow the theories in literature review section so that risk pertaining in the organization is reduced. Recommendations Allowing employees in organizational decision making process Coca Cola Amatil should allow its employees in its decision-making process for providing them sense of value in the workplace. It will definitely boost employee morale and make them more enthusiastic towards greater productivity. Employee Autonomy Employees always like to have some level of freedom their workplace and try to control their job by their own. Therefore, the manager of Coca Cola Amatil should delegate some authority to the employees regarding their job role. It will increase the responsibility of the employees towards their work and surely increase employee performance. Employee Support Often, complex work given to the employees may reduce their performance level. In such situation, the leaders of Coca Cola Amatil should provide enough level of support to the employees. It will minimize the complexity level faced by the employees in their job. Thus, employee performance will be enhanced. Chapter 5: Conclusion and Future work Conclusion While concluding the study, it can be said that employee empowerment the level of autonomy provided to the employees in the workplace. Employee empowerment ultimately increases the organizational performance by allowing employees in decision-making process and getting innovative ideas from them. Though Coca Cola Amatil is successful in operating their business, it is concerned about the employee empowerment. Therefore, the employees are not enthusiastic in to increase their productivity level, which ultimately reducing the overall organizational performance. The employees of this organization are not at all satisfied with the existing empowerment strategy. Therefore, the organization should allow its employees in decision-making process and delegate some level of authority to the employees. Future work Research time and budget was short for conducting this research study. Therefore, investigation of too much information from the respondents was a kind of constraint for the research study. In order to improve the research study on the same topic in future, budget and time should be enhanced. 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Stalin His Life Essays - Communism In Russia, Old Bolsheviks

Stalin His Life No man more fully epitomized this era than Joseph Stalin did. As political, economic, and social leader, Joseph Stalin has emotionally, physically, psychologically, politically, economically, and socially affected Russia even to this day. Imagine yourself in the midst of the end of WWII, out in the streets of Stalingrad where Joseph Stalin will be parading. The masses of people seem to continue in all directions like a vast ocean of supporters for him. As he comes down the street your ears are overwhelmed with the screaming of praise as the people fall to their knees to show their undaunted love and respect for him. You don't know what to do as you are lost in a sea of everlasting supporters, so you go along with his cause. His large figure and military uniform glisten in the sunlight as he waves to his supporters from the convertible that he is riding in. The name Stalin which means man of steel suddenly takes a new meaning as he portrays his physical strength. You feel a sense of pride and strength for the Russian cause after viewing him. This was a typical scene at a communist rally during the reign of Joseph Stalin. Stalin was a participant leader of the Russian Revolution in 1917. In 1924, when Lenin died, he assumed the position of General Secretary, or Premier, and turned the Soviet Union into a Totalitarian-Communist Empire. Stalin used terrorism and brutal torture against his own people to control his power. Stalin was also one of the founders of Soviet National Security, the KGB. History Essays