History of Gaelic Football Essay

Gaelic Football has been a vital part of the Irish culture for many generations. It is a sport that brings together people in such a way that soccer does in Brazil, baseball in the U.S. and hockey in Canada. The history of Gaelic Football is very rich and passionate and even today is still an excellent display of national pride. The origins of the modern sport of Gaelic Football derive from the Irish sport of Hurling. Hurling has been a sport that has been played for over 4000 years ever since the first feast of Lunagsha in the Tailteann games (Orjan, 2006). The first known date for a Gaelic Football game was in 1670 in County Meath Ireland and the teams were 6-a-side (Orjan, 2006). They used many of the same rules of Hurling but used a larger, softer ball and no hurls. Every four steps, instead of bouncing the ball off their hurley, they would either bounce the ball or drop it to their foot and kick it back up again. The sport can be best described as a mixture of soccer and rugby. Games started to be played between counties in the early 18th century (Biege, 2007). The sport, in a completely different form, was played as far back as the 14th century and it was a very violent game. The game was played with many balls made of horsehide and involved hundreds of players and was over a great distance (Orjan 2006). The sport involved many stops for wrestling and fist fighting. The Irish some what of the same ideals as the romans that Trd Temertzoglou and Paul Challen quoted: â€Å"a sound minde in a sound body† (Exercise science, 2003, pg. 295,  ¶ 6) as they considered the game just as much an important social event as it was a sporting event and the would hold a large celebration after each match (Orjan, 2006). This sport was only well documented in County Kerry and was called Caid (Coughlan, 2001). In the modern sport of Gaelic Football, up until about 150 years ago, violence was a large part of the game (Couhlan, 2001). Even as the game became more and more structured and teams consisted of the same number of players and the game was played on a marked field with referees, violence was still widely accepted and fights were not interrupted. The sport has always had very strong social ties that surround the sport. Most teams even have a regular pub where all the players and many club supporters go after every game, whether they win or loose. Most clubs are more then just a sports team, most host many social events and act as a club for people from each County or city. The sport has the pureness of an amateur sports league but is watched and supported by the nearly the entire country and it is much like Australian rules football. Today, there is more then 2,500 clubs worldwide and an estimated 182,000 players. The sport in recent years has been able to thrive with a new emphasis on promoting the sport. However, in the early 14th century until 1527, there was a ban on all Gaelic games to reinforce the political power of the British. Again in the 1840’s it was a serious threat that the sport might be lost as the potato famine came and people did not have the energy to play the sport and many people were leaving the country. In recovery after the potato famine, the sport began to flourish. People in Ireland began to play the sport even more to show independence from England and now there were many Irish immigrants in North America and the sport began to spread. Gaelic Football as a sport has developed and changed greatly through out its history from a brutally violent game to an amazingly fast paced and skillful sport. The modern game is played on a pitch that is 130m – 145m in length and 80m – 90m wide for 70 minute at senior level football and is broken down into two 35-minute halves (History of Gaelic Football,  ¶ 7). The goal posts are 6.5m apart and a minimum of 7m tall with a crossbar at 2.5m and the goal is situated in the center of the goal line at either end of the field (History of Gaelic Football,  ¶ 7). Players are given numbers 1-15 and their number is in accordance with their position. There are 3 full backs, 3 half backs, 2 midfielders, 3 half forwards, 3 full forwards and a goalie on each team and the game is played man-on-man style so you start the game next to the player you are marking and stay with them throughout the game. There are two ways to score points in Gaelic Football. The first is to kick the ball past the goalie, which gets you 3 points, and the second way is to strike the ball either with your fist or your foot, and kick the ball over the crossbar and between the posts for 1 point. The type of ball used in Gaelic football is about the size of a soccer ball and slightly heavier. The ball can be carried in your hands for 4 steps and then you have to either get rid of the ball by striking it with your hand or kicking it or, to continue running with the ball, you can hop or solo the ball. A hop is bouncing the ball, and can only be used once in a row and the alternative is to solo the ball which is where you drop the ball to your foot and kick it back up to your self and this action can be repeated unlimited amounts of times in a row. There is a large physical presence as well in Gaelic Football. It has toned down the brutality of the sport since its original, but hard contact made shoulder to shoulder when challenging for the ball is still a legal part of the game (Orejan, 2006). The sport of Gaelic Football has changed so much in many ways, but in others, it has remained very much the same. The game has developed into a fantastic sport that requires a lot of coordination and skill. And at the same time, the culture and social aspects of the sport are so much the same. The lack of professional athletes in the sport really brings a different aspect to the sport. Everyone plays for pride and respect from the County or city they grew up in and do there best to represent their people. References Biege, B. (2007). Gaelic Football – Gaelic Games – Sporting Events in Ireland. Ireland Travel – Traveling to and in Ireland – Republic of Ireland and Northern Ireland Vacations. Retrieved December 10, 2012, from http://goireland.about.com/od/specialinterestholidays/qt/gg_football.htm Coughlan, C. (2001). History of Gaelic Football. About Gaelic Football. Retrieved December 10, 2012, from homepage.eircom.net/~lahardanemchales/about.html History of Gaelic Football. Boston GAA. Retrieved December 10, 2012, from http://www.bostongaa.org/gaelic-games/history-of-gaelic-football.html Orejan, J. (2006). The History of Gaelic Football and the Gaelic Athletic Association. The Sport Management and Related Topics Journal, 2(2), 45-50. Retrieved December 6, 2012, from http://www.thesmartjournal.com/GAA.pdf Temertzoglou, T., & Challen, P. (2003). History of Physical Education and Sport. Exercise Science An Introduction to Health and Physical Education, 1, 295

Commodification of Human Life in Modern Society Essay Example

Commodification of Human Life in Modern Society Essay Example Commodification of Human Life in Modern Society Essay Commodification of Human Life in Modern Society Essay Essay Topic: Life Is Beautiful The Man Of Mode Commodification of Human Life: In Modern Society Assignment 2: Question 2 SOC 440: Sociological Theory Fall 2013 By: Emma Wright Question: Chapter 6 in the Hurst book (Living Theory) focuses on the commodification of Human Life in Modern Society. Examine the key areas of commodification that are discussed in the book and discuss them in terms of how society influence and/or determine our human behavior, and how in turn the individual behavior influences society. This morning I woke up earlier than usual so that I could enjoy some peace and quiet before I started my day. I made some coffee and watched the news thinking in the back of my mind that I needed to shower and fgure out what I wanted to wear to school. Although I would love to stay in my sweatpants and tee shirt, I realized that I would feel much better about myself if I wore something more presentable. But really why should I wear something nice? Why should I put make-up on? Who cares if I am in sweatpants or if I am wearing Jeans? All of those thoughts ran through my neaa ana I came toa conclusion tnat I typlcally Teel netter aoout myselT wnen I Know that others are viewing me the way I want them to view me! Subsequently, Hurst ums this up by saying that the worth of individuals is generally measured in terms of their social and economic success and the lifestyle they present to the rest of society. The influences of society determined my behavior and my personal outlook on how I wanted to be viewed by others. There are three main areas of focus that will give clarity to the understanding of how modern society influences and/or determines our human behavior. And in turn how we as individuals influence the society as well. First area Hurst speaks of is the superficial self and how the image of the body in modern society has evolved into a hysical and emotional roller coaster! Creating a positive self-image is hard to maintain because the society has placed a vision of the ideal version of beauty. Today men and women are constantly focused on how to stay on beat with the latest fashion, behavioral trends, etc. During the 1980s women were sought to have this image that beauty included strength and thinness. Over time, the perception of being very thin has qualified as being beautiful. Class and economic status also plays a role in how society influences our behaviors. Depending on the lifestyle you chose to live, you are expected to act and eact in a certain manor. Being sensitive on how to present oneself also involves controlling the other physical aspects of the behavior. Basically what is happening in this case, as Hochschild explains it, is that the emotions and feelings, rather than being ways to find out about oneself, become a commercial resource used to satisfy customers. The superficial self is Hurst way of describing how society has influenced us to place certain expectations and behaviors on what the ideal image of beauty truly is. Society influences us first handedly through commodities, such as celebrities. The world of celebrities has greatly evolved the value of human life. The commercial sport industry seeks to organize events on strict market principles, mainly through the pursuit of capital accumulation, rather than the satisfaction of individual personal and social needs. In a broad sense, celebrities are a social creations. World celebrities set many standards by which society feels they must follow. The physical and emotional attributes that celebrities pursue shape our daily social influences. This idea that celebrities live such a wonderful, successful, and plentiful lifestyle play uch an empowering behavior and mindset to the U. S. society. We must try to live up to those standards in order to fit in as most of the U. S. population would feel. The admiring identification with celebrities not only makes them seem different or even better than us but it also reinforces celebrities as a center of cultural capital in our society. Our influences and feedback towards the world of celebrities affects their behaviors as well. They will continue to climb the totem pole as long as we will show positive emotion towards their lifestyle. And the reverse is the same; in he sense that we as a society feel that it is necessary to mock the celebrities in order to fit in a certain crowd. Weber supports this by saying, the task of the acting, willing person: he weighs and chooses from among the values involved according to his own conscience and his personal view of the world. Which is the act of choice itself is his own responsibility. Although society evolves through patterns of behavior, our minds wlll only allow us to Tollow tnose IT we consciously agree wit n tne actions on nana. This shows us how the value of human life is not always as it seems. Weber was very clear in his view that the rational institutions of modern life cannot provide us with a set of ultimate values by which to organize our lives. The more absolu te the values and the more determined the individuals wish to enact upon them, then more the individual will devote themselves to fulfilling that view. Values are critical because they give direction and meaning to life, which provides worth to our lives. Weber believes that human life is a value in itself is becoming less important. Since the early 1980s, the value of human life has been defined economically rather than socially, religiously and so forth. Simmel on the other hand, suggests that money becomes a universal standard in which qualitative differences between objects are erased. I agree with Simmel in this point of view because society has influenced individuals into believing what their own personal worth is. Sadly enough, we can never be satisfied with Just being able enjoy the value of human life. As the population increases, the value of human life will continue to decrease based on the patterns of life. We are influenced daily by the demands and expectations of the world to act and dress a certain way in order to eceive the benefits we desire. Even within the United States, the value placed on human life appears to depend on the social status of the victims involved. That belief influences individuals to desire a level of gratitude that they wish to live for. There is an inner motivation that drives each behavior to respond in the way that it does. As I spoke before, I chose to wear nice clothes and put make-up on because I want to live up to the social status that I live in now and desire to be a part of in the future. I am motivated to make certain decisions in hopes to benefit from them later. The commodifications of human life are existing throughout every behavior preformed. Patterns evolve over time which give us meaning in how we will perceive things. Social status and economy will always influence society in how we chose to live. Those statements are broad but can be simplified easily; by knowing that society influences us to value our life accordingly to the perception of what is acceptable. OUTLINE Intro My application of how society influences me on a daily basis I ne supernclal selT Three key elements: the superficial self, the world of celebrities, the value of human life Maintaining a positive self- image Modern societies view of beauty Influences of personal behaviors based on societal expectations The world of celebrities Basic understandings of how celebrities shape our societies view on the good life More about social status rather than personal fulfillment We tend to live our lives in mockery of celebrities behaviors in order to stay on beat with the evolving world. center of cultural capital The value of human life Webers view on rational institutions Diminishing importance of life throughout society My agreement with Simmels point of view Our dependency of living a life in monetary value

Climate Change and Increased Terrorist Threat Impact Costs of Managing Essay

Climate Change and Increased Terrorist Threat Impact Costs of Managing Disasters and The Economy - Essay Example This is because they will need collaborative and creative actions to deal with the increased terrorist activities. Both climate change and increased terrorist activities will have an impact on the cost of managing disasters, as well as the economy. This paper will talk about how the two factors will affect the economy. Owing to the increase in temperature along the coastal region, it is evident that the rising sea levels are affecting the economy. This is because the sea levels have brought about significant calamities that have caused governments to pour funds in to assist those who are affected. Such calamites are for instance Tsunamis and Hurricanes (FEMA, 2012). Also, climate change is affecting substantial water sources that are used by humans in their daily needs. Global warming causes the rise sea levels and this will obviously eat up on the economy as the government tries to rectify this matter. Human health is being affected in the sense that the rising temperatures are not conversant with the human temperature (Chandler, 2010). High temperatures bring about diseases such as cancer and hence funds are being diverted to medical treatment instead of improving the economy. Climate change has also brought about issues such as forest fire that require a lot of resources to stop (Earth Observat ory, 2011). This eventually eats up on the economy as expected. Climate changes have been worsened by the aging infrastructures, as well as the increasing urban populations, since these areas are normally industrious regions of a country (FEMA, 2012). These infrastructures’ and individuals’ actions bring about global warming mostly due to petrol burning. Individuals are also experiencing mass migration, severe diseases along with increased conflict as they escape areas of high climate. This affects the cost of disaster management and eventually the economy of a country (FEMA, 2012). With regards to terrorism, dispersion of scientific as well as

Developing Hospitality Properties Essay Example | Topics and Well Written Essays - 1000 words

Developing Hospitality Properties - Essay Example The next step is deciding the best ways to raise money which will be discussed in this paper. Debts are very available and utilizable sources of funds for any purpose. According to (Walker, 2009), commercial banks are among the best and most common sources of loaning finances. Such funds come in the form of loans which are usually sufficient for all needs. Such loans are classified according to the repayment period. Term loans are repayable over a long period probably longer than a year, an intermediate loan is repayable within five years and there are those loans that take longer periods of over 20 years. However, such loans are not easily acquired and this is one of its restrictions. Barrows and Powers (2008) explicitly state other limitations of such loans as; security is mandatory, some interest rates are very high and the risk of receiving due to defaulting the loan are usually high. A lot of capital is required in this restaurant keeping in mind the myriad of services it is int ended to offer. According to Hunt (2008) this is one property of a high risk business because the surety of the population feeding on spicy Indian cuisine is not 100% guaranteed. Therefore, he states that the other kind of debt can be through venture capital. In this case, the venture capital source is refunded through owning equity in the restaurant. One of the advantages of such a debt according to Burrows and Powers (2008) is that it is readily available especially for new businesses such as this. Secondly, it creates an environment where public relations and advertising are made easier and easy success of the business. Lastly, it has less risks compared to most loans. However, the mother company may end up losing complete control of the business operations, and also the risk of receivership in case of defaulting payment. Investors or rather angel investors as Leman and DuFrene (2010), are not really classified under debts. These are just people who have to be convinced of the su ccess of one’s business before they invest in it. They are looked at as more of private banks by most people and authors too. The two authors state that recently, this concept has been made easier by the knowledge of availability of such investors through networking and other business professionals. An agreement is made on how and when to pay the investor back depending on the businesses flexibility. Among its advantages is that it is readily available, flexibility in payment and in some cases, the investors double up as advisors. Walker (2009) states that such kinds of debts are usually more expensive and it is very difficult to find an investor who is willing and able to raise the required amount. In a way, debts are also provided by small business investment companies. Apparently, such companies are sometimes ostensibly stated as banks but they are completely the opposite. Longnecker, Etty, Palich, and Hoy (2009) have explicitly shown how some of these businesses sometimes partner with the government in providing small or medium sized loans. All they demand is a percentage of ownership in the restaurant which they will hold on to until all their money is paid back. The reimbursement period is usually flexible and the investment funds are easily acquired. However, Walker (2009) states that ownership in small business investment companies is tantamount to almost total control. Making decisions for such companies takes a long time as all the stakeholders have to be consulted and unanimously

Why is global distribution more difficult than domestic distribution Essay

Why is global distribution more difficult than domestic distribution - Essay Example Distribution is one of the main parts of marketing. There are actually many kinds of distribution channels. This could include wholesalers, retailers, agents, direct sales, and the overseas and Internet distributors. When products are manufactured, they are normally shipped to the distributor. The distributor then puts them in the market in some ways for the customers or retailers to buy. According to Philip Kotler, another distinguished professor of International Marketing said that the distribution channels can have several levels (www.wikipedia.org). He stated that the simplest level, otherwise known as the "zero-level" channel, has no intermediaries engaged. The next level, called the "one-level" channel, presents one intermediary such as; for manufacturing goods a distributor and in consumer goods a retailer. It would be practical if these two levels are applied in small markets. However, in larger markets, the "second-level" is more appropriate to use. A wholesaler, for instance is largely used to expand the distribution to the great number of a few, neighborhood retailers. Global distribution is a type of distribution wherein products manufactured by a company are delivered to all the markets worldwide. Although there are some difficulties with which how products are distributed, the good thing is that a manufacturer has a bigger chance of getting more income. With global distribution, one must make sure of so many things such as what to use as mode of transportation, how to distribute them properly to all the distributors from around the world, what are the ways of communicating with the distributors, and how to make sure that the products are best kept safe until they are bought by customers. When a company decides to do a global distribution, its main priority is to successfully deliver its products to the consumers so that they win the confidence of their customers and even gain more prospective buyers in the process. If by no means, this becomes a success, the company would surely gain more profit thus, it shall also be good news to its customers. Not only are the customers going to get high-quality products, they may also be able to buy these products at lower prices in the future. What is domestic distribution While global distribution is concerned with the distribution of products in most parts of the world, domestic distribution is only concerned with the distribution of products within a certain range. For instance, if a company is based in one country, then with domestic distribution, the products are only distributed in that country. Moreover, if there are companies in some parts of the world, then those countries where these companies are located are only the ones being distributed by the products. One might say that this is a selfish thing to do, however, with domestic distribution, manufacturers are ensured immediately that their products are transported successfully and quickly. There are many reasons why most companies are into domestic distribution. For one thing, it requires fewer expenses. Another thing is that manufacturers can immediately know how their products are doing on the specific places they have distributed their products. Communication is very important when it co mes to business. if one's distributors are fewer

In this play, suicide is an act forbidden by religion Essay Example for Free

In this play, suicide is an act forbidden by religion Essay To be, or not to be cries a torn Hamlet in Shakespeares tragedy, Hamlet. This is not the first time that Hamlet reflects upon his existence and thinks about committing suicide. In this play, suicide is an act forbidden by religion and society that one may take into consideration only after stricken with unbearable grief. In Hamlets case, he is stuck between living a horrible life that may not seem worth living, and taking his own life to end the cruelty of it, which he claims he would if God had not made it forbidden. Subsequently, Hamlet fuels his fire to live and not follow the path of suicide by remembering his duty as a person, which for him is to avenge his murdered father before it is too late. Before we can understand Hamlets popular predicament to be or not to be as a whole, we must make sure that we define the concepts that are key in his situation to place ourselves in Hamlets depressing shoes. For one, suicide is a broad, varying act that has different meanings to different people in different times. For the people of Hamlets setting, it was an atrocious, intentional act that only the horrid sinners would commit against the almighty Biblical God. Even after death, the people still looked down upon the dead that did not pass naturally into the afterlife by holding a funeral that only genocidal dictator would be worthy of; one that involved throwing rubble into the pit of the dead instead of pious flowers and ornaments. Also, though, what must be considered is the situation a person might be in. For example, if you live a life that involves lying in a dreadful hospital bed with very little consciousness and no sense of elation, one might argue, from a Christian viewpoint, that it is not immoral to kill yourself. Whether or not someone believes in a supreme being, one generally has morals. Morals are a set of rules or schemas that people follow and live by which they create, edit, and alter throughout their lives. In Hamlet, we see that almost everyone holds a heavy, negative view against suicide. The play leads us to think that suicide is something that is unnatural and undeniably immoral. When Ophelia dies, many people believed it was suicide, while others assumed it was an accidental death (Act IV, scene vii). Depending upon which side they took, their culminating feelings towards Ophelia was created based on their initial assumptions. The gravediggers or clowns that spoke during Ophelias funeral procession question whether she will receive a proper, Christian burial, or if she will be treated like a bag of bones and skin, essentially, and be buried in an unfavorable fashion. Though the situation pointed towards suicide, Ophelia received a funeral that was Christianesque mainly because of her royal blood (Act V, scene i). This specific example from the play shows us how immoral suicide, to the people of the play, really was. Where do the roots of morals lie? The answer exists in religion. The characters of Hamlet all consider religion and the laws of it to be of utmost importance. In Hamlet, Christianity is the only religion mentioned and is followed by practically everyone. Considering most people were very religious, we can infer that they followed the rules very closely and criticized those that did not, even if it was they. In one of Hamlets soliloquies, we learn that one of the few things preventing Hamlet from ending his miserable life is the commandment of God. Or that the Everlasting had not fixd His canon gainst self-slaughter! If it were not against the will of God, Hamlet would have considered suicide even more and maybe even committed the treacherous act. Christianity condemns suicide (Act I, scene ii). The people of the play follow Christianity rigorously. Therefore, the people of the play look down upon suicide mainly because of their religious views.

Effect of Rewards on Employee Motivation

Effect of Rewards on Employee Motivation Introduction Motivation is the art of getting people to do what you want them to do because they want to do it. Dwight D. Eisenhower Like a little kid being given a chocolate on standing first in his class or a big hug for doing something good like helping someone, or cleaning the place after playing, rewards whether monetary or non-monetary can be significant tools for the motivation of employee and a positive step towards the improvement of his performance an boosting his morale. Jack Zigon (1998) defines rewards as something than increases the frequency of an employee action. Its a common observation that most of us dont perform our tasks completely, not because they are difficult but because of low interest or motivation to perform that task. The desire or motivation is necessary for the performance of an activity. Kleinginna and Kleinginna (1981a) defines motivation as, internal state or condition that activates behavior and gives it direction; desire or want that energizes and directs goal-oriented behavior; influence of needs and desires on the intensity and direction of behavior. Background Gatlin, Rebecca (1997), says that a good and attractive reward program is necessary the employees in order to motivated them otherwise the unmotivated employees will not perform their tasks properly and will ultimately affect the company in a negative way i.e. decrease in profitability. Organizations performance is dependent on the employees who work for it, so in order to get the better and quality output, rewards contribute a lot in this part, so it is essential for organizations managers to make effective and attractive reward programs to motivate their employees, Deeprose (1994). Gregory P. Smith, author of book Dynamic Ways to Reward, Energize Motivate Your Teams, states in his book that rewarding and recognizing the work of the employees makes them happy, provide them job security and they contribute more towards the organization. Edward E. Lawler III (2003), With the right combination of reward system practices, people will be motivated to excel, and those who do excel will be motivated to stay because they will be highly rewarded. This is the foundation of the virtuous spiral, in which both sides win and create success for each other. In Pakistan human resource departments are seen only in those organizations where technology is rigorously applicable or which are highly knowledge organizations. The telecommunication sector of Pakistan has shown tremendous growth in recent years and its all because of using up to date technology and the adoption of competitive and innovative human resource practices. Becker and Huselid (1998) supports that for having the competitive advantage for any business Human resource is basic source to get it. The organizations in the telecommunication sector of Pakistan are the structures that provide their services supported by the human resources. The most important factor in the delivery of the best quality service is the motivation of the employees; on the individual level as well as on the group level. In todays world of competition to deliver best service in order to satisfy customers it has become very difficult; in fact organizations take it as a challenge to motivate employees in order to get best output from them. The telecommunication sector of Pakistan plays a powerful role in its economy. Excellent professional services delivered by the employees of the telecom sector of Pakistan can create a positive and everlasting image in the eyes of their customers. Several studies show that rewards have a huge impact on the job satisfaction and motivation of the employees. Beer (1984) says that for top management it is the top most responsibility to develop a strong positive relationship between the organization and its employees in order to carry out the continuous needs of both i.e. organizations and employees. Organizations want their employees to follow the organizations rules and regulations i.e. work according to the standards that are being set for them, and as a result of it employees want from the organization good working environment, good salary, good behavior, job security, delegation of authority. For organizations understanding to deal with these expectations of employees is required. Nel (2001), argues that those employees that are motivated and are fully aware of the organizations goals, that provide the organizations benefit, will divert their all hard work and devotion towards those goals. According to Flynn (1998), that these days organizations understand the great gains derived by linking rewards whether monetary or non monetary to their business strategy. The telecommunication sector of Pakistan is offering several benefits and rewards to its employees; so that employees feel motivated and remain satisfied with their jobs and improve their performance in order to achieve organizational goals. Objectives The basic objective for carrying out this research is to measure the impact of rewards in the most fast growing sector of Pakistan i.e. Telecommunication sector Pakistan on the motivation of its employees. Significance The significance for carrying out this research is that whether the employees in the telecommunication sector of Pakistan are satisfied with their organizational reward system or not. And which reward type they appreciate the most whether the monetary rewards or the non monetary rewards. Review of Literature Rewards Jack Zigon (1998) defines rewards as something than increases the frequency of an employee action. In order to treating the employees of the organization right, rewarding them properly is one of the important components. Organization which is growing healthier provides its employees the opportunity to grow and prosper. In todays highly business competitive environment win-win relationship is important that forms the right treatment of employees by the organizations. Strategy of rewarding employees when performance is not good cannot prevail for long, hence rewarding for good performance encourages employees to continue their performance and improve their skills and knowledge day by day to contribute positively towards organization, Edward E. Lawler III (2003). ACCEL team development says that for improved and better output from the employees rewards act as catalyst. Rewards are part of the organization and management should pay especial attention towards them; rewards should be quick, significant, related to performance, compatible with job measurement and irrevocable. Rewards should be given fairly, if there is some factor of unrealistic distribution of rewards like giving promotion of the favoritism basis, it will have a negative impact on the motivation of the rest of the employees. Searle, John G. (1990), getting the satisfaction of the employees over the rewards that are being offered to them id a difficult task, organization has to learn to manage those things which creates feeling of dissatisfaction among employees; Employees satisfaction towards reward in comparison of what he expected and how much he received secondly is comparing his rewards with other people of same jobs in the organization, overestimating his own performance as compare to his colleagues. So rewards should be designed in full justice by the management of what they are taking from employee and what they are giving to him for his input, and they should be fully defined to the employees so that there may not remain any chance of misconception. This plays important role in creating feeling of satisfaction or dissatisfaction. Cameron Pierce (1977), states that every business use rewards like salary, promotion, and other types of bonuses to encourage employees towards high level of performances. Types of Rewards According to Syedain (1995), there are two schools of thought for rewards at the workplace, one is to say THANK YOU in any way, verbal, non-verbal, via certificate etc other is to give a concrete rewards that create an impact. There are two types of rewards monetary rewards and non-monetary rewards. Employee reward programs design requires a balance between monetary rewards and  non-monetary rewards  to provide incentives and benefits to the employees. Monetary rewards Marcia Moore, M.S.S.W.(2010), says that monetary rewards are those rewards that are being given by the organization in the form of cash, or through cheque or some other way of financial transaction for achieving the sales goals, providing best quality, providing outstanding performance in a difficult situation or delivering a project report in the best way. Gratton (2004), states that motivation is determined by both monetary and non-monetary factors, money has come to play an overly important role in our thinking about the causes of behavior. In most companies very limited time and effort are spent on considering non-monetary sources of motivation. Money is an important factor in motivating people as we live in a money motivated world. According to Peter Drucker (1974), there is not one shred of evidence for the allege turning away from material rewards. Antimaterialism is a myth, no matter how much it is extolled. Monetary rewards have so much importance that if no proper attention is paid to them or ignoring them will act as demotivator. He further says, Economic incentives are becoming rights rather than rewards. ACCEL team development argues that monetary rewards cannot be remunerated by the non-monetary rewards (human relations). Famous companies like Microsoft, IBM are to some level a result of monetary motivation. Financially rewarding employees increases their motivation levels, which results in increase in the output, creating more profits and those profits should be circulated back to the employees who are actually responsible for it. Non-Monetary Rewards Marcia Moore, M.S.S.W., (2010), non-monetary awards includes certificate, a word of thanks from supervisor or manager, flexible schedules, a day off, acknowledgment of birthdays, and free lunches or dinners to celebrate team work success. Pfeffer (1998), People do work for money but they work even more for meaning in their livesà ¢Ã¢â€š ¬Ã‚ ¦ Companies that ignore this fact are essentially bribing their employees and will pay the price in a lack of loyalty and commitment. Sherry Ryan (Training Specialist, Weyerhaeuser Company), says that non-monetary rewards play important role in improving employee performance. Using proper attractive and communicative method of non-monetary rewards leaves a positive impact on the employees and improves employees performances in different dimensions. Such types of awards are inexpensive to give to employees but worth a lot when employees receive them. Bob Nelson (2004), saying thank you to your employees or appreciating their performances when something good is done, is extremely important factor that should be recognized by the managers. According to him 78% employees said that they feel more motivated and happy when their manager appreciates them. According to research conducted by, Allen and Helms (2002), expressions of appreciation and praise by the managers give employees encouragement. American Society for Training and Developments (ASTD) research proves that non-monetary awards work as an important factor for keeping hold of top performing employees. Motivation Motivation is derived from a Latin word, movere, which means to move. The author of book Motivation, beliefs, and organizational transformation (1999), Dr. Green and Butkus (1999), says that motivation is derived from a word motivate, which means to move, push or persuade to act for satisfying a need. Further motivation can be explained as acting of such forces within a person that cause a stimulation of effort, direction and goal direction. Motivation is the total involvement of a person in his tasks to carry out with dedication, devotion, happiness, excitements, and voluntarily, Mol (1992). Theories on Motivation There are two classes of theory of motivation; Content Theories: Content also called as need theories of motivation basically emphasis on internal factors of an individual that strengthen and gives the direction to the behavior. Maslows Hierarchy of needs: Abraham Maslow (1943, 1954), unsatisfied needs creates demotivation, there are following needs that must be satisfied, these are called as deficiency needs. As these needs are fulfilled the person is satisfied and move towards growth and self actualization. Physiological needs: These are the basic needs for example food, water, air, and all other things that are necessary for the survival. In order to enhance workplace motivation by achieving the target of fulfilling the needs of employee give proper breaks for lunch, and offer such salary to employees that enable them to buy basic needs of life. Provide ample breaks for lunch and  recuperation and pay  salaries that allow workers to  buy lifes essentials. Security needs: it includes security regarding the physical environment, living in a safe area, medical insurance, job security. These needs can simply be fulfilled by giving all these securities to employees. Belongingness needs: it includes friendships trust and satisfaction, feeling right in a group, giving and receiving care and love. It can be achieved by generating a feeling of acceptance. Esteem needs: It includes recognition, attention, social status, accomplishment, self-respect. It can be achieved by recognizing the achievements of the employee, by assigning them some projects, make them feel important and valued asset for organization. Self-actualization needs: it includes ones own potential, creative capabilities etc, it can be achieved by offering challenging and meaningful work assignments which enable innovation, creativity, and progress according to long-term goals. Alderfers ERG Theory: The Alderfers ERG theory (1969), is an extension of Maslows theory of needs. He suggested that needs can be divided into three components; existence (similar to physiological needs and security needs), relatedness (similar to belongingness needs and esteem needs) and growth (similar to self-actualization). It differs from Maslow hierarchy of needs theory in a way that according to Alderfers it may happen that more than one need may be motivated at the same time, lower motivators is not necessary to be   significantly fulfilled before moving towards higher motivators, the order of needs may differ from person to person, there is a frustration- regression principle and according to it if high order need is frustrated a person may regress to increase the satisfaction of a lower need which appears easier to satisfy. Frederick Herzbergs Motivator hygiene theory: Herzbergs motivator hygiene theory (1959), is closely related to Maslows theory but it is more closely related to how to motivate individuals at their workplace. According to him individuals are influenced by two sets of factors; Hygiene factors: These are said to be lower level of needs by Herzberg. Motivator factors: These are said to high level of needs by Herzberg. According to him meeting hygiene factors will not motivate individuals to put their effort or to improve their performance, it will just help them from being getting dissatisfied, but if motivator factors will be combined with this it will help individuals to motivate. McClellands Learned needs theory: acquire McClellands theory states that individuals learn needs from their culture and life experiences. There are three basic needs of an individual; Need for affiliation (n Aff): It is the need of establishing social relationships with the people, communities, getting accepted by them. Need for power (n Pow): It is divided in two parts, desire to control ones environment and second to influence others. Need for achievement (n Ach): It involves the aspiration to take accountability, set challenging goals and get feedback of their performance. McClelland states that a person has full strong capability in any one of the above categories, thus it has prospective to motivated people that leads to satisfaction. Management should understand these needs of the individuals and then structure their jobs to satisfy them. Those who have high n Aff such people perform well in customer service jobs or where customer interaction is involved. Those who have high n Pow management should provide them the opportunity to manage others. Those who have high n Ach such people should be given challenging but achievable goals. Process Theories: These theories of motivation focus on known human decision behaviors for the explanation if motivation. These theories determine that how an individuals behavior can be energized, maintained in willed and self directed cognitive process. Victor Vrooms Expectancy Theory: Victor Vroom (1964), theory is based on three beliefs; Valence: is the extend of the expected outcomes of an individual are attractive or unattractive. Expectancy: is the extend to which employees believe that they are giving enough effort that they will achieve the target of given level of performance. Instrumentality: is the level to which employees believe that achieving a given performance level result in the form of certain reward. Motivation = Valence x Expectancy (Instrumentality) If even one of these is zero the employee will have not motivation for the task, so managers ensure increase in effort will improve performance and improved performance will result in high rewards. The theory says employees have different goals to achieve and can be motivated if they believe that; there exists a positive correlation between efforts and performance, good performance will result in a reward, and this reward will satisfy an important need, and the wish for satisfying that need is powerful enough to make effort valuable. Equity Theory: Equity theory was first time developed by John Stacey Adams in 1963. Individuals in the society make comparison of their efforts (inputs) and rewards (outputs) that they get. The fairness regarding the rewards influences the level of motivation of individuals a lot. Equity exists when individuals identify that the ratio between there efforts and rewards is similar to whom they are comparing. Individuals Rewards (output) / Individuals Efforts (Input) = Other persons Rewards (output) / Other persons Efforts (Input) Similarly inequity occurs when there is difference in ratio in comparison to others. Inequity has two types; Under-Reward: this type occurs when an individual starts believing that he is putting more efforts as compare to others, but receiving the same rewards that others are getting for relatively less effort. Over-Reward: this type occurs when an individual starts believing that his equity ratio is higher other individuals. Thus getting more rewards by putting less efforts. Under-Rewarded individual may get motivate to do more work to meet his performance level while on the other hand he may get dis-hearted from this. Over-Reward individual start putting less efforts as he may assume that he is getting much more rewards from little effort. For managers equity theory states that rewards should be fair to all employees. Gary Latham and Edwin Lockes goal setting theory: E. Locke and G. Latham (1990), states that goals are important factors in affecting the behaviors and motivation levels of employees. Motivated behavior of employees can be achieved by setting challenging goals for them that usually involve the quantitative targets. Such goals of performance are more good than those in which you just say, you did a great job, well done. Researches have shown that challenging goals are more motivational than any other goals that are easily achievable. The more the dedicated is employee the more he will put his effort to achieve those goals. Researchers show that individuals that perform in goal setting have increases goal commitment. If an individual has high self-efficiency he will respond more positively to achieve goals rather than those who are low-efficient. B.F. Skinners Reinforcement Theory: In Reinforcement theory B.F. Skinner (1957), considered a motivation theory along with learning theory. The theory state that motivated behavior is the outcome of reinforces which are actually the resultants from the behavior that cause it more likely to occur again. It further says that it is essential to measure the consequences of behavior rather than to understand cognitive or processes motivation. Such behavior that was previously rewarded will be continued in future as well from an individual rather than that behavior which was not rewarded or for which he was being punished. The theory suggests to managers that they can handle the behavior modifications by reinforce desired behaviors and punish undesired behaviors. Need for motivation The satisfaction or the dissatisfaction levels of an employee are directly proportional to his good or bad performance. Employee dissatisfaction may lead to poor performance. Petcharak (2004), it is the responsibility of the human resource management of the organization that employee may not dissatisfy from his job, so HR management should take steps to motivate employees otherwise employees will not perform up to expected standards of the organization. Cheng (1995), says that it is one of the larges test challenge for service providing organizations to motivate their employees in order to satisfy their customers. The HR departments major task is to develop strategies to motivate its employees. Human capital rather than financial capital plays a significant role in meeting the goals of the organization. It is the responsibility of the top executives to motivate the employees of the organization. Human capital is the basic source of competitive advandage for any service providing organization these days. Organizations which actually pay attention towards the motivation of its employees assures its success, Dale Carnige (1985). This shows that employees who are motivated are best for the organizations to attain its goals, it is the duty of managers and supervisors to motivate them, Roberts (2005). According to La Motta (1995), motivational arousal causes an employees interest to complete its project, achieve all those goals that are being set for him. Different people are motivated by different ways, one thing that is creating motivation to one person might not create to other, because there is difference in motivation levels of every individual. Baron (1983), agrees with Maslows hierarchy of needs, that there are some natural factors of motivation that if provided to an individual will motivate him like security needs, esteem needs and self actualization needs. Importance of Rewards and Motivation Searle, John G. (1990), rewards are basically to motivate the behaviors of employees towards their work. Rewards should be given as a result to effective performance. Following are some conditions that are necessary for the creation of motivation among employees; Employees must have faith that their effective performance will surely be appreciated and rewarded. The rewards that will be being offered by management are attractive. The believe of employees that their effort is really contributing worthwhile to attain the organizations goals. Organizations must pay attention towards the Monetary as well as Non-Monetary rewards, because the balanced combination of both creates motivation. An individuals goals and organizations goals are independent goals that are linked by the work motivation. Individuals provide their services to organizations to attain organizations goals in order to meet their personal goals. So, we can say that an individuals goals are directly proportional to the organizational goals. Robert (2005), while studying the Barons work (1983) reports that motivation not only can influence the performance but the performance can also be influenced by rewards, i.e. direct rewards to true performance. Total reward system is the system in which salaries and other rewards are given to the employees on the basis of their performance. Therefore, total reward system is one of the important element, Wilson (1994). Mosley, Megginson, Pietri (2001), reports that the there are three levels of employee motivation; Behavior: the direction of those behaviors of an employee that he selects to perform. Effort: the level of willingness of an employee to put their effort on their work. Persistence: the level of willingness to work regardless of difficult situations. In Pakistan telecommunication sector is facing big changes for last few years, not only their customers are increasing but also the services are increasing. They reported from a research conducted by them that employees in telecommunication sector give more importance to pay and promotion than training, and pay and promotion gives a positive impact on their job satisfaction and motivation, . Kashif u Rehman et al., (2007). Theoretical Framework Problem Statement Hypothesis # 1: There is a positive relationship between rewards and motivation in the employees of Telecommunication sector of Pakistan. Explanation: Rewards are things that boost some ones morale to do something; it is observed in our daily life that whenever an individual or a team is being given reward for their good work the motivation of the employee increases to do more good work in order to get more rewards. Hypothesis # 2: Monetary rewards cause more employee motivation than the non-monetary rewards in the telecommunication sector of Pakistan. Explanation: Reward in the form of money attracts people more rather than any other reward in form of just appreciation or a certificated. This hypothesis will test that whether it is true or not in the telecom sector of Pakistan. Hypothesis # 3: There are significant differences in effects of biological variables on employee work motivation in the telecom sector of Pakistan. Explanation: This research hypothesis will find answers to such questions as; Who were more motivated male or female? Which age group people were more motivated? Who were more motivated new or old employees? Married people had more motivation towards work or unmarried? Sales people are more motivated as compare to rest of the people at different designations? Research Methodology Tool for data collection The tool for data collection for this research is survey. And for the purpose of doing surveys mail questionnaire is designed. This method of data collection is chosen because it has geographical flexibility, easy sample accessibility, saves time, and cost, anonymity and respondent convenience to reply. Design of Questionnaire The research questionnaire consists of three parts; Part I: It consists of personal information of the subject, such as gender, age, designation, working experience, marital status and education. Part II: It is designed for the collection of data about the independent variable i.e. Rewards (Monetary Rewards/Non- Monetary Rewards). Part III: It is designed for the collection of data about the dependent variable i.e. employee motivation. Units of observation The units of observation are the employees of different companies of telecom sector of Pakistan; Mobilink Ufone Telenor Warid Zong Wateen World Call Wi-Tribe Pakistan telecommunication Limited The sample includes all categories of employees. Sample Size The sample size for data collection is 1000. Time Dimension This study is a cross sectional study. Scale / Scoring of questionnaire Te Likert scale is used for the collection of data. Likert scale is basically a 5-point scale which consists from 5 to 1. For positive statements scoring is; Strongly Agree = 5 Agree = 4 Neutral = 3 Disagree = 2 Strongly Disagree = 1 For positive statements scoring is; Strongly Agree = 1 Agree = 2 Neutral = 3 Disagree = 4 Strongly Disagree = 5 Procedure Questionnaire will be spread out among the employees of telecommunication sector of Pakistan via mail questionnaire in their workplace. Instructions and grantee of confidentiality of the personal information will be ensured. Data analysis For the descriptive analysis SPSS (Statistical Package for Social Sciences) version 16 or simply Microsoft Excel 2010 will be used. For finding out the correlation between the Rewards (independent variable) and employee motivation (dependent variable) Pearson Correlation Coefficient will be used. For finding out the correlation between the Financial Rewards and employee motivation; and Non-Financial Rewards and employee motivation Pearson Correlation Coefficient will be used. For the analysis of the differences in employees work motivation based on the personal characteristics (biographical) ANOVA will be used which is used to measure the significant differences between the variances. Expected Results The various researches that have been carried out in various sector in different countries of the world reports that rewards have a positive impact on employee motivation. In 1997, Carolyn Wiley compared the result of previously held four surveys that were conducted on motivation of employees in year 1946, year 1980, year 1986 and year 1992. The survey that was conducted in 1992 resulted that in todays world employees are motivated by monetary rewards. Employees chosen salary as the top most motivating element. The research said that salary is a monetary reward with a natural influence. Limitations Low response rate Low completion rate Cannot catch verbal behavior Cannot use lengthy questionnaire