Pondwater paper Essays

Pondwater paper Essays Pondwater paper Essay Pondwater paper Essay 1995. Untamed Water. Lake Life. New York, Golden Books, 18 http://www. brighthub. com/condition/science-ecological/articles/61550. aspx http://www. thewildclassroom. com/biomes/FRESHWATER. html

SWOT Analysis Management Theory and Practice

Question: Talk about the SWOT Analysis for Management Theory and Practice. Answer: Presentation: The methodologies of Marilyn Moor, the main data officer(CIO) and Paul Robinson, chief of drug store depend on the necessities of their own specialization. Marilyn needs to take arrangement considering the authoritative needs that is increasingly reasonable for the whole association on the practical and cost point of view angle while Robinson needs to address the issues of his own area of expertise (drug store) just as staff nurture that are required for the presentation of whole association. At the point when the arrangement of Marilyn is thought of, it gives a detailed mechanization that could be done association shrewd. This arrangement is cost supported and totally confirmed. It offers response to all the worries of authoritative area incorporation dependent on SWOT investigation which is generally required for an association before executing any new task (Pestle, 2014). It gives required time for settling the prior implantation techniques to turn out to be totally utilitarian thus it turns into the cost defended strategy that is equipped for expanding incomes of the association which may be required for the future usage. This arrangement has investigated the effect and futurity of choice (Gupta, 2006). It likewise underline on a drawn out arranging approach which is essential for government assistance of the patient. The bad marks of this arrangement are the expanded timeframe required for arranging, buying and actualizing the arrangement. It is hard to get hierarchi cal acknowledgment to execute it. Undoubtedly, it is valued and acknowledged by the drug specialist and staff medical attendants and increases their help totally. It likewise gives the arrangement at the soonest that may have evident constructive outcome on the absolute patient consideration which is the essential worry of LMH. Yet, it requires half of financial plan of the association that is dispensed for the most required clinic practical activities and patient consideration, which may imperil the development of the emergency clinic tasks. The usage of the keen IV siphons will meet just the prerequisites of drug specialist and staff nurture however not different staffs. It has not thought about the immediate and aberrant costs (Tomey, 2004). The computerization procedure associated with the joining of the new framework into the EMR might be confounded and additional tedious. It might make a culture in associations vision making departmental needs as generally significant. By dissecting the benefits and negative marks of the two methodologies, the methodology by Marilyn is by all accounts proper as it gives the long haul and progressively stable arrangement. It is as per the objectives and vision of association as well. It is entirely cost defended and guarantees a changeless methodology that is fundamental for patients care. Then again, the drug specialist and staff attendants had the option to perform pleasantly with more established strategies. In view of the given situation, from the outset the go between (pioneer) should peruse and comprehend the hierarchical objectives (Prasad, 2009). The go between ought to consider the key planof an association before actualizing any departmental or hierarchical innovations.Both the methodologies ought to be assessed todetermine their incentive to the medical clinic association and patients.The approach that could be simple for buying, introducing and coordinating ought to be chosen. It is smarter to have numerous rounds of conversation with both the gatherings before executing. During conversation, an arbiter ought to be careful about the benefits and negative marks of the two methodologies. The primary capacity of a go between is to play out the cost investigation for both the methodologies. Fundamentally a go between ought to be fair and unbiased to the two gatherings and should apply a decisive method of correspondence (Tomey, 2004). The arrangement ought to be introduced so that it is acknowledged by both the gatherings. The arbiter ought to perform spending plan (budgetary) and factual examination that includes the figuring of the cost ramifications that is associated with anticipating the normal results of the two methodologies. A pioneer (middle person) should make cognizant and purposive creation by organizing with different divisions (Prasad, 2009, Potter, 2004). The arbiter should evaluate the accessible assets including time, labor, and so on for actualizing (Tomey, 2004). He/She should see the authoritative dangers and advantages of executing these arrangements and its effect on the hierarchical turn of events. It is the arbiters obligation to advance the conversations on both the ways to deal with long haul approach as opposed to transient methodology. He/she should assist these gatherings with performing SWOT investigation before anticipating their methodologies (Pestle, 2014). All the methodologies will have the two benefits and bad marks yet the methodology with constrained bad marks that isn't influencing the total capacity of the emergency clinic association ought to be liked. The point of middle person ought to be giving complete patient consideration with all methods yet the spending plan of the clinic ought to be thought of and ought to give quality consideration inside this cutoff. These strategies ought to be polished before executing LMH. The go between ought to likewise make the conversation gatherings to concentrate on the challenges experienced while utilizing EMR framework and talk about the time required for settling LMH. Toward the end the primary job of go between is to m ake both the gatherings to comprehend the benefits and bad marks of their answer. Reference Gupta, C. B. (2006). The board hypothesis and practice. Ruler Chand Sons: New Delhi Pestle examination. (2014). The SWOT Analysis: Defining your Organization Needs. Recovered from https://pestleanalysis.com/swot-investigation definition/ Potter Perry. (2004). Potter and Perrys Fundamentals of Nursing. St. Louis, Missouri: Elsevier Prasad, L.M. (2009). Standards and Practice of Management. King Chand Sons: New Delhi Tomey, A. M. (2004). Manual for nursing the executives and administration. Mosby: Elsevier. Bet, K Lee, F. (2013). Medicinal services data frameworks: A useful methodology for human services the executives. San Francisco: Jossey-Bass.

Blog Archive Friday Factoid Career Assessment at HBS

Blog Archive Friday Factoid Career Assessment at HBS With today’s new MBAs facing a mixed job market, Harvard Business School (HBS) has put together an arsenal of resources to help students in their job search. Students begin by completing an online self-assessment before they even arrive on campus. The CareerLeader tool, developed by a member of the HBS faculty, helps incoming students identify their life interests, professional skills, and “work/reward” values. When they arrive on campus, first-year students then participate in a class that helps them interpret their CareerLeader results while discussing cases on the careers of HBS alumni. Later in the semester, but before official recruiting begins, students can attend Industry Weeks, which are on-campus programs and panels that provide overviews of a variety of industries and address how to plan a successful industry-specific job search. These are taught by career coaches, alumni, Career Services staff members, and company representatives. First years can also join Career Teams, which are small groups of first-year students who use exercisesâ€"facilitated by trained second-year leadersâ€"to help identify and advance their professional goals. Students may also arrange to meet with a career coach for one-on-one guidance or take advantage of one of the many student clubs that help prepare their members for interviews. Clearly, HBS is committed to helping its students not just find jobs, but find the “right” jobs. For more information on other defining characteristics of the MBA program at HBS or one of 15 other top business schools, please check out the  mbaMission Insider’s Guides.  If you are applying to HBS, our free  HBS Interview Primer  can help you put your best foot forward. Share ThisTweet Friday Factoids Harvard University (Harvard Business School) Blog Archive Friday Factoid Career Assessment at HBS With the job market mixed for new MBAs these days, Harvard Business School (HBS) has put together an arsenal of resources to help students in their job search. Students begin by completing an online self-assessment before they even arrive on campus. The CareerLeader tool, developed by a member of the HBS faculty, helps incoming students identify their life interests, professional skills, and “work/reward” values.   When they arrive on campus, first-year students then participate in a class that helps them interpret their CareerLeader results while discussing cases on the careers of HBS alumni. Later in the semester, but before official recruiting begins, students can attend Industry Weeks, which are on-campus programs and panels that provide overviews of a variety of industries and address how to plan a successful industry-specific job search. These are taught by career coaches, alumni, Career Services staff members, and company representatives. First years can also join Career Teams, which are small groups of first-year students who use exercisesâ€"facilitated by trained second-year leadersâ€"to help identify and advance their professional goals. Students may also arrange to meet with a career coach for one-on-one guidance or take advantage of one of the many student clubs that help prepare their members for interviews. Clearly, HBS is committed to helping its students not just find jobs, but find the “right” jobs. For more information on other defining characteristics of the MBA program at HBS or one of 15 other top business schools, please check out the  mbaMission Insider’s Guides.  If you are applying, our  HBS Interview Guide  can help you put your best foot forward. Share ThisTweet Friday Factoids Harvard University (Harvard Business School) Blog Archive Friday Factoid Career Assessment at HBS With today’s new MBAs facing a mixed job market, Harvard Business School (HBS) has put together an arsenal of resources to help students in their job search. Students begin by completing an online self-assessment before they even arrive on campus. The CareerLeader tool, developed by two members of the HBS faculty, helps incoming students identify their life interests, professional skills, and “work/reward” values. When they arrive on campus, first-year students then participate in a class that helps them interpret their CareerLeader results while discussing cases on the careers of HBS alumni. Later in the semester, but before official recruiting begins, students can attend Industry Weeks, which are on-campus programs and panels that provide overviews of a variety of industries and address how to plan a successful industry-specific job search. These are taught by career coaches, alumni, Career Services staff members, and company representatives. First years can also join Career Teams, which are small groups of first-year students who use exercisesâ€"facilitated by trained second-year leadersâ€"to help identify and advance their professional goals. Students may also arrange to meet with a career coach for one-on-one guidance or take advantage of one of the many student clubs that help prepare their members for interviews. Clearly, HBS is committed to helping its students not just find jobs, but find the “right” jobs. For more information on other defining characteristics of the MBA program at HBS or one of 15 other top business schools, please check out the  mbaMission Insider’s Guides.  If you are applying to HBS, our free  HBS Interview Primer  can help you put your best foot forward. Share ThisTweet Friday Factoids Harvard University (Harvard Business School) Blog Archive Friday Factoid Career Assessment at HBS With the job market mixed for new MBAs these days, Harvard Business School (HBS) has put together an arsenal of resources to help students in their job search. Students begin by completing an online self-assessment before they even arrive on campus. The CareerLeader tool, developed by a member of the HBS faculty, helps incoming students identify their life interests, professional skills and “work/reward” values.   When they arrive on campus, first-year students then participate in a class that helps them interpret their CareerLeader results while discussing cases on the careers of HBS alumni. Later in the semester, but before official recruiting begins, students can attend Industry Weeks, which are on-campus programs and panels that provide overviews of a variety of industries and address how to plan a successful industry-specific job search. These are taught by career coaches, alumni, Career Services staff members and company representatives. First years can also join Career Teams, which are small groups of first-year students who use exercisesâ€"facilitated by trained second-year leadersâ€"to help identify and advance their professional goals. Students may also arrange to meet with one of 35 career coaches for one-on-one guidance or take advantage of one of the many student clubs that help prepare their members for interviews. Clearly, HBS is committed to helping its students not just find jobs, but find the right jobs. For more information on other defining characteristics of the MBA program at HBS or one of 15 other top business schools, please check out the  mbaMission Insider’s Guides.  If you are applying, our  HBS Interview Guide  can help you put your best foot forward. Share ThisTweet Friday Factoids Harvard University (Harvard Business School)

`` The Drifter Loneliness And The Feeling Of Being...

â€Å"The Drifter† Loneliness and the feeling of being unwanted is the most terrible poverty. The whole conviction of life rests upon the belief that loneliness, far from being a rare and curious phenomenon, is the central and inevitable fact of human existence. There was a time when vets were greeted as heroes, Cities and towns held parades to honor the soldiers who fought for freedom and the sacrifices they made to make the world a better place. Homecoming for Vietnam was very different. No victory parades or welcome rallies, instead people hated one another, and the men our government sent to protect and fight for a cause that wasn t right. Alfred Van Whitmer is an example of this. He feels as if he’s alone, no one willing to accept†¦show more content†¦In a heartbeat, he rushes to the rescue, with his experience in war, he has the edge in combat. He’s walking at a very fast pace and hits him with a left hook, knocking him down instantly. He climbs on top of him, taking out all of his frustration and anger while beating the life out of him. The young girl tries to stop him but he hits her as well. â€Å"You really are a special kinda stupid are you, what the hell is wrong with you!.† The young girl says. She sits down beside him, in tears. His face was swollen and covered in blood, it was as if he were run over by a car. Alfred looks down and sees a very elegant and stylish fedora, and inside was money, a couple thousand from the looks of it. Inside his hat neatly clipped and well hidden. He realizes that this man was a pimp, a gangster who uses women for profit. He didn t understand why this young girl was infatuated with this man, who in his eyes is a despicable human being. In disgust he walks away, and blends in with another crowd. Ignores the young girl and walks away. The next day, Alfred is in his apartment, contemplating about the event that just occurred. He can t stop thinking about it, to the point where he doesn t sleep the entire night. The next day, Alfred comes by a building, this building is known as the headquarters for Mike Mansfield, a conservative democrat who’s running a campaign for the U.S Senate. It was located on 50th street and broadway, a building littered with american

Computer Aided Mammograms And Trans Atlantic Data Transfer...

Issue Paper: Computer-Aided Mammograms and Trans-Atlantic Data Transfer Privacy Garrett Gutierrez CSE 485: Capstone I #80015 12:00 PM - 1:15 PM Introduction: As new technologies emerge, they cause new and surprising impacts on the world, which shape how people experience life. Yet, these advancements in computing and engineering may have some negative consequences. Thus, they become controversial issues. Two recent issues in the computing and engineering field are the effectiveness of computer-aided mammograms in the United States and Facebook data being used for mass surveillance on European denizens. These issues affect the areas of national healthcare and global privacy, respectively. Not only do these topics have current ramifications, they also have potential long term consequences that will need to be addressed. Thus, current leaders are taking actions to address each of these issues in order to resolve them or mitigate their adverse effects. This paper will identify each issue, its source, the current and future impact of the respective issue, and how current leaders are addressing the issues based on the facts provided by the credible news sources. Issue 1 and Source: On the national level, a contemporary issue involving computing that has arisen is the use of computer-aided mammograms in the U.S. for women’s healthcare. The issue is that recent studies have shown that computer-aided mammograms are not effective at detecting more instances of breast cancer or tumors,

Does Money Bring You Happiness - 967 Words

Does Money Bring You Happiness? How would be your life if you were a millionaire? I am completely sure; you would live in a deluxe villa in the center of the city. You won’t only be disquieted for your safety needs; but also, be able to meet your luxury needs. You would spend your holidays in best places in the world. If you have lots of money, you would provide the best facilities for your family and try to make a pleasant life for them. Money can solve almost all of our problems and help us for having a happy life. With money, we can live in a deluxe house, drive a brand new car, and have a prepossessing life. Although some people believe money doesn’t bring happiness, I believe it does. There are many people claim that there is not any relationship between money and happiness. However, I believe that there is a direct relationship between money and happiness. Research shows that being able to provide our basic needs and higher-level wants leads us to a happy life. The relationship between money and happiness is like the relationship between food and body. â€Å"The importance of money in human life is similar to the importance of food for the body. Just like you can’t live even for a few days without food, you can’t survive for long without money.†(Singh, 2015).Having access to our necessities, being able to participate in leisure activities, and being able to help our friends, are things which make us happy; and we need money for having them.So, for being happy in our life,Show MoreRelatedMoney and Happiness1743 Words   |  7 PagesCan Money Buy Happiness In todays materialistic world, the phrase that ‘money cant buy happiness is tending to be proved hence otherwise. Social research and surveys have shown results based on an individuals income, health and the political scenario which is dominant in his or her region. It is quite obvious that the gap between the privileged and the not so is growing into a great divide giving rise to different class and status, thus defining ones social circle. It should therefore be understoodRead MoreEssay on Can Money Buy Happiness?1721 Words   |  7 PagesJanuary  24,  2015   Does  Money  Really  Bring  Happiness?      John  Locke  once  stated  that  all  men  have  the  right  to  life,  liberty,  and  property.  The   author  of  the  Declaration  of  Independence,  Benjamin  Franklin,  changed  this  statement  to  the   right  to  life,  liberty,  and  the  pursuit  of  happiness.  People  have  the  constitutional  right  to  be   joyful  and  therefore  strive  for  it,  but  what  is  it  that  really  brings  people  glee?  Many  people   believe  that  the  answer  to  this  question  is  simply  money.  They  think  that  the  more  money  they  Read MoreMoney Can Buy You Happiness936 Words   |  4 PagesMany people say that money cant buy you happiness, well I don’t find that to be true. Having a large amount of money has become a dream in many peoples lives. Although money can buy you thing you want to make you happy, happiness is only bought by the people you surround your self with. Many people are convinced that money can buy a person happiness, however most happiness comes from families and friends. Money can buy you happiness because, money can buy you security, stress free, healthcare, andRead MoreMoney Can Buy Happiness1523 Words   |  7 PagesHappiness is a mental state of well-being characterized by positive emotions ranging from contentment to intense joy†. Notice that happiness is within the range of contentment to intense joy. Every single thing in the world which brings contentment or joy costs money and therefore, it is money which brings happiness. Nothing can be yours without money being spent either by the person experiencing this happiness, or by others spending money so that they can be happy. For example, even peopleRead MoreHappiness Is The Most Common Misconception Of Happiness907 Words   |  4 PagesHappiness†¦ It could be said that there is no one in this whole wide world who does not want to be happy. We live every single day in hope to find happiness, which also known as pursuit of happiness. We strive to bring happiness in our life. Nonetheless, along the journey to find happiness, some people stumble and find themselves unhappy instead. One might question why, but actually we all have different value and understanding to describe happiness. Therefore, we have our own unique approach to pursueRead MoreRelationship Between Wealth And Happiness1328 Words   |  6 PagesDoes wealth equal happiness? According to the novel Great Expectation by Charles Dickens, the correlation between wealth and happiness is debatable, depending on the person and their lifestyle. For example, Herbet viewed money as a blessing but not something that necessarily brings him happiness; however, for Pip he can never have enough money and it is his idea of happiness. Herbert was born wealthy so in his state of mind it is casual to have exceptional amount of money. When Pip transform to aRead MoreEconomic Growth Brings Greater Happiness830 Words   |  4 PagesEconomic growth brings greater happiness- how far do you agree with this statement? What is happiness? It is just one word, but every person has his own view on this question. Happiness is a basic of nature. Somebody think that it is God’s gift or result of luck, but some people claim that happiness is in your hands, you do it by yourself, you have to achieve your aims to be happy. Some people confuse happiness to pleasure, pleasure is a drink of water in the hot day, a comfortable bed after difficultRead MoreCan Money Buy Happiness?1324 Words   |  6 PagesCan money buy happiness? It’s a philosophical question that has been discussed for centuries and there is no simple answer. For example, Graham Hill in â€Å"Living with Less. A Lot Less† gives his input on this highly debated topic through a multitude of short anecdotes. She asked herself not if â€Å"Money can buy happiness,† but if money could â€Å"help buy happiness† (Rubin 293). She also brings up the idea of modest splurging and spending out as methods of using money to help one buy happiness. Rubin describesRead More`` Once Upon A Time, Is An Idealized Start Of A Truly Happy Ending1519 Words   |  7 Pagesimage of what happiness truly is, but that’s not reality. Happiness can be expressed in many different ways. It’s anything that will bring positivity and light into to a person’s life, and puts a smile on their face. In the dictionary, happiness is defined as an indication of or is characterized by pleasure, contentment, or joy. Happiness can be expressed in various ways, two being self-discipline and physical activity, but people must remember that money does not buy this happiness. For one, self-disciplineRead MoreCan Money Buy Happiness?1637 Words   |  7 Pages Does Happiness Come With A Price? Malcom Williams Can Money Buy Happiness? Abstract In this paper, I argue and show various sources addressing the correlations between money and happiness through subjects such as pro-social spending, materialism, the pursuit of spending on others, and the effects of homelessness on physical and mental health. Much of the time, cash can have a negative impact on both, particularly the. Now and again, in any case, cash may positively affect satisfaction

A theory of Human Motivation. Classics of Organization

Question: 1. Discuss how the recognition scheme supports McDonald's culture and attracts future leaders? 2. Discuss which theory you think would support McDonald's recognition scheme? Answer: 1. The Following Case Study Deals With the Behavioural and the Ways McDonalds use in their Business Scheme to Make Profit. For the following case study, different scenarios will be discussed on the basis of McDonalds organizational structure and their way of hiring the people and also the lucrative ways they keep in their schemes for their employees. It would also discuss if they are going to be a directly part of a non-profit organization (Renz, 2016). For the following case study, McDonalds human resource management is taken to be in consideration and the methods or ways they take in their organization to keep their employees intact. Also we would look into the internal strategies of the company and the difference in their approach on human resource management with some not for profit organization. McDonalds has a recognition scheme which gives their employees a chance to prove themselves and choose a future leader from that group. McDonalds in Australia has the largest employee with about seventy five thousand people. It won an award in the year 2008 for one of the best companies to work in Australia. It has a strong potential for developing its future leaders as many of its employers including the managing director of the company also started in the as young as fifteen years old. They have a strong understanding of the uplifting the people who got potential and who prove to be good for the company in the future. As many as seventy percent of the employees who work in McDonalds are mainly school going student aged between fourteen to eighteen years. Having young people in the staff provide a large pool of potential managers and future leaders in the organization. Having young people at the workplace also prove to be beneficial as they tend to learn thing quite easily compared to others. Young minds also tend to give more and more innovative ideas and each in its unique way. As McDonalds is considered the biggest of all in the global fast food market, it uses its organizational culture to attract more and more employees. McDonalds organizational culture motivates learning. This reflects the effectiveness to achieve the desired levels in the corporate culture of human resource capabilities (Purce, 2014). This highlights why McDonald is so famous and an established company worldwide. It has a unique culture that is followed by five strategies namely people, products, place, price and promotion. There is strong recognition in the company itself. It is possible because it runs formal annual events and developing programs that are operated in the corporate level. The one that runs at store level is the Crew Recognition Program as this is aimed to find out the one who have contributed the most during hi/her shift. The ones who are in high level are also recognized by giving them awards as the employer of the month or employer of the year. They get their names printed in the monthly staff magazine named WRAPT and are also awarded some gift or discount card. There is also an Outstanding Achievers Award at the corporate level where employees get nominated by their managers for contributing the most to the business strategy or is delivering results which was not expected. They are approved by each recipient and are awarded a $500 dollar gift voucher and also get a formal recognition to their peers at the annual staff meeting. The main reason they prosper with their scheme is because the organization has some following characteristics. The first one is the People-Centricity where the employers need and development gets prioritizes (Purce, 2014). They encourage their employers to help improve processes and procedures to ensure the support for the people. Second is the individual learning where importance of lifelong learning are highlighted which in turn promotes the productivity, quality and business effectiveness (Sparrow , Brewster Chung, 2016). It also offers training and development opportunities to enhance one are learning. The main aim is keep employees more motivated in learning. The third one is the organizational learning where they aims to use ones learning to develop organizational knowledge to push the business forward. They encourage their employees to give feedback and knowledge sharing through policies, programs and meetings. The last one is the Diversity and inclusion where the human resource management sees the importance of optimizing human resource capabilities that deals with diverse market. To keep a check on the diversity and inclusion, the employers are encouraged to give their feedback so that it can help the organization to grow more and more. By giving feedback, they can understand more about their internal problems and help in managing (Purce, 2014). Giving feedback also helps them to ensure they are well received in the organization and with this feedback they can get a clear picture of what is in t he mind of the employees. This also helps in enabling the quality of service through people centricity, individual and organizational learning (Sparrow, Brewster Chung, 2016). McDonald mainly focuses on individual learning and strong team spirits. A strong culture has developed due to its recognition program which in turn contributes retention of staff. With more interactions with the employees, they can get to know more about their talents which can help in their productivity and will give them more chance to prove themselves among their peers which will boost their confidence which will make them work for long (Doherty, Haugh Lyon, 2014). 2.McDonalds Recognition Scheme can be understood by Maslows Hierarchy scheme under which Motivation and Rewards are Included and Self-Determination scheme. Motivation and rewards are there at the core of recognition schemes as if the organization supports their crew members more, they can help in turning the productivity for the organization and if there are any rewards included in their work, the employees would try their best to get that which will keep them motivated for their work more and more. This will in turn also help them to get recognized in front of their peers at the annual staff meeting which will give them a chance for upliftment (Healy, 2016). Motivating someone will also help the employees to get more engaged in their work and if possible find a way to some innovative ideas which would help the organization to grow. Fulfilling the needs of an employee would also help in increasing the performance of the employer (Benn, Dunphy Griffiths, 2014). Effective motivation system helps in greatly increasing the performance of the employees performance hence productivity is also increased. Maslows theory and self determination theory should help the companys recognition scheme. Maslow theory has been depicted as a pyramid which shows the needs of a human being (Healy, 2016). The first one is the physiological scheme in which the employee expects to have a goof working environment and should get monthly salary and also should provide essential facilities. The second is the safety needs where there would be a contract between the employer and the company and also benefit with pension and sick pays (Maslow, 2013). The third one is the social needs where there will be groups working across teams at different levels encouraging team building through social activities. The fourth one is the self-esteem where one expects to get respect and praise from others. Feedback and appraisal system can help in recognizing the employees contribution. Celebrating employees achievement would also help them in regaining that self respect and appraisal. The last in the pyramid is the self-actualisation, where one employee is motivated to believe in one self so that he/she can have career discussions among managers and human resource and also they should have the confidence that they can fill any future vacancies (Maslow, 2015) ("Summary of Maslow on Self-Transcendence", 2017). The second theory would be the self determination theory or SDT which is concerned with the supporting of natural or intrinsic tendencies to behave in effective and healthy ways ("Extrinsic vs. intrinsic motivation: what's the difference? - NTD.TV", 2017). SDT is mainly concerned with basic three psychological needs that are competence, relatedness and autonomy can be used for the optimal development and functioning of human persons. Competence can be referred to as meeting the daily challenges and demands of environment. These can be achieved by effective outcomes and having desired goal sets. Autonomy can be defined as having the control in making choices from ones own will (Van den Broeck, Vansteenkiste De Witte, 2013). The essential elements that bring about the autonomy includes self awareness of ones motives, external demands and emotions and having the chance of self direction and choice making and have active involvement. Both competence and autonomy are necessary for mainta ining the intrinsic motivation (Kehoe Wright, 2013). Relatedness can be defined as the need to achieve connections and closeness with others. This will further provide emotional security. SDT shows the need to get competence, relatedness and autonomy and describes it as compatible and universal. SDT says the people gets influenced by their culture in assigning the meaning and often interpret as positive or negative. With the help of SDT, many employees can get their recognition as they know what is good for them and what decisions will make profit for the company (Spence Deci, 2013). If they give any feedback or suggestion that can really help the organization, they will be automatically recognized by their managers and hence they can get some rewards or incentives which will motivate them to work more and more and they would prove to be more productive in the coming years. Autonomous academics help to adapt learning attitudes, academic studies and well being. Autonomous helps a person to decide what is good and what is bad (Kehoe Wright, 2013). This helps those making decisions which are more effective and this helps them stand out of the blue. Their intellectual thinking helps them to think more deeply and this also helps in recognition of the employees among the peers and gives them a better chance for the upliftment (Renz, 2016). Hence, these theories can help in the recognition scheme as with the above theory, one can evaluate oneself more deeply and one can make him/her more useful. McDonalds approach is very much different from any not for profit organization. McDonalds approach to managing the HR would not be directly applicable for the Non-profit organization as McDonalds is doing business for which they need human resources to run that organization where as in any NGOs; they work there willingly to help people. McDonalds is solely dependent on human labor so they need some rewards and motivation so as to keep their workers in place (Renz, 2016). They need some lucrative offers too so that their crew remains interested. Along with the rewards, they need to provide some allowances like free food, place to live, pensions and a good working environment whereas in case of Spastic Centre, as they are NGOs, they dont find this attractive (Butler Wilson, 2015). McDonalds per year make millions of turnover and they are the longest chain in the fast food market and hamburgers. For McDonalds, human resource management is required to look after every department and how it is operating and with time providing them with rewards occasionally (Grant, 2016). The not for profit organizations is a company that is trying hard to find quality staff for a long run. Therefore, the not-for profit organizations are trying hard for the retention of their existing employees (Butler Wilson, 2015). The essay is trying to highlight if McDonalds human resource management strategies can be applied in a not-for-profit organization. A thorough study has proved that McDonalds has been effectively maintaining good relationships with its employees and employees are given firm opportunity to improve their position on the assessment of their performance where it falls under the expectancy theory.(Renz, 2016). The essay says that the employees in the McDonalds company are well taken care of on the basis of their performance and are also rewarded according to their performance. But on the other hand, the employees in the spastic centre are trained according to the conditions of the company that may face in the future. McDonalds style cannot be applied in case of any not-for-profit organizations. Company whose aim is in maximizing the profit for every fiscal year has to implement different strategies in order to get the benefits from there employees. The same cannot be applied for any not-for-profit organizations as they tend to work for the betterment of the society and also encourages their employees to work for the benefit of others and should be selfless in their work (Renz, 2016). McDonalds gives the power of authority to the managers who looking after a particular franchise. According to agency theory, they got the power to implement and can also execute the decisions that has been made and these decisions are not related to the principals. There is a fine line that is underlying between a multibillion company and a not-for-profit organization. Not-for-profit has no aim in earning any sort of profits. The not for profit organizations generally hire and try to hold onto their working personnel so as to reach the aim they are working for. The company also offers quality training for their employees so that they can reach the goals that they up set for. Monetary rewards are hard to give to the employees working for any not-for-profit organization, as they do only work for the betterment of the society. The tax is deducted from the salary of the employees. Facilities such as superannuation scheme, perquisites, and food provision scheme are given to the employees of Spastic Centre (Alliance, 2017); however there is no scope for any kind of opportunities. McDonalds is able to give much better opportunities and security to the staff from all the investment and franchise that is under the company. Since an argument always forms two way paths, there will be no topic untouched for the same argument. Managing strategies are also different for any not for profit organization. Some conditions are there that need to be checked before the proceedings where one needs to check if there is any opportunity in the growth of the company; whether it covers insurance of the employees and whether the employees can find any sort of competitiveness in there workplace . Conclusion Rewards are really important for any organization but on the other hand, it is bad also as when there will be no rewards or any monitory benefit is included in any other work, then that individual may not want to do that task anymore. Good managers motivate their workers to do even good. Motivation helps anyone to do a task more efficiently and can prove to be more productive. With their productivity in line, they can benefit the company more and hence they get recognition from their peers. With rewards and incentives included, they can take their work more seriously (Wilton, 2016). 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