The Study of Motivation Essay - 2041 Words

Literature Review Motivation MacIntyre et al. (2001) define motivation as â€Å"an attribute of the individual describing the psychological qualities underlying behavior with respect to a particular task† (p. 463). The study of motivation as a predictor of second language learning performance was initiated by Gardner and his Canadian colleagues (1972). According to Gardner and Lambert (1972), there are two kinds of motivation: integrative motivation, referring to a holistic learning approach toward the speech and culture of the target language group, and instrumental motivation, referring to language learning for more immediate or practical goals. Intrinsic and extrinsic are the new classifications of motivation. Intrinsic motivation is the†¦show more content†¦Both types are important. A learner might learn an L2 well with an integrative motivation or with an instrumental one, or indeed with both (Cook, 1991). . The level of identification with bilingual or trilingual identity is also influenced by the learners’ attitudes toward the learning situation. These attitudes refer to the individuals’ reactions to anything associated with the immediate context (e.g., the course and the teaching environment) in which the language is taught (Gardner, 1985).All the men show higher instrumental motivation towards foreig n language learning than woman. Instrumental motivation, also called rational, pragmatic and utilitarian, refers to the individual’s desire to acquire a second language in order to use it for operational purposes, to pass an examination, acquire a job, or visit a foreign country (ibid). Rahman explains rational language learning as the learning of a language â€Å"in order to empower oneself by acquiring the potential to acquire employment† (2002). . It has been pointed out that Gardner’s motivation theory includes an educational dimension and that, the Attitude/Motivation Test Battery (AMTB), that he and his colleagues developed contains several items focusing on the learners evaluation of the teacher and classroom learning situation. Gardner and MacIntyre (1991) themselves had noted later that the old characterization of motivation in terms ofShow MoreRelatedMotivation Case Study On Motivation1756 Words   |  8 Pages PERSONAL CASE ANALYSIS â€Æ' Contents INTRODUCTION 2 BACKGROUND 3 MOTIVATION KEY ISSUES 3 ALTERNATIVE SOLUTIONS 4 OFFER REWARDS 4 PROVIDE AN EFFECTIVE COMMUNICATION 5 PROPOSED SOLUTION 5 CONCLUSION 5 RECOMMENDATIONS 6 REFERENCES 7 â€Æ' INTRODUCTION Motivation is the basic needs to improve the performance in the workplace to attain a goal. In today’s era, the impossible things are going to be possible through effective motivation which gives us the quality of work. Being a successful manager means deliberateRead MoreMotivation and Study Strategies2436 Words   |  10 Pagescan unravel effective study strategies by discovering what their learning style is and by embracing inspirational motivation skill. Motivational skills can trigger cognitive reasoning, and allow the mind to learn and become successful. As a group, we chose motivation and efficient study strategies, because these topics parallel with each other, illustrating the need for both to be victorious in academic goals. Negative motivators can prevent learning in one’s life. Motivation comes in all forms creatingRead MoreA Study On Employee Motivation Essay6476 Words   |  26 PagesCHAPTER-1 1.1 INTRODUCTION The project titled â€Å"A study on employee motivation with reference to network 18†, is conducted to identify factors that are responsible for motivating the employees and the organizational functions of Network 18, Noida. The focus of the project is on what motivates the employee the most. Hence the main subject which have been focused on was Employee motivation or motivation in general. Management’s basic job is to utilize human resources effectively to achieve the organizationalRead MoreMotivation Case Study1769 Words   |  8 Pagesthis essay is to discuss the topic, motivation, by conducting a detailed literature review, interpreting the results from motivation self-assessment tests and analysing a motivation-related case study. This paper will be divided into three main sections and the first section will demonstrate the key concepts suggested by various researchers such as Ryan (1995) and Herzberg’s (1996) theory about motivation. Secondly, an analysis of outcomes from personal motivation surveys will indicate my work behaviourRead MoreMotivation And Rationale For The Study2130 Words   |  9 PagesMotivation and Rationale for the Study As a former elementary school teacher and a reading specialist in an urban school setting, I have had the opportunity to work with many English Language Learners (ELLs) in my teaching career. About 75% of my ELLs had limited English proficiency when they first entered my classroom as first graders. I witnessed first-hand the frustration and silence of students who simply could not formulate coherent sentences or understand texts that were being read becauseRead MoreCase Study 1 Motivation994 Words   |  4 Pages1- In the first paragraph: â€Å"†¦were substituted by new â€Å"fresh * enthusiastic†Ã¢â‚¬ ¦Ã¢â‚¬  Job Engagement Motivation Theory –Because these new managers are fresh and enthusiastic they have a higher probability of being engaged with their jobs, and therefore more motivated In the middle of the second paragraph: â€Å"Felt angry and unfair†¦Ã¢â‚¬  Equity Theory- Discussed in question no. 2 In the second paragraph: â€Å"Mr. Armaghani gave them an offer†¦Ã¢â‚¬  Reinforcement Theory- The stimuli–employees sadness- is followedRead MoreCase Study Art of Motivation5060 Words   |  21 PagesHUMAN RESOURCE MANAGEMENT THE ART OF MOTIVATION Human Resource Management MRB 2032 Case Analysis 3 THE ART OF MOTIVATION EXECUTIVE SUMMARY This article is about the art of motivation in Nucor, about strategy and action plan to motivate the people such as talking to them, listening to them, taking a risk on their ideas, and accepting the occasional failure. It s a culture built in Nucor with symbolic gestures with unblinking focus on the people on the front line of the business inRead MoreEmployee Motivation – a Short Case Study1198 Words   |  5 PagesEmployee Motivation – A Short Case Study I joined CVS Caremark project at TCS-Noida in November after a successful stint at Aviva in TCS-Bangalore, where I had worked as a trainee. I had always wanted to go back to my hometown and live with my parents and when I got a transfer to Delhi I didn’t waste a single moment in saying yes to the new project and heading towards Delhi. Many of my friends were also moving out from Bangalore at the same time which only made my decision easier. I felt that CaremarkRead MoreMotivation Rent-a-Car Case Study3200 Words   |  13 PagesTopic: Rent-A-Car Case study Course: 501 HUMAN INTERFACES Final Assignment Instructor : Michele Vincenti Student Name : Navanjot Singh Bajwa Class : MBA 501 Table of contents: Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.3 1. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 2. Motivation and approach used by Rent-A-Car†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..6 3. Culture of an organization†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.9 4. Analyzing the Vote System†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..10 5. Effectiveness of MotivationalRead MoreStarbucks’ Corporation: Case Study in Motivation2241 Words   |  9 PagesCase Study Report Starbucks’ Corporation: Case Study in Motivation Submitted to: ----------------------------- Faculty, MBA Program, BRAC University Submitted by: SNS MBA, BRACU Course Title: Organization Behavior and Leadership Course Code: HRM 501, Section: 03 Semester: MBA, Fall-2013 Date of Submission: 8 November 2013 Introduction: This report is a part of Masters of Business Administration (MBA) program, Organization Behavior and Leadership (HRM 501) course of

My Nursing Philosophy My Philosophy Of Nursing Practice

Nursing philosophy My philosophy of nursing practice is being kind to others. I use my knowledge and skills to help people. I also respect patients’ preferences, values and choices even though they differ from mine. I will try to understand and show empathy to my patients through seeing them beyond their illness and provide holistic and culturally sensitive care. Nursing is not just a job that looks after the sickness, rather, it is about the humanity, about being a human for another human. As a profession, nursing is accountable for patients or clients, communities and society. Therefore, my practice should always adhere to professional standards, guidelines and professional codes of conduct. I have a commitment to quality of care†¦show more content†¦My professional learning plan, therefore, focuses on both clinical practice—being prepared for transitional practice, and academic training—developing advanced research skills. While developing my learning plan for career development, I also engaged Donald Super’s five stages self-concept theory (Super 1953) and Benner’s five levels of clinical competence (Benner 1984). According to Super (1953), between the age 25 to 44 is the establishment stage when a person experiences a process of settling down and then advance the career. It requires the person to build entry-level skills and stabilises position through work experience. As I am a culturally and linguistically diverse (CALD) nurse , it could take 2 to 3 years for a CALD nurse to adapt into a new working environment (Jeon Chenoweth 2007). Therefore, my five-year professional learning plan was developed with a focus on the next two years (Table 2). Three strategies These three strategies can support my both professional and scholarly development in becoming a clinical research nurse. 1) Mentor and networking The emotional stress and the needs to develop competence are commonly challenging newly graduated nurses (Oermann Garvin 2002). Mentoring or coaching young professionals can support them in career development and resilience (Davidson, Elliott Daly 2006). Mentors play various roles in clinical settings, such as advisers and counsellors (Ali Panther 2008). Their support does not limit toShow MoreRelatedMy Philosophy Of Nursing Practice929 Words   |  4 PagesPHILOSOPHY OF NURSING 2 My Philosophy of Nursing Practice: What Does Nursing Mean to Me? â€Å"Why do you want to be a nurse?† A question that has been asked more times than can counted on fingers. As a nursing student, you are encouraged to discover why nursing spoke to you. There is the cliche, inner desire of wanting to help people of course, however, there is more to it than just that. As a nurse, you are challenged every day and pushed beyond your limits to new heightsRead MoreMy Personal Nursing Philosophy For Professional Nursing Practice808 Words   |  4 Pagesdefine, research and utilize the concepts that underscores my personal nursing philosophy for professional nursing practice. This paper also discusses the four metaparadigms of nursing with reference to professional practice. Nursing Autobiography I believe this about nursing, it is not just a profession, but merging of passionate and holistic care. My desire to become a nurse sprouted when I went for a mission trip to a Leprosy Hospital near my home town in India. There was still a social stigma againstRead MorePhilosophy Has Influenced The Development Of Nursing1572 Words   |  7 PagesPhilosophy of Nursing Philosophy has influenced the development of nursing. Philosophy of Nursing promotes the application of nursing knowledge and helps develop nursing theory and knowledge. Nursing theories and philosophies of nursing influence each other. Nurses designed Philosophy of nursing to explain the beliefs, role, and interaction with patients. Philosophy is the application of one s knowledge to different situations that occurs when practicing as a nurse. It changes the identities, beliefRead MoreNursing: Providing The Best Possible Care For Patients1457 Words   |  6 PagesPersonal Nursing Philosophy Nursing has developed from its original roots, to become a personal philosophy to those who practice it. This paper describes my personal philosophy of nursing that I plan to practice in my own personal career. I believe that nursing is founded on the principles of it being a helping process with a focus on interpersonal relationships between a nurse and someone else. Nursing not only involves treating an illness, but it also provides quality patient-centered care. My philosophyRead MoreNursing : Health Cooperation, And Personal Philosophy Of Nursing Care1339 Words   |  6 PagesPersonal: Philosophy of Nursing Care Introduction Nursing philosophies are used by many institutions and places of employment. It is important that student nurses and nurses read and gain knowledge from their facilities nursing philosophy. Philosophies give the nurse a guideline of how their facility defines the aspects of nursing and what is expected of them as nurses of that facility. It is essential for nurses to go back after they have graduated from nursing school and reread the nursing philosophyRead MoreMy Personal Philosophy Of Nursing1304 Words   |  6 PagesMy Personal Nursing Philosophy A nursing philosophy is concepts or values that a nurse embraces within his/her practice and allows these concepts and values to shape the way he/she practices nursing and drives the purpose of their nursing care. It is important for each nurse to develop his/her philosophy of nursing to be a purpose driven nurse. Each nurse will have his/her own nurse philosophy because each believes differently. Nursing philosophies might come from different understandings butRead MoreMy Personal Philosophy Of Nursing949 Words   |  4 PagesMy Personal Philosophy of Nursing My inspiration to pursue a career in Nursing began at a young age, after reading the biography of Florence Nightingale. I was in middle school, and intrigued at her courage, and dedication to care for the sick. As I entered college, and into a formal nursing education program, I still viewed nursing as, the care provided to another in need. Without my knowing, I was developing a philosophy of nursing for myself. As the years passed, I began to realize that nursingRead MoreMy Philosophy Of Nursing Philosophy1481 Words   |  6 PagesMy philosophy of nursing My own nursing philosophy arises from my Knowledge as a nurse, personal beliefs and experiences, I have gathered throughout the years from my interactions with diverse patient population and other healthcare professionals, while working in different setting as a nursing in the health care. This also addresses nurse s ethics, goal and values as it relates to my nursing practice. My Nursing Philosophy is based on five components: nursing, Person, environment, holistic careRead MoreMy Personal Philosophy Of Nursing1676 Words   |  7 PagesFor the purpose of the paper, famous philosophies and a personal nursing philosophy is presented, including the personal definitions of the four phenomena of nursing namely person, environment, health, and nursing. The said philosophy will then be compared to other professionally-acclaimed philosophies. Included in the discussion is the importance of a nurse’s role in providing health care to persons, family, and the society and how it is able to address problems in the face of cultural and spiritualRead MoreThe Philosophy Of Nursing Is The Essence Of A Successful991 Words   |  4 PagesThe philosophy of nursing is the essence of a successful health care practice. The idea of helping patients lies in the understanding of their needs. It is the approach that helps me to perceive the nature of a successful nursing practice. In fact, the best health care professionals are as people know them since they have their personal philosophy of nursing. Thus, the vast majority of patients trust such nurses and are eager to follow their recommendations on the medical interventions. The purpose

Can You Imagine a World Without a Superpower Free Essays

Coined by Dutch-American geo-strategist Nicholas Spykman in 1943, the political term ‘superpower’ is used to refer to a country with the ability to influence events or project power on a global scale. ’ It is difficult, if not impossible to envisage a world without a superpower. There are a number of reasons to support this assumption. We will write a custom essay sample on Can You Imagine a World Without a Superpower? or any similar topic only for you Order Now We begin with the first and most blaring- It is simply difficult to imagine a world without a superpower because history itself has shown that there has yet to come a time when one or more powers do not rise above its counterparts in terms of economic and/or political factors to the extent that they are able to impact various issues on a global level. From the ancient civilizations such as the Persian, Roman, Mongol, Portuguese and Spanish empires to the Russia during the Cold War and the USSR today, we have yet to observe a period of time when the world has observed an equitable balance of power. It can be argued that just because it has not happened yet, does not mean it will not happen one day. This is a firm basis for a counter-argument, however, it must be understood that in the foreseeable future, with more and more powers working towards this ‘superpower’ status (examples include China, Brazil, India and Russia), a world without superpowers is merely a sanguine, idealistic idea. Another issue that would make a world without a superpower a seemingly utopian concept is the difficulty of administrating such a world. Indeed, if no policing power (such as the USA) had the ability to influence global issues, the world would lack a clear sense of direction. Indeed, major decisions would probably be taken by a representative, multilateral body such as the UN (without a system of permanent seats). In such a scenario, it would be quite difficult to please all the parties involved and a conflict of interest would be inevitable. In a setup such as today, whereby the United States largely acts as the dominant political enigma, at least decisions are made and issues addressed. For example, in 1991, when the USSR was finally removed from its position as the dominant power of Eastern Europe, its surrounding sphere of influence fell into a spiral of economic and political despair. One can only imagine the repercussions if this happened on global level. According to Professor Niall Ferguson at New York University’s Stern School of Business ‘power, like nature, abhors a vacuum. In the history of world politics, it seems, someone is always the hegemon, or bidding to become it. ’ This idea proposed by professor Ferguson, is based on the theory that inherently, every country would like power. It is this elusive pull of power and all that it brings with it that would make a world without a superpower merely a product of idealism. How to cite Can You Imagine a World Without a Superpower?, Papers

People Work and Employment

Question: Discuss about thePeople Work and Employment. Answer: Introduction: There is no gain stating the fact that any private organization works with the ulterior motive of profit maximization. However, it is noteworthy here that employee health is a major factor that ultimately leads to organizational wealth. Hence, an organization must ensure that each of its employees is physically as well as mentally healthy enough to execute the tasks responsible for taking the organization ahead. In case the issue of workforce well-being is overlooked by the organization, it may eventually lead to absenteeism, reduced employee engagement and loss of productivity. Hence, as it can be understood from the case study, the management authority of an organization must respond to the employee health risks, if it is willing to sustain its business n the long run (Larson 2015). Discussion: A healthy, engaged workforce will always lead to organizational success, through increased rate of employee productivity and employee retention. As it can be understood from the case study, the HIV disease was not only affecting the well-being of the employees, but was also a huge loss for the South African economy, as a result of absenteeism and loss of productivity. Hence, John Standish White, the then General Manager of Goedehoop realized the importance of undertaking sustainability initiatives, if the organization was willing to retain its position in the coming years. As more and more young and middle aged youths, especially the semi-skilled employees started getting affected by HIV disease, it became absolutely imperative to promote and maintain the health of the employees so that they could work with greater efficiency and enthusiasm in future (Robbins et al. 2012). Identification of the Sustainability Initiatives and Their Authenticity: As HIV emerged as a huge threat to the life, health, well-being of the employee as well as the profitability of the organization, Standish White realized that such lifestyle diseases usually have a negative, lasting impact on the employee and the organizational performance (Merrill et al. 2013). However, in order to discover a solution, Standish White had to gain an insight into the root of the problem. Hence, the organization follows the initiatives, through a 3 step procedure: Research about the problem Communicate the problem Introduction of health programs (stbye et al. 2015) For the successful implementation of any sustainability initiative, a thorough research into the problem is required. Hence, Standish White visited a sex worker, got himself informed about the local sex industry that was leading to the spread of the epidemic in South Africa, and accordingly decided to undertake the initiatives needed to heal the disease. Standish White knew the change in lifestyle was primarily required to control the further spread of the disease, and consequently the organization started arranging meetings and interactive sessions that would help the employees become aware of the way their unhealthy sexual habits were taking a toll on their lives. Further, he realized that without an organized and systematic approach to the problem, the situation could not be brought under control. Keeping this in mind Standish White understood that convincing and persuading the employees about the need of maintaining healthy lifestyle could be possible with the formation of a stro ng team, and hence a team was formed that not only constituted senior managers, but also health professionals such as medical staffs and workplace health educators. Next, regular health check up became an integral part of the well-being program goals, and hence oral tests and other tests were also being arranged to ensure that the health of the employees is being examined, assessed and properly taken care of. Further, the authority also ensured that if the health report showed positive results, the employees were being motivated, and encouraged, and was being sent for further treatment. It is pointless to assume that the employees would be able to take care of their health issues on their own, hence offering financial assistance to the employees, and the introduction of free antiretroviral therapy was an impressive step taken by the organization (Bor et al. 2012). The initiatives undertake were absolutely authentic. The organization did not approach the problem on a random basis, but instead adopted an effective, organized method. John Standish-White formulated new staffing policy in the organization. He made it mandatory for the jobseekers to take on overall medical checkup before joining services of the firm. This ploy would help the firm to screen out the infected incumbents from the process and aboard only those who are tested with no symptoms if HIV/AIDS. This would help the firm to check contamination of the disease among the existing workforce and the recruitment team had made it obligatory to divulge about any AIDS symptoms while applying for a defined role (Ilies et al. 2016). Contribution of the Initiatives to Positive and Social Outcomes of the Employees: Goedehoop exercised a huge impact on the lives of its employees, by the effective adoption of the health programs. The sustainability initiatives adopted by the organization not only assisted the employees in restoring their physical health, but also provided them the moral support necessary to combat a fatal disease (Ganster and Rosen 2013). By employing smooth, effective communication with the employees, the organization succeeded in creating awareness among the employees regarding the cause, symptoms as well as the preventive measures of the disease. Usually, with the spread of an infectious disease, the employees usually start getting panic-stricken apprehending the possibility of their termination, but things were different with Goedehoop. One of the most important impacts of the initiative was that the management has already been able to streamline the infected workers from the large pool of resources. They understood that it might not be a viable idea for the management to dis charge them from services since doing so, would attract ire from various quarters. Goedehoop invested in treatment and care facilities for the infected employees, and this employee oriented approach to the problem certainly increases the motivation of the employees. Usually, people tend to have a negative and slightly pessimistic attitude towards sexually transmitted diseases such as HIV AIDS, which are often discarded and scorned as the poor mans disease. Consequently, this often leads to stark indifference that makes an employee remain ignorant of the cause of the disease, and hence get victimized by the same in future. Hence, Goedehoop organized campaigns and health programs that helped in creating greater awareness among the employees, while at the same changing the negative and contemptuous attitude of the society towards the victims suffering from the disease. This helped in increasing greater social acceptance, and hence encouraged the employees to come up with the HIV issue with less awkwardness, that in turn quickened the treatment procedure. However, confidentiality was not being always maintained, and those affected with the disease, might not always feel comfortable to discuss about the issues publicly (Goetzel et al. 2012). Difference in Outcomes from the Implementation of the Initiatives in Different Organizations: The adoption of these initiatives yielded huge benefit to Goedehoop, but it should be remembered that the implementation of the same initiatives in a different business situation or organization, might have different outcome. First of all, the organization in the cases study was financially strong enough to adopt the most effective strategy needed to help the employee stay aware, or get cured of the fatal disease. However, in case of many small scale organizations, the adoption of these cost-intensive initiatives, especially the health promotion campaigns would have implied a huge financial loss, that cannot be recovered easily, even if the complete health restoration of the employees was possible. It was being observed from the cases study that ART or Antiretroviral Therapy and nutritional supplements were provided to employees diagnosed with HIV at free of cost, however the organizations with less capital, would have incurred a huge loss because of the adoption of this procedure (Y un et al. 2016). Again, the public sector organizations at present are also implementing workplace programs for dealing with the problem of HIV AIDS at workplace. However, unlike the situation of the case study, the public sector organizations may fail to have an integrated and organized approach to the problem. The public sector organizations are likely to suffer from a lack of integration of HIV/ AIDS policies and programs, and it could have happened that instead of a joint effort to control the situation, the HIV/AIDS responsibility could be allocated to the junior staffs with limited skills and expertise, that may ultimately lead to the failure of the system. However, funding the medical expense would have been easier in case of the public sectors, and hence it might lead to greater success in terms of the dsease prevention and health promotion programs (Clemens and Cutler 2014). Conclusion: The management of Goedehoop Colliery was vulnerable to the challenge posed by HIV and AIDS regarding value addition to the shareholders. It is bound by public opinion. No business operation is alienated from the community and the firm in question is also socially responsible and hence the adoption of the effective programs is highly commendable. The active engagement of the management authority in ensuring employee health and well-being not only motivates the employees, but also increases their loyalty and retention rate. Reference List: Bor, J., Tanser, F., Newell, M.L. and Brnighausen, T., 2012. In a study of a population cohort in South Africa, HIV patients on antiretrovirals had nearly full recovery of employment.Health Affairs,31(7), pp.1459-1469. Clemens, J. and Cutler, D.M., 2014. Who pays for public employee health costs?.Journal of health economics,38, pp.65-76. Ganster, D.C. and Rosen, C.C., 2013. Work stress and employee health A multidisciplinary review.Journal of Management, p.0149206313475815. Goetzel, R.Z., Pei, X., Tabrizi, M.J., Henke, R.M., Kowlessar, N., Nelson, C.F. and Metz, R.D., 2012. Ten modifiable health risk factors are linked to more than one-fifth of employer-employee health care spending.Health Affairs,31(11), pp.2474-2484. Hancox, P.J., 2016. The Coalfields of South-Central Africa: A Current Perspective. Episodes, 39(2), pp.407-428 Ilies, R., Aw, S.S. and Lim, V.K., 2016. A Naturalistic Multilevel Framework for Studying Transient and Chronic Effects of Psychosocial Work Stressors on Employee Health and Wellà ¢Ã¢â€š ¬Ã‚ Being.Applied Psychology,65(2), pp.223-258. Larson, L.K., 2015.Employee Health--AIDS Discrimination(Vol. 10). Larson on Employment Discrimination. Merrill, R.M., Aldana, S.G., Pope, J.E., Anderson, D.R., Coberley, C.R., Grossmeier, J.J. and Whitmer, R.W., 2013. Self-rated job performance and absenteeism according to employee engagement, health behaviors, and physical health.Journal of Occupational and Environmental Medicine,55(1), pp.10-18. Mignano, J.L., Miner, L., Cafeo, C., Spencer, D.E., Gulati, M., Brown, T., Borkoski, R., Gibson-Magri, K., Canzoniero, J., Gottlieb, J.E. and Rowen, L., 2016. Routinization of HIV testing in an inpatient setting: a systematic process for organizational change. Journal for Healthcare Quality, 38(3), pp.e10-e18. stbye, T., Stroo, M., Brouwer, R.J., Peterson, B.L., Eisenstein, E.L., Fuemmeler, B.F., Joyner, J., Gulley, L. and Dement, J.M., 2015. Steps to health employee weight management randomized control trial: short-term follow-up results.Journal of Occupational and Environmental Medicine,57(2), pp.188-195. Robbins, J.M., Ford, M.T. and Tetrick, L.E., 2012. Perceived unfairness and employee health: a meta-analytic integration.Journal of Applied Psychology,97(2), p.235. Yun, Y.H., Sim, J.A., Park, E.G., Park, J.D. and Noh, D.Y., 2016. Employee Health Behaviors, Self-Reported Health Status, and Association With Absenteeism: Comparison With the General Population.Journal of Occupational and Environmental Medicine,58(9), pp.932-939.