Main Idea Of Letter From Birmingham Jail - Free Essay Example

Sample details Pages: 3 Words: 1030 Downloads: 7 Date added: 2019/05/28 Category History Essay Level High school Tags: Letter From Birmingham Jail Essay Did you like this example? Introduction (Exordium) Mahatma Gandhi was a great man who taught the world a great deal, and two of his quotes seem to have inspired Dr. Martin Luther King Jr. Gandhi said, You must be the change you want to see from the world and The best way to find yourself is to lose yourself in the service of others. Dr. Don’t waste time! Our writers will create an original "Main Idea Of Letter From Birmingham Jail" essay for you Create order King led the civil rights movement because he saw the injustices that were being perpetrated and wanted to see a change for the better. From 1954 until his death in 1968, he dedicated his life to making sure that there was positive change through nonviolence and civil disobedience. Due to these activities, he was jailed in 1963 where he came across a newspaper article by eight clergymen calling for unity. He was compelled to write a letter in response to the Call for Unity article. In the letter, Dr. King sought to explain why he felt it necessary for the Negro community to act immediately and why it was next to impossible for the oppressed to keep waiting for the right time as they were constantly told by the oppressor. The Birmingham Campaign (Statement of Facts (Narratio)) Dr. King wrote the letter from his Birmingham jail cell because he felt he needed to make a few things clear to those who felt that his call for non-violent protests was uncalled for. In the early 60s, the racial division in the city Birmingham was one of the highest in the unites states. There were laws and cultural practices that still supported or encouraged racial discrimination. The black population was getting overly frustrated by this situation leading to the Birmingham campaign which was organized by the Southern Christian Leadership Conference that was led by Dr. King. There were marches on city hall and boycotts on downtown merchants to protest the segregation laws in the city. Even though these were peaceful protests, the men, women, and children who participated were met with violence in response. The black community was fighting to have the segregation signs pulled down, a better negro job improvement plan and release of demonstrators who had been imprisoned because of their participation among other reasons (PBS, 2018). Body/ Core of the analysis (Probatio) Why the Protests? (Ethos- Used facts to woo his audience, presented himself as an authority on the topic) Due to these efforts, he was jailed after being hailed an extremist. When he realized that there were clergymen who were against his efforts, he felt it was important to make an ethical appeal to these clergymen if only to make them understand the gravity of the situation. In his letter, he explains his actions and reasons for bringing his work to Birmingham by likening himself to the disciples of Jesus that were sent to other towns to spread the good word, Kirszner Mandell (2018, p. 412). He goes ahead to educate the clergymen on the clergymen on how he came to the conclusion that the best option was to carry out non-violent protests. He educates them of the four basic steps to a non-violent campaign which he states the first step as a collection of facts to determine the existence of injustice, the second being a negotiation, the third being self-purification and the final being direct action, Kirszner Mandell (2018, p. 412) Stating of these facts shows that he is well versed in the needs of the minority black community, their needs and that he has been very actively trying to work on these issues but the oppressors have forced them to take direct action. Point of Reason ( Logos- Tries to reason with his audience) Dr. King explains his feelings about the clergymenrs concern on the movementrs refusal to follow the Supreme Courtrs decision of 1954 outlawing segregation. He explains that there are two types of law one being just and the other being unjust, Kirszner Mandell (2018, p. 415). He continues to explain that just laws go hand in hand with the law of God while unjust laws do not. He also addresses the clergymenrs claims that the campaign would give rise to violence by comparing it to condemning a robbed man for having the money to be robbed instead of condemning the act of robbery, Kirszner Mandell (2018, p. 418). He did this to make the clergymen understand that the movement was not responding to the reactions of violence that they felt were likely to erupt. How Patient Must We be? ( Pathos- appealed to audiences sympathies) In response to their demands to understand why the campaign could not be halted and give the new mayor time to act Dr. King explains the reasons why waiting was no longer an option for the oppressed. He reminds them that it has been 340 years for the black community who have been living in needless oppression because theyre God-given rights had been snatched from them, Kirszner Mandell (2018, p. 415). He speaks of his own frustrations at trying to explain to his daughter why she is made to feel like she is not good enough. When as a father he feels hopeless when his little girl starts to grow self-conscience because of the fact that she is being treated like she is worthless or when he cannot explain to his son why white people are so mean, Kirszner Mandell (2018, p. 415). Conclusion In the letter, Dr. King was able to address the concerns the clergymen had with informed facts, by showing that he was just a man of God doing what he felt was morally right and also did his best to help encourage the clergymen to walk a mile in his shoe and that of his fellow negro brothers. Information in the letter was crucial for everyone else to see not just the clergymen. It was effective because it detailed the long struggle that the negro community had endured for hundreds of years and convinced those in charge that the change was long overdue. References King, Jr., M. L. (2018). Letter from Birmingham jail. In L.G. Kirszner S.R. Mandell (Eds.), The Blair reader (9th ed.). (pp. 411-425). Boston: Pearson. PBS. (2018). The Birmingham Campaign [Web log post]. Retrieved from https://www.pbs.org/black-culture/explore/civil-rights-movement-birmingham-campaign/#.XAPGqlQzbDc

Within the period 1894-2005, Lenin has been the most...

Within the period 1894-2005, Lenin has been the most significant leader of Russia and the USSR. How valid is this statement? It can be argued that Lenin was the most significant leader of Russia and the USSR due to his revolutionary ideas, such as the implementation of socialist reforms, his New Economic Policy in 1921 and the transformation of the Bolshevik faction to the Communist Part of the Soviet Union leading to a huge Marxist-Leninist movement in the USSR. However, when assessing the ‘significance’ of a leader, it’s crucial that four main themes are taken into account, these being – economics, foreign policy, social change and leadership ability. It can be argued that other leaders of Russia and the USSR have been more†¦show more content†¦Lenin and his regime had expropriated great segments of the economy9. Agriculture and domestic trade were subject to heavy state regulation and on top of this, industry, banking and foreign trade were all nationalised too and this would remain the same for oncoming decades. The state of the economy was in a bad condition; most industrial enterprises had ceased production and factory output in 1920 was recorded as being eighty-six percent lower than in 1913, and on top of this, the grain harvest of 1920 was only around one fifth of the annual average for the half-decade before the Great War10. This forced Lenin to lower the tax-in-kind in comparison to other quotas and this became a basis for the introduction of the New Economic Policy. The details were announced by Lenin and the tenth Party Congress in March 1921 and included the cease of requisitioning of crops, private traders would be permitted to make a profit by buying and selling their goods and small businesses and factories were granted permission to operate in order to boost the economy.Show MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesE SSAYS ON TWENTIETH-C ENTURY H ISTORY In the series Critical Perspectives on the Past, edited by Susan Porter Benson, Stephen Brier, and Roy Rosenzweig Also in this series: Paula Hamilton and Linda Shopes, eds., Oral History and Public Memories Tiffany Ruby Patterson, Zora Neale Hurston and a History of Southern Life Lisa M. Fine, The Story of Reo Joe: Work, Kin, and Community in Autotown, U.S.A. Van Gosse and Richard Moser, eds., The World the Sixties Made: Politics and Culture

appropriateness in language Essay - 1472 Words

What is meant by appropriateness (or appropriacy) in language use? Kevin Speck Word Count: 1407 words. Date: 12th November, 2014. Appropriateness of language means tailoring the language you use so it is appropriate for the age, perceived social status, form of communication, and the context of the occasion. These factors by themselves assume that the person you are communicating with is a native speaker of the language. Teachers of English as a second language need to take into account all the above factors, as well as the second language ability and the cultural background of their student. To understand the implications of language appropriacy for second language teaching purposes I have outlined the main issues in†¦show more content†¦So they will be able to understand the abstract concepts in the parts of the play that have been written in simple English. If I show the same rewritten story to a nine year old native English speaking child they will not be able the understand the same abstract meaning as the ESl student. Although both the ESL student and the child may have an English reading level o f a nine year old native English speaker, I didn’t take into account the language appropriacy of the story’s abstract meaning. The nine year old is more likely to find my rewritten story boring and irrelevant than the adult ESL student who is at the same reading level. Perceived social status: A high school teacher and a student who are talking to each other in an English speaking country may both use the same polite phrases. Even though both speakers are of a different social status, the key factor in the appropriateness of language they use is their level of politeness. The polite English phrases an employee uses when they leave work might be the same phrases spoken by their boss back to them. What makes these same phrases appropriate for both the employee and boss to use in this context is the level of politeness. In contrast, in certain languages, the language used by an employee to talk to their boss is different from the language used by the boss in their reply. Even though both people are using polite language, language appropriateness inShow MoreRelatedAccount of An Argument: Language and War1017 Words   |  5 PagesAccount of an Argument: Language and War â€Å"War is what happens when language fails† (Atwood). The failure of language can be perceived in many ways. Most people might think that it means that the two parties weren’t able to come to a peaceful compromise. However, according to Humanist M. J. Hardman, language fails way before the two parties even have a chance to meet. In the article â€Å"Language and War†, Hardman identifies the problem of people obliviously using violent language and metaphors in everydayRead MoreThe Appropriateness Of Resource For Students Who Are Pre K With Grade With Beginner Intermediate Level Esl Skills1513 Words   |  7 PagesAppropriateness of resource. Starfall.com is an appropriate resource for students who are pre-k to second grade with beginner to intermediate level ESL skills. The interactive activities, stories, songs, are designed to be easily and freely explored by young learners who are motivated by fun, colorful, animated charters and many prompt to †Å"click on.† Visual and auditory learners will be well suited to this site as the activities consist of brightly colored visuals paired with auditory directionsRead MoreThe Censorship Of Radio Censorship1208 Words   |  5 Pagesmusic is art and through radio censorship the authenticity of music is destroyed. It would be as if an individual paints clothes on Davinici’s Vitruvius Man. The painting‘s authenticity is destroyed and its value lessened. The artist’s perception and language expressed in their music is unique. When songs belonging to any musician are edited, the artist music is no longer solely their expression. It has been processed by another’s ear. Radio censorship manipulates the contents and redirects its contextRead MoreEssay Standard English877 Words   |  4 Pagesdetermining the most appropriate variety to be used, which is supported by the Principle of Appropriateness. Certain contexts where a non-standard variety is necessary are in social media settings and in communities of different ethnicities, where they are undeniably required to create solidarity between speakers. Standard English is the variety that has been codified; therefore it is esteemed and accepted as the language of the educated, financially comfortable groups. 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Methodology According to Beer, John, Scabini Knight (2006) the lack of monitoring of behaviour and the deficiency of emotional systems can be used to describe the somatic marker hypothesis. According to psychology

Employee Retention and Encouraging Leaders

Question: Discuss about the Employee Retention and Encouraging Leaders. Answer: Introduction: Employee retention and encouraging the future leaders are crucial for the commercial organizations in regards to ensuring commendable productivity, customer satisfaction, low operational cost, positive brand image and sustainable business opportunities. Hence, the modern companies largely focus on is HRM policy that promotes the strategy of employee reward and training and development. As discussed by Miner (2013), the strategy of providing tangible and intangible rewards for recognizing the contribution of the employees helps the management in encouraging the motivation level of the employees. On the other hand, training helps in increasing the competency of the employees which serves in professional growth of the employee and productivity of the company. As discussed by Rowley and McMurtrey (2016), depending on the operational and service pattern, this employee reward program may vary. For the successful completion of this essay, the author has chosen the internationally popular fast food restaurant chain McDonalds. Based on the case study of McDonalds the author has explored the answers of three questions related to the employee reward and retention policy of McDonalds and the applicability of those policy to a different organizational set up (Spastic Centre). Finally, the author has concluded the essay with the summery of the discussion. Discuss how the recognition scheme supports McDonald's culture and attracts future leaders? As discussed by McFarlane (2015), recognising the employees contribution with the tangible and intangible awards helps the companies to obtain employee motivation and retain the talents within the organization. The organizational mission of McDonalds includes the objective of being best employer for its employees in each community around the world. Hence, the organizational culture of the company puts emphasise on human resource development and efficiency (Qureshi Hassan, 2013). McDonalds has the prioritization for People-Centricity and Individual Learning. The organizational culture of McDonalds prioritizes the needs of the employees. The tangible and intangible needs of the employees and supported with various HRM strategies. On the other hand, the organizational culture supports individual learning for increasing efficiency, productivity and the professional growth of the employee himself (Xu, 2014). In the context of McDonalds the management of the company largely depends upon the strategy of providing tangible rewards to the employees for maintaining their motivation and commitment. As mentioned in the company website, McDonalds depends on retaining the talents with lucrative salary packaging (McDonald's Australia, 2017). The company follows a pay for performance philosophy (McFarlane, 2015). The company has opted for a competitive salary in the industry, which is complemented with extra reward for overtime. On the other hand, the company has a strategy of short term incentives which is variable, at-risk portion of cash compensation one can earn each year (McDonald's Australia, 2017). The company also follows a recognition program that is designed to reward and recognize the strong performers and encourage them to be the next leaders. It includes the Presidents' Award that is given to the highest 1% of the individual performers globally and the Circle of Excellence Award, that is given to the best performing teams globally to recognize their contribution for advancing the organizational performance (Rowley McMurtrey, 2016). Moreover, the company follows the company car program. In this policy the eligible employees are provided with cars for personal and professional use. The program provides the scope of chose, car and related insurance, maintenance and repair benefits. All these tangible reward strategies support the culture of People-Centricity of McDonalds. On the other hand, as mentioned by Mukerjee (2014), good salary structure and additional benefits help the companies to attract eligible and talented employees. Moreover, with a lucrative and competitive salary, the companies become able to retain its old employee base. The company largely believes on improving the skill set of the employees with the professional trainings. Moreover, the company believes in constant skill development of the employees which is helpful for the company as well as the employees. As discussed by Mahajan (2014), the company provides training and development at all levels to assist the employees to enhance their skill set, grow in their current position or promote to a new role in the company. According to the case study provided, a national crew opinion survey has identified that the managers has a favourable attitude regarding McDonalds as an employer (Lockyer, 2013). They find it an attractive workplace as it provides a growth opportunity with its professional and leadership training (Talwar Thakur, 2016). Through the Hamburger University, the company provides training on restaurant operations procedures, service, quality and cleanliness (McDonald's Australia, 2017). With the help of lab activities and e-learning, the company makes its employees capable of operating a high end restaurant with success. On the other hand, in the leadership training, the company provides training to all level of employees for career development. With the components like career planning, Individual Development plans, career maps, succession planning, and learning activities the company strives to create future leaders for the organization (McDonald's Australia, 2017). All these personal and career development opportunities attract the ambitious employees to work with McDonalds. It provides them the assurance that these personal training sessions will be helpful in encouraging their leadership qualities which will be rewarded by the company. In the context of McDonalds Australia, the company invests more than $40 million for employee training (Nadolny Ryan, 2015). It organizes programs like Crew Recognition program for recognizing the contribution of the high performing staffs. The eligible staffs are awarded with gift vouchers or discount cards in front of the colleagues or in the staff meetings (McDonald's Australia, 2017). The achievers are named in the monthly staff magazine of McDonalds as well. Discuss which theory (ies) you think would support McDonald's recognition scheme?- As mentioned by Miner (2015), the basics of human resource management and employee reward system in an organizational set up can largely be supported by a number of employee motivation theories. The content and process theories ideate what and how motivation can be achieved from the employees (Parker, 2014). As per the motivation theory of Fredrick Herzberg, a good salary structure can be identified as a hygiene factor in the employee motivation and retention (L?z?roiu, 2015). According to this particular theory, a good salary structure is needed to maintain a general satisfaction level among the employees. As mentioned by Pinder (2014), the salary structure does not necessarily creates motivation among the employees, however, it is needed to prevent dissatisfaction among the employees. However, as discussed by Shields et al. (2015), Herzberg has identified the provisions of recognition and advancement both is the motivating factors for employee motivation. Hence, the strategy of pay for performance or the rewards like Presidents' Award, Circle of Excellence Award, gift voucher etc. can be identified as motivators for the employees. On the other hand, as mentioned in the most celebrated motivation theory Maslows hierarchy ladder, the assurance of a good salary structure is a physiological need of the employees. As identified by Miner (2013), it is the most basic need of an employee. For ensuring satisfaction and retain the employee the management must provide a good salary structure. Here. McDonalds is addressing the basic need of the employees by providing a lucrative salary structure and additional tangible benefits. On the other hand, the provision of providing awards like gift voucher, presidents awards or the mentioning of the name in the monthly magazine serve as the esteem motivators in the model of Maslows hierarchy of needs. Moreover, the policy of training for the employees plays a significant role in ensuring the employee motivation and retaining them in the organization. This strategy of training has a theoretical base in maintaining employees motivation to work for their professional growth which is helpful in ensuring organizational success. As mentioned by Yamuna and Devi (2016), the expectancy theory of motivation is effective in this regard. This theory states that the expectancy, instrumentality and valance acts as the force or motivation for performance within the employees. As mentioned by Quested et al. (2016), the idea of expectancy is the belief that putting effort for increasing the personal productivity will obtain a desired level of success, whereas instrumentality states that a successful performance will be rewarded by the company and the valance is the value a person assigns to the reward. Now, the companies can opt for a policy of promotion or other rewards for the good performers. O n the other hand, the management needs to provide a scope to the employees to enhance their skill level which would be helpful in increase their performance and grab the performance reward. Thus, the expectancy theory states that the companies need to provide training opportunities which an allure of rewards for better performance. As opined by Miner (2013), in the expectancy the employees make an expectation and a level of confidence about what they are capable of. Here, the management has to discover and provide resources, trainings and supervision for the skill enhancement among the employees. It creates a sense of satisfaction among the employees and the idea of instrumentality pushes them forward to achieve the reward. Here, McDonalds is using this strategy of providing professional trainings to the employees for career development. In this context of McDonald's recognition scheme, the ERG theory of employee motivation can also be discussed. As mentioned by Findsrud, Tronvoll and Edvardsson (2016), Alderfers ERG theory has explained that the people have the need of Existence, Relatedness and Growth. Existence refers to the concern with the basic materials for existence requirements. Here, competitive salary structure of McDonalds satisfies this need of the employees. On the other hand, as mentioned by Lee and Raschke (2016), Growth can be identified as the highest level of need among the human beings. This Growth refers to an intrinsic desire for personal development. The training and development scheme obtained by McDonalds can be identified as an appropriate tool for satisfying this need of personal development. With the help of training facilities the employees become able to improve their skill set and get higher level of responsibility which serves as a sense of personal satisfaction (Yamuna Devi, 2016). Last but not the least, David McClellands learned need theory can also be mentioned in this regard. As discussed by Lee and Raschke (2016), this theory of learned need has identified the major needs those provide motivation in the workplace. These are: Need for achievement, Need for power, Need for Competence and Need for affiliation. McDonalds have addressed almost all these needs with its human resource management program. The performance goals help in satisfying the need for achievement, the provision of leadership endorsement and internal promotion satisfies the need for power. The integrated approach towards employee trainings helps in satisfying the need for competence and the organizational culture of people centricity and cooperation helps McDonalds in satisfying the need for affiliation among the employees. Hence, it can be noted that the company is utilizing various theoretical approaches in actualizing its need of employee satisfaction and motivation. Would McDonald's approach to managing human resources be directly applicable in a not-for-profit organisation such as the Spastic Centre? Justify your answer. The Spastic Centre of Australia has already used this strategy of salary packaging of McDonalds. As mentioned by Miner (2013), offering competitive salary package is essential for reducing the employee turnover. McDonalds and the Spastic Centre have already used it. This non-profit organization is allowed to offer up to $16,500 per year in salary sacrificed expenses on anything, it includes a meal entertainment allowance as well. This particular organization is using this strategy of salary packaging for more than twelve year, which is an evidence of its success in a not-for-profit organisation as well. In the context of the non-profit organizations, employee turnover rate is substantially higher than the profit making organizations. As mentioned by Lee and Raschke (2016), the poor salary and lack of employee benefits are the major reasons for the huge employee turnover rate in the NGO sector. Moreover, a very few organizations provide the chance of professional trainings for uplifting the faculty of the employees which would be helpful in professional growth of the employees (Miner, 2013). This lack of opportunity for professional growth often drives the employees for opting for switching their career options. Spastic Centre has not wholly imitated the McDonald's approach of managing human resources, as they do not have the provision of uplifting the employee capabilities with trainings, which is largely important for a non profit organization. Hence, it can be said that the McDonald's approach of managing human resources ca directly be applicable to the non profit organizations. As mentioned by Yamuna and Devi (2016), a competitive salary will restrict a sense of frustration among them, and packaged services (like accommodation, food, tax relaxations, health benefits, organization provided transportation services and many others) will be helpful in providing a sense of satisfaction among the employees. With the help of employee training provision, like McDonalds the non profit organizations will also be able to uphold a culture of leadership promotion. Conclusion: In conclusion, it can be said that the employee recognition scheme is largely influential in ensuring operational smoothness and employee satisfaction and commitment. By providing attractive salary package coupled with tangible facilities and training provisions, the organizations can become able to attract and retain talents within the organizations. A number of scholastic theories on employee motivation have supported the provision of high salary packaging and the strategy of employee benefits for ensuring employee satisfaction and retention. McDonalds Australia is strategically using the employee recognition scheme and the training provisions for supporting the culture of the company, i.e. leadership promotion. The contribution recognition scheme of the company is helping it to encourage the employees to make increased contribution to the organizational productivity. On the other hand, the employee training schemes help the company to increase the faculty and capability of the emp loyees so that they can be utilized for better organizational productivity and advanced job roles. This serves as a motivating and satisfactory factor for the employees who are ambitious enough to opt for a leadership goal. Thus, the human resource management policy of McDonalds serves reciprocally for employee motivation and organizational benefit. References: Findsrud, R., Tronvoll, B., Edvardsson, B. (2016). Conceptualizing resource integration in value co-creation using theories of motivation. Tiziana Russo-Spenaand Cristina Mele, 165. L?z?roiu, G. (2015). Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, (14), 97-102. Lee, M. T., Raschke, R. L. (2016). Understanding employee motivation and organizational performance: arguments for a set-theoretic approach. Journal of Innovation Knowledge, 1(3), 162-169. Lockyer, C. (2013). Working for McDonalds in Europe. The Unequal Struggle. Employee Relations. Mahajan, S. (2014). Competitive advantage through training and development in Mcdonald's: a case study. International Journal of Management, IT and Engineering, 4(10), 403-417. McDonald's Australia. (2017). Mcdonalds.com.au. Retrieved 6 February 2017, from https://mcdonalds.com.au McFarlane, D. A. (2015). Gaps in Executive and Worker Compensation as an Organizational and Management Challenge. Journal of Entrepreneurship and Business Innovation, 2(1), 1-15. Miner, J. B. (2013). The role motivation theories of organizational leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. 365-394). Emerald Group Publishing Limited. Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mukerjee, K. (2014). Fostering employee engagement in organisations: a conceptual framework. International Journal of Management Practice, 7(2), 160-176. Nadolny, A., Ryan, S. (2015). McUniversities revisited: a comparison of university and McDonald's casual employee experiences in Australia. Studies in Higher Education, 40(1), 142-157. Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual review of psychology, 65, 661-691. Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press. Quested, E., Ntoumanis, N., Thgersen-Ntumani, C., Hagger, M., Hancox, J. (2016). Evaluating quality of implementation in physical activity interventions based on theories of motivation. Qureshi, A., Hassan, M. (2013). Impact of performance management on the organisational performance: An analytical investigation of the business model of McDonalds. International Journal of Academic Research in Economics and Management Sciences, 2(5), 54. Rowley, B., McMurtrey, M. E. (2016). McDonald's and the Triple Bottom Line: A Case Study of Corporate Sustainability. Journal of Strategic Innovation and Sustainability, 11(1), 33. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015). Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Talwar, E., Thakur, M. (2016). Training and Development and its Impact on Employee Performance. We'Ken-International Journal of Basic and Applied Sciences, 1(1), 18-27. Xu, Y. (2014). Understanding CSR from the perspective of Chinese diners: the case of McDonalds. International Journal of Contemporary Hospitality Management, 26(6), 1002-1020. Yamuna, G., Devi, R. J. (2016). Motivation Theories Applied for Increasing Employee Performance at Work Place-Case study Review. Imperial Journal of Interdisciplinary Research, 2(11).