Compare two modules Essay Example | Topics and Well Written Essays - 3000 words

Compare two modules - Essay Example After this there is a theoretical introduction to the concept of work in sociology, and then of emotion. There follows a broad examination of emotion at work, and then a more focused examination of gendered emotion at work. Finally there is a concluding summary of the ways that emotion and work link together, in theory and in practice, and how this relates to the all-pervasive concept of power in society. Section 1. Power and its conceptualisation. The study of human society invariably involves some consideration of theories of power, whether large scale, longstanding and overarching power such as that of patriarchy or smaller scale power as it operates between two individuals. Sociologists study how power operates in a range of situations from domestic, work and political spheres to any context where people interact with each other, since in a very general sense, it can be said that â€Å"all social relationships are power relationships† (Crossley, 2005, p. 215) We all influe nce each other at a personal level, and are tied up in a network of connections where power flows back and forth in fluctuating ways. Power permeates through society in many different ways, and not only through individual actions. ... Some power is inherited at birth through variables such as gender, race, class or culture and this is very often a hidden type of power, especially to those who wield it themselves. One of the most convincing conceptualisations of power is that of Foucault who writes about â€Å"technologies of power† which discipline and shape people in overt ways, but also in subtle ways, as for example when people internalise certain rules and practices, and adhere unthinkingly to a workplace norm. This hegemonic approach is highly relevant to the administrative systems that pervade the world of work, keeping people in order and ensuring that the goals of the organisation (or state, in the case of public servants) are constantly being advanced. Section 2. Work Human beings operate in society using physical, cognitive and emotional skills and the interplay of these skills within the power structures of their environment and with other human beings is a fruitful area of contemporary research. In the area of work there is in modern times an over-emphasis on rational, cognitive types of behaviour and an under-emphasis on emotion. Above all the workplace seeks to engender conformity on its workers, so that specific tasks can be completed efficiently and fast. The more smoothly workers submit to the dominant norms of the workplace, the more profits can be gathered in by the organisation. Goffman (1967) explains the harmony that generally exists between people in terms of concepts like deference and avoidance of shame or stigma. No workplace can ever monitor its workers 100% of the time, and yet by and large people interact productively and in tune with the needs of the organisation: â€Å"mutual conformity and respect lead to pride and fellow

Tourist Attractions Essay Example for Free

Tourist Attractions Essay Three of the biggest tourist attractions in Florida include Disney World and Discovery Cove. People from all over the world would come to Florida just to go to these parks. It does not matter what time of the year it is because these places are always crowded with families, loved ones, and teenagers. Disney World is the main attraction of Florida. The relaxing, serene setting is calming to its guests. The park has rides that everyone can enjoy. It is divided into different sections and each section has a different theme. Some examples include the Magic Kingdom, which houses Cinderella’s castle, and Tiny Toon Town where every little girls dream to be a fairy princess is achieved. In Toon Town, Cinderella, Snow White, Belle, and every fairytale character anyone can think of, can be found. One of the rides that can be enjoyed is Buzz Light Year Space Ranger. Buzz Light Year is the star of Disney/Pixars Toy Story. His mission is to save the toy galaxy from the Evil Emperor Zurg. The excitement goes on and it never ends. It is like everyone is in a world where there is joy, entertainment and laughter. Everyone is happy and nothing matters because everyone is at Disney World, a world of beloved characters, timeless tales and bold adventure (Walt Disney World). Disenys MGM theme parks main focus is on the movie and entertainment business. Within that park are so many exciting roller costar   and attractions. For example the Rock n Roller Coaster starring Aerosmith and Star Tours. One of the best is The Twilight Zone Tower of Terror. MGM also has live entertainment shows for the children like Play House Disney Live on Stage and Voyage of The Little Mermaid. The children will be amazed when they see these live entertainment shows because the same characters they see on television are right in front of them. Other attractions of Disneys MGM Studios are ATAS Hall of Fame Plaza, Muppet Vision 3-D, Journey into Narnia: Creating thae Lion, The Witch and The Wardrobe, The Magic of Disney Animation, and Walt Disney: One Mans Dream. Discovery Cove is definitely a place to visit if one is looking for a place to make some life long memories. It is a place to build memories and have some fun in the sun. Visitors are able to reserve meeting spaces such as the Unicorn and Black Stallion room. This park is based on animals from all around the world. Discovery Cove was created by Sea World, but does not come with the rides, or the killer whales. It is a place where families can go to enjoy and see the unexpected. It is where a person can find every animal he or she can think of. If a person is an animal lover, Discovery Cove would be the place to visit. Florida has many tourist attractions and this is why people from all over the world visit it every year. It does not matter where they would come from or what time of the year it is because it will be worth it. Also, it does not matter how old a person is because these parks are made not only for children. Adults can enjoy the rides, shows, and sights as well. Tourist attractions are very good places to spend quality time with loved ones. It is a place to make memories. It is a place to find a persons inner child again. References Walt Disney World. Walt Disney World Resort – Parks. Retrieved February 29, 2008, from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://disneyworld.disney.go.com/wdwi/en_GB/parks/parkOverview?  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   id=ParkOverviewPage

Overview Of Motivation And Its Theories Business Essay

Overview Of Motivation And Its Theories Business Essay Motivation has been a complex concept to define, because there are many theoretical approach towards the nature of human beings and about what can be known about people (Pinder 1998, p. 11). There are different perceptions and definitions of motivation. Sims (2002, p.55), defined motivation as the satisfying of the inner needs through actions and behaviours. According to him, motivation includes various mental and physical drives, combined with the proper environment that guides people to act in a certain way. According to Robbins and Coulter (1998), motivation may be defined as the willingness to put forward high levels of effort toward need. From this theory, Mullins (1996) has come up with the definition where he assumes that every person is unique and this uniqueness is demonstrated in one way or another via the various theories which influence workers control and behaviours towards a particular goal. He also identifies two factors about what gets people activated (arousal) and secondly, and what drives people to engage in the desires behaviour or choice of behaviour. The set of processes that arouse, direct, and maintain human behaviour towards attaining some goal. (Greenberg Barron, 2003, p. 190) On the other hand, Rabey (2000) defined motivation as a reciprocal process. We will give you something you want if you give us something we want. From the above definitions, it can be observed that every author has defined motivation from different viewpoint but they all have tried conveying the same message, that is, the individuals drive to do something at a particular time. Halepota (2005, p. 16) defines motivation as a persons active participation and commitment to achieve the prescribed results. From this theory, there is no single strategy that can generate guaranteed positive results all the time, since different strategies produce different outcomes at different times. It can be concluded from the above definitions that, motivation in general, is more or less mainly concerned with the different aspects that moves, leads, and drives human action or inaction over a given period of time. In other words, there is an invisible force that drives people to do something in return. Evolution of Motivation Theories The theories about employee motivation have greatly varied over the past century, from scientific management through the human relations movement, to the human resource approach. Scientific management: According to the scientific management theory workers see work as a pain and money is their main concern. Thus, it assumes that people will work hard and behave sensibly to gain their own personal objectives, that is, to maximise their own income first, rather than putting their effort towards the organisational objectives as priority. Human relations movement: According to this school of thought, managers should take into consideration the social aspect in the working environment because employees value social belongingness much more than money. Bendix (1956, p. 294), summarised this revolution by taking into consideration that failure to treat workers as human beings is regarded as the main cause of low morale, lack of interest and confusion. Thus, the Human relations model to this problem has come up with creating opportunities for teamwork and nurturing closer relations between management and employees. Human resource approach: This approach assumes that the Human Resource department plays an important role in the implementation of different types of rewards system in an organisation inorder to maintain the employee and organisation morale. According to Steer et al. (1996), the human resource model, human beings are motivated by a set of complex factors, including, money, need for affiliation, need for achievement, and desire for meaningful work. Therefore, it is the managements responsibility to learn how to tap such resources as employees are the reservoirs of potential talent. Scientific Management As per the Scientific Management theory (1911) which was proposed by Gilbreth and Taylor, the relationship between worker and the management is based on the low trust. However, he believed that higher salaries may contribute to cooperation between them. However this form of management is no longer as scientific as Taylor first suggested. Today workers are considered much more as humans than as commodities, as new management approaches focus on the human side of employment relations. Mayo and Hawthorne Studies According to the Mayo and the Hawthorne studies (1927-1932), human relations approach to management has become the main focus of managers (Bedeian, 1993). It was concluded that employees exert greater effort at work when they were not bossed by or being closely supervised by anyone. As such workers developed an increased sense of responsibility by themselves rather than expecting management imposing their set of discipline on workers. Moreover, interpersonal relationships and informal work groups greatly influence output, in the sense that workers felt themselves to be contributing freely and without force. Mayos conclusions were that money was a less influential factor and that group influences extensively affect individual behaviour towards output. In addition to this, workers were better motivated when they were having their social needs met at work (Robbins, 1998). Theory X and Theory Y Douglas McGregor (1960) had further contributed to the study of work motivation with his opposing motivational theories as Theory X and Theory Y. According to the theory X (McGregor 1989, p. 315), it is the management responsibility to set elements of rewards in order to motivate people and modifying their behaviours to fit the needs of the organisation. Thus, without the interference of management people would be be passive-even resistant- to organisational needs. Thus, workers must be persuaded, rewarded, punished, and their activities should be controlled. Conversely, the Maslows Hierarchy of needs emphasises towards the fulfilment of workers needs. Such an example is that Theory X may use a salary cut to motivate employees rather an increase in the salary. On the other hand, Theory Y postulates that people like to work; they are self-directed and they do not have to be threatened to work and they seek more responsibilities. In the framework of Maslows theory, Theory Y presume that , it is the social, esteem, and self-actualisation needs which are the driving forces that motivate employees. Given that traditional Theory X orientation is far more negativistic, Theory Y is rather widely used and accepted nowadays. Hackman and Oldham Hackman and Oldman (1980) put forward their Job Characteristics Theory as a three-stage model, in which a set of core job characteristics impact a number of critical psychological states, which can motivate the workers. The worker must have knowledge of the ultimate results of their work, experience responsibility for the work results and consider the work as important, as something which is generally valuable. As such the job itself must be designed accordingly to promote all the three psychological states. (Hackman and Oldham, 1980, p.81) suggested that the work should include five characteristics skill variety, task identity, task significance, autonomy and feedback, as shown in Figure, where the presence of certain job attribute motivates workers. Figure. The job characteristics model Source: web.njit.edu/~rotter/courses/hrm301/lecturenotes/hrm301-11. The job characteristic model identifies that adding certain elements to the jobs may alter peoples psychological state in a manner that boosts their work effectiveness (Greenberg and Barron, 2000). Thus, there is the need to redesign jobs through job enlargement, by increasing the number and variety of activities performed, while at the same time, redesign the jobs by increasing the employees level of responsibility and control. What can be deduced till now is that, the first theories of motivation have focused on the financial aspect as being the motivator. On the other hand, more recent theories such as Hackman and Oldmans Job Characteristics Model, has laid more emphasis on the content of work as a motivator. Content Theories of Motivation In this section, there are four prominent content theories of work motivation which will be analysed. The first two theories Maslows hierarchy of needs and Alderfers existence-relatedness-growth (ERG). Abraham Maslow is a humanistic psychologist that developed a theory of personality, which is valuable in the field of employee motivation. Then, there is the Herzbergs motivation-hygiene and Mc Clellands needs theory. Maslows Need Hierarchy Theory Maslows (1954) theory of motivation is one of the most well-known motivation theories called the Hierarchy of Needs (fig..). Robins and Coulter (1998) mentioned that Maslow envisages the workers needs in relation to a pyramid whereby people progress up the hierarchy as they successively gratify each level of need. The five basic kinds of needs are: psychological needs, safety needs, social needs, esteem needs, and self-actualisation needs. Thus, it is understood from this theory that managers must attempt to identify individual employee needs and promote satisfaction. If they do so, employees will progress toward self-actualization, permitting the organisation to be all that it can be (Sims 2002). Marchington Wilkinson (1995) argued that money act as a motivating factor for those at the lower level of the hierarchy, since these workers are low income earners. On the other hand, those already earning a higher income and have been able to satisfy their lower level needs can therefore proceed to the high order needs. However, this theory has been criticised for being vague and without ability to predict human behaviour. It also views individual needs as stagnant rather than dynamic. An example is, needs can change unexpectedly when subject to undesirable factors such as the effect of job loss on aesthetic needs. Figure.Applying Maslows Hierarchy on Needs Source: http://www.wiziq.com/tutorial/122744-Organization-Management-models-and-diagrams-for-presentations Alderfers Existence-Relatedness-Growth Theory (ERG) This theory of needs for existence, relatedness and growth by Alderfer (1972) is much simpler than the Maslows approach. According to Greenberg and Baron (2003, p.192), the five needs identified by Maslow corresponds with the three needs of Alderfers ERG theory. Alderfer specifies that there exist three main needs but these needs are not necessarily activated in any specific order. In fact, Alderfer claims that any need may be activated at any time (Greenberg and Baron, 2000).However, this theory has a frustration regression element which suggest that if a higher order need is frustrated, an individual will increase his level of desire for a lower level need. Such an example is, an individual is unable to meet the growth need, perhaps due to a restrictive work environment, thus, his desire for rewards such as money is likely to increase. Therefore the above two need theories, namely Maslows need hierarchy and Alderfers ERG theory, do not agree completely. However, they do agree that satisfying human needs is a vital part in motivating employees. Need Theories: A comparison Source: e-learning.mfu.ac.th/mflu/1203141/chapter7.html Herzberg Motivation Hygiene Theory Frederick Herzberg (1923) had close links with Maslow and believed in a two- factor theory of motivation. He identified hygiene factors which do not motivate but cause dissatisfaction in the employee and the other one are called the motivators which lead to satisfaction, comparable to Maslows higher needs (Jones and Jordan, 1982). Hygiene factors are all extrinsic factors found in the external environment, while motivators are all intrinsic factors which the employees attribute to themselves and to a certain extent, these factors correlate to Maslows esteem needs. According to Mc Kenna (1996), hygiene factors vary from motivators in the sense that a lack of adequate job hygiene will cause dissatisfaction. Therefore, it is important to ensure that the hygiene factors are correct, and the manager should manipulate the motivators by attending to job-content issues, like job enrichment (Johnson and Gill, 1993). Job enrichment entails redesigning jobs to make them more exciting and challe nging by allowing requirements to be made for increased responsibility and creativity. According to Adair (1990), the phrase job satisfaction arose from the work of Herzberg. In identifying a set of motivational factors, Herzberg made a distinction between long-term and temporary motivation levels. The motivators are long-term satisfaction and they are essential to intrinsic motivation (Deci and Ryan, 1985), which are also very similar to the Maslows esteem needs. On the other hand, the hygiene factors contribute to more life dissatisfaction and money cannot buy happiness (Kasser, 2002). They found that the lowest ranked motivator was an increase in salary because money do fulfil the requirement of the hygiene factor, but overtime are poor motivators. Since the hygiene issues are not the source of satisfaction, these issues must be in order to create a conducive atmosphere in which employee satisfaction and motivation are possible. However most practical studies with distinction made by Herzberg, show that salary, recognition and responsibility, for instance, have been seen both as motivators and hygiene factors (Maidani, 1991). Mc Clleland Theory of Needs David Mc Clelland proposed the three-needs theory: affiliation, power, and achievement, which serve as motivators in organisations (Robbins Stuart-Kotze, 1990). The first need is the need for affiliation which is same as to the Maslows social needs. This need gives rise to the desire of friendship; prefer to keep good relationship instead of competitive environment (Robbins and Coulter, 1998). As such, individual with a strong need for affiliation is likely to take up jobs which is characterised by a desire to belong to a particular group, or a concern about interpersonal relationships at work, such as counselling, customer service, and public relation. The second need proposed is the need for power. The need for power is indicated by a persons desire to control and the ability to influence people and their actions. As such, Mc Clleland and Burnham (1976) find that the acquiring and maintaining of power is an essential motivating process in organisations. The third need is the need for achievement, which refers to the individuals desire to success and obtain excellent results. People are highly motivated by challenge and competitive work situation (Stoner, et al. 1995). In view of the last two needs of Mc Cllelands theory, the Maslows influence can be seen as it is similar to the Maslows esteem needs, with power and recognised achievement come self-confidence and prestige. However to study the need for achievement, Herzberg and Atkinson developed the Thematic Apperception Test which determines the individuals score for each of the needs of achievement, affiliation and power. For the high achievers, money is looked upon as a symbol of achievement rather than an intrinsic motivating factor. In this theory, people with a high need for achievement are eager to obtain feedback on their performance and exhibit moderate levels of risk taking (Wood 1992). Financial rewards are not the key motivator and money is a form of feedback and recognition to them. Conclusion of the need theories Table . shows the relationships among Maslows, Alderfers, and Herzbergs theories of motivation. Table Conclusion of Need-Based Approaches Source: http://e-learning.mfu.ac.th/mflu/1203141/chapter7.html. Despite the obvious differences between need theories discussed, there are several points at which the theories intersect. On the other hand, the need-based theories share an innate weakness. They do an adequate job of describing the factors that motivate behaviour, but they tell us very little about the actual processes of motivation (Moorhead Griffin, 1995) Process Theories of Motivation Process theories attempt to identify the relationships between variables which give rise to motivation. According to Mullins (1996), process theories provide a further contribution to our understanding of motivation. They focus on why people choose to behave in a certain manner in order to fulfil their needs and also how they evaluate their satisfaction level after they have attained their goals. Expectancy Theory The expectancy theory was developed by Victor Vroom in 1964 and it has been further developed by Lyman Porter and Edward Lawler in the 1968, where it is believed that there is a direct correlation between performance and outcome and the reward for that outcome is defined. Therefore, this theory is concerned with the internal processes that an individual undergoes in order to decide whether he/she wants to put in additional efforts towards a specific goal (Robbins Stuart-Kotze, 1990; Stueart Moran, 1993; Server Wescott, 1983). Vroom suggests that there should be a link between effort and performance for an individual to be motivated (Droar, 2006, p.  2). According to Vroom, the three factors that should be considered when determining the effort put forth by an individual are: valence, instrumentality, and expectancy (Holdford and Lovelace-Elmore, 2001). The first variable valence, refers to the desire that an individual has to achieve a goal or to fulfill a need. The second one is instrumentality, whereby there is the belief that performance is related to rewards such as bonuses, piece-rate incentive system or sales commission plans. As such, the merit system, which is referred as the pay-for-performance may be carefully implemented. The third element, expectancy refers to the belief that an individual has about the relationship between effort and performance. According to Armstrong Murlis (1994), this theory is the most relevant one to reward practice. However, this theory also recognises that people are motivated by other different things (Robbins Stuart-Kotze, 1990). Therefore, it can be seen that there is no one theory which can explain everyones motivation. According to Marchington Wilkinson (1998), what motivates people depends on their perception of the attractiveness of the goal and its attainability. Figure provides an overview of the Expectancy Theory. Expectancy Theory: An overview Source: http://www.nwlink.com/~donclark/leader/leadhb_2.html#Vroom Equity Theory The Equity theory was developed in 1963 by John Stacy Adams and states that people will be motivated if people are treated fairly and equitably, and they would be demotivated if they are treated unfairly and inequitably. Employees evaluate their own input/output ratios based on their comparison with the input/outcome ratios of other employees (Carrell and Dittrich, 1978). That is, they will compare the ratio of what they put in (e.g. experience and effort) and what they get out of the job (e.g. salary and promotion) with what others are getting in a similar job. If an employee notices that another person is getting more recognition and rewards for their contributions, even when both have done the same amount and quality of work, then dissatisfaction will occur. As such, the employees will behave in ways to enforce equity (Cheung, 1997). Therefore employees will seek to reduce it, either by increasing performance to output when the perception is that of being over-rewarded or decreasi ng performance when they feel they are being under-rewarded or even leave the organization (Carrell and Dittrich, 1978). In light of the equity theory, it can be said that employees should be rewarded based on their performance and hard work, rather than on their seniority, for example. For instance, instead of receiving a bonus at the end of the year, the increase in salary should rather be based upon the employees performance so that employees may feel they are being treated equitably. As such, it is believed that employees contributing more to the organisation , should receive higher rewards. This belief is called the equity norm. Employees are the passive observers and they are aware of what is happening at their workplace. If they feel they are being exploited or treated unfairly, they might take the initiative to go on a strike or retaliate in other ways. On the other hand, when employees are being paid more than what they deserve, and they are actually receiving this higher pay, they tend to lower their work level to normal (Greenberg and Barron, 2000). Goal Theory The Goal theory or the goal-setting theory was initially developed by Latham and Locke (Locke Latham, 1990, 2002). According to Goldstein (1993), goal provides a sense of direction and purpose. Goal setting is simply defined as a specific outcome that an individual is striving to achieve (Alderman, 1999). Seijts et al. (2004), found that people with a specific high learning goal is effective in increasing a persons performance. That is, the more difficult the goal, the higher the level of performance expected. Feedback also help to identify the difference between what an individual has done and what they want to do and thus guide them as to how well they are moving ahead towards their goals. Also, according to Moorhead and Griffin (1995), when employees are given the opportunity to participate in setting their own goal, their efforts in achieving them will be greater when compared to the goals being assigned to them. Therefore the control tend to restrain motivation, while the individuals involvement in their own goal-setting task, creates a more productive environment (Kennish, 1994). In general, Locke and Lathams model of goal setting has been supported by several studies which suggests, it is a valuable approach concerning how the goal-setting process works. Reinforcement Theory Reinforcement theory was proposed by BF Skinner (1975), whereby he states that individuals behaviour is a function of its consequences. This theory emphasises on re-designing the external environment should be made suitable to the individuals and that punishment will actually lead to frustration and de-motivation. This approach explains the role of rewards in greater detail as they cause the behaviour to change or remain the same. Positive reinforcement refers to rewarding a desirable behaviour as this may increase the probability of outstanding behaviour occurring again. Praise and recognition are appropriate examples of positive reinforcement. Negative reinforcement is another way to influence behaviour, but the aim is to prevent an a negative action from being repeated in the future. Such an example may be negative feedback or reprimands. According to Skinner, a third way to influence behaviour is punishment, which decreases the probability of the behaviour from being repeated. Punishment is something unpleasant that an individual tend to avoid, and as a result, employees would be motivated to behave in the right behaviour. The last method of behaviour modification is lack of reinforcement. The idea behind this concept is that, if behaviour is not reinforced, it will decrease and soon be forgotten by the individual (Stueart Moran, 1993). Section 2 Performance Management Introduction According to Gilley and Maycunich (2000), performance management helps organisations maintain and improve performance, encourage greater consistency in performance appraisal and provide high quality feedback. Motivational approaches tend to boost up the workforce in order to attain the likely job performance. (Byham and Moyer, 2005). Referring to above theories which has been discussed above, it can be assumed that some theories do consider ways to increase motivation aiming at improving employees performance which will contribute to organisational goals. A motivated team and hard-working employees is essential to the success of the company. This is because performance will certainly suffer if workers lack motivation, resulting in poor productivity. Furthermore, job satisfaction has an important role in the improved performance of an employee. In other words, high employee job satisfaction implies improved performance of the organisation. Thus, this statement signifies that improvement may be achieved by providing people rewards and the chance to perform (Armstrong, 2003, p. 240). However, according to some experts, people consider work as a less significant aspect due to the fact that the new generation of the highly educated workforce want more prospect for development, autonomy, flexibility and work experiences (Hammett, 1984).They want to contribute fully in the work environment and respond unfavourably to rigid hierarchies. Thus, performance management is declared to be part of human resource management which can make the utmost impact on organisational performance (Philpott Sheppard, 1992). Creating and sustaining a high performance organisation Organisations go into business to create long term performance and values. According to Keith Owen et al. (2001), the ability of an organisation to maintain the delivery of quality products and services is essential to its long-term success. And this ability is a learnable organisational competence. From Performance appraisal to Performance management Performance appraisal and reward systems are based on the supposition that employees performance and motivation can be enhanced by establishing a clear link between efforts and reward through formalised and particular individual targets (Latham et al. 2005). As companies move towards the complex business environment, they will have to develop approaches to tackle various threats, challenges, internal and external problems and explore new opportunities simultaneously. Thus, these companies have to invest in the most vital element the performers. On the other hand, Sims (2002), has relate both performance management and the performance appraisal systems through the HRM systems. According to Sims (2002), performance appraisal is a process by which an employees contribution to the company during a particular period of time is evaluated. Performance appraisal acts both as an evaluation and a development tool. Moreover, it is a legal document which contain , both positive actions as well as deficiency and plans for the future development. However, the main disadvantage of performance appraisal system is that there is no mutually agreed goal since job description and performance appraisal does not correlate, arising the issue of unclear evaluation criterion (Grote and Grote, 2002). As such employees are reluctant to support this system because it fails to consider the human touch and employees job expectation diminishes. The organisations culture and empowerment Nowadays organisational culture has become popular compared to earlier times due to increased competition, globalisation and diversified workforce (Schein, 1992).According to Sammuto and OConnor (1992), culture is a vital factor which contributes to the success or failure of an organisation. Organisational culture is the sharing of values, thoughts and experiences with others Cummings and Worley (2001). As such, the shared culture encourages a certain level of stability among the members of the organisation. Organisational culture basically include the values, beliefs and ideas on what the organisation is all about, how its workforce should behave and how it defines itself in relation to its external environment. On the other hand, Leach, Wall and Jackson (2003) defined empowerment as a motivational state which comprises of having a personal choice over work behaviours and processes. Empowering employees may develop feelings that may help increase work motivation. Thus, workers may develop a can do attitude that reflects a feeling of confidence within themselves (Geller, 2001). However, empowerment is often misinterpreted and feared by traditional managers, because they may lose control and respect by sharing their power and authority (Kahnweiler, 1991). Pay and Motivation Pay is an important factor which encourages motivation, as individuals utilise it to satisfy their needs and wants. It also acts as a recompense for employees diligence and commitment. According to Cooke (1999) and Fisher (2005), money is the key motivator for employees. This statement concurs with that of Crystal (1970) who further asserted that money can be a motivating factor, but little money may have no effect. The use of monetary or other financial incentives in the classic work performance paradigm is based on the reinforcement theory. Performance-based pay is a compensation paid which varies with the individual, team or organisational performance, such as the merit pay, team incentives and profit sharing (Milkovich Newman, 2002). However, studies have shown that pay does not seem to boost productivity levels in the long term and money does not improve performance (Whitley, 2002).Instead, this can deteriorate employees attitude in which they work merely in the interest of high pay. Therefore, it can be said that pay is not the only main reinforcement as other non-financial factors such as rewards, social recognition and performance feedbacks are also found to be positive motivational factors (Smith Rupp, 2003). The job itself and motivation According to Redmond (2010), a well designed job is one which is appealing to the person performing the task, that is, it should be interesting, motivating and meaningful. Well designed task will obviously lead to a higher employee satisfaction which encourages the workforce to be more productive and help to meet business goals (Schermerhorn et al, 2005). Conversely, poorly designed jobs that lack adequate attention to the needs of the workers are known as the arbitrary groupings of activities (Campion Thayer, 1987, p. 78). Thus, in order to motivate employees, it is important to implement a flexible task system to provide job satisfaction (Redmond, 2010, p.2). Nevertheless, there are two major theories which have considered this approach to motivation. Firstly, the Herzberg theory, which has addressed to the design of individual jobs as a two-factor theory, on the basis that motivation, arises from the nature of the job itself, and not from the job situation or external rewards (Garg Rastogi, 2006). Secondly, Hackman and Oldman (1976) come up with the job characteristics model, which main focus was on the content and nature of jobs. Training and motivation Losyk (1997) considers training as a key motivator. Training is a way to learn new skill and behaviour and employees look upon training as a strong element of their career development as it makes them more marketable (Niemiec, 2000). The expectancy theory presents a framework for assessing, interpreting and evaluating employees behaviour in learning, decision-making, formation and motivation (Chen Lou, 2002). According to McCloy Wise (2002), learning is a vital factor which helps in contributing to both individuals and organisational performance.

Hucks Conflicted Nature in Mark Twains The Adventures of Huckleberry

Huck's Conflicted Nature in Mark Twain’s The Adventures Of Huck Finn Continuing what he had started in the first eleven chapters, Twain further develops Huck Finn's character through a series of events where Huck's decisions indicate his moral struggle. Adventures shows the dynamic movement of Huck's internal difficulty, illustrating his conflicted nature. As juxtaposition to the fantasy of Tom Sawyer's gang, Huck encounters real robbers and murderers on the wrecked Walter Scott steamboat. After hearing their plans, Huck tells Jim, â€Å"If we find their boat we can put all of 'em in a bad fix -- for the Sheriff ’ll get 'em† (262); despite his developing nihilism , Huck decides to trap the men by stealing their boat. Here Huck has drastically affected the fate of the men, whether it be dying or being arrested, and eventually he realizes his responsibility: â€Å"I begun to worry about the men...I begun to think how dreadful it was, even for murderers, to be in such a fix† (263). To remedy the situation in response to his sudden guilt, Huck employs (deceives) the captain of the ferryboat to rescue the men. Huck applauds his altruism, saying â€Å"I was feeling ruther comfortable on accounts of taking all this trouble for that gang, for not many would have done it† (265) but fails to realize his irony: â€Å" not many [people] would have† boarded the wreck in the first place, much less trapped the men. Regardless, Huck has shown he can act freely, but not free from his conscience, which will prove important later in the novel, specifically at the climax. Prior to chapter twenty-five, the king and the duke had committed mild schemes, towards which Huck had been indifferent; once they plan to swindle the Wilks girls’ inheritance, however, Huc... ...ndons his effort to escape society and its imposition (by becoming Tom Sawyer’s sidekick again). His conflicted nature serves as the novel’s tragic aspect: although he had resolved to decide his morality independent from society, Huck’s freedom will be limited once Aunt Sally adopts him, a result of his choice to comply with Tom instead of freeing Jim and leaving on the river, where they have both lived freely throughout the novel. Works Cited and Consulted Clemens, Samuel. Adventures of Huckleberry Finn. The Heath Anthology of American Literature. Ed. Paul Lauter, et al. 2nd ed. Vol. 2. Lexington: Heath, 1994. 236-419. Kaplan, Justin. "Born to Trouble: One Hundred Years of Huckleberry Finn." Mark Twain Adventures of Huckleberry Finn: A Case Study in Critical Controversy. Eds. Gerald Graff and James Phelan. Boston: St. Martin's, 1995. 348-359. Huck's Conflicted Nature in Mark Twain's The Adventures of Huckleberry Huck's Conflicted Nature in Mark Twain’s The Adventures Of Huck Finn Continuing what he had started in the first eleven chapters, Twain further develops Huck Finn's character through a series of events where Huck's decisions indicate his moral struggle. Adventures shows the dynamic movement of Huck's internal difficulty, illustrating his conflicted nature. As juxtaposition to the fantasy of Tom Sawyer's gang, Huck encounters real robbers and murderers on the wrecked Walter Scott steamboat. After hearing their plans, Huck tells Jim, â€Å"If we find their boat we can put all of 'em in a bad fix -- for the Sheriff ’ll get 'em† (262); despite his developing nihilism , Huck decides to trap the men by stealing their boat. Here Huck has drastically affected the fate of the men, whether it be dying or being arrested, and eventually he realizes his responsibility: â€Å"I begun to worry about the men...I begun to think how dreadful it was, even for murderers, to be in such a fix† (263). To remedy the situation in response to his sudden guilt, Huck employs (deceives) the captain of the ferryboat to rescue the men. Huck applauds his altruism, saying â€Å"I was feeling ruther comfortable on accounts of taking all this trouble for that gang, for not many would have done it† (265) but fails to realize his irony: â€Å" not many [people] would have† boarded the wreck in the first place, much less trapped the men. Regardless, Huck has shown he can act freely, but not free from his conscience, which will prove important later in the novel, specifically at the climax. Prior to chapter twenty-five, the king and the duke had committed mild schemes, towards which Huck had been indifferent; once they plan to swindle the Wilks girls’ inheritance, however, Huc... ...ndons his effort to escape society and its imposition (by becoming Tom Sawyer’s sidekick again). His conflicted nature serves as the novel’s tragic aspect: although he had resolved to decide his morality independent from society, Huck’s freedom will be limited once Aunt Sally adopts him, a result of his choice to comply with Tom instead of freeing Jim and leaving on the river, where they have both lived freely throughout the novel. Works Cited and Consulted Clemens, Samuel. Adventures of Huckleberry Finn. The Heath Anthology of American Literature. Ed. Paul Lauter, et al. 2nd ed. Vol. 2. Lexington: Heath, 1994. 236-419. Kaplan, Justin. "Born to Trouble: One Hundred Years of Huckleberry Finn." Mark Twain Adventures of Huckleberry Finn: A Case Study in Critical Controversy. Eds. Gerald Graff and James Phelan. Boston: St. Martin's, 1995. 348-359.

911

Monday 19th October English course work Ross Kemp in Afghanistan and 9/11 documentaries By Sophia Howkins Introduction:- In this essay I am going to compare both documentaries about Ross Kemp in Afghanistan and the 911 crash. Both of these documentaries are related as they both started because of the same reason. They are based on the real drama on the attack and life in the army. The war began on October 7, 2001; the aim of invasion was to find Osama Bin Laden. British and the U. S military launched in response to the 11 attacks in September, The 911 happened on Tuesday 11th September 2001 in the morning in the United States.Genre:- The first ever documentary was made in France 1895, there was no sound or colour it was just a moving image there was no editing used just a long take of a film. The word documentary comes from the word evidence and realistic approach means long takes filming life in true form and formative approach means editing montage (more aesthetically pleasing). Do cumentaries now are more formative approach not a realistic approach because they have more equipment to edit the documentary. Mock documentaries have caused scepticism in an audience so when it comes to true documentaries the audience don’t believe them.But most documentaries are based on true stories e. g. filming wildlife. Documentaries are thought to be educational and boring to some people. Ross Kemps documentary in Afghanistan is a typical documentary because of the subject war/political this documentary uses both formative approach and realistic because it has some editing in. And it is a moderated documentary; this documentary has informal interviews, the location of the shooting on a held hand cam, synchronous sound recording and voice over the filming. Context:-The film called Ross Kemp in Afghanistan is based on the war happening today, it is over the 9/11 attack on the twin towers. It has carried on over all these years and it started in 2001 and is still ongoing. The British army’s aim for the attack was to find Laden. The documentary Ross Kemp in an Afghanistan was Directed by John Conroy and Anuar Arroyo (2nd series) Produced by Matt Bennett. The two series involved Kemp and a small embedded film crew following troops fighting in Helmand Province, documenting their part in the ongoing Herrick.In the first series Kemp and his crew participate in the Vikings initial training in Britain for the deployment. They then visit the unit during their six month tour, filming both lives at rest and on fighting patrols in Helmand. The series finally covers their return to the UK. In the follow up series Kemp returns to Afghanistan to assess how the conflict has changed since his first visit in 2007. During the filming of the first series, in one engagement the crew were pinned down by fire from the Taliban, with Kemp nearly dying with bullets passing within inches.In filming the second series, Kemp runs into a possible minefield. The show was p raised for the closeness and realism of the battle footage, and is believed to be the first documentary of its kind filmed in. Audience:- The audience of this documentary is young lads who are deciding to join the army or who are already in it. The age audience is 16 to late 30’s. Audience has changed over the years because documentaries use more popular subjects which are attractions a younger audience. Typical audience over the years are mainly people who enjoy watching documentaries.Documentaries either educate or a hobby. Viewers may have a hobby and like to watch documentaries what interest them or schools use them for educational reasons. Narrative:- Ross Kemp in Afghanistan is about Ross Kemp the journalist and narrator doing a documentary on the war in Afghanistan. The documentary is about the soldiers lives in the war, how they miss their families and friends, the impact on the soldier’s families, the soldiers mental/physical health and how they work out and t rain and finally how the Afghanistan civilians feel about living in a war zone!This documentary is trying to show us that army life is not that good. When you watch the documentary it shows how lucky we are to have stuff which they don’t have or aren’t very good e. g. a shower and bed. It also shows that being in the army is quite scary because you don’t know if you’re going to live through the day or if you’re not going to see your family again. This documentary is being told by Ross Kemp and his filming crew, the crew films it life and Ross Kemp is the narrator. The British Army and the Taliban are involved in the war.I think this documentary is unique because it is actually educating us and showing us what it is really like in the war and it should teach people not to take advantage of what they have got. Representation:- There are many different groups represented in the text the first being the British Army. The British Army in this documentar y are being represented as strong and willing to fight for our country. It’s no all fun and happiness. The soldiers are hit emotionally because of what is happening around them. At the beginning they felt scared, act childish. By being in the army they change the way they act and think.The soldiers can’t wait to put all there training into action in the war zone. In this documentary the army are fighting for their country and the civilians of Afghanistan. When there on patrol they are grown-up and professional but in the documentary after their time on patrol when Ross Kemp interviewed them they were thinking of leaving the army because now they know it isn’t all fun being in the army. Their families have to keep strong for their soldiers. In the documentary there families were described to be nervous and anxious and loyal they don’t leave them they stick by their soldiers.The documentary had a mother interviewed about her 19 year old son who died on patr ol she was strong, devastated and distraught but she gave Ross Kemp a video of how her son died to go in the documentary. The civilians in Afghanistan were prepared to negotiate with the British Army but they never gave to much information because they were scared some think will happen to them. The cautions for the civilians are that they are in a middle of a battle zone. The Taliban’s were described as very tactical, strong well a d trained. Media Language:- Camera shots/lighting:-I am going to talk about a range of camera shots. Firstly in shot 1 the section uses both formative approach and realistic approach. It was a bird’s eye view shot and it showed that the land was deserted nothing was to be seen. The main focus more or less was central it showed how powerful a machine gun really is. The powerful feeling is emphasised because the weapon is closest to the camera. Secondly, shot 3 was a close up of Ross Kemp on the ground lying down. This shot made you feel clau strophobic and it gives you the Idea of the closeness of the soldiers and how they rely on each other a lot.Unlike shot 1 this shot does not use deep focus as Ross Kemp is to remain the central focus of this camera shot. We are faced with montage of shots of weapons, action shots, training and frontline Shot 4 was a medium long-shot. Ross Kemp and the soldiers was on the helicopter and the door was down the light was shining through and Ross Kemp walked out. The light was bright and it represented heaven or walking through the tunnel of death or as some people will say walking into the unknown because they don’t know what is going to happen once they step outside the helicopter.The connotations are to this shot is that it’s like death because they use the helicopter to take bodies back to England. In shot 7, it the mis en scene is contradictory uses an extreme close-up of a barbed wire this could have represented danger/keep-out or it was like representing prison for t he Afghanistan civilians or maybe it could be protecting them from danger. The barbed wire is dark and gloomy but there was a beautiful sunset behind the barbed wire. The lighting uses juxtaposition between the darkness/ danger of barbed wire and natural beauty of the sunlight.Costumes/Props/Sounds The costumes for this documentary where mainly army uniform which is mainly good because it camouflages the soldiers because the colours are beiges and browns and creams because of the desert colours. They will be recognised by their blood type which is sewed on to there arm of the uniform mainly because if they get killed they can be recognised There are lots of weapons in this documentary and whenever they’re in shot there in centre to look more powerful the weapons become the uniform.The documentary uses synchronous sound (Recording, happening with action) volume sounds increased to be more powerful and that your there and fear the feelings of the soldiers. The shouting of the s oldiers emphasises the chaos. Context:- The 9/11 documentary was based on the attack on the twin towers. The 9/11 attack were a series of coordinated suicide attacks by al-Qaeda upon the United States on September 11, 2001. The location’s of the attacks were New York city Arlington County, Virginia and near Shanks Ville, Pennsylvania.The types of attack were Aircraft hijacking, Mass murder and Suicide attack. It killed 2,976 victims and 19 hijackers and injured 6,000. Both buildings collapsed within two hours, destroying nearby buildings and damaging others. The hijackers crashed a third airliner into the Pentagon in Arlington, Virginia, just outside Washington, D. C. The fourth plane crashed into a field near Shanks Ville in rural Pennsylvania, after some of its passengers and flight crew attempted to retake control of the plane, which the hijackers had redirected toward Washington, D. C.There were no survivors from any of the flights. Audience:- The audience for this docume ntary is a little bit different to the audience from Ross Kemp in Afghanistan, mainly because this documentary is more aimed at firemen or young people wanting to join the services but the Ross Kemp is for soldiers. Narrative:- 9/11 was originally based on a probe fire fighter called Tony. The documentary was meant to be about a boy becoming a man from his job at an early stage into it. The directors for this documentary were two brothers called Jules Naudet and Geodeon Naudet.They didn’t mean to record the 9/11 attack. It was an accident. The plane was that low it caught everyone’s attention, including the two brothers filming. Planes are never seen around the area of the twin towers. This documentary has real live footage from the horrific terrorist attack. There is emotional footage and interviews with fire fighters who showed their feelings about the attack. A number of them said ‘they would have to learn to love the job again’ because of what they all had to go through, digging to find either dead people or survives.Everybody lost someone or someone’s close to them because of the attack 9/11 but even though the firemen thoughts were about the safety of their family, they were still determined to save other civilians with the help of the support of the public. Most of the fire fighters had flashbacks of what happened that very day. In the documentary, throughout the attack on the twin towers news broadcasts were shown on the news, either from the location or pictures from the viewers. They were edited to fit the documentary to show different sides of the attack.The 9/11 and Ross Kemp in Afghanistan have some similarities. They both used hand held cameras to shoot the action happening around them. In the Ross Kemp documentary they had a helmet camera too. Also they both shoot on the location which the documentaries are about. Both firemen and soldiers while being interviewed questioned their jobs after and while the attack were happening. On the other hand both documentaries have some differences, while the firemen and soldiers were being interviewed they both had different approaches. The 9/11 used formal interviews.They interviewed the eye witness after the attack but in Ross Kemps documentary the interviews were informal they recorded on the location while the attack was happening. Both of the documentaries have different cultures for example the two French narrators expressed their emotions by hugging and kissing each others heads but the American firemen just hugged each other and shacked each others hands. They showed their emotions differently. Representation:- There are many different groups represented in the 9/11 documentary. The first being New York firemen from ladder 1.At the beginning they were relaxed and joked around with Tony teasing him. On the job they was represented as serious, brave and professional firemen, while the attacks were happening they seemed shocked, distraught and sel fless fore example one firemen leaned over one of the film-makers to keep him safe and he didn’t care about him self. He risked his own life to protect another civilian. All of the firemen were very emotional and had open feelings after the attack. Secondly the civilians who were represented as disbelief and shocked, people idn’t have a clue what was going on, Felt helpless that they couldn’t do nothing, They also felt concern for others around or in the buildings but for them self’s too. Thirdly the film-makers, they shared the same emotions as the civilians such as scared, helpless and they also panicked but they were brave and for the others they put on a straight face. Also they was respectful because there were two people on fire and they never filmed it but they said’ to my left there are two people on fire it doesn’t feel right to film it’.They were professional because they focused on filming and let the film-maker take over. The filming was by two brothers which had different culture to the American. Their emotions are more open than the American’s. They were loyal, loving and caring towards each other. The Ross Kemp in Afghanistan and the 9/11 have a few similarities. They both risked there life’s and are seen as hero’s or angles but also they joke around but remain professional when it counts. The documentaries were both filmed on the location and they both risked their lives to get real footage of the war and attacks.Also the both documentaries have some differences. The firemen are there to save life’s and put out fires but the soldiers are there to kill there targets and protect the civilians of the country there fighting. The firemen are more emotional than the soldiers because if someone died in the army in the war zone they have to leave the dead soldier and carry on with the job but the firemen will carry them or take them to safety. The 9/11 attack was unexpected bu t the Ross- Kemp was planned. Media Language:- Camera Shots:-Camera shot one is a pan shot of the people in the street around the twin towers. This shot shows how the attack effected everyone even tourists. Also it showed all the different life styles from business men to mothers. This shot allows the audience to see the twin towers and how it affected everyone there. This camera shot is a worm eye view shot. This shot shows how large the twin towers and buildings around are but at this point none of the towers had been touched yet. This shot gives us an impression that the twin towers are powerful and the status is looking up at them.Camera shot three, is a close up of the firemen. The reason for this shot is to show the emotions of the firemen, which were shocked and anxious. Also to show their expressions, this shot could represent the firemen asking god for help or they were looking up to heaven, also it could suggest death! This camera shot is of the American flag. It is a medi an low angle shot. This shot of the flag could represent power, pride for the country or maybe it’s a symbol. When the flag was shown it was meant to show joy and pride but after the attack the joy died.Tony the probe had to raise the flag everyday and pull it down every night to show respect, that they still think about there friend who died in a fire trying to save someone. After the attack on the twin towers Tony had to pull down the flag to show joy that none of his brothers died from the firehouse but he didn’t want to raise or pull it down again because of all the death that happened that day. Camera shot five is of both twin towers but one has already had the plane crash into it. This shot is a median long shot it also has some mis en scene in it, there’s smoke paper and mist in this shot.The paper is flying around in the air coming down to the ground and settling also the smoke shows confusion because people couldn’t see where they were going but there was daylight through the top of the sky before and after the attack. There was blue sky one side and the other side dear focus onto one tower at this moment the other tower wasn’t touched at this stage. The paper and ashes could show and look like bodies burnet. The paper could also indicate to being confetti but confetti is to celebrate and it represents happiness but in this documentary it’s about death. Camera shot 6 is a long shot of after the attack.All of the people who were in the attack looked the same because of the ash, this could suggest that everyone is the same underneath but also it could show that all of the civilians have experienced the same thing. While the ash was falling down to the ground it looked like snow this is ironic because snow is associated with Christmas which Is a time of good will and cheer. Costumes/ Props:- Again the 9/11 only had one costume. Which was the firemen’s uniform, wearing this uniform it gave the firemen sense of pride and a sense of unity and togetherness, because in the 9/11 documentary the firemen talked about being brothers.The uniform also was protective in case of an emergency. It also gave them power wearing the uniform, the people of New York and from all over looked up to the fire-fighters for all there hard-work and effort. If the firemen got lost or hurt they wear badges with there fire stations and ladder they work at so people can recognize the fire-fighters, this is similar to the soldiers from Ross- Kemp documentary and the way they have the regiment and battalion they belong to, on their uniform. Compare to the soldiers the way that their uniform gives them a sense of pride and unity.The civilian’s clothes reflected that there were people from all over the world from different cultures and countries. This emphasises how it had an impact on everyone not just New-York civilians. The clothes of the civilians mirrored the destruction of the twin-towers as clothing got torn and tatty further on in the documentary. There were some props. Mainly there was paper floating in the sky from the building also there was business men with brief-cases and woman with shopping bags and pushchairs plus cameras and phones from all of the civilians.

Foreign bank penetration to Nordic countries

Lars Engwall, Rolf Marquardt, Torben Pedersen, Adrian E. Tschoegl Journal of International Financial Markets, Institutions and Money 11(2001) Word count 1064 Foreign bank penetration of newly opened markets in the Nordic countries Abstract Current essay is based on the research article of Lars Engwall, Rolf Marquardt, Torben Pedersen and Adrian E. Tschoegl. The authors' research examines the role of foreign banks in Nordic countries, focusing particularly on four countries – Norway, Denmark, Finland and Sweden.The authors reviewed regulations on foreign bank entry that may have limited the presence of foreign banks in 1970s and how the removal of barriers influenced the method of entry, as well as on survival factors. The policy of liberalization played an important role in providing new services and stimulating competition and efficiency in the domestic market of four countries. 1. Introduction The aim of the article is to determine the evolution of foreign banks in the banki ng system as a whole.On the basis of the research three hypotheses related to determinants of the foreign bank sector's share were formulated. Tschoegl (2002) identified that the Norwegian case has a number of useful characteristics in banking system. Primarily, it is a clear and recent starting point for the entry of foreign banks. Second, there is an interesting mix of entrants and abstainers, and entry strategies. Third, enough time has elapsed that one can start to observe failures and survivors.The reviewed literature is essential in Justifying the research on the topic and provides useful definitions on liability of foreignness and major sources of problems in Foreign Direct Investment ( ) However, a briet review ot liberalization history ot he Norwegian banking system and especially policies towards foreign banks, which in turn affected on entry and survival picture, could be useful. Tschoegl (2002) noted that Norway had a long history of closure to foreign banks. In the foll owing section, I consider 3 hypotheses introduced by Engwall et al. (2001).Section 3 will focus on methodological issues applied in the testing of the model. The paper ends with a few concluding comments. 2. The hypotheses H 1: the longer foreign banks have been present, the larger their market share. There is an assumption that the time trend affected on the market share of foreign ntrants. Engwall et al (2001) claimed that new foreign ventures faced liability of foreignness that had three aspects. Based on the studies of Choi et al. , (1986, 1996) the cost of operation at a distance was asserted to have less effect on expenses in banking at a distant.The issues such as operating in unfamiliar environment and establishment of relationships with clients are cases of FDI (Tschoegl, 1987) that require a long time period to build proper performance and increase the market share of foreign banks. Grosse and Goldberg (1991) suggest that FDI has become ore regional, and to benefit from re gional specialization banks should acquire specific knowledge and experience. Thus, middle-range theories state when already active in a specific region, foreign banks are likely to expand in that same region.Factors like past colonial links, language or other similarities that do not overlap with regional groupings may then become less important. H2: the market share of foreign banks should expand with a trade deficit and contract with a trade surplus According to Tschoegl (2002) the foreign banks essentially provide a fringe service ied to import trade and related activities. Likewise, Goldberg et al. , (1989) found that international trade is intensive in its use of financial services and those financial services tend to be exported along with goods.