...Impacts of Buying Habits on the Lifestyle of Grade 10 High School Students of Mary Help of Christians College Year 2013-2014 Joan Xyla A. Rana Shayne U. Larcena Charlene N. Alemania Christine F. Ligutan Patricia Anne Estepa Bryan Joseph M. Agustin Joanne Marie M.Contreras II. Backgrounds of the study Buying habit is a social and economic order that encourages the purchases of goods and services in an even greater amount. Since buying habits began, a lot of people consciously sought and desire alternative lifestyle. These lifestyle ranges from moderate to simple living, eco-conscious shopping, and buying local to Freeganism on the extreme and exaggerated end. In critical view, consumerism is describe as a tendency for people to strongly acknowledge and identify the service or products they consume through commercial brand name and the status-symbolism of that certain brand. Buying habits can be taken to exaggeration such that consumers make significant sacrifices in time and in income not only to purchase that certain brand but to also actively support that certain luxury brand. Buying habits has become part of people’s daily lives especially in this modern civilization. People of this modern generation get influenced easily. Billboards, commercials and advertisements are connected to influencing people to buy. The advancement in technology causes consumers to extend their buying of the latest products to an extent where it is considered as over consumption...
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...connection with the people who came before us and also help us to learn from their mistakes or enjoy what wonderful experience that they have experienced in the past. The Humanities are also essential for understanding the past which is responsible for the creation of what is happening at the present. The humanities are academic disciplines which is use to study the human condition using methods that are analytic, critical, or speculative. On the other hand human inquiry is about studying non-human subjects as well as expression. These two things can’t be study but only experienced in our daily life while we are communicating with each other. It is because when communicating with people they are so many factors that may affect the overall conversation and the outcome. A great example of arts would be arts that are related to the history, cultures and past life experience. These arts can help the youngsters to know more about their ancestors as well as learn to appreciate history. Learning history will give them more knowledge and also avoid the mistakes that are being made in the past. This could also encourage more people to...
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...Motivation 1 Motivation Lesette Sanchez MT 302: Organizational Behavior Motivation 2 It is very important that management understands what motivates employees. In order for management to have employees reach the maximum level of work performance, it is very important for management to understand what motivates employees. Due to employees responding in different ways towards their jobs and company practices, motivation is not an easy task for management. Management needs to find out what is causing this employee to produce low levels of work performance, to be able to motivate (Allen, 1998). There are several reasons that can affect an employee’s motivation. These reasons are individual differences, job characteristics, and organizational practices. The individual differences can be personal needs, values, and attitudes, interests and abilities that are being brought to the job. Job characteristic is what determines the limitations and challenges of the position. Organizational practices are company rules, policies from human resources, practices from management and rewards given by the company. Management must figure out how these reasons affect the employee’s work performance (Allen, 1998). Management must also know how to satisfy employee needs. This can also be provided by motivation. This need can be anything that is required, desired, or useful to the employee. In order for management to be able to motivate the employee...
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...How Does Country Culture Affect Motivation Efforts Abstract: This thesis focuses on the influence of different country cultures on motivation by giving the definition of motivation, explaining two types of motivation, and comparing the cultural differences between China and the USA and at the same time tries to apply all the findings into human resource management in modern companies around the world. The key point of this thesis is the way country cultures affect intrinsic motivation and extrinsic motivation. Introduction: With the rapid development of globalization process, the economic exchanges between different countries are increasing. Social cultures vary greatly from country to country. So the motivations can be affected distinctly in different culture. In the 21st century, the competition among enterprises has turned into human resources. Therefore the motivations of human are significant. Human Resource Management is getting more important in business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. 1. Country culture can affect motivation: According to web, motivation is the explanation about human behavior, such as actions, desires, and needs and which can also be defined as one's direction to behavior or the reason people repeat a behavior, which can be generally divided into two types: intrinsic and extrinsic motivation. Just as its name implies, intrinsic motivation means the inner...
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...Saitović Supervisor: Karl Erik Gustafsson Jönköping May, 2007. Master Thesis within Business Administration. Subject: Management. Title: Authors: Tutor: Date: Subject terms: How to motivate assembly line workers Valdete Jusufi & Maja Saitović Karl Erik Gustafsson 2007-05-28 assembly line, motivation, industrial laundry business, incentives, Human Performance System Abstract The purpose of our master thesis was to investigate what motivates assembly line workers performing low-skill jobs in a small industrial laundry business. We wanted to see what factors determine and influence their motivation to work and if and how this motivation can be improved with respect to assembly line systems in general. The method of our investigation was qualitative in nature, where we studied one firm that leases clean bed clothes and textiles to hotels and restaurants around Sweden. We constructed a survey on motivation and handed it out to the assembly line workers who deal with the laundry. Furthermore, we interviewed the shift manager in order to get the company’s view on employee motivation. Our findings indicate that there are several overlapping factors that determine and influence motivation in the long run. From this particular case we saw that a unified working culture and collective efforts both boost the willingness to work and help the process run smoothly. Furthermore, proper communication is motivating, where everyone should be committed to company goals, but the workers should...
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...nothing” (Wild, Oscar). This phrase reflects very well why this incentive pay fail as a sole incentive system, rather than achieve its objective, it generates demotivation among workers, it is true that money is an important motivator in exchange of some extra effort, but money does not buy all the needs. So in order to avoid this, it is important to set other incentives, for our worker to feel part of the company and thus we can retain satisfied employees while achieving desired business results. Human resource managers realize that money is a motivating factor to some extent and that mean would not work for money if you do not get recognition, respect and opportunity to develop. In fact as Tomas Chamorro suggest in in his article. Does money really affect motivation? . The more people focus on their salaries, the less they will focus on satisfying their intellectual curiosity, learning new skills, or having fun, and those are the very things that make people perform best. But it can turn very difficult motivating employees, as each individual has their own reasons for working and what stimulates some, may not be important to others, then companies must find out how they can get their employees desiring to do something, working harder and better. As the research Employee motivation: a powerful new model suggests that people are guided by four basic emotional needs, or drives, that are the product of our common evolutionary heritage. They are the drives to acquire (obtain scarce...
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...shape of the perfect leader and does he or she exist. * The shape of the perfect leader he or she must have: i. A vision of the future (where are we going) ii. The ability to encourage followers to jump into that experience (work through the many changes that are required to achieve that vision). iii. Make a self-improvement for themselves and their followers. It can make them to be a good coaches and mentors. iv. Empowering their followers to get things done (delegates). * There are no perfect leaders because a good leaders always trying to improve themselves through self-study, education, mentorship, making mistakes and then learning from that mistake. These statements give us the answer that the perfect leader does not exist. The perfect leader should not think that they are the perfect one because they should improve their qualities by learning from the situational and their followers. * Even though there is NO perfect leader, the GOOD LEADER still exist. That means the good leader requires deep human qualities, beyond conventional notions of authority. A good leader would be able to identify the organizations goals or specific targets. The leader than should be able to impart these goals to his team members and commit them to work hard and intelligently to achieved the desired organizational goals. 2. Does a leader need to be motivated? How can leaders maintain themselves to stay motivated? * Great motivation secret of GREAT LEADERS. ...
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...feels apathetic or has considered himself retired at the job. They experience such situation because they are frustrated, not because they have no motivation. But they have been blocked by dead-end jobs, high degrees of job specialization, or supervisors who put up barriers. The fixation reaction of James may be used to explain irrational bureaucratic behavior. The rules become the ends in themselves, and the frustrated employee pathetically adapt to the barriers. Behavioral change of James would never let him achieve motivated goals on the job, hence he tries to seek fulfillment outside the job. These reactions of James may cost organization a great deal because of his frustrating and apathetic behavior. 2) Cite a specific example of role conflict in this case? People living in a society assume a succession of roles throughout their life. Typical sequences of roles in James case are a father, a husband and a regular clerk in a manufacturing company. According to the case, James found himself in a low-paying dead-end assembly line job with a large manufacturing company. He does not have any motivation or excitement to work for the company. In fact he find him unsuccessfully to accomplish any task in his life, this had made me helpless at work. On the payday, he goes to the Tavern where he spends ample amount of money on drinking. The following day he feels depressed and on the other hand, his wife is not able to meet the financial ends of the house and the family...
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...company. He is allowed to do his own thing as long as he meets the minimal standards of performance. Dick in many respects is the opposite of tom. He is likable and responds well to the needs of the company and is very loyal. Although the problem with him is that he would not do much independently, he will do well with what is assigned to him but would not take more personal effort and is neither too dependable nor creative. He also lacks the quality of assertion which hurts his performance within and outside the company as he's unable to sell himself properly. Harry on the other hand is a very strong personality and assertive to extremes. His agenda is money and wouldn't mind changing jobs for it. He does an excellent job and has no qualms for being overworked only of he is paid well. He was too pushy if not more money than other fringe benefits. Outside concepts 1. Acquired Needs Theory (mcclellan) Some needs are acquired as a result of life experiences need for achievement, accomplish something difficult. as kids encouraged to do things for...
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...choice in a modern market flooded with products and services of all kinds? What are the motivations, motives and other factors which affect his or her con- sumer behaviour? These questions remain the most important for everyone engaged in trading relationships and are crucial in marketing of products and advertisement design spheres. The thesis work is aimed to study consumer‟s choice motivations for a branch of products in a limited area of research. Author focuses her study on a particular type of goods, affordable luxury products, and motivations of a target consumer group to buy it. Such limitation is considered adequate, as it allows us to study subject thoroughly, using smaller sample size of respondents and draw conclusions that can be used as a base for further researches. Respondents‟ group is formed by the luxury products‟ consumers. They are divided into two groups, the introverts and the extroverts, using test type questionnaire, based on Carl Jung‟s personality theory. The aim of the study is to find out a relationship between introverted and extroverted types of personality and motivations for status consumption of affordable luxury goods. The research questions are: “Does a personality trait affect motivations for consumption of luxury goods?”, “Which motives are typical for a certain type of personality?” The study brings together researches on status consumption motivations and Jung‟s the- ory of introversion - extroversion dimension of a personality by looking...
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...Principles of management | Passion for the Outdoors and for People | CASE APPLICATION 1 | | Juan Uzcategui. | 10/22/2014 | 1. According to Maslow's hierarchy, which basic needs does the Patagonia culture meet? What would it be like to work at Patagonia? According to Maslow’s hierarchy, the basic needs that the Patagonia culture meet is the Esteem because it allows the employees to be confident, self-esteem, allow them to achieve their goals by coaching its managers, and by training the managers to define expectations, communicate deadlines, and then let employees figure out the best way to meet those after being well trained. Also the respect of others, and respect by others is very important for an organization that wants to keep its employees motivated. None of the employees have private office. If an employee does not want to be disturbed, he or she wears headphones. That is a great way to show that everyone is equal and that each one of them are allow to do anything the feel like doing but always respecting each other. What would it be like to work at Patagonia? Work at Patagonia would be a paradise especially for people that like the beach, people that have kids, and for people that does not like to be wearing office clothes at all times. The beach lovers have a big advantage to work for Patagonia because they already are in their favorite place and being able to catch some waves and some sun in the middle of the workday is just fantastic, it makes...
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...the components it needs to succeed. The capabilities and the competencies of an organization are determined by the caliber of its employees. In order to succeed, and organization must obligate themselves to acquire the best and most capable people, and keep them satisfied in their working environment. How do we determine whether a person is able to perform at their highest potential? We need to know what motivates them. Each person has their own values and sources of motivation. There are a lot of speculations that have been made to explain why people make the choices they do in work, and what they would interpret as an ideal reward. FACTORS THAT AFFECT MOTIVATION The first concept explored is the causes of performance. Lawler uses the equation: PERFORMANCE = MOTIVATION x ABILITY It is a simple equation that states that that performance relies on two factors. Workers who are motivated don’t always have the skills to produce great results, and those who are highly skilled won’t produce results without motivation. Psychologists have an explanation of why people are motivated to work, coined as expectancy theory. This theory claims that people are generally rational decision makers who act in ways that fulfill their own needs and reach their own goals. But sometimes they misperceive reality and assess situations incorrectly. The theory widely accepts that all people are largely different in their needs and the importance they...
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...XYZ will continue to lose its market share if people don't even know what this company does, what is its mission and what products does it offers. Brand recognition is when the customers can differentiate your brands with others which is what XYZ need at this point, so it could compete with its competitors. Marketing of it products is also really important as customers won't buy if they don't know what XYZ has to offer, this can be done by advertising and letting people know how products of XYZ are different, cheap and durable from others. Both marketing and brand awareness can only be done if XYZ has something different to offer, which is when the workers are being creative, motivated and the overall company is providing something innovative. If XYZ focuses in these areas the sales would increase, that will eventually help if to increase its market share as well which was going down from the...
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...“Herzberg (1968) argues that pay is a “hygiene factor”. Critically evaluate his position drawing on your understanding of what motivates individuals and groups.” This assignment will look at the origin of Herzberg’s theory, those who agree with Herzberg’s two-factor theory and those that disagree with his two-factor theory. The assignment will look into what motivation means to individuals, and how motivation creates job satisfaction. It will then be possible to evaluate the relevance of Herzberg’s and how relevant it is to all individuals. Herzberg carried out a survey interviewing 200 Engineers and Accountants from Pittsburgh in the 1950’s. From his findings he came up with the two-factor motivation theory which consisted of motivational factors and hygiene factors. Both factors affect motivation in the workplace, but are very different and are completely unrelated. “Motivators refer to factors intrinsic within the work itself like the recognition of a task completed” (Tietjen & Myers, 1998) while “hygiene factors tend to include extrinsic entities which do not pertain to the worker’s actual job” (Tietjen & Myers, 1998). Motivators make the employee content and when they are present they increase job satisfaction. They were named intrinsic factors as they are factors that are related to the job itself. Hygiene factors do not make the employee happy when they are present but they do dis-satisfy when they are not present or are in shortfall, the hygiene factors...
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...Motivation and Job Satisfaction Motivation factors are known to intensively affect whether or not individuals are satisfied with their jobs. We know of many who proclaim to be very satisfied with their jobs. We always hear about people who are often not satisfied with their jobs. It is very common for people to accept jobs that meet immediate needs, but what does it take for an individual to be truly satisfied with their job? Also what can employers do to assist employees to have a more satisfying work experience? Because of my interest in this topic and past work experiences that have often lead to dissatisfaction with jobs, I wanted to take a deeper look into this subject. The motivation in IPT class is part of my core curriculum and has been very enlightening as I seek to understand why the problem of job dissatisfaction continues to be an ongoing part of my experience in the workplace. What further piqued my interest in the topic of motivation was due to a recent job layoff that came as a relief, considering I had been long dissatisfied with the job for some time. Most adults spend about half of their waking lives at work. It is well known that most people spend more time at work than they do with their own families. Therefore, I believe that it is imperative that an individuals time spent working is both productive and enjoyable, both beneficial to the employee as well as the employer. Many successful companies recognize the importance of employee job satisfaction...
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