The Epidemic called Childhood Obesity. Professor Ramos Blog

The Epidemic called Childhood Obesity. Is Childhood Obesity an epidemic?   Obesity is a condition that occurs when a person carries excess weight or body fat that affects their health. They say â€Å"A healthy body eats healthy food†. I say â€Å"An unhealthy eating creates an unhealthy body and has a short life span.† Childhood Obesity is becoming a global concern, as more children/adolescents are either obese or tending towards being obese. Childhood obesity has been linked to Ethnicity, Social class, and lifestyle. This is a wake-up call for the Government, Parents, and everyone to do something to stop this issue before it becomes uncontrollable. All over the world, the issue of childhood obesity is increasing yearly (Lobstein et al). Ten percent of the worlds school-aged children are estimated to be carrying excess body fat with an increased risk for developing chronic disease. Of these overweight children, a quarter is obese with a significant likelihood of some having multiple risk factors for type 2 diabetes, heart disease and a variety of other co-morbidities before or during early adulthood. The problem of childhood obesity is linked to Ethnicity. According to a study carried out in 1988-1998 by the national Longitudinal survey of youth among 8270 children aged 4-12years, the result shows that prevalence of overweight increased significantly and steadily among Hispanic and African American and non-Hispanic white. (Strauss and Pollack). Also, a survey study in the 1990s shows that in Brazil and the USA, an additional 0.5% of the entire child population became overweight each year. In Canada, Australia, and parts of Europe, the rates were higher with an additional 1% of all children becoming overweight each ye ar (Lobstein et.al) Childhood obesity is prevalent in economically developed countries but is rising significantly in most parts of the world. In developing countries, child obesity is most common in the wealthier section of the population (Lobstein et. al). Children of lower income families are particularly vulnerable because of poor diet and limited opportunities for physical activity. The root causes of obesity are any factor that raises energy intake by even a small amount will cause obesity in the long term (Ebbeling et.al). One of the causes of obesity in children is Television viewing. It is believed that television viewing promotes weight gain not only by displacing physical activity but also by increasing energy intake. Children while watching television consume an excessive amount of energy-dense food and drinks without resistance. Additionally, television advertisement could adversely affect dietary patterns throughout the day. American and British children are exposed to about 10 foods commercial per hour of Television time; most of these adverts are for fast food, soft drinks, sweets, and sugar-sweetened breakfast cereal. Diet is also a cause of obesity in children. Excessive fat consumption is known to cause weight gain. Intake of partially hydrogenated (trans) fat, commonly found in commercial bakery product and fast food increase risk for both cardiovascular disease and type 2 diabetes. Consumption of carbohydrate foods especially in the form of refined foods e.g. bread, ready to eat cereal, p otatoes, soft drinks, cakes, and biscuits, increase the chances of being obese. These type of food are called high glycemic index food and they can stimulate hunger and cause overeating in children. Consumption of fast food is on the increase in both developed and developing nations. The regular consumption of fast food increases the chances of being obese, the reason being that fast food contains high calories, high glycemic index, saturated and trans fats and they are low in fibre, micronutrients, and antioxidants. Family factor is also a major cause of obesity in children and adolescent. Parent-child interaction and the home environment can affect behaviours related to the risk of obesity. (Ebbeling et.al). African American and Hispanic families often time like to eat out, and thus tend to increase the chances of developing obesity in children. Children consume more energy dense food when meals are eaten in restaurants than at home. Some of the solutions to the problem of childhood obesity can be by increasing access to healthy food for poor and low-income families. For them, it is easier and cheaper to afford unhealthy food. Getting rid of fast food wouldn’t be beneficial unless there was a replacement. For the wealthy ones in the society that can afford to buy healthy food but still prefers to eat unhealthily, Counselling and educating them on the health implications of eating unhealthy food will be a better solution. Parent, schools and the Government should discourage the consumption of soft drinks and sweetened juice in children and adolescents. A study that was conducted by the American Dietetic Association (ADA), it was concluded that sweetened beverages intake is related to obesity and over weight in children and adolescents (Davis et. al). It was also found that among low income children to years of age, consumption of sweetened drinks increased the odds of becoming obese by more than 60%. I will encourage Parents, schools and the community to replace the consumption of sweetened beverages and sweetened juice among young children and adolescents with water which is healthier. Drinking of water is beneficial in numerous ways. Also, Parents should reduce the consumption of food rich in saturated fats and increase the intake of fruits and vegetables that is healthier when serving meals to their children. In schools, mealtime should be a fun time, where fruits and vegetables are presented to children in a colorful and appetizing manner. Food rich in saturated fat should be completely removed from the school menu. I will propose that physical exercise be introduced in all level of education in schools. Parents should also take time off on weekends and go do some physical activity with their children. In the last few decades, obesity prevalence as increased as a function of number of hours that TV network devote to target children population (M.Caroli et. al). Television could be convenient tool to spread correct information on good nutrition and obesity prevention. The likeness of food and obesity in television has many negative consequences on food habits and pattern. Reducing the hours spent viewing television could help in reducing and preventing obesity and overweight in children and Adolescents. Work Cited. Strauss, Richard S. â€Å"Epidemic Increase in Childhood Overweight, 1986- 1998.†Jama, vol. 286, no. 22, 2001, p. 2845, doi:10.1001/jama.286.22.2845. https://jamanetwork.com/journals/jama/article-abstract/194443 Lobstein, T., et al. â€Å"Obesity in children and young people: a crisis in Public health†. Obesity Review, Vol 5, no. Sl, 2004, pp.4-85. https://onlinelibrary.wiley.com/doi/full/10.1111/j.1467-789X.2004.00133.x Ebbeling, Cara B, et al. â€Å"Childhood Obesity: Public Health Crisis, Common Sense Cure†. The Lancet, vol.360, no.9371, 2002, pp.473-482, doi: 10:10161/s 0140-6736(02709678-2 https://www.sciencedirect.com/science/article/pii/S0140673602096782 Davis, Mathew M, et al. â€Å"Recommendation for Prevention of Childhood Obesity†. December 2007, vol 120/issue supplement 4. https://pediatrics.aappublications.org/content/120/Supplement_4/S229?eaf= Caroli, M, et al. â€Å"Role of Television in Childhood Obesity Prevention.† International Journal of Obesity, vol. 28, no.sb, 2004, doi: 10.10381 sj: ijo.0802802. https://www.nature.com/articles/0802802 Picture credit: https://www.debate.org/opinions/should-parents-be-responsible-for-their-obese- childs-condition

9 Tips to Advance Your Career

9 Tips to Advance Your Career While the recession’s aftermath is still affecting many workplaces, and it’s easy to get discouraged and shut down, Canadian professional consultant Bruce Harpham has been making an effort to focus on the potential opportunities that inevitable emerge from a time of stress. Even if you’re bracing for another round of layoffs or trying to boost your career during a stagnant time in your field, check out this tips to help harness your energies in meaningful ways and keep making a difference at work. 1. Work On Goals That MatterWhether you’re in your dream job or biding time until you can land something better, find a way to care about your daily assignments. If the goals your boss hands you aren’t exciting enough, find something in your personal life (ideally, something that benefits your career too like a new skill set) that you can only tackle once you’ve completed your work to-dos. Make your daily work meaningful however you can–emplo yers will notice your enthusiasm.2. Use a Reliable Personal Organization SystemAccording to Harpham, among other things, â€Å"successful professionals know how to run a meeting†. Make sure your personal work life is well-organized and effective–develop good habits, use consistent systems, and if organization doesn’t come naturally to you, explore resources to help you acquire new skills. Personal organization is a toolkit you can take with you wherever you go.3. Learn to Earn MoreEffective employees are always acquiring new responsibilities, new skills, and new goals. Don’t stay comfortable at the plateau you reach when you learn your way around a new job–use resources online or in your community to pursue new knowledge, so when the next big opportunity comes up you’re not only qualified, you’re the ideal candidate.4. Navigate Power Like a PrinceEven if your career ambitions aren’t as lofty as a Senior VP, you’ll only b enefit from staying sharp and observing how powerful people move through the workplace. Work to understand the priorities and decision-making methods of the people in power; it’ll help you relate to them and prepare for the demands of your future career as well.5. Maintain Focus on Results Rather Than TimeMany an hourly worker develops a â€Å"time worked equals value created† mentality - lose the attitude, but keep the work ethic, and make sure you’ve produced worthwhile progress each and every day.6. Exploit All Of Your BenefitsThe essential benefits from working a full-time job, like health and retirement, are easy to appreciate–but make sure you’re making the best possible use of the lesser known perks as well. Some companies offer transportation subsidies–lower price public transit passes or parking reimbursement; I once worked at a company that had a partnership with an entertainment organization. I enjoyed half price theater and base ball tickets all summer, but many of my colleagues had no idea these rebates existed.7. Give Time, Attention, and More To Your NetworkDon’t be the person who only gets in touch with an old contact when you want something. Remembering birthdays, introducing people who can help each other, even forwarding an article about an old friend’s favorite hobby with a â€Å"saw this and thought of you!† note can show that you’re not just a parasitic acquaintance. Be generous with your time and network, and it will be there for you when you need it.8. Protect the Asset By Keeping Up Your HealthIt may sound odd to think of your physical health as an asset–but wait until you lose it, and you’re out of sick time. Regular exercise, attention to nutrition, and most important of all, a good night’s sleep on a regular basis are crucial elements to making sure your career lasts, instead of burning out fast.9. Develop Conflict Management SkillsEspecially for an ambitious person, conflict is fairly inevitable. The good news is, conflict resolution techniques can be learned, if they’re not innate or acquired earlier in life. Check out local resources or consult an HR representative to find out what workshops may be available for you, if conflict makes your stomach churn. You too can learn to field even the toughest clients and colleagues with poise.The only thing Harpham left out was the importance of showing up, whenever you’re well enough to do so. Value your job, value your time, and value yourself–be the best team player you can be.9 Ways To Speed Up Your Career AdvancementRead More at Lifehack

Criminal Justice Research Methodology Term Paper

Criminal Justice Research Methodology - Term Paper Example It is also practical in the sense that it covers a long process over determining what a research needs in particular as it can be modified and take the form of interviews, questionnaires, or a combination of both. In a survey-interview, for example, it allows a researcher to observe the subject and modify questions if the subject seems confused by them. Survey is a good method to consider specially if there is a long range of respondents involved and the researcher needs to collate more uniformed answers in a given period of time (example, respondent-reactions due to the changes brought about by a recent ordinance created). Unlike plain interview that answers brought about by open-ended or close ended questions may vary and sometimes complex in their meaning, survey-questionnaires can eliminate the possibility that the researcher can influence the subject by is or her facial expressions, e.g., unconsciously frowning at an answer making unnecessary body language. Of course, there is a lways a danger that subjects may give misleading answers in order to make themselves â€Å"look good† but the researcher can always modify the questions in several different ways to detect this as well. Surveys are also ideal to use when concerns for safety is involved. It has been tested and experience through time that when safety is concerned, it is highly difficult to get willing respondents that will be open for research. There are two ways to ham ­per successful data gathering through face-to-face interviews. First, potential re ­spondents may refuse to be interviewed because they fear the stranger-interviewer specially if the subject for the research is a sensitive one. Second, the interviewers themselves may be in danger given that in some studies to be conducted, a need to expose researchers in a dangerous situation is inevitable (Maxfield, and Babbie, 2008). Social desirability is known to be one of the common problems that plague self-report crime questions in

Demography Essay Example | Topics and Well Written Essays - 500 words

Demography - Essay Example As people live longer there is bound to be a shift in the structure of the household. For example: working population is the biggest contributor to nation's development and family's economy. The longer the old population lives, the longer the working population will have to support them. When the working population gets older and cannot work anymore, their children, who are now in labor force, will have to support their parents and grand parents by working very hard. The existing Social Security and Medicare benefits may not prove to be sufficient for the older ones because in all likelihood the medical services become more costly for the older people as their requirements of medical attention become more. Well, to a great extent the improved medical services are one good reason for an increase in the average age of an individual. As a result, many households now a day consist of four generations. In many such cases the number of financially dependent family members far exceeds the w orking members. Out of these four generations, the third generation, who are the only ones in labor force, will have to support their parents, grand parents and their children. This phenomenon is certainly the result of increasing aging population with high life expectancy. In order to aid the increasing older

Professional Roles and Values Essay Example for Free

Professional Roles and Values Essay A. Promoting Interdisciplinary Care When nurses promote collaborative interdisciplinary care, they are ensuring the availability and accessibility of quality health care (ANA, 2010). As the nursing supervisor in this clinical setting, I would hold a staff meeting with the family nurse practitioner (FNP), nurse, licensed vocational nurse (LVN), nutritionist, and social worker. I would ask them to speak about their areas of expertise and explain how their knowledge will enhance this clinical team. The nutritionist’s expertise in diet, the social worker’s fluency in Spanish, the LVN’s training in education, and the nurse’s specialization in community health are all attributes that will promote the delivery of quality patient care. In this meeting, I give examples of how the specialized training and resources of these individuals will improve patient care and ease the workload of other staff members. I foster an open discussion and encourage thoughts, feelings, and questions. I also state that if someone has a question or concern that they do not wish to discuss in front of everyone, they can speak to me in private. B. Delegation and Teamwork As the nurse supervisor, I would use a coaching approach to speak to Ms. W. Coaching provides a safe environment for trying different approaches to new or challenging situations (Robinson-Walker, Detmer, and Schultz, 2011). I would request to have lunch with Ms. W and at this lunch, I begin by praising her work and emphasizing her importance to this clinic. In a light-hearted and non-confrontational way, I say, â€Å"I know how hard you have been working with Ms. R and you must be so frustrated!† I encourage a response by asking, â€Å"Why do you think she is being non-compliant?† I listen to her responses without interrupting and work into the conversation these questions: â€Å"Do you think it’s possible she does not understand English? What do you think about having the social worker speak to her?† The LVN’s expertise in community health and her available resources would also be mentioned. I emphasize that delegating to members of the team will b e in the  best interest of the patient, as well as free up some of Ms. R’s valuable time. B1. Responsibility The Nursing Code of Ethics Provision 2 states that the nurse’s primary commitment is to the patient and it further implies that nurses should actively promote collaborative multi-disciplinary planning (American Nurses Association, 2012). If Ms. W does not have time to follow through with community services that could benefit Ms. R, then Ms. W has a responsibility to refer Ms. R to people who have the knowledge, resources, and time to help her. In addition to the Nursing Code of Ethics, the National Council of State Boards of Nursing (NCSBN) states that one of the standards related to the RN scope of practice is that nurses evaluate the patient’s response to nursing care. They do this by evaluating: the patient’s response to interventions, the need for alternative interventions, the need to consult with other team members, and the need to revise the plan of care (NCSBN, 2012). When Ms. W saw that the patient was not compliant, she should have reevaluated her plan of care. Ms. W can delegate to the LVN, who is experienced in prenatal education, and would be able to explain the importance of finishing antibiotic therapy or performing tests that are essential for a healthy pregnancy. If Ms. W is too busy to educate, then she is responsible for finding someone who can. B2. Recommended Resource A resource that would benefit Ms. W in learning more about delegating is the continuing education course given by the ANA, â€Å"Developing Delegation Skills.† This course covers delegation and the associated concepts of accountability, responsibility, and authority (Weydt, 2010). It discusses using nursing judgment and interpersonal relationships during the delegation process and at the courses end, the author speaks about how to develop delegation skills. Learning to properly delegate ultimately improves the quality of patient care. B3. Delegation Opportunities The nurse in this scenario has 4 colleagues in the clinic that she can delegate to: the LVN, nurse, nutritionist, and social worker. Ms. R had recurrent urinary tract infections; the nutritionist can review her food and fluid intake and the LVN can teach prenatal care based on the nutritionist’s evaluation and recommendations. The nurse in the clinic can explore community resources that may be available to assist Ms. R. The social worker, however, is the most important person in these collaborations because it is probable that Ms. R does not understand English and needs an interpreter. The social worker is fluent in Spanish and her presence will not only raise the comfort level of Ms. W, but will assure that she is receiving the required information that is pertinent to her pregnancy. References American Nurses Association. (2012). Code of Ethics for Nursing with Interpretive Statements. Nursing World. Retrieved from http://www.nursingworld.org/codeofethics National Council of State Boards of Nursing. (2012). NCSBN Model Rules. Retrieved from http://www.ncsbn.org/12_model_rules_090512.pdf Weydt, A. (2010). Developing Delegation Skills. The Online Journal of Issues in Nursing, 15(2). Retrieved from www.nursingworld.org/mainmenucategories/anamarketplace/anaperiodicals/ojin/tableofcontents/vol152010/no2may2010/delegation-skills

Graduation Speech: An Amazing Year! :: Graduation Speech, Commencement Address

To be completely honest, at the end of my junior year, I felt ready to be up here. I watched a lot of my friends go through their senior year and felt completely prepared to move on. I could hardly stand the thought of another year at County High School, in what I thought would be stagnant water. At that point in my life, I had no idea how much I had left to learn and how much one more year at County High would mean. It ended up being, collectively, one of the most amazing experiences I have even had. From the very beginning, it was not what I expected. Boys tennis, never a very strong team at County High, surprised me, and alone was an unforgettable experience. I never envisioned myself playing in the league finals, I was as surprised as anyone, and when I missed out on state, I was as disappointed as anyone. Other activities left their mark; finally being involved in art, finally playing with the jazz band, finally being completely done with pit orchestra. I also never imagined a thing called 'knowledge bowl' could be so much fun. Each activity, in itself, built a memory I will forever hold. More even than the activities, the people I became close to this year have grown to be cornerstones of who I've become. Most of my good friends graduated last year and I thought I would be lost without them. The situation ended up being the exact opposite, however, and I now cannot imagine what I would be like had I never become close to my good friends now. I have watched myself, and those around me become better, stronger people. I now can say that I would not give up a second of my time here for anything. The teachers here, the other students, the opportunities and the experiences have made me what I am today.

Motivational factors on the employee’s commitment Essay

Today’s organizations and companies want their enterprise to be around in the future, successful and sustainable; avoiding the risk of performance or any negative effect. They consist of employees known as personnel that turned into human resources. Some of the major factors shaping the outcome are the quality that you hold: if employees are the right people; how the manager could keep it up; how they can be motivated for good performance. Motivation is a necessary tool for management or leadership providing a reason to employees to perform in a certain way. In addition, the essay will include the academic background of motivation theories as that of Herzberg, Maslow, Adams and Vroom. Setting goals is an essential motivating process and has been the focus of recent research and theory on work motivation (Locke and Latham, 1990). Thus, examples would be provided for further and practical explanation of theories, as the cases of Starbucks, Freese and Nichols (FNI) and Apple†™s iPhone. At the start of the 20th century fundamental theories of motivation are presented, models about what motivates workers and their responses. Several theories of motivation try to analyze and estimate who wants, what and why. This is the reason why the theories of Herzberg, Maslow, Adams and Vroom have implications on the contemporary business. First, the bigger portion of Herzberg is that he developed the motivation –hygiene theory, which believes that there are many factors that workers could be motived. Byhese factors generate satisfaction and dissatisfaction. According to Herzberg (1959) accomplishment, the work itself, responsibility, growth and recognition, and company policies, work  conditions, supervision including relations with peers and management, salary causing respectively the two different distinctions. Satisfaction and Dissatisfaction portrait two different human needs driven by salary to purchase shelter and food and by actions leading to grow and attain (Herzberg, 1987). However, job satisfaction does not imply always-high level of productivity or excellence of motivation response. Practicing in business, the challenge at work is to raise the utility of ability of employee leading to the growth of responsibility levels. Herzberg’s Two Factor Theory and Maslow’s are the main theories of motivation. Continuing with Maslow’s model, Maslow classifies the human needs and examines how the classifications are connected to each other. A person starts at the bottom level, where they try to satisfy basic needs (food and house). When the needs have been fulfilled, there are no longer a motiving force and the individual goes to the next stage. Moving on the rest hierarchy; we can recognize safety needs (loss or protection against unemployment), social needs (communication, teamwork), esteem needs (human to be accepted and valued by others, respect from others) and self-actualization (how people think about themselves) (Maslow, 1954). If the management can find which level of need each employee expects, they can then decide corresponding rewards. Besides, one of the most relevant process theories of motivation is Adams’ Equity Theory. According to Adams, the theory argues the comparison of employee’s job input and outcome and also the same with that of other person at the same level (Mowday, 1991). Adam identified inputs as characteristics (age, sex, education, social status) that guide individual to ‘’social exchange’’ for an effort. Outcomes are specified as the benefits, the rewards or privileges (money, work duties, better status, power, authority). The employee is not moved to an action when there is a balance between inputs and outcomes, because they are already satisfied and equality exists. However, if the individual notices that the ratio of outcome/input is less than that of expected, then inequality exists and motivation forces start to build up the lost equity. It should be noted that there are two main different ways to restore the equity. Either the individual might choos e higher outcome based on their lower inputs, or reduce the inputs in relation  to the same outcome (Adams, 1965). The actual purpose is the equality between input and outcome. Therefore, inequality could be when the employee is either over-rewarded or under-rewarded (Fok et al, 2000). It was initially proposed in the early 1960s the Expectancy Theory by Victor Vroom, which premises the significance of motivation. The theory tries to examine why individuals choose specific behavior or action. According to Vroom (1964), there are three central components; Expectancy (effort leading to a particular level of performance); Instrumentality (that performance will lead to outcomes); Valence (the value that the individual places on the outcome). Droar (2006) suggests that for a person to be motivated the key elements must be linked. Otherwise, Porter and Lawler (1971) argue that Expectancy theory needs to be updated, because it includes some flaws. For example, an employer gives a reward, such as a promotion or financial bonus hence the employees will bonus their productivity to gain the reward. However, this only works if the employees believe the reward is favora ble to their actual needs. Apple is a company that can be used to exemplify the theory of Herzberg. Behind Apple and the design of products by employees is the psychology of extrinsic and intrinsic characteristics driven by the question ‘’Will I enjoy using this product myself? ‘’. The extrinsic motivation is based on rewards for executives by giving them 3%-5% bonus of their salary. Next, all Apple employees receive discounts on products or they might receive free iPhone or iPad if they are on the developing team (Issaacson, 2011). This is more efficient than the increase of the salary as long as they see in front of their eyes the results of the effort, but also it is cheaper for Apple. In addition, intrinsic motivation is driven by corporate culture. Employees are weightily committed to their job, as ‘’monotonous encoding’’ that they enjoy it (Issaacson, 2011). The culture of Apple was forced by Steve Job. What motived him to follow his dream and his heart was the passion, creating innovative products based on enjoying using himself rather than to bring profits to Apple. The core principles for this are: Do something direct for your life; Get better and better at something that matters; There is no reason not to follow your instinc ts and your heart, nothing to lose (Awareness of his death) ; Understand that you live only once. Apple is a company that works and thinks outside the box helping people to change the world (Gladwell,2011). Furthermore, Freese and  Nichols (FNI) is a practical example of expectancy theory. FNI is the first engineering/architecture firm to receive this honour. Employees are trained to improve quality in the work and seminars and FNI University training offered by the company. Workers have the authority to work on their own. In 2010 FNI gained the Malcolm Baldrige National Quality Award. In addition, Starbucks Corporation, the most famous chain of coffee shops in the world, attracts customers for its quality and the good value for money while the prices are high. Beyond, the employees are also satisfied. Major motivational principle of king of coffee is the equity, meaning how fair the employees are treated by the employers during their work (Economist.com , 2009). For Starbucks employees are partners, not just employees, giving them valuable knowledge and training and providing them with rewards and benefits. Besides, Starbucks offer a creative and excellent work place, as part of ethics program, where the company treats its ‘’partners’’ with respect and prestige. Motivation theories should be examined in a deeper and macro level. Firms corporate operate and have subsidiaries in different countries, where there are different employees around the world with different cultures and values. It is complicated for an organization to motivate different cultures, for the reason why each has different temperament and the ranking of needs differs among cultures. The motivation to work differs across cultures and this could be illustrated the following example. In countries where there is high risk of economic failure the reward of success is low, like Greece, where there is an enthusiasm for work because the deep recession. Great enthusiasm for work could be found when high uncertainty of outcome combined with positive reward (Triandis,1982). To conclude, according to the background theories, personal goals are contributing to the developing of human behavior. They are used by individuals to monitor, to modify and evaluate their behavior. Generally speaking, motivation can be preferential and selective aspect of particular behavior. It should be understood that motivation is important for the explanation of force toward a particular behavior or action. Vroom’s expectancy theory also places emphasis on the importance of motivation in the explanation of why people choose a particular action or behavior. Managers’ responsibility is to inspire, empower, envision and motivate employees for the fulfillment of their needs based on the different cultural  background. References Adams, J. (1963) Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67 p.422-436. Adams, J. (1965) Inequity in social exchange . Advances in Experimental Social Psychology, Academic Press. Droar, J. (2006) Expectancy theory of motivation. Economist.com (2009) Woke up, smelled the coffee. [online] Available at: http://www.economist.com/node/14536977 [Accessed: 23rd October 2012 ]. Fok, L. et al. (2000) Human factors affecting the acceptance of total quality management. International Journal of Quality and Reliability Management, 17 (7), p.714-729. Freese and Nichols Website (2010) Malcolm Baldrige National Quality Award Report. [online] Available at: http://www.freese.com/sites/default/files/Malcolm%20Baldrige%20Service%20Sheet.pdf. Gladwell, M. (2011) The Tweaker: The Real Genius of Steve Jobs. New York:. Herzberg, F. (1987) One more time:How do you motivate employees. Harvard Business Review, 65 (5), p.109-120. Herzberg, F. et al. (1959) The Motivation of work. 2nd ed. Barbara B. Snyderman:. Isaacson, W. (2011) Steve Jobs. New York: Simon and Schuster. Locke, E. and Latham, G. (1990) A Theory of Goal Setting and Task Performance. Prentice Hall: Englewood, NJ. Maslow, A. (1954) Motivation and personality. New York: Harper and Row New York, p.91-93 , 256. Mowday, R. (1991) Motivation and work. New York: McGraw-Hill. Porter, L. and Lawler, E. (1968) Managerial Attitudes and Performance. Homewood: IL:Richard D. Irwin Inc. Triandis, H. (1982) Cross-Cultural Management :Conceptual Analyses. International Studies of Management and Organization, 12 (4). Vroom, V. (1964) Work and Motivation. New York: John Wiley and Sons.