A Study Into Their Feeding Preferences - 1348 Words

The importance of bees to our agriculture merits a study into their feeding preferences. Bees pollinate a large proportion of crops and without them there would be a rapid decline in crop production. The connection between bee feeding preferences and flower pigmentation is examined using Viola cornuta. Three color variations were used including dark violet, light violet, and white flowers. Each variation was observed for ten minutes in one minute intervals and this was repeated in ten different trials starting at 1:00PM at Tallahassee Nursery. The trend resulting from the data showed strongest preference for the most pigmented dark violet flowers and weakest preference for the least pigmented white flowers. There are many factors to take†¦show more content†¦On the spectral range chart for bees a large portion of their visual range is shades of blue and purple (Riddle, 2016). The aim of this study is to observe how color affects the feeding preferences of bees in the wild. The spectral range of the bee suggests that bees will prefer violet colored flowers and more specifically highly pigmented violet flowers. Due to this it is suspected that bees will prefer to feed on dark purple colored Violas cornuta over the light purple and white varieties of Viola cornuta. It could also occur that bees will feed equally across dark purple, light purple, and white Viola cornuta color groups. Methods Three pigment levels of Violas cornuta including dark violet, light violet, and white flower variations were used. In an outdoor nursery setting the plants were studied in five by five rows of plants and the plots were located next to each other. A total of thirty minutes was spent observing the plants at the set time of 1:00PM. Each pigment variation was observed for ten minutes in one minute intervals. The number of bees that land and feed on the particular variant being observed was recorded. The mean number of bees on each pigment variation after ten observation periods was calculated. A one-tail ANOVA and a post hoc Tukey test was used to analyze the data. Results The total number of bees present on a color variation (dark violet, light violet, and white) observed across ten trials is shown in Figure 1. TheShow MoreRelatedFood Texture And Taste Effect On Acceptance And Preference Of Food932 Words   |  4 PagesVegetables, and Noncore Foods Tried at Age 14 Months and Food Preferences, Dietary Intake Patterns, Fussy Eating Behavior, and Weight Status at Age 3.7 Years† by Mallan, Fildes, Magarey, and Daniels, they study the exposure to higher amounts of vegetables, noncore foods (low nutrients) and fruits at 14 months of age to see if it is connected to the consumption of these foods, as well as to the child’s preference for these foods. The authors also study these higher exposures to fruits, noncore foods and vegetablesRead MoreBreastfeeding : Eating And Emotional Diet, And Childhood759 Words   |  4 Pageswhen the infant begins breast feeding, and later, consuming solid foods. When the child begins breast feeding, more characteristics of eating behaviors begin to be shaped. Breastfeeding an infant has been identified as being protective against obesity, by increasing variety of taste exposures to foods in breast milk, and also allowing the child to learn self-regulation of eating patterns that complement their hunger needs and perception of fullness. These two feeding mechanisms in utero and duringRead MoreStudy Area Of East Harbor823 Words   |  4 PagesMethods Study Area East Harbor is a 291 hectare back-barrier salt marsh and coastal lagoon that is located within the Cape Cod National Seashore (CCNS), in Truro Massachusetts (Thiet et al. 2014a; Thelen Thiet, 2009). The East Harbor system was artificially isolated from the Cape Cod Bay in 1868 when the original 1000-ft wide inlet was diked due to the construction of a causeway for use by trains and automobiles (Portnoy et al. 2006). In 1894, a drainage system was installed that allowed freshwaterRead MoreThe Anxiety Of Lithium Chloride Causes Mild Illness1343 Words   |  6 PagesIntroduction Animals can be conditioned to display or not display a variety of behaviors and emotions, including taste preference. This form of conditioning has even been successfully done in humans by using rotation-induced motion sickness after consuming either a familiar or unfamiliar flavored beverage to create a distaste for the beverage (especially the unfamiliar flavored one) (Arwas, Rolnick, Lubow, 1989). A very common way to teach rats to dislike a certain taste is to give them injection(s)Read MoreThe Benefits Of Breast Feeding902 Words   |  4 Pages The Benefits of Breast Feeding Since the invention of formula mothers have had trouble deciding how best to go about feeding their children. Each mother has their own preferred feeding technique, some of whom chose to use both feeding methods depending on the situation. For some mothers breast feeding is not a viable option for reasons such as lactation issues, busy schedules, and secondary care givers (Health Psychology). For those mothers whom are able and willing to breast feed theirRead MoreChildren And Food For Children1496 Words   |  6 Pagesgive you no explanation as to what it was, and tell you to eat it, would you? Most sane adults would not; at least not without being given any further information. Yet this is the exact scenario many parents put their young children through when feeding them. Naturally, just as an adult would, infants and toddlers object to this practice and put up a fuss. They want to touch, mash, spread, and play with their food before consuming it. However, many parents are frustr ated and aggravated by the messRead MoreThe Benefits Of Breastfeeding For Mothers875 Words   |  4 PagesThe Benefits of Breastfeeding Since the invention of formula mothers have had trouble deciding how best to go about feeding their children. Each mother has their own preferred feeding technique, some of whom chose to use both feeding methods depending on the situation. For some mothers breastfeeding is not a viable option for reasons such as lactation issues, busy schedules, and secondary caregivers (Health Psychology). For those mothers whom are able and willing to breastfeed their infants thereRead MoreA Necessary Prerequisite For A Full Understanding Of Any Species Behavior Includes Possessing Comprehensive Knowledge Of Their Respective1019 Words   |  5 Pagesfuller understanding of both species’ behavioral responses to various food sources. Introduction: While taste preferences across both species’ and individuals are often quite variable, a well-founded base of knowledge of these sensory preferences can play a key role in understanding a species feeding behaviors. To gain a fuller understanding of the feeding patterns and preferences in both the flesh fly, Sarcophaga bullata, and the human, Homo sapiens, we conducted experimental analysis to determineRead MoreEffects Of Obesity On Children And Adolescents854 Words   |  4 Pagesperson’s behavior. During infancy defined as birth to 24 months, a parent or guardian is in charge of a baby’s nutritional needs because the infant is unable to do so on its own. However the risk of obesity can be seen through parental feeding behaviors such as breast feeding or a powdered formula in a bottle. This risk can be seen through the differences in weight trajectories due to the family’s socioeconomic status(SES); based on a family’s occupation, education, and income. â€Å"Mother’s who belongedRead MoreFood Industry : A New Problem For Society1014 Words   |  5 PagesHas anyone ever counted how many food advertisements people see in a day? Food industries compete to get customers attention with low prices and bigger portion. To sell as much as possible, they research customers needs and preferences and approach customers in that way. In fast food restaurants, customers make a long line to order, and while waiting, they watch many tempting advertisements ab out: how cheap, how big, and the latest menu. Environmental activist and cultural critic Wendel Berry

Essay about Week 1 Quiz - 1488 Words

1. Question : (TCO 1) Which of the following is a mental process? Student Answer: INCORRECT thinking feeling reading CORRECT a and b Instructor Explanation: See Chapter 1, p. 4 Points Received: 0 of 2 Comments: 2. Question : (TCO 2) Because Timothy was laughed at by his second grade peers, he was reluctant to speak out in class. This is a demonstration of which goal of psychology? Student Answer: INCORRECT describing behavior CORRECT explaining behavior predicting behavior changing behavior Instructor Explanation: See Chapter 1, p. 5 Points Received: 0 of 2 Comments: 3. Question : (TCO 1) Research has shown that watching aggression on†¦show more content†¦Student Answer: CORRECT create a realistic situation with genuine reactions protect the public from unpleasant research realities protect participants from being harmed prevent sample bias, ethnocentric bias, and experimenter bias Instructor Explanation: See Chapter 1, p. 14 Points Received: 2 of 2 Comments: 12. Question : (TCO 2) Researchers can isolate a single factor and examine the effect of that factor alone on a particular behavior through use of a(n) ________. Student Answer: CORRECT experiment correlational study biological study descriptive study Instructor Explanation: See Chapter 1, p. 16 Points Received: 2 of 2 Comments: 13. Question : (TCO 2) Observing the activities of 3 year old from a hidden location within their daycare would be an example of the___________ type of research method. Student Answer: Correlational Experimental CORRECT Naturalistic observation Survey Instructor Explanation: See Chapter 1, p. 18 Points Received: 2 of 2 Comments: 14. Question : (TCO 2) _____ are manipulated; _____ are measured. Student Answer: Dependent variables; independent variables Surveys; experiments Statistics; correlations CORRECT IVs; DVs Instructor Explanation: See Chapter 1, p. 16 Points Received: 2 of 2Show MoreRelatedWeek 1 Quiz1055 Words   |  5 Pages------------------------------------------------- Top of Form Week 1 Quiz | 100.0 Points | Question 1 of 25 | 4.0 Points | The higher the profit of a firm, the higher the value the firm is assured of receiving in the market. | | | | A. True | B. False | | Answer Key: False | Question 2 of 25 | 4.0 Points | Which of the following is not a primary source of capital to the firm? | | | | A. assets | | | | | B. common stock | | | | | C. preferred stockRead MoreECON 312 Week 1 Quiz1974 Words   |  8 PagesECON 312 Week 1 Quiz 1. (TCO 1)  The general concern of economics is with the study of the 2. (TCO 1) The term  scarcity  in economics refers to the fact that 3. (TCO 1) Are the goods that businesses offer for free to consumers also free to society? 4. 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Organizational Challenges in Nz-.com

Question: What are the some of the current challenges facing Organisations in New Zealand today? How can a strategic approach to Human Resources Management HRM and Industrial Relations (IR) aid organisations to gain Competitive advantage? Answer: Introduction The essay is based on the analysis of the different challenges that are faced by the organizations in New Zealand in the recent years. The country is facing many issues since the year 2014. These issues include the economic issues, issues related war and terrorism and many more. The most prevalent economic issues in the country are related to poverty and the gap that exists between the poor and the rich people of the society. There are many other issues that are faced by the people of New Zealand which includes the problems arising due recession, the spending of the government (Zorn, Grant Henderson, 2013). The shortage of housing facilities for the citizens of the country and the increasing debts are other important issues in New Zealand at the moment. Global warming, absence of values and empathy in the citizens of the country have proved to be the major problems in the country. Discussion New Zealand is facing high rates of unemployment in the current situation, which is one of the major problems that are faced by the organizations and the people of New Zealand as well. The main problem is that there are many number of jobs available in the country, however the organizations are unable to afford the employees with their present resources. The poverty levels in the country have also increased in the recent years. The job market in New Zealand is mainly dominated by the small sized and medium sized organizations. Around 60% of the total employment opportunities that are available in New Zealand are provided by the small and medium sized organizations (Albrecht et al., 2015). The supply of funds in New Zealand had shown an increase till the year 2008, however this supply has declined after 2008 and has become stable in the recent times. The supply of money in the country impacts the capability of the organizations to pay the salaries and wages to the employees. The debt of New Zealand is increasing steadily over the years after 2006. This has affected the ability of the people to meet their basic needs including food and housing. The debt has increased by 38% in the years between 2009 and 2011 (Alfes et al., 2013). The credit rating has also decreased in the recent years and this has compelled the country apply for loans at interest rates that are much higher than the normal times. New Zealand is heavily dependent on the other countries for its needs of oil and the crisis in this import facility poses a threat towards meeting the basic needs of the people. The managers of the organizations in New Zealand face many problems related to the lack of funding and the inability to meet the needs of the employees in the organization. Another big challenge faced by the organizations in New Zealand is the diversity factor. The main challenge towards inclusion and diversity in the organizations in New Zealand is the problem of bias. About 48% of the organizations in New Zealand identify bias as their main concern towards diversity (Gelens et al., 2014). The primary concern of the management of the organizations is the unconscious bias towards the employees. This hampers the process of inclusion and diversity in the organization. Organizations in the public sector are more affected by the bias problem. The gap in the payment of the employees based on their gender is another problem that arises due to the problem of bias. The other issues that impact the diversity in the organization are the wellness and wellbeing of the employees. The issue relate d to the diversity in the private sector organizations is the flexibility. The increasing age of the workforce of the organizations affects the operations of the company (Zorn, Grant Henderson, 2013). The issue of aging workforce in the organizations in New Zealand have increased in the recent years. The workers with the age above 65 years are increasing rapidly. 23.3% of the total population of New Zealand is under the aging category. The regional variations between the employees is also high and the people in some regions are found to ageing faster as compared to the other regions. The population of New Zealand has been found to be ageing swiftly and they tend to stay in the organizations due to the lack of options or necessity. This has posed a challenge on the organizations and they do not have any particular policies that can address this problem (Kulik et al., 2014). This has reduced the flexibility in the organization and strategies need to be developed by the organization to address this issue. The organizations need to engage with the employees and the work process to improve the productivity. Human resource management or HRM is related to the functions of both private and public sector organizations, which is related to the recruitment, selection and training of the new employees. Many responsibilities are related to the HRM of an organization as discussed further. The staffing function is performed to ensure that the right amount people with adequate skills are employed in the recruitment process. The development of the employees to increase their productivity and effectiveness is another major function of the HRM department (Henderson, Cheney Weaver, 2015). The amount of compensation that is to be provided to the new employees according to the skills and the knowledge that they possess is decided by the HRM department of the organization. The issues related to the health and safety of the organizations is the responsibility of the HRM department. In the changing business environment, the HRM department has to play some new roles as well. These roles include the strateg ic decision making of the organizations and the HRM measurements that are used to measure the value of the employees (Jackson, Schuler Jiang, 2014). On the other hand, industrial relations have posed as a complex issue for the organizations. The industrial relations refer to the relation the employers have with the workforce of the organization. The relationship of the employees with the management is defined by the term industrial relations. The industrial relations within an organization are managed by the HR Employee Relations Manager of the company (Jackson, Schuler Jiang, 2014). The policies and procedures of the company required to maintain the relations with the employees are designed by the HR Employee Relations Manager. The disputes that arise in the organizations related to the employees are also managed by the Employee Relations manager (Kehoe Wright, 2013). The healthy industrial relations within an organization contributes in the success of the organization. The different aspects of the organization that are affected by the industrial relations are uninterrupted production which is the main function of an organizat ion. The healthy relationships within an organization impacts the production of the company. The disputes related to the industry are also reduced with the help of healthy relations with the employees. The morale of the employees working in the organization remains high if the relation with the employees is good (Kim et al., 2014). This factor will help in increasing productivity and thereby motivating the employees. The mental orientation of the employees towards the organization is another factor that impacts the productivity and this is ensured by the good industrial relations. The wastage of the materials, workforce and machines is reduced and the productivity is increased with the help of the industrial relations with the employees (Sawitri Muis, 2014). The industrial relations within the organization and the functions of the human resource department are linked with each other in many ways. The functions of the industrial relations are to defend the labour interest and thereby the interest of the management (Marler Fisher, 2013). The role of the HRM department is also to ensure the interest of the labour and the management. However, the most important function of the HRM department is related to the recruitment and the selection process of the employees and training them as per the requirements of the organizations. On the other hand, industrial relation does not play any role in the process of recruitment and selection. The recruitment and selection process of the organization is not related in any way with the industrial relation. It can therefore be said that the role of the industrial relations comes into play after the HRM function (Mitchell, Obeidat Bray, 2013). The main problems that are recognized in the management of the organizations of New Zealand are mainly the lack of diversity in the organizations, lack of enough funds to pay the salaries and payment gap due to gender bias. The HRM department and the industrial relations department of the organizations can play an important role in solving these issues. The HRM department of the organizations have an important role in the strategic management. The strategies need to be formed so that the gender bias can be reduced and the organizations become more diverse. The lack of funds has occurred due to the fall in the economy of New Zealand. This problem can be solved by maintaining good industrial relations with the employees and motivate them to be more productive so that the revenues increase and lack of funds can be reduced. Conclusion The essay can be concluded with the learning that the organizations in New Zealand are facing many problems related to the downfall in the economy and the problems in the workforce. The problems that are arising in the organizations can be solved with the help of the HRM department and the Industrial relations of the organizations. Both of these aspects are related to the relation of the employees and the management. The role of HRM however is much more broad as compared to that of the Industrial relations of an organization. References Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), 7-35. Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Gelens, J., Hofmans, J., Dries, N., Pepermans, R. (2014). Talent management and organisational justice: employee reactions to high potential identification.Human Resource Management Journal,24(2), 159-175. Henderson, A., Cheney, G., Weaver, C. K. (2015). The role of employee identification and organizational identity in strategic communication and organizational issues management about genetic modification.International Journal of Business Communication,52(1), 12-41. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.Academy of Management Annals,8(1), 1-56. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Kim, T. H., Lee, J. N., Chun, J. U., Benbasat, I. (2014). Understanding the effect of knowledge management strategies on knowledge management performance: A contingency perspective.Information management,51(4), 398-416. Kulik, C. T., Ryan, S., Harper, S., George, G. (2014). Aging populations and management.Academy of Management Journal,57(4), 929-935. Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), 18-36. Mitchell, R., Obeidat, S., Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High?Performance Human Resource Practices.Human Resource Management,52(6), 899-921. Sawitri, D., Muis, M. (2014). Human resource management: A strategic theoretical perspective.International Journal of Organizational Innovation (Online),6(3), 6. Zorn, T. E., Grant, S., Henderson, A. (2013). Strengthening resource mobilization chains: Developing the social media competencies of community and voluntary organizations in New Zealand.VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations,24(3), 666-687.

Management and Motivation in Business Management- Free Sample

Question: Discuss this question: Can a manager instil motivation into employees or is motivation a process of drawing out something from employees? Discuss coaching? Provide a map of the various theories of work motivation and explain the map? Discuss John Holland theory of personality and job fit as an explanation of work motivation? Describe the difference between a content theory and a process theory of motivation? Answer: Executive Summary Motivation can be defined as a series of action performed by the managers, supervisors or coworkers within an organization so as to bring out the actual potential of the work force. Motivational activities have become very much relevant in almost all organization. It has become an essential factor so as to make the employees to reach their objectives (Nohria, Groysberg and Lee, 2008). Managers in an organization should understand the importance of motivation and its impact over the employees. Through motivation managers can put a hold or control over the behavior of the employees in a positive way. A manager can certainly instill the motivation into employees and can draw the desired output from them through various motivational techniques. Managers adopts various approaches of motivation like monetary, non monetary, rewarding system, recognition etc for motivating the employees (Cruz, Prez Cantero, 2009). There are various theories of motivation highlighted in the scientific and mo dern management theories. The managers can take these theories as their guidelines and can implement it on their employees based on the work place situation and the organizational policies. Each employee within an organization will be different and varied behaviors. The managers should have the ability to understand those behaviors and should adopt appropriate motivational approaches. The managers should identify appropriate strategies for implementing these strategies. This paper discuss about the management and motivational approaches (Kimball, Nink, 2006). This paper highlights various motivational theories and its importance and relevance in the modern organization. Various motivational theories like content and process theories are explained and their differences are highlighted in this paper. Introduction In the managing process employee motivation is considered as an important part. A team of highly qualified and motivated employees is necessary for achieving objectives of an organization. It is only through motivation process, they contribute maximum for accomplishing goals. Motivation has a direct relationship with the performance of the employees. If a manager could properly motivate employees by identifying their needs then they can create good achievements. There are various ways through which the management motivates their employees (Hafiza, Shah, Jamsheed Zaman, 2011). The managers can motivate their employees both in formal and informal ways. In some organizations the managers will involve employees in decision making process, putting forward their opinions and ideas, assisting in formulating various strategies etc. These actions form the indirect form of motivating employees. Providing relevant training and development can build the confidence and the potential of the emplo yees which can motivate them positively. It will help the employees to put their maximum effort to increase their productivity. They also adopt various theories of motivation which supports their mode of motivation (Shanks, 2006). Management and Motivation Motivation in work place can generate desired output from the workers. Managers can efficiently instill motivation into employees through some efficient methods like coaching. Coaching is the training session conducted for the employees to develop their technical knowledge, interpersonal skills, personality etc. This session will provide them with confidence and will bring out their efficiency to perform a particular task in a better way. This can motivate the employees in a positive way. Coaching can be provided to employees on the job as well as off the job. A manager can select the method of coaching depending on the nature of work and the behavior of the employees (Ledgerwood Petry, 2006). While considering the theories of motivation there is three types of motivation which includes content theory of motivation, process theory and reinforcement theory of motivation. Content theory highlights which factors motivates the employees in a work place. Process theory highlights why an employee should be motivated and how they should be motivated. The reinforcement theory highlights how the outcome of a process influences the behavior of the employees (Dembo, Seli, 2007).). Some theories which under pins these concepts are mentioned below Content Theory This theory is associated with identifying various factors which can motivate the employees. The theories which comes under this is Maslows Hierarchy of needs According to his theory of needs when the lower level needs of an employee is satisfied then his need for higher level raises. His hierarchical pyramid of needs includes physiological needs, safety needs, social needs, esteem needs and self actualization needs. Once a manager is successful in fulfilling those needs he or she will be motivated (Gagn Deci, 2005). Alderfers ERG Theory This theory explains existence, relatedness and growth needs of the employees. Existence explains the willingness of an employee for physiological well being. Relatedness is his desire to get satisfied in his interpersonal relationship. Growth explains career and personal growth and development (Griffin, Moorhead, 2011). Herzbergs two factor Theory According to this theory there are two factors which can motivate or de-motivate the workers in a work place. They are satisfiers or motivators and dis-satisfiers or hygiene factors respectively. Motivators include achievement, recognition, work itself, responsibility, advancement and growth. Hygiene factors include company policy, supervision, and good relationship with boss and peers, working condition and salary (Jones, Lloyd, 2005). McClellands three-need theory This theory explains the need for achievement of personal goals, need for competence to deliver timely and quality work. It also explains the power of an employee to influence others and affiliation to relate people efficiently (Latham, Pinder, 2005). Process Theory Adams equity Theory Adams theory of job motivation explains that there are several variable factors which can influence the assessment and perception of the employees about their job and their employers. According to this theory a fair balance should be maintained between the employee input and the output. The employee input includes hard work, skill level, tolerance, enthusiasm etc and an employee's output includes salary, benefits, recognition etc (Falk, Fischbacher, 2006). Reinforcement Theory According to this theory an individuals behavior is considered as a function of its consequences. It explains that the positive consequences of a particular behavior will tend an employee to repeat it and negative consequences will tend an employee to not to repeat it. Here the manager can have a control over the employee behavior through the adopting the methods like positive reinforcement, negative reinforcement, punishment, extinction etc (Yang, XU. WANG, ZHAO, 2005). Goal-Setting Theory This theory explains that if a specific task or goal is allocated to the employee and if they are well aware of their objectives and responsibilities then they will be motivated to do work. The vagueness and uncertainty in the goal may affect their performance and hence gets de-motivated. Challenging goals with adequate support and feedback can make the employee to contribute higher performance (Locke, Latham, 2006). Vrooms Expectancy Theory According to this theory an employee is influenced by several factors when he is accomplishing several tasks. Those factors include probability of completing those tasks and the output of the task. The employee opinion can be influenced by the factors like expectancy, valence and instrumentality (Lunenburg, 2011). When comparing the various theories of motivations which underpins content theory and process theory it can be concluded that the content theory explains various factors which motivates employees and process theory explains how and why an employee should be motivated. John Holland theory of personality and job fit is another theory of motivating the employees at workplace. According to his theory of personality traits and job fit the personality of the employees can be categorized into six. All employees fall under any one of this category and chooses careers according to it. The managers can assess these personality traits through several career key tests and can select employees according to the organizational needs. The personality traits explained by Holland are Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Realistic employees are so practical and have good working skills with tools. Investigative employees are more precise, scientific and intellectual. They possess good problem solving and decision making skills. Artistic employees are more creative and are more expressive and independent. Social employees are more helping minded and will love to work in a team. They are trust worthy and friendly. Enterprising employees are ambitious, energetic etc. They possess good leadership skills. Conventional employees are goal oriented. Managers can also use these personality traits to motivate them. Conclusion From this paper it is evident that the process of motivation can make the working atmosphere smooth and happier. Such atmosphere can increase the productivity of the organization. Proper definition and description of the concept of motivation is described in this paper. The importance of the managers to adhere with the concept of motivation is also described clearly. This paper has developed a map on the various motivational theories which has been proposed in the management papers. The concept and relevance of these theories are explained in this paper. Through this paper it has been concluded that managers can instill motivation into the employees. Managers can motivate employees through various approaches like coaching, training and development, role modeling, mentoring, monitoring etc. The approach of coaching is highlighted in this paper. Various theories like two factor theory, Maslows theory, ERG theory, vrooms theory etc are explained in this paper. The difference between pro cess theory and content theory is highlighted. The theory of John Holland which explains the personality traits and job fitness are explained here. The content theories and process theories of motivation are explained in this paper and their differences are highlighted. References Bassett-Jones, N., Lloyd, G. C. (2005). 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