Real Irish Republican Army (IRA) Profile

Real Irish Republican Army (IRA) Profile The Real IRA was formed in 1997 when the Provisional IRA entered into negotiations for a ceasefire with Northern Ireland unionists. Two members of the PIRA Executive, Michael McKevitt and a fellow Executive member and common law wife Bernadette Sands-McKevitt, are the core of the new group. Real IRA Principles The Real IRA rejected the principle of non-violent resolution that formed the basis of the ceasefire negotiations. This principle has been stated in the six Mitchell principles and the Belfast Agreement, which would be signed in 1998. Real IRA members also objected to the division of Ireland into a southern independent Republic and Northern Ireland. They wanted an undivided Irish republic with no compromise with Unionists – those who wanted to join in a union with the United Kingdom.   A Violent Approach The Real IRA used terrorist tactics on a regular basis to hit economic targets as well as specific symbolic human targets. Improvised explosive devices and car bombs were typical weapons. The Real IRA was responsible for the Omagh bombing on August 15, 1998. The attack in the center of the Northern Irish town killed 29 people and wounded between 200 and 300 others. Reports of injuries vary. The devastating attack prompted severe hostility toward RIRA, even from Sinn Fein leaders Martin McGuinness and Gerry Adams. McKevitt was convicted for directing terrorism in 2003 for his participation in the attack. Other members were arrested in France and Ireland in 2003. The group also involved itself in hunt-and-kill missions aimed at drug dealers and organized crime.   The Real IRA in the Millennium Although the Real IRA fractured considerably with the passage of time, MI5 – the UKs intelligence agency – called it the UKs primary threat in July  2008 based on surveillance evidence. MI5 estimated that the group had about 80 members  as of July 2008, all willing to conduct bombings or other attacks. Then, in 2012, the splintering RIRA merged with other terrorist groups with the goal of forming what the new group called a unified structure under a single leadership. The move is said to have been prompted by McGuinness shaking hands with Queen Elizabeth. In keeping with RIRAs vigilante efforts against drug dealers, one of these groups was Radical Action Against Drugs or RAAD.   Both RIRA and the media have referred to the group as the New IRA since this joining of forces. The New IRA has said that it intends to target British forces, police and the Ulster Bank headquarters. The Irish Times called it the deadliest of the dissident republican groupings in 2016, and its been active in recent years. The group detonated a bomb in front of the home of a Londonderry, England police officers home in February 2016. Another police officer was attacked in January 2017, and the New IRA is reportedly behind a series of shootings in Belfast, including that of a 16-year-old boy.

Sample Graduate School Recommendation by a Professor

Sample Graduate School Recommendation by a Professor The success of your graduate school application relies on the quality of the recommendation letters professors write on your behalf. What goes into a helpful recommendation letter? Check out the sample letter of recommendation written by a professor. What makes it work? An Effective Recommendation Letter for Graduate School   Explains how the professor knows the student. The professor speaks to the student’s abilities in several contexts rather than just in class.Is detailed.Supports statements with specific examples.Compares a student to her peers and the letter explains exactly what makes the student stand out.Describes a students capacities in specific ways rather than simply noting that she is an excellent student prepared for grad school. Below is the body of an effective recommendation letter, written by a professor. To: Graduate Admissions Committee It is my pleasure to write on behalf of Jane Student, who is applying to the Ph.D. program in Research Psychology at Major University. I have interacted with Jane in several contexts: as a student, as a teaching assistant, and as a thesis mentee. I first met Jane in 2008, when she enrolled in my introductory Psychology class. Jane immediately stood out from the crowd, even as a first-semester freshman. Just a few months out of high school, Jane demonstrated characteristics commonly held by the best college students. She was attentive in class, prepared, submitted well-written and thoughtful assignments, and participated in meaningful ways, such as by debating other students. Throughout, Jane modeled critical thinking skills. Needless to say, Jane earned one of five A’s awarded in that class of 75 students. Since her first semester in college Jane has enrolled in six of my classes. She demonstrated similar competencies, and her skills grew with each semester. Most striking is her ability to tackle challenging material with enthusiasm and endurance. I teach a required course in Statistics that, as rumor has it, most students dread. Students’ fears of statistics are legendary across institutions, but Jane wasn†™t fazed. As usual, she was prepared for class, completed all assignments, and attended help sessions conducted by my teaching assistant. My teaching assistant reported that Jane seemed to learn concepts quickly, learning how to solve problems well before the other students. When placed in group work sessions, Jane easily adopted a leadership role, helping her peers learn how to solve problems on their own. It was these competencies that led me to offer Jane a position as a teaching assistant for my statistics class. As a teaching assistant, Jane strengthened many of the skills I have articulated. In this position, Jane held review sessions and offered out-of-class assistance to students. She also lectured in class several times during the semester. Her first lecture was a bit shaky. She clearly knew the concepts but had difficulty keeping pace with PowerPoint slides. When she abandoned the slides and worked off the blackboard, she improved. She was able to answer students questions and the two that she couldn’t answer, she admitted to and said she’d get back to them. As a first lecture, she was very good. Most important to a career in academics, is that she improved in subsequent lectures. Leadership, humility, the ability to see areas in need of improvement, and the willingness to do the work needed to improve – these are all characteristics we value in academia. Most important to a career in academics is research competence. As I have explained, Jane has an excellent grasp of statistics and other skills critical to a successful career in research, such as tenacity and excellent problem solving and critical thinking skills. As mentor of her senior thesis, I witnessed Jane in her first independent research efforts. Similar to other students, Jane struggled with finding an appropriate topic. Unlike other students, she conducted mini literature reviews on potential topics and discussed her ideas with a sophistication that is unusual for undergraduates. After methodical study, she chose a topic that fits her academic goals. Jane’s project examined [X]. Her project earned a department award, university award, and was presented as a paper at a regional psychology association. In closing, I believe that Jane student has the capacity to excel at X and in a career as a research psychologist. She is one of a small handful of student that I have encountered in my 16 years teaching undergraduates that has this ability. Please do not hesitate to contact me with further questions. Why This Letter Is Effective It is written by a professor who has extensive experience with the applicant.The professor describes several aspects of the students competence.It describes how the student has grown and developed her skills. What does this mean for you as a potential applicant to grad school? Work to foster close, multidimensional relationships with faculty. Develop good relationships with several faculty because one professor often cannot comment on all of your strengths. Good graduate school letters of recommendation are built over time. Take that time to get to know professors and for them to get to know you.

UN Millennium Development Goals Essay Example | Topics and Well Written Essays - 500 words

UN Millennium Development Goals - Essay Example le progress have been achieved with regards to gender equality in primary and secondary education and most regions of the world including the developing countries have equal enrollments of boys and girls in primary and secondary education institutions (Sweetman, 2005). The case of tertiary and advanced education is different because there is a marked gap between the enrollments of boys and girls in higher education institutions, particularly in the developing world. Poverty, marginalization, food insecurity, armed conflicts and disease are the various different reasons of such trends of disparity in male and female higher education. The Gross Enrollment Ration in tertiary education institutions in Africa is 4.8% for women and 7.3% (Nwonwu, 2008). Financial issues are one side of the picture; there are many cultural and religious issues which are barring women for acquiring education and in some of the regions women eager to acquire education are subjected to violence. Education is one sector, gender disparity can also be observed in other spheres of life as well. Most of the developing countries have a very meager female population having paid jobs. The recent global recession has further aggravated the situation because the unemployment rates for women which rose up during recession did not fall down during the economic recovery of 2009-2010 however the unemployment rates for men fell down significantly (World Bank, 2011). Lack of representation of women in the legislative and administrative bodies is an issue being faced by the developed as well as the developing world. The target of equal representation of women in the legislative bodies of the world is still far from being achieved, according to 2011 UN report on MDG, the women shared only 19.3% of the total parliamentary seats in the world (United Nations, 2011). Education indicators in the United Arab Emirates show that the women are getting a remarkable share in the educational institutions but disparity

The Oil Industry Essay Example | Topics and Well Written Essays - 1000 words

The Oil Industry - Essay Example This research will begin with the statement that the oil industry is not a modern development. It traces back its history to ancient ages. The only problem that has necessitated changes pertains to refinery and exploitation of oil. The modern oil industry emanated from an invention by Colonel Edwin Drake. It involved a steam-driven rig for drilling. This set up an expensive machine that most individuals could not be acquired. The only strategy was to harness resources for acquiring such machines. The machines became more expensive to acquire as time progressed since the demand for oil necessitated very quality product. The first companies progressed to attain revenues that offset their high costs. In this sense, they became monopolies. The main reason of monopoly pertained to the fact that it was becoming difficult to attain the minimum efficient scale.   The established companies were experiencing economies of scale. However, this trend stalled on the formation of unions such as o ligopoly.   The OPEC was composed of Middle East Asia countries and Venezuela. They emerged to form a substantial influence on the market. In spite of the fact, oil was a unique product, it could be refined to several products. These products helped create companies such as shell and BP who later influenced entry of other companies. In spite of the domineering presence of unions such as OPEC, prices usually shift in response to notable factors... There are notable factors that affect the demand of oil. To begin with, there is the concept of the cyclical demand of oil. This pertains to demand of oil that swings according to growth of economies. As economy grows, the demand of oil rises to the same. This is because oil is an essential input of many industries. It is vital to note that oil forms a core part of the production chain. The growth of economies is proportionate to growth of industries. In turn, the industries are triggered to increase production in order that the same meets the increasing demand out of surging income. A relevant example concerns with the case of China. Its demand of oil has substantially increased because of the growth in its economy. In addition, the price of substitutes is a core determination of oil’s demands. This pertains to produc5ts such as gas and coal. In the long-term strategies of many countries, they seek possible alternatives for oil. In this sense, the demand of oil would reduce. For instance, there was a demand of oil in 2004 to 2006 that led to substantial research into its possible alternatives. Additionally, change of climate serves to affect the demand of oil in the countries that experience the four seasons. This is eminent in European countries, USA and Russia. In this sense, there is high demand of oil during winter. This is because individuals require substantial energy in heating systems. For instance, there is increased demand of oil, for heating houses and work places, during fierce winters. In addition, speculative forces influences demand in distinct ways. Due to its imitable qualities, there are always speculations of rise in prices of oil. In one of the most recent instances, individuals rushed to attain

Employment-At-Will Doctrine Essay Example for Free

Employment-At-Will Doctrine Essay Abstract This paper encompasses what we understand about the Employment-at-will Doctrine and how it’s applied to determine the employer and employee relationship. We examine how exceptions to the doctrine can be applied to questions relating to legality of firing an employee. Determine how we limit liability and impact to operations by creating a collaborative environment empowering employees to feel a part of the overall mission and strategy of the company. Finally, exploring how to create a whistleblowing policy that outlines the process employees can follow to report any wrongdoing and method for resolution. Summarize the Employment-At-Will Doctrine Employment-at-will is a doctrine that originated in the early 1900s involving a treatise on master and servant relationship. The main premise of the doctrine is the assumption that the duration of employment is for an indefinite period of time and may be terminated by either the employer or employee. In 1935 the Wagner Act was passed making it illegal to fire employees because they were involved in union activity, and is one of the first laws passed that diminished employment at will. Congress added more laws in the 60s and 70s that protected employees from being discharged for certain reasons, mostly related to bias and whistle-blowing. The doctrine varies in each state with some who have established exceptions to the doctrine to protect the employee. In addition to these exceptions there are federal and state laws that limit the employers ability to terminate employment based upon race, ethnicity, religion, marital or disability and sexual orientation. As we begin to review eight cases involving employment at-will and a COO who must determine whether or not she can legally fire her employees by taking into consideration the following exceptions to the  doctrine: a) Employer cannot violate public policy doctrine b) Employer cannot fire an employee when an implied contract is formed c) Employer cannot fire an employee for refusing to commit illegal acts d) Employer cannot fire an employee for family or medical leave e) Employer cannot fire an employee for implied covenant of good faith 1. John posted a rant on his Facebook page in which he criticized the company’s most important customer. While John has his 1st amendment right for freedom of speech, he did not consider the fact that his rant was in violation of the company Code of Conduct Policy to negatively discuss their customers. John received a letter of reprimand for his actions. If his Facebook rant was made on a company computer Jim would be fired. 2. Jim sent an email to other salespeople protesting a change in commission schedules and bonuses and suggesting everyone boycott the next sales meeting. Although Jim sent this email on his companies system which goes against company email policy, there is no legal reason to fire Jim. Therefore, he received a letter of reprimand for his actions. 3. Ellen started a blog to protest the CEO’s bonus, noting that no one below director has gotten a raise in two (2) years and portraying her bosses as â€Å"know-nothings† and â€Å"out-of-touch†. Starting blogs to protest goes against the company’s social media policy and defamation of her bosses’ character which goes against the company’s policy. Ellen was fired for â€Å"Good Cause†. 4. Bill has been using his company-issued BlackBerry to run his own business on the side. Employees should not make business calls from their personal wireless device except in emergency circumstances. Running his business using the company issued blackberry while on company time goes against the company’s equipment use policy and could be considered a conflict of interest. Therefore, Bill was fired for â€Å"Good Cause†. 5. The secretaries in the accounting department decided to dress in black-and-white stripes to protest a memo announcing that the company has installed key logger software on all company computers. There is no legal reason to fire or discipline the secretaries for their attire since it did not cause a disruption within the workplace 6. After being disciplined for criticizing a customer in an email (sent from his personal email account on  a company computer), Joe threatens to sue the company for invasion of privacy. Since he was already disciplined for the action, his eluding to suing the company is no grounds for further discipline since he has a right to file a claim if he believes his privacy was invaded. We cannot retaliate against his comment. However, Joe should have no expectation of privacy since he was on a company computer when he opened his personal email account. 7. One of the department supervisors requests your approval to fire his secretary for insubordination. Since the secretary has always received glowing reviews, you call her into your office and determine that she has refused to prepare false expense reports for her boss. Under the employee at-will doctrine exception, an employer cannot fire an employee for refusing to commit illegal acts. There is no legal reason to fire the secretary. 8. Anna’s boss refused to sign her leave request for jury duty and now wants to fire her for being absent without permission. This is a form of public policy which protects employees from retaliation who have simply performed their legal duty to serve on a jury. There is no legal reason to fire Anna. What action you should take to limit liability and impact on operations; specify which ethical theory best supports your decision. The eight cases we reviewed highlighted the key reasons why we must have policies and processes in place that limit liability and impact operations. Creating a collaborative environment allows employees to address their concerns. In addition, establishing a weekly or monthly team meeting allows employees to provide feedback on items or topics of concern. It also provides a forum to address company policy relating to the use of email, social media, blackberry and the expectation on how an employee should conduct themselves in the workplace. I would also recommend establishing annual training/refresher briefings for the entire team on Code of Business Conduct, Social Media Standards and Personal Use of Company Systems. Deontology Theory can be applied and best represents employees who follow his or her obligations to a nother individual or society because upholding ones duty is considered ethically correct. Take a position on whether or not you would recommend to the Chief Executive Officer (CEO) that the company adopt a whistleblower policy. Support the position. If we adopted the Deontology Theory, we could apply the emphasis on personal responsibility, protection of others and ability to do more than is morally  needed. Employees need to feel valued and part of the overall strategy or mission of the organization. One of the key reasons why Congress enacted the Sarbanes-Oxley Act was the behavior of corporate America. Companies like Enron, Tyco and WorldCom accounting fraud led to them filing for bankruptcy and their employees losing their entire life savings. Because of these financial wrongdoings, I would highly recommend adopting a ‘Whistleblower† Policy. Employees need to feel they have a place to go to report improper or illegal conduct without fear of retaliation. Having an open door policy and good internal process that addresses complaints including a whistleblower protection/anti-retaliation policy can help organizations protect itself from risk of violating state and federal laws. Justify at least three (3) fundamental items that should be included in a whistleblower policy. Provide a rationale for your selection of each of the three (3) recommended items. As the CEO of a Company striving to adopt a Whistleblower Policy some of the key elements that should be considered when developing the policy are: a) Employee (Persons Covered) – To determine who will be covered by this policy and who will be protected for reporting suspected wrongdoing and/or whose actions should be reported under the policy b) Reporting Complaints Process – To develop a clear channel through which the employee can report any suspected improper or illegal activity and a person whom they can contact and submit the compliant c) Investigation Resolving Complaints Process – To identify a compliance officer or person to lead the investigation and resolution of all complaints. Determine when and how suspected violations will be documented, tracked, investigated and resolved. References * Muhl, Charles (2001). â€Å"The Employment-At-Will Doctrine: Three Major Exceptions,† Monthly Labor Review Outten, Wayne N (2007), â€Å"When Good Deeds Are Punished: The Legal Landscape of Retaliation and Whistleblowing,† Litigation and Administrative Practice Course Handbook Series, PLI Order No. 11091 * Sentell, Ed; Robbins, Randall (2008). Journal of Legal, Ethical and Regulatory. Employment at-will. Retrieved from http://www.highbeam.com/doc/1G1-190795487.html * Stone, Katherine V.W. (March 2007). â€Å"Revisiting the At-Will Employment Doctrine: Imposed * Terms, Implied Terms, and the Normative World of the Workplace,† Industrial Law Journal

Aldous Huxleys Brave New World and James Joyces Dubliners :: essays research papers

Brave New World, written by Aldous Huxley, is a thought provoking novel set in a future of genetically engineered people, amazing technology and a misconstrued system of values. Dubliners, written by James Joyce, is a collection of short stories painting a picture of life in Dublin Ireland, near the turn of the 19th century. Though of two completely different settings and story lines, these two works can and will be compared and contrasted on the basis of the social concerns and issues raised within them.   Ã‚  Ã‚  Ã‚  Ã‚  One of the first things stressed in Brave New World is the idea that there is no real discrimination. Though it is true that there is a class system, the classes are derived from the fact that people are genetically engineered to fit a certain role in their lives. For example, there are five classes as follows: Alpha, Beta, Delta, Epsilon and Gamma. Each of these classes is then subdivided into three sections: Plus, Normal and Minus. An Alpha Plus (highest in the class system) would look down on and think less of a Gamma Minus (lowest in the class system). This form of discrimination, however, is not really discrimination in that it has no moral basis as each person in each class is conditioned from birth to be completely happy at their station in life and especially glad that they aren’t of a different class. Aside from the fact that there is no moral basis behind this, for there to actually be discrimination, those being discriminated against would have to know that it was happening and in Brave New World such realizations do not occur. Due to this same fact, there is no gender or racial discrimination either, not even the mention of a nationality; all people in the civilization are simply people. That Huxley created this world of equality may have been an ironic stab at the time in which he lived. Within Dubliners, however, the attitudes toward nationality and gender of the time it was written are present, though not in any astonishing proportion. There is evidence of this in the following quotation from “The Dead';.   Ã‚  Ã‚  Ã‚  Ã‚  -Well I’m ashamed of you, said Miss Ivors frankly. To say you write for a rag like that. I didn’t think you were a West Briton.(Joyce 188) Though not an extremely discriminant remark, its prejudicial tone is evident. The use of discrimination within Dubliners is not largely important to the story lines except in that it adds more realism to Joyce’s stories as the discrimination reflects the views of the time.

Managing Human Resources, Diethelm Travel Sri Lanka

Abstract The research sets out to evaluate the impact of employee motivation, Leadership and fellowship and the organizational culture of Dilemma Travel Sir Lankan with regard to employee performance and gaining competitive advantage in its respective market. This research enables me to highlight my time working at Dilemma Travels and to identify problems with regard to the proposed topics and to recognize possible solutions within the frameworks of Human Resource Management.Dilemma Travel Sir Lankan Dilemma Travels is one of Sir Land's leading destination management companies which boasts over 35 years of experience. Formerly which is known as Hem Tours, and in 2009 Hem Tours merged with Dilemma Travel Thailand. Their main focus is to provide customize quality driven travel experiences to their valued customers in the world. Their service Includes representing tour operations, handling frequent travelers and group Inclusive tours, transport services etc.From an Internal point of vie w they value employees need to learn and grow to reach desired heights and to fulfill career aspirations. To support this Dilemma Travels Sir Lankan provides recognized training programs, career guidance for new employees to develop inherent capabilities and acquire new skills. With an understanding of the fact that continues learning is essential for professional growth for an individual and corporate level the management Invests considerable amount of resources of employees for them to develop their competencies.The recognition provided for the talented employee group working at Dilemma Travels, handsome rewards, compensation packages that challenges the highest in the country, attractive annual performance bonuses, medical insurances and weekly fitness programs for eligible employees are some of the motivations boosters used by the company. With this level of Importance and considering the current state of Dilemma Travels and their operations with regard to their culture, leaders hip and the level of motivation provided for employees the difference between current practices and possible improvements must be addressed.Problem Statement Considering the current working standards of Dilemma Travel Sir Lankan it is evident that the majority of the younger employees have considerable room for expansion to better themselves as professionals. But in recent years these professionals seeking other opportunities opt to leave the company In search of career progression. This Issue has given me the motivation to find out the reasons behind this Issue. With this in mind I conducted the research in order to find out the route causes contributing to this problem.This study will show the level of motivation and employee satisfaction within Dilemma Travel Sir Lankan which will enable me to identify said problems, if there are any with regard to the given criteria. If identified to formulate solutions or to give recommendations accordingly. 1. What forms of motivation are avai lable to employees of the Dilemma Travel Sir Lankan? 2. What factors motivate workforce most in the Dilemma Travel Sir Lankan? . What role(s) does motivation play on employees' performance in Dilemma Travel Sir Lankan? 4. What is the correlation between motivation and employee performance in the Dilemma Travel Sir Lankan?Understanding the importance of employee motivation Increased Productivity: With motivated employees from an internal or from an external source shows passion for work which in turn provides better performance. If motivation is provided employees will work hard to set and reach goals. Companies that offers challenging jobs must provide a framework that lets the employee know that the management rusts their abilities to perform which gives them confidence to complete their given tasks. This sort of attitudes of the work force brings forth increase productivity which is very beneficial for an organization. Bimodal Bath, 2011) Improved Employee Morale: In order to boos t employee morale continues motivation is necessary. A work force with high morale is ready to take up any challenge without any issue. This high surface team created in the employee's mindset provides added values for an organization with less absenteeism and employee conflicts. (Bimodal Bath, 2011) Increase Loyalty: Increased loyalty is gained by an organization with employee motivation. Recruiting and training new staff is an expensive task for any company therefore a loyal work force is essential to gain a good reputation in the market and to reduce this added expenditure. Chowder, M. (1997),) Better Creativity: The passion towards their Jobs enables employees to express their views and ideas freely. This fact gives them the assurance and the understanding of their important position within the organization so that they can contribute more towards the betterment of themselves that further brings benefits for the company. Enhancing the creative factor is therefore essential and t he manages have to design a motivational structure and a leadership style that facilitates employees in providing new suggestions, ideas and methods of expansion with regard to delivering cost effective performance. (N.D. Baboon, 2011) Individual growth and Improvement A motivated workforce takes up new tasks regardless of how challenging it might be and would provide best efforts in completing them. For this reason further learning and training programs are essential. The environment created within an organization tit regard to completion is also an added motivational factor for employees to increase performance. All these factors comes together in forming expertise within a workforce of an organization. These experts and their efforts must be carefully evaluated and appreciated by given the appropriate appraisal and promotion opportunities.Criteria 1: Out of 40 employees, questionnaire has been distributed to 10 males and 10 females as per table 1. 1 below. 1. 1 IP -Increased Prod uctivity MIME -Increased Employability IL -Incrementally SC-Better Creativity GIG -Individual Growth and Improvement years. Most of respondents are found from the age of 18 – 24 range and there are no employees found above 45 years from study area. Table 1. Present the age distribution of employees. 1. BC-Better Creativity 18 years to 24 years category shows tremendous growth of productivity, morale, loyalty, better creativity and individual growth and improvement comparing to other age categories. This category represents teenagers and very young crowd of the company who are mainly working in the operational level and at a trainee level. And according to Abraham Moscow in his Hierarchy of Need, those within this category are preoccupied with higher order needs such as esteem and self-actualization, having had their lower order needs taken care off (Moscow,1943).Criteria 3: A motivated person has the awareness of specific goals which must be achieved in specific ways; therefo re he/she directs its effort to achieve such goals (Nell et al. , 2001). Motivated person has more energy to achieve their specific goals than denominated person. In Dilemma Travel Sir Lankan after observing along the staff categories (Table 1. 3), I have noticed some changes between senior level, tactical level and operational level employees. When productivity and employee morale is considered operational level employees' progression is higher than others.Tactical level employees' shows low values in all the categories. At the same time senior level member are showing progression in individual growth and improvement than others. 1. 3 While assessing above situation, we can identify lack of progression in tactical level employees. This means there are some difficulties in that level and there is less opportunity to move forward from tactical level. Factors that Motivate Employees at Work While considering motivational factors which we discussed earlier, the following is an overall assessment with regard to the employees of Dilemma Travel Sir Lankan.According to Herrings (1959), Hygiene factors relate to satisfaction at work and also e suggest that managers can give their employees more authority to their Job and offer them direct and individual feedback in order to motivate and help employees to connect to their work (Wartime,2007). Productivity, morale, individual growth and improvement are higher than other factors. This means most of the employees are performing well and at the same time they are able to do the work with minimum supervision. On the other hand employee loyalty and their creativity have gone down.This will affect the company growth indirectly hence employees searching better opportunities for their career development opt to leave the company. Dilemma Travel Sir Lankan† should take necessary actions to build up employee loyalty and their creativity. The Rennin's Liker Theory could be adopted in such instances where it mainly focuses on high performing managers changing their perspective and addressing key motivating factors which enables these frustrated employees to change their own perspective and helps them to be accepted in a ‘supportive' group.Findings Forms of motivation available to workers The motivational packages given to the workforce at Dilemma Travel is considerably inadequate. This situation is substantially worse in the operational level. At the actual level it shows similar trend as to the operational level. The senior management however are entitled to professional allowances, entertainment allowances, as some of the added incentives available to them. The room for improvement and career progression is considerably poor at the tactical level.Employees at Dilemma Travel Sir Lankan confirm that if the working environment is conductive they will be motivated to give better performance. Some of them perceive efficient work. As stated by Herbert (1959) the hygiene factors effects and concentrate on workplace satisfaction. Employee Job Performance: The Role of Motivation Motivation being crucial factor as presented by Robert (2005) a manager's Job is to ensure the work done through employee is possible.With regard to Job performance the evidence show that encouragement is crucial and conferred to the workforce who will help them to expand and deliver. Reward for Good Work Done At Dilemma Travel Sir Lankan monitory rewards in the forms of overtime allowances and in form of bonuses are provided as preferred forms of motivation. According to Broom (1964) â€Å"people are motivated by how much they want something and how likely they think they are going to get it† It is advisable for the management to reward employees by understanding their desires and structuring their incentives accordingly.Leadership and fellowship Effective leadership is a personal role that requires the blending of motivational, strategic and management skills to align focus, energy and drive whilst creating a culture which encourages individual thinking and attainment. Ultimately leadership is about pushing ideas and thoughts forward, bearing responsibility and aspirations to bring out the confidence of others. Leaders are required to have greater project leadership and influencing skills than in the past.Summary of some key leadership skills: Managerial – keep track of progress against targets and take action on slippage Trustworthy – speak honestly and openly and expect the same from others Aware – understand each individual's abilities, limitations, motives and drivers Influential – use vision, argument and important stakeholders to sway opinion Visionary – know what needs to be achieved and how to go about achieving it Inspirational – create and bring to life an image of how things can be ASCII (1998) have narrated that ‘Managing People' a Critical Role for Every Manager, ND when it comes to managing people, all managers must be concerned to some degree.The leaders at Dilemma Travels must focus on the following, Transparent and innovative system of recruitment and induction of employees. Better and extensive training facilities and chances. Programmed / designated on Job training and courses. Strategies implemented to provide mental relaxation within the environment. Audit and control system is standardized. The ‘time management' in private organization is implemented. Working under innovative concept of efficiency / effectiveness. Flexibility in ideas and procedure implementation. New Technology is given preference. Effective and prompt means of communications are used. Personal welfare and efficiency of employees leads to better out put. 16. Probability of misuse of power.At Dilemma Travels, the leaders are mainly chosen by the qualities and traits approach which states certain people have inherited characteristics or personality traits therefore limited training is provided for the managers wit h regard to managing people. This poses a number of drawbacks as situational factors and employee behavior within the organization is ignored. Almost all of the managers eve an autocratic behavioral style of leadership that often neglect employee input towards decision making. Many tactical level staff believes that a democratic approach by the managers would be beneficial for employee motivation and for the organization as a whole. An argument can be made for an autocratic method at the senior managerial level where quick decisions must be made and team agreement is not always necessary for a successful outcome.With Linen's three participatory leadership styles conclude that the most effective style is democratic and extensive alternative styles lead to revolution and denomination. Understanding the situation and formulating contingencies are some key skills that a leader should consider. The three types of forces (situation, follower, and leader) that were identified by Attainment and Schmidt in 1958, understood and used properly could benefit the managers at Dilemma Travels. The main problem that I see is the lack of training provided to the people who considered being leaders of the company. The level of action centered leadership that is needed mainly in the operational and tactical levels of the organization is inconsistent that forces employees to show denominated behavior to work with different managers.When assessing the qualities with the transformational method a leader is able to examine and search for the needs and motives of others while seeking a higher agenda of needs. Acting as the change agent and a visionary a transformational leader is capable of inspiring people and with a clear vision is able to inject enthusiasm and energy. At Dilemma Travels it is ideal to adopt this method of leadership as transformational leaders show integrity, and they know how to develop a robust and inspiring vision of the future. They deviate people to achieve th is vision, they manage its delivery, and they build ever stronger and more successful teams.However, managers must often need to adapt different styles to fit a specific group or situation, and this is why it's useful to gain a thorough understanding of other styles as well. A method must be developed at Dilemma Travels in order to provide this knowledge to the managers with a structured training programmer that will enable them to use these theories for the betterment of the organization. Organizational culture – the â€Å"personality' of an organization that guides how employees think and act on the Job – is central to the values, beliefs, inter-personal behaviors, and attitudes to stakeholders that determine how the organization does its Job.Culture is a key factor not only in achieving organizational goals, but in attracting and keeping desirable employees, creating a positive public image, and building respectful relationships with stakeholders. In his seminal 19 92 work entitled Organizational Culture and Leadership, Edgar H. Scheme, Professor Emeritus in the Sloan School of Management at the Massachusetts Institute of Technology, offered a definition of what he called â€Å"an empirically based abstraction†. â€Å"Organizational culture†, he said, is â€Å"a pattern of shared basic assumptions that was learned by a group as it solved its problems of external adaptation and internal integration.Culture is important because it shapes: What the organization considers to be â€Å"right decisions† What employees consider to be appropriate behaviors and how they interact with each other within the organization How individuals, work groups and the organization as a whole deal with work assigned to them The speed and efficiency with which things get done The organization†s capacity for and receptiveness to change The attitudes of outside stakeholders to the organization In short, an organization†s culture can be s upportive of – or hinder – the implementation of new initiatives and the achievement of its overall goals. Does the organizational culture at Dilemma Travels need a change?As highlighted by the study many employees at Dilemma Travels are unhappy with the working conditions and the environment. To solve this issue the best possible way is to start at the core framework of the organization which is its culture and move on to the leadership styles and employee motivation. When an organization is faced by a changing marketplace or regulatory environment, or has identified the need for a shift in strategic direction, the implementation of a new technology, or the introduction of new processes, the established culture may impede progress unless it, too, is changed. For that reason, the success of major organizational change initiatives are almost always dependent on internal cultural change† Edgar H. Scheme. Circumstances change Stakeholder expectations The demographic s of the organization change New technologies are deployed A proactive method must be adopted at Dilemma Travels in order to bring this hanged. A step-by-step top down approach could be beneficial for the organization in this regard. Design and Build phases of implementation Visioning session(s) with key stakeholders and consultation assessment (performance against plan) Leadership coaching & action planning Team renewal (team-building) Change readiness Identification & enrolment of change agents within the organization Identification of impacts of new technology & processes on individuals agent training Employee Workshops Implementation stage Executive briefings on the initiative Change leadership plan Communication planOrientation session for project team members Training plan for team members Change leadership training Team building sessions Leadership alignment The deliver and operate face Workforce transition support including related HER policies & programs training performanc e evaluation compensation reward and recognition career development and planning Skills gap analysis Change The management should ensure that communication process should flow in all directions, upward, downward, in parallel to reach outsiders results. For the operational level staff providing added rewards along with their monthly alarm would be an ideal method to increase motivation. The poorly structured working schedule for all the level of employees is another issue that needs to be addressed. Identifying employees living condition, traveling methods, non-work related commitments and responsibilities an arranging possible methods to create a better scenario is another contributing factor to increase motivation.Creating new Job opportunities which will help the current employees with regard to career progression is one of the essential steps that could be taken to keep the expertise within the company Leadership needs assessment for improvement. For improvement of behavior skill and traits of personality to perform better leadership roles. Positive reinforcement methods must be taken with regard to new innovative ideas. At the present stage an employees efforts to contribute new ideas to a certain department or the company itself is constantly met with an indulgence but a pathetic approach by the senior management. (Negative Reinforcement) This contributes to discouragement of making further suggestions and may even consider of leaving the job.In an instance, by comparison if an employee is encouraged to assisting in the placement by providing new ideas (Positive Reinforcement) would benefit and generate better ideas. When considering distribution of rewards the management must understand that each employee idea of an ideal incentive would be different from another. It is prudent for the management to reward workers according to their hearts desires than providing them with something that may not please them. Which intern creates a denominating factor beli eving that they are not properly compensated for their efforts The research shows that many employees of Dilemma Travel Sir Lankan would