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Understanding Eclipses Essay - 516 Words

Understanding Eclipses A scientific event which captures my interest and attention is an eclipse. In astronomy, an eclipse is a complete or partial obscuring of a celestial body by another. An eclipse occurs when three celestial objects become aligned. There are two distinctly different types of eclipse phenomena known to astronomers. In the first, the eclipsing body comes between an observer and the eclipsed object while the other celestial object appears to the observer totally or partially covered by the eclipsing object. An example of this is when eclipses of the Sun occur(This is known as a solar eclipse). A solar eclipse occurs when the Moon, revolving in its orbit around the Earth, moves across the disk of the Sun so†¦show more content†¦In rare instances, more may occur, as in 1935, when there were five solar eclipses. Eclipses of the second type affect only planets or natural satellites that are not self - luminous.In this case, the eclipsing body intervenes between the sun and the eclips ed object. The other celestial body remains in view of the observer, but its illumination by the sun is interrupted, and it becomes darkened by entering into the shadow of the eclipsing object. Examples of this kind of eclipse phenomenon are eclipses of the Moon (This is known as a lunar eclipse). A lunar eclipse occurs when the Moon travels through the shadow of the Earth and loses its bright illumination by the Sun. It can occur only at the time of the full Moon (For example, when the Moon is directly opposite the Sun), because the Earths shadow is directed away from the Sun. A lunar eclipse can be seen from any place on the Earth where the Moon is above the horizon. Such an eclipse can be total or partial, depending on the Moons position. If the Moon passes through the center of the Earths umbra, a total lunar eclipse occurs. Totality may extend up to one hundred minutes, with the entire elapse lasting about three and a half hours. Solar and lunar eclipses have long beenShow More Related Analysis of Human Perception Essays1040 Words   |  5 PagesWhen it comes down to our understanding of the world it is ultimately the result of our sensual means of perception. In other terms, can we really trust the truth, or anything that we know of scientifically? What does it mean to know something is true and also why it is important to distinguish between what you know and do not or cannot know? It is very difficult to be able to believe everything you hear, unless you experience it for yourself. Let?s say the perception is likeRead MoreA Report On The Day Of Soul Survivor859 Words   |  4 Pagesyou could fling a ketchup sachet at. All this said, the ol’ theology student in me still twinges a little bit during these trips. 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Instead we should be critical of the process and the link between explanation and prediction. Understanding that it is possible to predict new knowledge without explanation. At the heart of this question lies the ambiguous nature of both explanation and prediction in their definition. Explanation in the simplest form; is a response to the question whyRead MoreAncient Greek Astronomy Essay1538 Words   |  7 PagesThales, supposedly the first of the philosophers. Various inventions and discoveries are attributed to him, most famous of which is his prediction of an eclipse of 585 BCE. Modern scholars are fairly sure he was able to do this by consulting known Babylonian eclipse and lunar observations going back about 150 years, long enough to notice that eclipses recur after about 18 years. 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The energy radiated by theRead MoreA Sample Assignment1159 Words   |  5 PagesExcellent Understanding and Hands on experience with Hadoop stacks Technology like Map Reduce, HDFS, Hive, Pig, Sqoop, Impala, Oozie, Scala and Spark. †¢ Extensive experience working with SQL, Core Java and Linux. †¢ Having experience on importing and exporting data from different systems like RDBMS to Hadoop file system using SQOOP. †¢ Using Hadoop ecosystem components for storage and processing data, exported data into Tableau and other BI Tool using ODBC connection. †¢ Good understanding on HadoopRead MoreUnderstanding Black Holes Essay1070 Words   |  5 Pagesbeing found and discovered every day, there is one object that stands to elude scientists still, the black hole. Albert Einstein, and all the brilliant scientists after his, help to design and create a part of the universe that’s very crucial to understanding existence. The perimeters of a black hole have been a great this that has been discussed and observed to the point where it eventually becomes clear as its compared to objects around or like it. The physics of the black holes existence is stillRead MoreThe Invention Of The Engineer s Standpoint1053 Words   |  5 PagesWestern Air Express, and the first airport was called the La Guardia Airport in Queens, New York. Besides, Interjet became the first American Airline into supporting the electric taxiing system by Honeywell, and Safran have signed a Memorandum of Understanding with Mexican airline Interjet, so they can support the advancement of the EGTS taxiing system. Since, this supports using technology on the airplanes for the use of the taxiway and runway, which brings both fuel savings and emissions reductions

Legal Professional Issues in Nursing for Healthcare- myassignmenthelp

Question: Discuss about theLegal Professional Issues in Nursing for Healthcare. Answer: Nursing Workload Nurse workload has been associated with the volume of the nurses' work. Attempts have been also made to quantify the work of nurses relatively to health human resource management. Studies indicate that there is a shortage of nurse globally and as a result, the healthcare provision is widely affected. Nurse workload typically arise when the ration of work or service demanded is more than the number of staff offering thus making the nurses to increasingly play versatile roles to meet the increasing demands (Alghamdi, 2016) The nurses workload also can be caused by inadequate supply of nurses, reduced staffing overtime and the reduction in the length of stay of the patient. Poor technology with healthcare facilities also forms key factor in nurse workload. It is an indication that nurses in the majority of the healthcare facilities perform lots of work beyond the established standards. Due to increasing number of population, the ration of nurses to that of patients is worrying. However, the hard economic conditions have made many health facilities to reduce the number of nurses being employed and increase the overtime (Carrara, et al., 2016). Increasing cost pressure made majorities of hospitals to reduce the length of stay of patients in hospitals. This means that it is only the sicker patients that are cared, therefore their work is much intensive and need lots of time. Significance of Nursing Workload to Nursing Profession The nursing workload is a big issue in nursing profession because it curtails set standards of nursing practice in Australia. It does not give chance to the nurses to perform their duty well and eventually falling into legal constraints (Pearson et al., 2006). The nurse workload has ruined reputation of many healthcare facilities due to its outcome. Many types of research have indicated that heavy workload among nurse leads to job dissatisfaction of more than 20% of the nurses in the country. The move would lead to low morale, turnover, poor performance, absenteeism and eventually risking the quality of patient care and effectiveness of the organization. High nurse workload is one of the key job stress creator in the majority of healthcare facilities. It can result in emotional exhaustion, anger and cynicism, and burnout (Hayes et al., 2015). Nurses who are experiencing these issues may not in full capacity to perform efficiently and effectively due to the fact that their cognitive and physical resources could have reduced thus affecting the safety of the patient. Nursing workload do not only affects individual nurses. It can also have effects on other nurses and other medics. It reduces the time which nurses have to assist other nurses. Due to inadequate time to help each other, it may result in inadequate training or supervision of new nurses under training. Furthermore, the nurse workload has brought in delays in patients admissions. Lots of work make them slow in taking details of the patients and may delay those who are in the waiting bay (Blay et al., 2017). Long queues make the hospital inefficient and some patients with serious conditions have in the past died under such circumstances. Studies have further indicated that nurses are facing threat of violence within their work station due to lots of workload. Majority of the questioned nurses indicated that they have turned violent more than once in a period of one month. It is a fact that nurses are psychologically disturbed hence they are at risk of turning violent. Generally, the nurse workload in NSW has slowed provision of healthcare. Due to lots of works on nurses, health care facilities faces lots of long queue of patients. 34% of the patients in NSW indicated that they were not satisfied with health care provisions within the state (Henderson, et al., 2016). Patients dissatis faction has affected nursing profession because the errors and deaths linked ton nurses failures have made profession to lose its meaning among people. The nursing profession has been put into spotlight for many years for issues brought by nurse workload. Different organizations have raised lots of concerns and nurses currently work under lots of pressure. The move would further frustrate the nurses and more injuries would be expected. The new nurses under training have not been getting enough time to learn what they are taught in classes rather they are overworked thus making them to get discouraged in the line of duty (Hendersonet al., 2016).The move would slowly kill nursing profession because they would be no more people willing to pursue nursing profession. Impacts on Patients Safety The nursing workload has got lots of impacts on patients safety. First and for most, when nurses are overworked, they are not in good position to offer good services to the patients. The outcomes of the patient are greatly affected by the workload of the nurse (Henderson, et al., 2016). If there is lots of work needed to be done by few nurses in the healthcare facility, there are high chances that patients would not get enough attention as required. Those who need to deliver would face lots of complications because the service providers are not there to assist them. Furthermore, the patients in wards would be at high risk of complications. Studies done have indicated that nursing workload contributed to 30 percent of patients falls in bed (Ross et al., 2018). This is as a result of poor inadequate care provided to those particular patients. Workload in nursing profession has further contributed to lots of medical errors. When a nurse works for over 8 hours, his or her mind would be c ompletely tired to perform easy tasks. At this instant, the nurse would not be in a position to remember well thus can confuse patients resulting in wrong medication. Additionally, overworked nurses can get asleep while attending critical emergencies thus compromising the safety of the patient. The heavy nursing workload is linked to suboptimal patient care which can result in reduced patient satisfaction. Studies from the agency for healthcare research and quality indicated that there is a significant linked between nurse workload and high rates of infection in the hospitals for instance, 2.6% of the infections in NSW hospitals were as a linked of nurse workload (Twigg and Duffield, 2009) Nursing workload implicates the time which the nurse can set to different tasks. When nurses are under workload, they may not have enough time to do tasks which can have a direct impact on the safety of the patient. However, the heavy workload can influence the care provider to perform several procedures. Additionally, heavy workload can reduce the time spent by nurses communicating to physicians thus work eventually affect the quality of nurse-physician collaboration. Furthermore, the heavy workload can result in poor communication between nurses and the patients thus resulting in reduced quality of health care provided. It is also evident that nurses have not been having enough time to meet the family members of the patients (Ross et al., 2018). The move has reduced the quality of the health care provided because it prevent them from knowing what the patient would need at home. In this regard, the patient would not receive care as expected. However, there is fear that majority of the nurses in NSW have been giving patients wrong drugs when under lots of work. Studies conducted indicates that 1 of 10 patients have reported to have been issued with wrong drugs by nurses in wards (Henderson, et al., 2016). The move has put lots of questions on how nurses have been contributing to death s and poor medications. It is an indication that patients are not guaranteed of their safety. Workload management Strategies Nurse workload is an unhealthy task which put the lives of nurses and patients at risk. There exist diverse strategies which can be used to minimize the impact caused by nurse workload in healthcare facilities. First and for most, the NSW healthcare facilities should consider hiring enough nurses (Davidson and Everett, 2015). This is one of the ways to ensure that patients are given full attention while in hospital. Enough staff is of great importance because nurse-patient communication would be enhanced thus facilitation healing process to be faster. Well-staffed health care facility would ensure a good relationship between nurses themselves and also other medical practitioners. The role of the nurses should be clearly specified. They should not be carrying trays and food to the patients. The management should consider staffing social workers to assist them in delivering such services to avoid workload. There would be smooth workflow which results in quality health care provisions w ithin the hospital. Not all hospitals in Australia have got fewer nurses compared to a number of patients. Patients transfer is one of the strategies which can be used to reduce the workload of the patient within the hospital facility. It is widely used in Australia and it ensures that a patient is transferred to the facility which would be in good position to be offered quality care (Mcmillan et al., 2016). The hospital facilities should reduce the length of stay within the hospital. The move would ensure that number of nurses within that particular facility would meet the services of the patients admitted. Additionally, health care facilities should ensure that they only admit patients who meet the ratio of nurses within the facility to avoid much workload. In regards to this idea, the use of e-health should be employed by the management of the hospital to facilitate the work of the nurses. It works lessen work and facilitates patient discharge in order to pave room for the new patients. According to Australia midwife board, the nurse should ensure nursing ethics prevail of which failure would lead to deregistration. In this regards, nurses should avoid working for extra hours which exceed the stipulated time. According to Australian Nursing Federation, an average nurse should work for 32.8hours per week. The hospital management should ensure that no nurse is allowed to work for more than such hours per week. The move would make sure that nurses are not overworked thus saving them from undergoing stress, burnout and psychological torture (Brunetto et al., 2016). On this note, it is very crucial for the nurse leadership to make sure that each and every nurse is scheduled for a leave in a year. The idea would assist them to get refresh and get relaxed and gain energy to perform the task. On the other hand, training them on the importance of working within specified time and overload is crucial because it would impact them with a better understanding of why they should be overload. Medical errors are the key killer of patients within hospitals in Australia. One of the contributors of this situation is fatigue and lack of concentration by the nurses. Nurse leadership should put in place measures to ensure that nurse who is handling patients undergoing certain surgical procedures are evaluated before the task, it is one of the ways to affirm that they are fit and they have put in place the correct measures for the operation. Reference list Alghamdi, M.G., 2016. Nursing workload: A concept analysis.Journal of nursing management,24(4), pp.449-457. Blay, N., Roche, M., Duffield, C. and Gallagher, R., 2017. Intra?hospital transfers and the Impact on Nursing Workload.Journal of clinical nursing. Brunetto, Y., Xerri, M., Trinchero, E., Farr-Wharton, R., Shacklock, K. and Borgonovi, E., 2016. Public-Private Sector Comparisons of Nurses' Work Harassment Using Set: Italy and Australia. Public Management Review,18(10), pp.1479-1503. Carrara, F.S.A., Zanei, S.S.V., Cremasco, M.F. and Whitaker, I.Y., 2016. Outcomes and nursing workload related to obese patients in the intensive care unit.Intensive and Critical Care Nursing,35, pp.45-51. Davidson, P. and Everett, B., 2015. Managing approaches to nursing care delivery.Transitions in nursing: preparing for professional practice. Chatswood, New South Wales, Australia: Elsevier Health Sciences, pp.125-142. Duffield, C., Diers, D., O'Brien-Pallas, L., Aisbett, C., Roche, M., King, M. and Aisbett, K., 2011. Nursing staffing, nursing workload, the work environment and patient outcomes.Applied nursing research,24(4), pp.244-255. Hayes, B., Douglas, C. and Bonner, A., 2015. Work environment, job satisfaction, stress and burnout among hemodialysis nurses. Journal of nursing management,23(5), pp.588-598. Henderson, J., Willis, E., Blackman, I., Toffoli, L. and Verrall, C., 2016. Causes of missed nursing care: qualitative responses to a survey of Australian nurses.Labour Industry: a journal of the social and economic relations of work,26(4), pp.281-297. Mcmillan, K., Butow, P., Turner, J., Yates, P., White, K., Lambert, S., Stephens, M. and Lawsin, C., 2016. Burnout and the provision of psychosocial care amongst Australian cancer nurses.European Journal of Oncology Nursing,22, pp.37-45. Pearson, A., Pallas, L.O.B., Thomson, D., Doucette, E., Tucker, D., Wiechula, R., Long, L., Porritt, K. and Jordan, Z., 2006. Systematic review of evidence on the impact of nursing workload and staffing on establishing healthy work environments.International Journal of Evidence?Based Healthcare,4(4), pp.337-384. Ross, C., Rogers, C. and King, C., 2018. Safety culture and an invisible nursing workload.Collegian. Twigg, D. and Duffield, C., 2009. A review of workload measures: a context for a new staffing methodology in Western Australia.International Journal of Nursing Studies,46(1), pp.132-140.

Reward Management for Cavendish Hall Hotel - myassignmenthelp

Question: Discuss about theReward Management for Cavendish Hall Hotel. Answer: Introduction Rewards are given to the employees of any organization based upon the performances. These rewards should be aligned with the organizational goals. When an organization achieves its goal with contribution of an employee, the reward is given for achieving the goal of an organization (Shields et al., 2015). In the report a particular case study is given, in which the Cavendish Hall Hotel introduced an individual performance related pay scheme. The newly appointed personnel manager Daphne Jones will investigate and review the effectiveness of the scheme. The main purpose of the report is to evaluate critically the general understanding of the reward management principles, practices, policies and decision making in an organization in the context of the Cavendish Hall Hotel case study. The manager Daphne Jones will prepare this management report. The report will investigate on Individual Performance Related Pay (IPRP) scheme and the reason for its failure in the organization. The report will also analyze the advantages and disadvantages and the barriers of implementing the IPRP system. It will be concluded with summarizing all the relevant points. The report will recommend about an alternative forms of reward policy that can be implemented in the hotel. Performance Management System Individual Performance Related Pay (IPRP) The individual performance related pay is a standard-based system by which an employee is evaluated in an organization by his or her performance in that organization. It is related with increased payment to the employees or teams in organizations who are performed better in the organizational system. An employee is evaluated based on his work and that is applicable for setting the salaries of the employees. This is the part of reward strategic system management in business operation. Those employees who have helped in contributing the organizational success are considered in the individual performance related payment system. Therefore, it can be said that individual performance related pay is a process of managing and controlling the payment of an employee by relating his or her salary progression to the individual performance assessment, which are measured by pre-agreed goals or objectives of the organization (Shields et al., 2015). There are different schemes in performance related pay; however, its effectiveness in the organizational workflow remains a question. IPRP in Organizational Performance The individual performance related payment system could be helpful in improving the overall performance in an organization. As PRP is related with financial payment, it could be helpful in cultural change and workflow in the organization. It could bring changes in the work culture and encourage the individual and thus organizational performances. It was started from United Kingdom and now it is accepted by many organizations all over the globe as a part of organizational reward strategies (Gerhart and Fang, 2014). It can be applied as motivational strategies to encourage the workers in an organization. In this strategy, money is used as a potentially powerful system of incentives that would influence the effort that an employee put in the organizational workflow. It can be helpful in creating appropriate behavior as money works itself as a goal as believed by some theorists. It is valuable to the employees, which works as an external status symbol and internal recognition for them. H owever, some critics believe that the system of individual performance related pay create discrimination among employees and act as anti motivational tool as few employees are high performers in comparison to total number of employees. This system even undermines the equity in an organization. Theory and Research The theories and research works are based on the relationship between behavior and pay and the measure of satisfaction in the organization and employees. The most common theory related to individual performance related pay is Expectancy Theory. The recent literature has termed this type of framework as the Performance Management (PM), which is also discussed. Expectancy Theory Expectancy Theory is primarily explained by Vroom in 1964. The theory is based on the presumption that workers would be motivated in work when they would expect that they would achieve the organizations requirements and this effort would be rewarded in form of money or incentives (Parijat and Bagga, 2014). However, the presumption is based on hypothesis that the workers are the rational being and they know what they have to perform to achieve the rewards. In expectancy theory, the motivational force depends upon three variables, which are expectancy, which is the expectation that an employees effort would result in his or her performances, instrumentality, which based on the reward instrument in accordance with ones performance and valance, which is the perceived value to the recipient regarding the rewards. Performance Management The performance management is related to improve and promote effective of thee employees. It is collaborative and continuous process from part of the employees and managers to plan control and view an employees objectives of the work and his or her overall contribution to fulfill those objectives. However, most of the current literatures put a caution to implement IPRP system in isolation. it needs to apply with supporting infrastructure. It should be treated as an integral part of the wider management strategy that encompasses objectives of the organization and individual contribution within the workflow of the organization. As stated in recent literature, the IPRP should be considered in broader structure of Performance Management system (Buckingham and Goodall, 2015). Suitability of IPRP to Hotel Business The suitability of IPRP to hotel business would be described based on the case study. In Cavendish Hall Hotel, the IPRP system is active. It has been started three years ago. The new manager Daphne Jones reviewed opinions of the staffs. It is noticed that the staffs are happy with the reward system and 38% of the total staffs agreed with fair reward system compare to other people in similar job structure. However, the sense of personal accomplishment from the work is below 35%. It could be said from this data that the employees do not work for personal accomplishment, thus, the sense of satisfaction from the work only is less. However, as the people in the hotel are happy with the new scheme, it is suitable from their perspective, though the hotel is suffering from poor level of customer service. Thus, it could be said that the overall implementation of the IPRP scheme I not successful as it could not improve the business service of the hotel. Advantages of IPRP System The advantages of the IPRP are based on theory of motivation. It could be beneficial as it has capacity to influence the individuals performances. However, this advantages are discussed by the motivational theorists. For example, the goal-setting and expectancy theorists give importance to cognition thought procedure, which is the decision people would take based on how far they want to participate in the workforce (Lichtenberg, Lachmann and Fosshage, 2016). The goal theorists stated that the anticipated outcomes or goals could be used as influential and motivation tool. However, these theories imply that there is no need to perform a financial reward system; rather, the management needs to set a goal, which would work as motivational tool for the employees. However, the IPRP system could be helpful for implementing the individual performances in a way that some objectives should set for obtaining an increment. Money has its own power to motivate people as workers work for gaining money. Thus, in this system of monitory reward, goals need to be set (Bach, 2012). Disadvantages of IPRP System There are many disadvantages of the IPRP system within an organization. The implementation of the IPRP system itself could be a disadvantage as the process is depended on the quality of the judgment considered by the managers of the organization. It minimizes the pay equity and this could itself be posing as challenges to implement the IPRP system (Kim and Hong, 2013). It could affect the organization as the focus shifts from developmental need to the financial reward as happened in the Cavendish Hall Hotel case. The employees could be de-motivated if the goals are so hard that they cannot achieve. The company should be prepared beforehand in investing lot of money and time to implement the IPRP; otherwise, it could become a disadvantage. From employees point of view, the achievement of IPRP needs to be laborious, as it requires wider knowledge internal and external knowledge about the companys environment (Frey, Homberg and Osterloh, 2013). The other disadvantages include clear and understandable reward system for all the employees and the effective objective criteria. Barriers to the Effect of IPRP System The main barriers to the implementation of the IPRP system could be related with two main criteria. One is lack of employees support and other one is erosion of fairness and trust. Most of the employees in an organization are average or middle range performer. It could be stated that the 10% employees are top performers and 5% are the poor performers. Thus, the total 85% of the employees are the average performers (Cohen et al., 2013). For the average performer, the IPRP system has no value. Thus, they are less supportive to implement the IPRP system, as it could be disadvantages for them and could generate poor level competitiveness and de-motivation among the employees. As the IPRP system is based on the managers judgmental skills, they need to build trust and fairness in the evaluation process among the employees. Otherwise, the system itself could become a chaos within the structure of the organization and among the employees. The management of the organization should set a parameter to provide the IPRP system and it should be discussed with the employees (Cho and Lee, 2012). The parameter should be followed strictly from both the employees and managers and both of the party should have relied on the parameter. The employees should know on what basis they are getting performance related pay. Barriers to the Implementation of the IPRP System The barriers include attribution errors and lack of training to the managers. The attribution errors are part of the management system that the managers evaluate employees in comparison to other employees performances (Swift et al., 2013). However, the evaluation should base on the standards set by the organization. It diminishes the enthusiasm of the employees to perform better. The managers should be trained effectively to implement the PRP schemes with the workflow of the organization. They need to be trained on how to deal with PRP communication with successful and unsuccessful ones (De Waal, 2013). The managers should communicate the reasons for not paying the PRP. Recommendations It could be recommended that an alternative reward scheme could be employed in the hotel that would be used to complement or replace the IPRP system. The hotel management could employ career planning or succession planning and awards as an alternative reward tools other than the money. These alternative systems would minimize the risks of the monitory payment. It could be effective in a way that it replaces the PRP system with Total Reward commented by Shields et al. (2015). It encompasses everything related to employment and it takes into employees development, flexible benefits, work life balance, flexible working hours, career opportunities and recognition. In this reward strategy, an employee could flourish in well manner. However, the management and the employees should be involved in making the design of this reward strategy ensuring its success as it is the most complex process of strategy (Terera and Ngirande, 2014). Conclusion It can be concluded by stating that the evaluation on the general understanding of the reward management principles, practices, policies and decision making in an organization in the context of the Cavendish Hall Hotel case study is done properly. The challenges and barriers have been discussed also. There is alternative reward system that could be implemented within the workflow of the hotel and it is recommended to the managers to consider this reward strategy. However, if the Performance Related Pay schemes are implemented properly it has capacity to work effectively within the organization. The managers and leaders should be alert about its barriers and challenges and should remove these before implementation. References Bach, S., 2012. Performance management.Managing Human Resources: Human Resource Management in Transition, pp.219-242. Buckingham, M. and Goodall, A., 2015. Reinventing performance management.Harvard Business Review,93(4), pp.40-50. Cho, Y.J. and Lee, J.W., 2012. Performance management and trust in supervisors.Review of Public Personnel Administration,32(3), pp.236-259. Cohen, R.I., Jaffrey, F., Bruno, J. and Baumann, M.H., 2013. Quality improvement and pay for performance: barriers to and strategies for success.CHEST Journal,143(6), pp.1542-1547. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. Frey, B.S., Homberg, F. and Osterloh, M., 2013. Organizational control systems and pay-for-performance in the public service.Organization Studies,34(7), pp.949-972. Gerhart, B. and Fang, M., 2014. Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects.Human Resource Management Review,24(1), pp.41-52. Kim, P.S. and Hong, K.P., 2013. Major constraints and possible solutions for performance management in Korea.Public Management Review,15(8), pp.1137-1153. Lichtenberg, J.D., Lachmann, F.M. and Fosshage, J.L., 2016.Self and motivational systems: Towards a theory of psychoanalytic technique(Vol. 13). Routledge. Parijat, P. and Bagga, S., 2014. Victor Vrooms expectancy theory of motivationAn evaluation.International Research Journal of Business and Management (IRJBM),7(9), pp.1-8. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Swift, S.A., Moore, D.A., Sharek, Z.S. and Gino, F., 2013. Inflated applicants: Attribution errors in performance evaluation by professionals.PloS one,8(7), p.e69258. Terera, S.R. and Ngirande, H., 2014. The impact of rewards on job satisfaction and employee retention.Mediterranean Journal of Social Sciences,5(1), p.481.