Role Of Chromosome 21 In Alzheimers Disease Biology Essay

Role Of Chromosome 21 In Alzheimers Disease Biology Essay Down syndrome is a genetic disease that caused by trisomy of Human chromosome 21. Down syndrome is common chromosomal disorder of mental retardation in humans. It is caused by the three types of chromosomal abnormalities namely, free trisomy 21, translocation Down syndrome and mosaic Down syndrome. Most of the Down syndrome individuals experience Alzheimer-like neuropathology like dementia, neurofibrillary tangles and many others. Genes that are in Chromosome 21 which includes SOD-1, DSCR1, APP gene and S100B, are highly involved in the relationship between Down syndrome and Alzheimer disease. Besides the genes involved, other factors like oxidative stress and hormone will be discussed in this review too. There are two different types of hypotheses associated with Down syndrome namely, developmental instability and gene-dosage effect. Introduction Down syndrome is a common chromosomal disorder of mental retardation in humans. It is caused by the trisomy of chromosome 21. Down syndrome is named after John Laugdon Down in 1866.There is three different types of chromosomal abnormalities namely, free trisomy 21, translocation Down syndrome and mosaic Down syndrome. Over 90% of the time, non disjunction and failure to separate the chromosome pairs during meiosis are the principal cause of Down syndrome. Down syndrome is named after John Laugdon Down in 1866. The first person that published the relationship between Alzheimers disease-type neuropathology to clinical dementia in adults with Down syndrome was Jervis in 1948 and the person to demonstrate this disorder is due to the trisomy of chromosome 21 was by Jerome Lejeune in 1959. The symptoms associated with Down syndrome are diminished muscle tone, congenital heart disease, small skull, slanting eyes and retarded growth and development. Individuals with Down syndrome usually hav e the tendency of developing neuropathological changes like Alzheimer disease. Down syndrome has an overall incidence of 1 in 1000 live births when the mother aged 30, increasing 9 in 1000 births when the mother is aged 40 (Hook et al., 1983). Alzheimer disease is a neurodegenerative disease which maybe is found in Down syndrome individuals. This disease is named after a neuropathologist, Alois Alzheimer in 1906. Down syndrome individuals experience the Alzheimer-like neuropathology by their mid-40s. In the beginning, Alzheimer disease affects parts of brain like memory and languages. But after a period of time, this disease will progress and cause problems in all aspects of our life. Alzheimer disease has 2 forms, familial and sporadic forms. Familial Alzheimer disease is a rare disease which is genetically acquired. There are mainly 3 types of lesions that are observed in Alzheimer disease. It is then caused by the mutations in several genes like APP which will lead to the over production of the amyloid-beta protein. The most common form of Alzheimer disease is sporadic form which contributes to 90% of Alzheimer disease cases. The first type is the neuritic plaques, extracellular deposits of fibrillar beta amyloid surrou nded by degenerating neuronal processes and terminals. The next type of lesions is intraneuronal neurofibrillary tangles, primarily composed of abnormally hyperphospholated tau protein and lastly, it is vascular beta-amyloidosis associated with fibrillar amyloid deposition within the vascular wall. Over time, these pathological processes contribute to synaptic and neuronal loss, deterioration of neuronal networks, brain atrophy and dementia (Victor Ropper, 2001). Nowadays, people have longer life span and hence the Alzherimer disease become much more worrying for us as it will become a major public concern. There were 26.6 million of people that are suffering of the Alzheimer disease in 2006 and this number will continue to grow. It is then estimated to affect 1 in 85 people worldwide by the year of 2050. In fact, it was not until 1985 that research explicitly focused on aging related changes in health status and cognition of adults with intellectual disabilities, and in particular those with Down syndrome, began in earnest (Janicki et al, 1985). In Down syndrome, there are two different types of hypotheses associated namely, developmental instability and gene-dosage effect. The developmental instability hypothesis indicated that the correct balance of gene expression in the development is being disrupted. But this hypothesis is being questioned since other autosomal trisomy syndromes do not lead to the same clinical pattern (Shapiro et al,2001). In another case, the gene-dosage effect hypothesis, specific gene that is over expressed is responsible for the Down syndrome phenotypic abnormalities which indicated is trisomy of the Chromosome 21 (Delabar et al,1993). The Genes In chromosome 21, the most critical part that affects Down syndrome phenotype is the long arm(q) of chromosome 21. The critical region in chromosome 21 that is important to Alzheimer disease are amyloid precursor protein (APP) located at Chromosome 21q21.3 , superoxide dismutase gene (SOD-1) located at Chromosome 21q22.11, Beta-site APP-cleaving 2 enzyme (BACE2) located at Chromosome 21q22.3, carbonyl reductase (CBR) located at Chromosome 21q22.1 and cystathionine beta-synthase (CBS) located at Chromosome 21q22.3 . The critical region in chromosome 21 that is important to Down syndrome are glycinamide formyl transferase (GART) located at Chromosome 21q22.1, SOD-1, Cu2+/Zn2+ superoxide dismutase, beta subunit of S100 calcium-binding protein (S100B) located at Chromosome 21q22.3, Down syndrome critical region gene 1 (DSCR1) located at 21q22.3 and Intersectin 1 (ITSN1). The Amyloid precursor protein (APP) APP gene is located on human chromosome 21 and codes for a transmembrane protein that is expressed in both neurons and astrocytes. This gene is important in the relationship between Down syndrome and Alzheimer disease. Overexpression of APP gene will lead to the increase production of amyloid-beta protein which is the main protein component of senile plaque. The cause of the familial Alzheimer disease is by the mutation n the APP gene. The amyloid-beta protein is formed by the proteolytic cleavage of the large, type-1 integral membrane-spanning glycoprotein APP by secretases. It has two different pathways, the amyloidogenic pathway and the nonamyloidogenic pathway. The amyloidogenic pathway is beta-secretase cleaves APP to generate APPsB, a 100-kDa soluble NH2-terminal fragment and a 12-kDa membranebound carboxyl-terminal fragment. Hence, the nonamyloidogenic pathway is that cleaved within its amyloid-beta region (aminoacids 16-17), at the alpha-secretase cleavage site, to produce an N-terminal fragment, APPsa, and a C-terminal APP fragment of 83 amino acids (Kang et al,1987). In normal mechanism of the brain, there is stable distribution of beta-amyloid in the brain and this intracellular beta-amyloid is essentially in the entire life indicated that beta-amyloid within neurons represents a product of normal metabolism. The two most common species of beta-amyloid are AB40 and AB42. Beta-amyloid will start to accumulate during younger times and with increasing in age, the amount will progressively increase. During middle ages like 35 years, beta-amyloid associated neuropathology will accelerate tremendously. The soluble APP is the most toxic APP which can have neurotrophic activities and longer aggregating forms. The amyloid-beta protein at high concentration will lead to neurotoxic whereas at low concentration it can function as a neurotrophic factor. When amyloid-beta protein is oxidized, the solubility will decrease and hen will result in the accumulation of the intracellular microglial. This accumulation will increase the concentration of amyloid-beta protein and lead to more plaque formation. Amyloid-beta protein will also induce oxidative stress directly and activating microglia indirectly (Yankner et al, 1990). Although it has been a strong standing that amyloid-beta protein contributes to the Alzheimer disease but there is evidence that amyloid-beta protein is very useful in our body. Amyloid-beta protein provides an important role in both synapse and in synaptic structure-functional plasticity that underlie learning and memory (Koudinov et al, 2001). The autopsy studies in brains of older Down syndrome individuals showed that senile plaque and neurofibrillary tangles and in the brains and some indivuals show a much earlier onset. This maybe suggest that there is an apoptotic action happening and may result in the large amount of neuronal death in the brain. It has been studies to show that APP metabolism in involved in the peripheral tissues. Changes occurs in APP metabolism is noted in the platelets, lymphocytes and fibroblasts in both Down syndrome and Alzheimer disease individuals. This change in APP showed that there is two to three fold of increase plasma concentration in both amyloid-beta protein(1-40) and amyloid-beta protein(1-42) in Down syndrome individuals and also increase of mRNA of APP. The Beta-site APP-cleaving 2 enzyme (BACE2) BACE is a transmembrane aspartyl protease and has a second protein called BACE2 that is 55% identical to BACE.BACE2 has two active site motifs of aspartic protinases which are located at residues 93 to 96 of DTGS and residues 289 to 292 of DSGT. BACE2 has a minor cleavage site at the beta-site of APP and also a major cleavage in the beta-amyloid region that is close to the alpha-secretase site. BACE2 is said to contribute to the amyloid-beta protein production. Some authors investigate the expression of BACE2 in the frontal context of the Down syndrome patients and hence, the immunoreactivity of BACE2 in Down syndrome patients with Alzheimer disease and control is compared. The results show that in neurorofibrillary tangle-bearing neurons there is BACE2 but not in those Down syndrome patient without Alzheimer disease. So, this will give an indication that BACE2 contribute to the Alzheimer-type neuropathology of Down syndrome (Barbiero et al, 2002). In Alzheimer individual platelets, there is a significant amount of reduction in the BACE2 which suggest that this BACE2 cause increase Alzheimer neuropathology. The Down syndrome critical region gene 1 (DSCR1) and The Intersectin 1 (ITSN1) The DSCR1 gene is located at the human chromosome 21 and it encodes for the calcipressin 1 which inhibit calcineurin activity by interacting with calcineurin A. So, phosphorylation of calcipressin 1 will inhibit the activity of calcineurin and this will allow the control the half life of calcipressin by increasing its degradation. To protect the cells from getting damaged, negative feedback mechanism of DSCR1 gene should be activated. In brain, heart and skeletal muscle, the DSCR1 is highly expressed. It was shown that DSCR1 is over expressed in the individual brain of the Down syndrome fetuses and post mortem and for those Alzheimer disease individuals, they also showed DSCR1 mRNA levels to be two to three times higher than the control. Basically, overexpression of DSCR1 can affect two calcineurin-dependent pathways by blocking calcineurin activity. So, when there is an increase of DSCR1, it may disrupt endocytosis and the vesicle recycling because of the calcineurin-dependent dephosphin dephosphorylation. Next, the hyper The ITSN1gene is located in human chromosome 21 and it encodes for endocytic protein ITSN1. In this gene, there are two major mRNA transcripts which divided into 6kb and 11kb, short and long isoforms. These isoforms are expressed in the brain but in different cell types. It has been detected in western blotting that long form is neuronal specific while the short form is in glial cells and for those Down syndrome individual, there is an over expression of the long isoform in the brain. These genes are involved in the neruronal endocytosis in the pathology of the Down syndrome and Alzheimer disease. In neuronal endocytosis, it is very important for the neuronal repair and survival as the secretory vesicles need to be reuptake during the synaptic transmission after any neuronal damage. The Minibrain-Kinase Gene The gene minibrain-kinase maybe associated with Down syndrome. This gene is encoded to the Down syndrome critical region 21q22.2. There has been studies that showed that the over expression will cause congnitive impairments with Down syndrome and increases in apoptotic cell death and reduction in neuronal differentiation which altered neuronal plasticity and intellectual disability observed in Down syndrome (Murakami et al, 2006). The Immune System Astrocytes also play an important role in old Down syndrome patients brain. Upon activation in the brain of the Down syndrome patient, it will express more of the S100B, an astrocyte-derived neurite growth-promoting factor. S100B is associated in dystrophic neurite formation and in plaque evolution and also in neurofibrillary tangle evolution in Alzheimer disease. S100B is secreted by astrocytes and increase the intraneuronal free calcium levels and stimulates the growth of neuronal processes. In the studies of S100B, it showed that the number of astrocytes expressing S100B in Down syndrome patient was about twice as that to the controls of all ages. Another way to test for the relationship between Down syndrome and Alzheimer disease is by the complement cascade, C1q. C1q accumulates in amyloid-beta protein deposits in neurons within Down syndrome brain. In this case, the increase level of C1q will suggest that it is responsible for the acceleration phase of Alzheimer disease pathogenesis in Down syndrome patient (Stoltzner et al, 2000). The Oxidative Stress Another factor that is involved in both Alzheimer disease and Down syndrome is oxidative stress. As we all know that oxygen is very important for life but the byproducts are very harmful. These byproducts include reactive oxygen species like superoxide and hydroxyl and hydrogen peroxide and peroxynitrite (Andersen et al.,2004). The amyloid precursor protein and the cytoplasmic enzyme Cu2+/Zn2+ superoxide dismutase (SOD-1) are responsible for reactive oxygen species homeostasis. SOD-1 is responsible for the first line of antioxidant defense by catalyzing the dismutation of O2à ¢Ã¢â€š ¬Ã‚ ¢- to molecular oxygen (O2) and H2O2, which can be converted by catalase (CAT) and by (selenium-containing) glutathione peroxidase (GPX) to water. Since SOD-1 is located at chromosome 21, so the trisomy of chromosome 21 will lead to accumulation of hydrogen peroxide because of the imbalance in the ratio of SOD-1 to CAT and GPX. Hence, this will lead to the increase of neuronal cell death which also c ontributes to the progressive mental decline in both Down syndrome and Alzheimer disease. In peripheral tissues, SOD-1 has 50% more in patients than normal in the immune system. Hence, it will disrupt the immune system to make the patients to be weaker (Benzi et al, 1997). The E2F-1 Gene The E2F-1 gene is located in human chromosome 20. It encodes a protein E2F-1 transcriptional factor E2F-1. This transcription factor plays major role in in the control of cell cycle, action of tumor suppressor proteins and DNA damage to apoptosis. The ETS2 Gene The ETS2 gene is located on human chromosome 21q22.2. This gene encodes for a protein Protein C-ets-2 which is a transcriptional factor of beta-APP gene. It will specifically bind to the beta-APP promoter and work with transcription factor AP1 (Wolvetang et al, 2003). The Oestrogen Hormone Oestrogen has a role of protecting neurons from the toxic effect by amyloid-beta , ameliorated the cerebral metabolism and also increase the level of acetylcholine in the basal forebrain and hippocampus. It also has the antioxidant effect which is very helpful towards Alzheimer disease. Other beneficial impacts include reduction of the lipid peroxidation, prevention intracellular peroxide accumulation and reduce the degradation of the neurons in the brain. So, it is said that estrogens reduce the occurrence of Alzheimer disease of Down syndrome woman. Woman patients with Down syndrome may have an earlier occurrence or more serve form of Alzheimer disease when these women has early onset of menopause compared to those late menopause women (Schupf et al., 2006). But those post-menopause women that receive estrogen replacement therapy may have a lower occurrence in having Alzheimer disease. The Apolopoprotein E Gene Another factor that attribute to the late onset of Alzheimer disease is Apolopoprotein E (APOE) gene. This gene is located on chromosome 19 and has 3 types of alleles (Corder et al., 1993). The allele that is responsible for Alzheimer disease is APOE ÃŽÂ µ4 allele. It is found that patients with Alzheimer disease has higher frequencies of the APOE ÃŽÂ µ4 allele compared with those without other APOE genotypes and have a earlier onset of Alzheimer disease (Corder et al., 1993). Another allele that has good contribution towards Alzheimers disease for adults with Down syndrome is APOE ÃŽÂ µ2. It is the least common allele but can reduce the risk of Alzheimers disease for adults with Down syndrome (Schupf et al,1996). Cholesterol is transported by high-density lipoproteins such as APOE, and these suggested of the hypothesis that the relationship between APOE and risk of Alzheimers disease may be linked to cholesterol metabolism. Statins or HMG-CoA reductase inhibitors are currently the most widely prescribed class of cholesterol lowering medication. In a number of studies, it has been shown that the use of statin does reduced the risk of the Alzheimers disease. So, for participants with a total cholesterol level of 200 mg/dL or more, the effect of statin significantly lower the risk of dementia compared to that of other participants with lower total cholesterol (Green, Jayakumar, Benke, Farrer, 2002). The Sortilin-related receptor-1 Gene On chromosome 11 (11q24.1), there is this gene called sortilin-related receptor-1 gene (SORL1). It is a 250-kDa membrane protein that is expressed in the neurons of the nervous system. The SORL1 gene has the role of intracellular trafficking between membrane and hence, interacting with amyloid precursor protein (APP) in endosomes and golgi. This gene function to get rid the excess beta amyloid protein. So, when there is little expression of this gene, it will cause to the increase of beta amyloid protein hence it will lead to the accumulation of beta amyloid protein. Since there is already a large amount of beta amyloid protein in the brains of the Down syndrome patients, then it will have problem to decrease the amount of beta amyloid protein so it will increase the risk of having Alzheimer disease. (Rogaeva et al, 2007) The Phorsphorylation Phosphorylation is a mechanism that controls the activity of enzymes and receptors by switching on the regulation of the cell function. Constant activation of the phosphorylation mechanism will increase the accumulation of the of neurofibrillary tangles, abnormal twisted protein filaments that form within affected neurons and are composed mainly of hyperphosphorylated tau protein (Hardy et al, 1991). So, the hyperphosphorylated tau protein in the brain of the transgenic mice with extra human minbrain-kinase gene also give us the indication of the overexpression of minibrain-kinase could contribute to the early onset of Alzheimers disease associated with Down syndrome ( Wegiel et al, 2008). The Age There have been studies that suggest that overall dementia risk increases beginning in the late 40s or early 50s and even some twenty years earlier than it does within the general population. However, there is still some individuals vary on the onset age. A small minority of adults with Down syndrome begin to experience substantial declines in cognition before age 50, yet another minority is able to mature well into their late 60s or early 70s without experiencing signs or symptoms of Alzheimers disease (Schupf, 2002). There are studies on the different ages of mothers who give birth to their children to have risk of having dementia. The results showed a four-fold increase in risk of dementia among mothers who gave birth to their children with Down syndrome less than 35 years of age compared with mothers who were older than 35 years when their child with Down syndrome was born or compared with mothers of children with other intellectual disabilities (Schupf et al., 1994). The Biomarkers Biomarkers are used to monitor diseases progression so it is very useful in quantifying the effects of any available treatment regimen. Because biomarkers are strongly associated with disease risk, detection of early changes in biomarker levels provides an opportunity for early intervention to delay or prevent disease onset (Lesko Atkinson, 2001). To date, validated biomarkers for Alzheimers disease in adults with Down syndrome have yet to be discovered. However, there are some biomarkers that have been investigated. These include measures of the quantity and type of beta amyloid protein found in blood plasma and telomere size in metaphase and interphase preparations as well as on individual chromosomes (Schupf, Patel et al., 2001). There is a close relationship between Down syndrome and Alzheimer disease mainly cause by the overexpression of the APP gene and lead to the over production of the protein, amyloid-beta protein(1-40/42), the major contribution to Alzheimer disease pathogenesis in Down syndrome patient. It is reported in both cross-sectional and prospective analyses that beta-amyloid 1-42 levels increased in demented adults with Down syndrome but not beta amyloid 1-40 levels. For people who are nondemented but with high plasma beta-amyloid 1-42 levels were over two times as likely to develop Alzheimers disease as those with lower levels (Schupf, Patel et al., 2001). Telomeres are DNA sequences that located at the end of the chromosome which is a series of repeats of the TTAGGG nucleotide sequence. These DNA sequences undergo shortening with each cell division, serving as markers of a cells replicative history and an indicator of cellular aging. Using quantitative telomere protein nucleic acid fluorescent in situ hybridization (FISH) analyses of metaphase and interphase preparations from age matched pairs of participants with Down syndrome with and without dementia, there are four observations being observed. The first observation is there are shorter telomeres in individuals with dementia. Next, the individual chromosomes 1 and 21 could be used alone and/or in combination to detect telomere shortening. The third observation is that the cells from individuals with dementia or MCI had reduced numbers of telomere signals when analyzed using a PNA telomere probe, and lastly the shorter telomeres in individuals with MCI (Jenkins, Velinov, Ye, Gu, Li et al., 2006). The Conclusion In conclusion, Down syndrome showed that it has a relationship with the pathology of Alzheimer disease. Triplication of chromosome 21that causes over expression of the amyloid-beta protein is the major cause towards the pathology of Alzheimer disease. Not only so, some other sub factors also contribute to it. After understanding the various causes that resulted in Down syndrome patients to have Alzheimer disease, it will be easier for us to invent more ways to treat all these symptoms and hence it will definitely benefit a lot of people that are associated with these diseases.

‘Hide and Seek’ by Vernon Scannell and ‘Half-past Two’ by U. A. Fanthorpe Essay

‘Hide and Seek’ concerns a boy hiding cautiously whilst playing hide and seek with his peers. Gradually, he realises he has been abandoned, and fear overcomes him due to being isolated in the dark surroundings. The tone is incredibly certain and positive at the beginning. However, his confidence gradually fades away as the realisation of his abandonment occurs. The mood is analogous to the tone. At first, we can sense the excitement. This modifies to anxiety and nervousness towards the end. The poet uses language features to portray the tone. On the first line, exclamation marks are used to show the enthusiasm of the boy. Scannell uses personification and the senses to describe the surrounding atmosphere in a vivid way. Therefore, the reader gets a clearer image. Occasional rhyme is used to add a sense of rhythm to the poem. The poem is one continuous stanza. It is like dramatic monologue in that it creates character, but it is actually second person. The structure emphasises the unbearable length of waiting time. The adult speaks to his childhood self in second person, explaining feeling and thoughts. There are short sentences to build up tension and create stillness. The themes explored in ‘Hide and Seek’ are childhood experiences, reflection, isolation and abandonment. These themes are also explored in ‘Half- past Two’. This poem also explores various other themes such as time restriction and criticism of teaching methods. Half-past two is about a child who has been naughty. The punishment given by his teacher is to stay in the room until half- past two. She forgets that she hasn’t taught him time. He only understands his routines and throughout the poem we see how the child escapes time because he doesn’t know it. The poet uses tone and language methods to portray the way the child is treated. The mood for the majority of the poem is quite dreamy and we get the feeling that the boy is confused. In terms of language, personification is used effectively to show the child’s view of time. The use of senses creates the surrounding atmosphere like in the previous poem, ‘Hide and Seek’. Compound words are used to show the routines of the boy and the only time concepts he understands. Rhythm is produced by the repetition of compound words and by the fact that they are said in a child’s sing- song voice. Half-past two is divided into eleven three lines stanzas. Irony is expressed through the organised structure, as it contrasts with the boy’s feelings. In ‘Hide and Seek’ the child is hiding carefully, checking ‘feet aren’t sticking out,’ and taking precautions such as not risking ‘another shout.’ Gradually, we realise his friends have purposely abandoned him, but the child is very naive and thinks he is ‘the winner.’ He realises in ‘the darkening garden’ that he has been neglected. The poem is written in second person. ‘They’ll never find you in this salty dark.’ This gives us the impression that the narrator is an adult looking back on the experience. The senses are used in order to describe the surrounding atmosphere in a more vivid way. ‘The sacks in the tool shed smell like the seaside.’ Scannell also uses personification, which causes us to imagine how the child is feeling at that particular point. ‘The cold bites through your coat.’ Personification is effective at portraying the child’s feelings as it is easier for us to understand something if it is described to us in a more physical way. The majority of personification is used towards the end to give a sense of foreboding. ‘The darkening garden’ watching emphasises his isolation in a scary place whereas ‘the bushes hold their breath’ can show what the child may be doing because he is scared. In extreme circumstances when people are very scared, they hold their breath without knowing. Scannell applies punctuation to portray the tone and mood of the poem. ‘I’m ready! Come and find me!’ The exclamation marks highlight the excitement of the child. We detect a positive attitude and certainty due to the use of the imperative rather than taking orders. A question is used at the end to portray the uncertain and anxious emotions the child is feeling. ‘But where are they who sought you?’ This is the voice of the adult reflecting on a bitter experience. It is symbolic that the poem begins with the imperative and exclamation marks and conspicuously ends with confusion and question marks. It emphasises the gradual change from having a positive attitude to realisation of isolation. An alternative point that proves that the mood is positive at the beginning  is that the child compares the current situation to a typical, happy one the majority of children’s experience. ‘The sacks in the tool shed smell like the seaside.’ This gives the impression of a dazzling, sunny beach with a lot of happy children playing without constraints and restriction. This is ironic as the child is isolated in a dark, begrimed place with restricted space. The poem is one continuous stanza. The dramatic monologue symbolizes the unbearable length of waiting time. The character is speaking directly to us, explaining his different feelings and thoughts. The poem can be divided into two parts. They are positivity and certainty, and negativity and realisation. The first line of the second part is, ‘it seems a long time since they went away.’ Previously, the child attempts to convince himself they are still looking for him. ‘They must be thinking you’re very clever.’ The effect of this is to emphasise the naivety and innocence of the child. For the majority of the poem, the child is positive, but only for a minority is he negative. This can accentuate the fact a child may spend more time with fallacious ideas than in actual reality. Short sentences are used to build up tension. ‘Don’t breathe. Don’t move. Stay dumb.’ These sentences are said slower than the rest of the poem, creating a tense stillness. The pace slows down. Occasional rhyme is present in ‘Hide and Seek’. ‘Out, shout,’ ‘coat, throat.’ A sense of rhythm is added to the poem. I think there are four main themes explored in the poem; childhood memories, isolation, abandonment, feeling unwanted and reflection. Reflection and childhood memories can be connected as the whole poem is about an adult reflecting on a childhood memory. This is proven by the fact that the whole of the poem is written in second person. ‘You’ve never heard them sound so hushed before.’ This is more personal than using ‘he’ or ‘him.’ Isolation is another theme. The innocent child doesn’t think so, but for the  whole of the poem, he is alone. In the positive part of the poem, he believes that his friends are outside, but close to him. ‘They’re moving closer, someone stumbles, mutters;’ The child believes his friends are so close, he can even hear they’re discreet actions, usually unnoticeable. Like the last theme, it emphasises the naivety and innocence of the boy. An alternative point to verify that the boy is in isolation is the fact that he is in ‘the darkening garden’ as he emerges from ‘the tool shed.’ There is emphasis on the amount of darkness in his surroundings. This can be interpreted as a symbol of loneliness. This brings about fear, especially in young children. The fact that ‘the sun is gone’ is another symbol for darkness being present. For children, the sun and brightness are indications of happiness and contentment within a group. The theme of abandonment can be associated with isolation because he is alone. It is clear to us that his friends purposefully abandon the boy. ‘Their words and laughter scuffle, and they’re gone.’ We realise this a considerable time before the boy does. This emphasises that most of the time, children are left in the dark, and elders know beforehand. Feeling unwanted is another major theme of ‘Hide and Seek’. This is how the child feels when the realisation of his abandonment occurs to him. ‘Yes, here you are. But where are they who sought you?’ It is likely that the child feels his peers abandoned him because they do not like him. This action and the subsequent emotion are common with children. The child is left confused thinking that there is something wrong with them. I can tell by the bitterness of the adult’s tone that this is how the child feels. ‘You’re legs are stiff, the cold bites through your coat.’ He is trying to show that all the pain he went through was not worth it because he was unwanted. Similarly to ‘Hide and Seek’, ‘Half- past Two’ is about a young child. He has done something naughty in school and is told by his teacher to stay in the room until ‘Half- past Two’. In her rush, she forgets that ‘She hadn’t taught him Time.’ The only time concepts he is aware of and understands are daily routines such as ‘Gettinguptime,’ ‘Timeyouwereofftime.’ Whilst  waiting, he escapes into a ‘clockless land’ ‘out of reach of all the timefors.’ The teacher returns, slots ‘him back into school time’ and tells him to leave, or else he’ll be late. Contrasting with ‘Hide and Seek’, ‘Half- past Two’ is written in third person. ‘He did Something Very Wrong.’ I think the narrator is the adult looking back on a childhood experience. The poet doesn’t make it very obvious by using first person, or second person like ‘Hide and Seek’. Fanthorpe uses personification to portray the child’s view of the clock. ‘The little eyes, and two long legs for walking.’ This view is a child’s typical perception and establishes how naive a child can be, a comparison to ‘Hide and Seek’. Personification is used further when Fanthorpe uses the pun, ‘He couldn’t click its language.’ She is progressing further from the point that a child views a clock as a living object. A clock produces a ticking noise. To the child, this is how it talks. The pun stresses the point that he can’t understand a clock, and therefore time. Personification is used in ‘Hide and Seek’, but for different purposes. It is to give a clearer image, rather than show a child’s perception of an object. A comparison to ‘Hide and Seek’ concerning language is that the senses create a clearer atmosphere for the reader. ‘The smell of old chrysanthemums on Her desk.’ Another reason for the use of senses differing from ‘Hide and Seek’ at this particular point is to show how people, especially children notice insignificant things when they are alone. Their concentration increases due to minimal distraction. ‘Into the silent noise his hangnail made.’ The senses are used when he escapes into the ‘clockless land of ever’. A significant stanza of the poem is where ‘she slotted him back into schooltime.’ An image of this is created in our minds of a mechanical action. It is as if he is being taken out of one zone and put back into another instantly. The alliteration on this line causes the poem to be more rhythmic. Subsequent to escaping the timeless world, the teacher’s words are in  italics. ‘I forgot all about you.’ I think this is to make her lines prominent. These lines are important because they emphasise the fact that the child was neglected. Compound words are used to portray the child’s routines, the only time concepts he understands. ‘Gettinguptime, timeyouwereofftime, timetogohomenowtime.’ I think his parents and other carers in his life say these. The repetition of compound words creates a sense of rhythm. They seem to be said in a sing- song tone, emphasising the patronizing tone to the child because of his age. A patronizing tone is used previously towards the boy. ‘He did Something Very Wrong.’ The title case states the words that are emphasised. She thinks that if she uses a normal tone, the message won’t get through to him. In the last stanza, we can sense the wistful tone of the narrator. ‘Where time hides tick- less waiting to be born.’ He wishes he could escape into this land where he isn’t restricted by time, like most adults. The narrator shows bitterness by using a satirical and sarcastic tone. ‘(I forget what it was.)’ This mocks the teacher by trying to show that she was making a big deal out of something insignificant. The mood in the poem is dreamy, especially when the boy escapes into the timeless zone. ‘Beyond onceupona.’ The mood emphasises his confusion by the unfamiliar concept of time. The dreamy mood is also indicated by the fairytale references. ‘Once upon a schooltime.’ The word ‘time’ is substituted for alternative words or none at all. Not only do fairytale references portray the mood, but also the fact that fairytales are childish and contain fantasy aspects. The moods in ‘Half- past Two’ are a contrast to the mood in ‘Hide and Seek’. The poem is divided into eleven three-line stanzas, showing organisation. Irony is expressed through the organised structure, as it contrasts with the boy’s feelings. This is a very noticeable difference to the structure of ‘Hide and Seek’. A  further distinction is that occasional brackets are used in ‘Half- past Two’ as opposed to none in ‘Hide and Seek’. One stanza is dedicated to criticizing teaching methods and sarcastically mocking her. ‘(Being cross, she’d forgotten she hadn’t taught him Time. He was too scared of being wicked to remind her.)’ The brackets represent the insignificance of the teacher’s actions. The themes explored in ‘Half- past Two’ that are also explored in ‘Hide and Seek’ are childhood memories, isolation, abandonment and reflection. Also, restriction of time and freedom of childhood. Like in ‘Hide and Seek’, the themes of childhood memories and reflection can be closely tied together because in my view, the poem is about an adult looking back on a childhood experience. Unlike ‘Hide and Seek’, this isn’t indicated by the use of second person as the poem is written in third person, a less personal approach. It is indicated by the tone in the final stanza. ‘But he never forgot how once by not knowing time†¦Ã¢â‚¬â„¢ The tone is pensive and regretful. The adult wishes he had the power to escape into the ‘clockless land of ever.’ This brings me to my next point that restriction by time is a theme explored in ‘Half- past Two’, but not ‘Hide and Seek’. The last stanza is the adult reflecting. ‘He escaped into the clockless land of ever, where time hides tick- less waiting to be born.’ The quote emphasises the fact that an innocent child isn’t restricted by time as oppos ed to adults. An additional theme is isolation. Contrary to ‘Hide and Seek’, the child is aware of his isolation, but confused at how to escape it. ‘So he waited†¦Ã¢â‚¬â„¢ His child like qualities are emphasised by the fact that he needs an older responsible figure to help and guide him. Abandonment, another theme, occurs when his teacher as opposed to friends in ‘Hide and Seek’ deserts the child. In both poems, the child is abandoned, but the teacher and the friends have different intentions. The friends do it as a joke and assume the child will find his way back, whereas the teacher ignored and forgot the boy. ‘Stay in the schoolroom till half- past two.’ In conclusion, I think the differences outweigh the similarities. An important similarity is that both are about adults reflecting on childhood experiences. In ‘Hide and Seek’, the adult is regretful and despises the experience, whereas in ‘Half- past Two’, the adult wishes he could relive the experience. Another difference is the structures of both poems. ‘Hide and Seek’ is one continuous stanza, whereas ‘Half- past Two’ consists of eleven three line stanzas. Regarding language, both poems use personification and senses to vividly describe the surrounding atmosphere. Unlike ‘Half- past Two’, ‘Hide and Seek’ uses punctuation to portray the change in tone and mood. Regarding themes, all themes explored in ‘Hide and Seek’ are explored in ‘Half- past Two’ as well as more. A noticeable difference is the content of both poems. The experiences are totally different as are the reactions a nd personal opinions of them. I enjoyed reading ‘Hide and Seek’ more than ‘Half- past Two’. This is because I thought ‘Hide and Seek’ was more effective at vividly portraying the experience. In ‘Half- past Two’, it was harder to get a grasp of the content and symbolism within the poem.

Ap European History Renaissance Education Dbq Exercise Essay

During the Renaissance, scholars became more interested in the humanistic features of society, and humanistic educators based their teaching models on Greek and Latin classics. Renaissance education was One apparent purpose of a Renaissance education was to praise the value of useful education, through the teaching of the classics, mainly Greek literature that was written by Greek philosophers, mathematicians and other important figures. Some criticised the Renaissance education, however, because they felt as if it was absurd, as it didn’t teach true values of learning, and didn’t teach one how to behave, but rather how to dictate Latin. Despite these criticisms, other humanists believed Renaissance learning brought great profits, higher positions, and more honors later in life, and was successful in the task of teaching young people to fear god, have good virtue, and to be disciplined. One apparent purpose of a Renaissance education was to praise the value of useful education, through the teaching of the classics, mainly Greek literature that was written by Greek philosophers, mathematicians and other important figures. Aeneas Sylvius Piccolomini, stated on his book, On the Education of Free Men, 1450, that the study of the Philosophy and of Letters was the guide to the meaning of the past, present, and even future. There may be some bias to this statement, for Piccolomini was an Italian humanist who later became pope, and may have been using his knowledge of the classics, being a humanist, to justify his religious and political power. Battista Guarino, an Italian humanist educator, also supports the classics, by simply explaining that mankind must learn and train in Virtue, or as the ancients called the â€Å"Humanities. † There is also a bit of point of view, however, because being an Italian humanist educator, Guarino would value the teaching of the classics to his students and would want to influence his opinion on others. Baldassare Castiglione, Italian diplomat and author, said that a courtier, or a king’s assistant or servant, should be educated in the humanities, and the Latin poets, orators, and historians, because women value that knowledge in a man, and he will be able to judge the writing of others. Erasmus also stated that the student must delve into the literatures of ancient Greece and Rome, to gain the knowledge in the classics. Erasmus has a particular point of view, because he practiced a humble religion, and tried to live the way Jesus lived, which would make him value things the ancients valued. Some criticised the Renaissance education, however, because they felt as if it was absurd, as it didn’t teach true values of learning, and didn’t teach one how to behave, but rather how to dictate Latin. Juan Luis Vives, a Spanish humanist, supported the idea that women should not learn much, but rather just enough to teach her good manners and literature from biblical scholars. There is a great deal of bias in this idea, because being Spanish, Christian, and male, Vives would not agree with women being educated, due to the fact that Spain was very conservative, especially after the Reconquista. Michel de Montaigne argued that the â€Å"absurd† educational system taught students the wrong values, by teaching them that writing the best Greek and Latin was more important the which books contain the best opinions. Montaigne’s point of view comes from the fact that he is a skeptic and criticizes numerous things, so it is likely that he would criticize the educational system. John Brinsley, an English schoolmaster objected that scholars at fifteen or sixteen years of age due not understand true knowledge, but instead the can only wrote Latin that means little. Brinsley had an interesting perspective, because he was a schoolmaster himself and saw these actions firsthand, from his young scholars. Another criticism of the school system was that such study weakens the body, and prevents people from obtaining jobs necessary to society, such as farming jobs, soldiers, and merchants. John Amos Comenius, and educational reformer, also said supported the idea that learning did not assist people enough in life, because students learned much grammar, rhetoric, and logic, instead of things that would prepare them for action later in life. Despite these criticisms, other humanists believed Renaissance learning brought great profits, higher positions, and more honors later in life, and was successful in the task of teaching young people to fear god, have good virtue, and to be disciplined. Francesco Guicciardini stated that things that seem more decorative than substantial to man, such as skills like the arts, led to a good reputation of men and open the way to favor a princess. These skills also led to great profits and honors. The perspective in this statement comes from the fact that he was a politician, and witnessed how his education in these arts helped him to improve his rank in society, gain a larger profit, and other benefits. Some also supported the Renaissance education from a religious side by explaining that children who go to school learned virtue, discipline, and to fear God, which were important Christian values. In an analysis of the percentage of justices of the Peace who attended university, around 1562, in Kent, only two percent of justices had attended university. This number increased dramatically in 1636, when an astonishing sixty eight percent of justices had attended university. This clearly demonstrated the value of a Renaissance education, and how it led to higher ranks, for instance, justices.

The Biggest Challenge Human Resources - Free Essay Example

Sample details Pages: 25 Words: 7371 Downloads: 7 Date added: 2017/06/26 Category Statistics Essay Did you like this example? In todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indiaà ¢Ã¢â€š ¬Ã¢â€ž ¢s GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 à ¢Ã¢â€š ¬Ã¢â‚¬Å" 08. As per Reserve bank of India (RBI). Don’t waste time! Our writers will create an original "The Biggest Challenge Human Resources" essay for you Create order The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT à ¢Ã¢â€š ¬Ã¢â‚¬Å" BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, à ¢Ã¢â€š ¬Ã‹Å"The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective work environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi typeà ¢Ã¢â€š ¬Ã¢â€ž ¢s business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centreà ¢Ã¢â€š ¬Ã¢â€ž ¢s which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factorà ¢Ã¢â€š ¬Ã¢â€ž ¢s that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factorà ¢Ã¢â€š ¬Ã¢â€ž ¢s that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s marketing strategies alone canà ¢Ã¢â€š ¬Ã¢â€ž ¢t make it successful, the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregorà ¢Ã¢â€š ¬Ã¢â€ž ¢s theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s competitive environment where there is a constant threat to our call centres and BPOà ¢Ã¢â€š ¬Ã¢â€ž ¢s that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAà ¢Ã¢â€š ¬Ã¢â€ž ¢s (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAà ¢Ã¢â€š ¬Ã¢â€ž ¢S. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergà ¢Ã¢â€š ¬Ã¢â€ž ¢s findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s full potential, increasing oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workersà ¢Ã¢â€š ¬Ã¢â€ž ¢ self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workersà ¢Ã¢â€š ¬Ã¢â€ž ¢ behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workersà ¢Ã¢â€š ¬Ã¢â€ž ¢ personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢s valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a personà ¢Ã¢â€š ¬Ã¢â€ž ¢s belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢s valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a personà ¢Ã¢â€š ¬Ã¢â€ž ¢s belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action à ¢Ã¢â€š ¬Ã¢â‚¬Å" outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s expectancy perceptions about various level of job performance. 2.7 MCCLELLANDà ¢Ã¢â€š ¬Ã¢â€ž ¢S ACHIVEMENT MOTIVATION THEORY McClellandà ¢Ã¢â€š ¬Ã¢â€ž ¢s work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellandà ¢Ã¢â€š ¬Ã¢â€ž ¢s (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMERY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees à ¢Ã¢â€š ¬Ã‹Å"tickà ¢Ã¢â€š ¬Ã¢â€ž ¢ so that they can channel this energy toward certain outcomes. In todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s competitive environment where there is a constant threat to our call centres and BPOà ¢Ã¢â€š ¬Ã¢â€ž ¢s that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee canà ¢Ã¢â€š ¬Ã¢â€ž ¢t perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as company representative and motivate to employee like an important part of organisation. HR professional shows that organisation success or achievement directly reflects employee working status or growth. Employee gets clear feedback of every success of organisation. Need of Power derive that HR professional give power to employee through that employee can get better performance of organisation like employee can take break any time during the work so it give more flexibility to employee. Need of affiliation suggest that management and employee relation are friendlier during the work. Employee and management can share their view to each other and conduct parties or tour for employee and management. Mcgregor (1960) in the theory X that there are set of employee who would love to take responsibility as that gives them sense of ownership. Sometimes employee motivation affected only by their expectancies and rewards they receive but also how they get treat like other or differently. Equity theory derive that people receive reword is similarly of other receive reword. They will believe every one treated similarly which necessary in call center because high number of people working in company. If employee treat differently than it emerge low satisfaction toward organisation which will directly affect in organisation performance. Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy of needs can be considered employee always want more and what they want depends on what they already have which relate Herzbergà ¢Ã¢â€š ¬Ã¢â€ž ¢s (1966) two factors theory derive all employee desire good job security and comfortable working environment. Interpersonal relation between employee and manager is quite friendly. Alderferà ¢Ã¢â€š ¬Ã¢â€ž ¢s ERG theory is related with existence need survival cover and safety of employee. Other thing is that HR professional and employee mutual relation toward the development and self esteem to get better growth in organisation. However, Herzbergà ¢Ã¢â€š ¬Ã¢â€ž ¢s (1966) theory shows that employee expectation to get good salary, job security and excellent working environment while HR professional need good recognition, sense of achievement responsibility. To critically examine theory of motivation researcher has got fair idea about motivation theory and model which is use HR profession to motivate employee. This motivation theory and model researcher will apply questionnaire and feedback from employee of Epicenter Technology. 3.0 RESEARCH METHODOLOGY Research methodology is a systematic method through identify problem, formulating a hypothesis, collecting the facts and author reaching certain conclusions either in the form of solution toward concerned problem. 3.1 RESEARCH PHILOSOPHIES According to Saunders at al. (2009) research developing knowledge in a particular field. The knowledge development are embarking upon may not be as dramatic as a new theory of human motivation. But even if the purpose has the relatively modest ambition of answering a specific problem in a particular organisation it is, nonetheless, developing new knowledge. People thinking about is different because they assume that research can done in medical and pharmacy laboratory while management student do research is need to gain knowledge in particular field or achieve desirable conclusion. In this section the researcher will evaluate the first two layers of the research onion, which would be the research philosophy and approach. Epistemology and Ontology In this they make new theory or model that is effective than existing model or theory. According to Saunders (2009) Epistemology is the way to collecting and analysis data through constitutes acceptable knowledge in a field of study. Positivism Positivism involves with direct observation and this observation should be generalizable theoretical statements which show independent reality. Hypotheses can be evaluate from the theories and tested to further observation. Finding of positivist explained from the existing theory which may give allow more accurate and generalise result. Author can use the positivism to find out fact and figure from the quantifiable data. Interpretivism The interpretive approach requires that the social scientist must collect facts and data describing not only the purely objective, publicly observable aspects of human behaviour, but also the subjective meaning this behaviour has for the human subjects themselves (Lee, 1991:347) Saunders (2009) said that author have to relate human life as a part of their life. Research would be conducted by author would be conducted by author would only focuses on their subject. This philosophy through author can get primary data to understand view of employee in Epicenter Technology. Researcher interpretivism is more subjective and more bias. Researcher adopting interpretivism philosophy to conduct research. Research base on motivation theory while quantitative data capable of providing insight into how improve motivation technique by HR professional to motivate employee of Epicenter Technology. Realism Realism seek to find generative mechanisms that lie beneath the observations and then explain them, even though these regularities produce observable situations the mechanism itself remain unobservable (Layer 1990). Realism supports the use of an intensive research design, where the objective is to come to an understanding about underlying causation and from this aims to build theories (Sayer 1992). Bhaskar (1989) argues that we can identify what we can identify what we do not see through the practical and theoretical processes of the social sciences. It is very essential for researcher to know importance of Realism during their research. It will help evaluate knowledge from different research methods through generate new question that develop during the conduct of research. Adopted Philosophy by the Author After testing and done critical analysis through researcher come out with selection of philosophy. Here research is based on motivation so researcher would like to use interpretivism philosophy for this thesis. In addition, author also looking for positivism and realism to find out fact and statistic of thesis. Researcher would be adopting qualitative method of collecting data through conducting survey and personal interview through research objective can achieve. 3.2 Research Approach I. Deductive Approach Deductive approach nature to testing theory and its research approach is top to down approach. Author first decide topic than find relevant data to test hypothesis on selected topic than it is further narrow it down to test hypothesis that can be tested. II. Inductive Approach Inductive approach is opposite of deductive approach. Its research approach is bottom to up approach. It starts with some kind of observation which helps to make pattern. These patterns through examine hypotheses and then get one short of conclusion. Author would like to choose this approach for a research. Research is related with theory so this will helps Epicenter call centre employee to get quantitative data. Research topic is based on theory of motivation so author would adopt inductive approach for research. 3.3 Research Strategies I. Qualitative and Quantitative Methods Wynekoop [1992] suggests that quantitative micro-level analyses should be integrated with qualitative macro-level analyses, in order that the ways in which individual behaviour impacts organizational phenomenon, and the ways in which macro phenomenon have effects through individuals, be explicated. Quantitative research can be construed as a research strategy that emphasize quantification in the collection and analysis of data and that entails a deductive approach to relationship between theory and research, in which the accent is placed on testing of theories. It has incorporated the practices and norms of natural scientific model and positivism in particular and embodies a view of social reality as an external objective reality. Researcher conduct survey to analyse motivation of call centre employee and author conduct personal interview with HR professional to evaluate what are the problems facing to motivate employee and currently what technique though HR professional motivate employee. This meaningful data through author come up conclusion. Researcher would adopt qualitative method for to evaluate effective motivation technique that use call center of Epicenter Technology. By contrast, qualitative research can be construed as a research strategy that usually emphasizes work rather than qualification in the collection and analysis of data that predominantly emphasizes an inductive approach to relationship between theory and research, in which the emphasis is placed on the generation of theories. It has rejected the practices and norms of natural scientific model and positivism in particular in preference for an emphasis on the way in which individuals interpret their social world and embodies a view of social reality as a constantly shifting emergent property of individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s creation. Quantitative method derives facts and figure from the data. Qualitative method is time consuming method to collecting data by interview, survey and questionnaires. Quantitative also use for hypotheses testing call centre employee of Epicenter Technology. This method is use to major data, figure or statistic. It gives exact result or figure to support research. 3.4 Data Collection Data collection is the systematic way to collect information related research. Primary data can collect by interview, survey, questionnaires, and telephonic interviews to employee of Epicenter Technology while Secondary data get from journal, books, magazine related with research topic. Primary Data Researcher point of view is collecting primary data through interview, survey and questionnaires which is more appropriate for thesis. Personal interview through researcher get more depth information about their issue and to get more information in detail while survey biggest advantage is that surveys are cost effective and you can ask personal question by delivering survey. Questionnaires data will increase credibility of research and researcher can figure out data some short of conclusion. Secondary Data To using Secondary data for research questions and objectives are the enormous saving in resources in particular time and money (Ghauri and Gronhaug 2005) Author use various way to collect secondary data like research related book, articles, companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s website, journal and also use Google search engine. 3.5 Survey Methods Selection of survey method is very critical when researcher do social survey. However, researchers choose method from personal interview, telephonic interview and semi structure interview their own perspective. Researcher look research time, best option for survey and more relevant and acceptable method can use for employee of epicentre. Semi Structured Interview Researcher has list of themes and questions to cover through interviewing individually in depth where interviewees can explain their view in detail. After conducting interview researcher vary individual data with different interviewees. Semi structured interview through research get more scope to explore research. Face to Face Interview It is more effective way where interviewer and interviewee discuss their view each other. However, this research is bit difficult because interviewee base on India so in this case Interviewer use video call techniques through get Face to Face interview. Part of the interview can consist of open ended question. This is a useful techniques for asking really sensitive questions in a face to face interview. Telephonic Interview Sometimes it is appropriate to interview people over the phone. The advantage are that researcher can often obtain access to people by phone who would never find the time to give interview. Oskemberg at al. (1986) found that telephone interviews who had the lowest refusal rate had higher-pitched, louder and clearer voices. It is also an efficient method to find out how a number of people respond to specific issue. It is comes with own demerits. However, phone interviews have to kept short and researcher cannot get proper response of sensible question. It is essential that interview has required good listening skills and every telephonic interview need to make note of important point which is relevant to research question. Email Researcher can arrange interview by contacting interviewees through Email. It is time consuming and researcher can get response intently. Researcher can easily discuss informal detail through email. This is the best way to researcher can connected with employees and manger through email. 3.6 Questionnaire Design Research is mainly basis on theory and researcher adopted qualitative research. Researcher analyse different data collection methods but researcher point of view to design of questionnaire is important. Researcher is basically looking which better way can response answer of question through achieve perfect survey. Size of sample is 25 through questionnaire collecting quality data. Questionnaire administered using open ended question so telephone questionnaire and semi structured interview through interviewer meet respondent and ask question face to face while interviewer use Email services to do keep in touch with respondent during the research. 3.7 Pilot Study Pilot studies help researcher to test and refine one or more aspects of a final data collection. According to Saunders (2009) Pilot test is refine the questionnaire so that respondent have no problem in answering question. It will helps researcher to know that collected data is fulfil the requirement of research. Here researcher targeting small size people to conducting interview because research time very short. Researcher careful about questionnaire properly understand given question and deliver appropriate answer of question. 3.8 Ethical Consideration Cooper and Schindler (2008:34) define ethics as à ¢Ã¢â€š ¬Ã‹Å"norms or standards or behaviour that guide moral choices about our behaviour and relationship with othersà ¢Ã¢â€š ¬Ã¢â€ž ¢ Consent There are both side responsibility involve employer and employees feeling survey and conduct interview. Consent would be fully informed and give detail about the reason of conducting survey or interview. It is also ensure confidentiality of their information. Openness Researcher allows full credibility to employer and employee. Employer and employee can participate to feel survey and if they donà ¢Ã¢â€š ¬Ã¢â€ž ¢t like they can leave from survey any time. Employer and employee have full authority to attend interview or if they feel not comfortable than any time leave interview. Employer or employee have rights to explain their view regarding research subject whether it positive or negative. Confidentiality Researcher make surety about confidentiality and participant realise confident that their view or feedback is confidential. All given detail will not leak to other member or peers. Plagiarism Researcher has to make sure that to make thesis cannot copying from other document, book or internet. It should be made through own work or research. Researcher knows that plagiarism directly affect result of the whole course. Researcher can use Turn It In Software and Plagiarism can be restrict. Researcher need to careful about referencing of author and list of books, journal and other material which is used to making this research. Proper referencing would be helps to putting down ratio of Plagiarism. 3.9 Sampling methods Probability Sampling Probability sampling method of sample selection is random which gives each possible sample combination an equal probability of being picked up and each item in the entire population to have equal chance of being included in the sample. Researcher knows that different cultural background, different age group and different gender employee working in epicentre technology. Researcher select randomly among all employee of the organisation. Non Probability Sampling Non probability sampling through researcher can select particular target group. It is relax, formal, flexible and descriptive. When target size is small that time it is more acceptable. It is entirely base on judgment of people and there is no theory use for this sampling method. 3.11 Research Credibility I. Reliability Researcher is also looking reliability of research because answer can get from the employee or employer or manager. Robins (1993) one of the factor that might affect reliability is subject error. Researcher give appropriate time to their or participate to give answer back. Researcher is use straight forward and easy to understand question which help to get quick response. II. Validity Researcher conduct pilot test to verify questionnaire made question is appropriate to achieve objectives and research question. Researcher also gets comment from expert or group of expert verify their question is suitable to achieve objective. It is give surety to researcher that refine question is more appropriate for their objectives. III. Generalise ability Researcher tries to conduct theory and modal can be generalised so it relate with other researcher who can conduct analysis. Research finding would be general and it approach can be applied any organisation with some short of modification require