The Translated Term And Culture Essays - Chinese Mythology

The Translated Term And Culture the interpretation of the traded items The interpretation of trademark is an extremely entangled work. The sent out wares are the windows to demonstrate the national culture to different nations. In the 5,000 years in length history, China has kept up its fine convention, and furthermore it has handed down a lot of culture custom. So when we do the interpretation of the Chinese trademark, two things we should give uncommon consideration. 1.1.1 Keeping national component To start with, we should think about the strengths and attempt to keep their own national shading. For instance, numerous names of wares in our nation are associated with certain mountains, streams and interests. In the event that we keep these pictures in the interpreted term of another dialect, it will give us incredible advantages to purposeful publicity the items. For instance, some conventional things in China are notable to the English perusers even to the world, for example, kungfu and Great Wall. At the point when we interpret them, we have no compelling reason to do any change. To the English perusers, these sorts of deciphered names are anything but difficult to acknowledge, yet in addition have the exoticism. Another model, is additionally utilized as a trademark. Why we don't just convert into Jade Rabbit and give it an English name Moon Rabbit. Initially in Chinese fantasies, is the hare which went with Mr Wugang living under the pleasant smelling osmanthus in the moon. In this manner, is the pronoun of moon. Here, making an interpretation of it into moon bunny is simply exemplifies the exquisite aura of our antiquated culture. 1.2 Different likes to various things 1.2.1 Different fortunate creatures As indicated by the Chinese convention, numerous trademarks are named with the name of fowl, creature and plants. Be that as it may, to a similar creature or plant, distinctive country has various preferences. On the off chance that we are inexperienced with the traditions in various nations, what we done may turn out to be nothing. For instance, British individuals dont like elephant. They like bear. Italian and spainese are attached to rose. They dont have positive sentiment of chrysanthemum .Lotus, fox and badger are untouchable to the Japanese individuals. They like cherry, tortotise and duck. Russian feel that yellow rose methods not fortunate and it sever relations. Be that as it may, French individuals and Belgium respect pecan, peacock and chrysanthemum as unfortunate things. The structure of canine are no-no in some north affrica nations. Pig and pooch are additionally not invited in Islamic nations. In Chinese, has the significance of detailing the happening to spring and cheerful. In English jaybird() gives us the relationship of jaw and prolixity. In English smash has the significance of as well as has the importance of crash. So the bike named with slam unavoidably will give individuals the sentiment of go on frenzy. Nearly for a similar explanation, in Chinese, speaks to fortunate and magnificence, in English, phoenix implications resurrection. It gives them the sentiment of awakening from death. Trinket deciphered from , is viewed as trash in western nation. Another model, monster is consistently the image of wealth ,honors,power,authority and karma in the few thousands years history in China. It is one of the most decent creatures to all the Chinese. There are numerous Chinese sayings and stories are about winged serpent. All the things connected with mythical serpent are acceptable and honest. However,in western nations, most nations look winged serpent as the exemplification of malice and fiasco. Lets have an assume, on the off chance that we Chinese individuals dont know the way of life distinction among us and western nations, and we utilize WHITE ELEPHANT or DRAGON as the brands of a portion of our items which will be sent out to remote nations. What sort of impacts we will get? I think we as a whole know it. That is additionally a disgrace to our Chinese. 1.2.2 Different fortunate hues To hues, better places likewise have various interests. For instance, blue is untouchable to Belgium. They think blue is anything but a fortunate shading. Japanese dont like green which Indians like it definitely. Turkey individuals dont like the blend of various hues. 1.2.3 Different fortunate words Likewise various nations have various likes to various words. As per the examination, Japanese like the Chinese words ,, etc. Chinese like woeds, etc. As indicated by

Legalization :: essays research papers

Maryjane and other â€Å"pleasure† sedate are prohibited totally under Federal Statues, restricted by practically every state as well†¦      It isn't likely that over the top utilization of cannabis fogs the cerebrum and causes other damage, as its adversaries claim†¦      But this isn’t essential point being deciphered. The key point is that on the off chance that you acknowledge the Libertarian guarantee that your life is your own and not the state’s, the administration doesn’t have any business mentioning to you what you can and can not do. Except for denying you from utilizing power or misrepresentation against others.      Marijuana, the blossoming highest points of the cannabis plant ought to be sanctioned. Pot and Hemp has numerous advantages including clinical, efficient, libertarian, and political.      Marijuana, or cannabis, is regularly portrayed as a recreational medication. In the Unites States, it has been viewed as an unlawful opiate for as far back as sixty to seventy years. Cannabis directly is a policy centered issue. The general population and authorities wherever are examining numerous issues, which concern it. At the point when smoked or ingested, it delivers a physical or mental effect. The administration believes the opiate to be hurtful to the country. They accept that the medication messes wellbeing up and mishaps. Up to this point, these laws have been unarguable in each state. In 1996 Propositions 215 and 200 were casted a ballot into impact in the conditions of California and Arizona. The recommendations revise comprising laws permitting doctors to prescribe weed as medication and patients to develop, groups, and use it. Hemp is a type of cannabis that has been rediscovered as a characteristic asset. It was additionally restricted in the 1930â€⠄¢s.      Propositions 215 alter laws to permit patients to develop and groups weed with doctor’s suggestion. Individuals enduring or passing on can get a composed or oral suggestion, if their PCP feels it will help them truly or intellectually. In California, suggestion 215 is known as the Compassionate Use Act of 1996. It’s proposition won 56 % to 44% among California residents and is starting to produce results now. In Arizona, a comparable demonstration was passed called suggestion 200. Numerous individuals, including specialists, law authorities, political authorities, and AIDS patients contend for the recommendation. They guarantee that cannabis is exceptionally powerful in treating malignant growth, glaucoma, and AIDS, just as numerous different sicknesses. They see no motivation behind why specialists are permitted to endorse addictive, ground-breaking, and deadly medications like morphine, yet are denied to circulate or suggest weed.

Principles of Economics Growth

Question: Examine about the Principles of Economics Growth. Answer: Presentation: In customary financial matters, monetary development is viewed as an answer for the issues of joblessness and neediness. It is accepted to expand social government assistance by expanding the general spending on social government assistance. It is accepted that monetary development expands buying power and makes openings for work. Worldwide money related foundations like World Bank and World Trade Organization measure a nation's improvement by its development pace of an economy. Be that as it may, this probably won't give the exact image of a nation's social government assistance structure and its financial development. The greater part of the creating nations like India, Indonesia and a portion of the created countries like the United States of America show a disparity in this hypothesis. In these nations, financial development was trailed by disparity in salary. The inconsistent conveyance of pay brings down the chance to spend more for social government assistance. Gini Coefficien t is utilized to quantify the imbalance (Meade, 2013). With progressively financial development, the estimation of Gini coefficient increments. This is classified mystery of financial development. Social government assistance installments are for the most part move installments. This piece of salary gets remembered for GDP bookkeeping from the start. Subsequently, including social government assistance installments in the bookkeeping procedure will make twofold checking. Spending on joblessness programs doesn't make quick outcomes. Henceforth it can't be tallied while estimating financial development. The spending on joblessness programs originate from move installments. Monetary development incorporates the consequences of different estimations taken for an economy. Spending for social government assistance installments and joblessness projects will yield results, which will be remembered for the monetary development of a nation. Social government assistance installments incorporat e installments made to carers, incapacitated and sick people, resigned individuals, instruction and other social government assistance exercises. A large portion of these properties don't increase the value of the financial development. A few qualities like instruction and wellbeing gives development which offers advantages to the monetary development in future, yet not in the present (Lewis, 2013). Remembering spending for social government assistance will expand the estimation of monetary government assistance. However, this expansion will be in ostensible terms, as in genuine terms, the worth won't depict monetary development. In the event that the social government assistance spending is remembered for monetary development, it won't give the genuine situation of the development of an economy (Soroka, Harell Iyengar, 2016). On the off chance that a nation has a lot of populace who are resigned and appreciating annuity, at that point remembering social government assistance for bookkeeping of financial development will give a huge worth, however as a general rule, monetary development is really diminishing because of the ineffective utilization of the reserve. The majority of these reasons have an impasse, for example the exchange of significant worth will be a solitary way. The spending for social government assistance if there should arise an occurrence of annuities and othe r comparable goals are not installments for gainful administrations. Subsequently remembering it for the financial development will deceive the onlooker about the development of the economy (Mayer, Lopoo Groves, 2016). The kinds of joblessness present in an economy can be separated into three expansive parts, to be specific, repetitive joblessness, frictional joblessness, and basic joblessness. An economy, after some time, encounters many high points and low points. If there should be an occurrence of a downturn, numerous individuals working in an economy loses positions. This sort of joblessness is called patterned joblessness as they will land positions again when the economy begins recouping. On account of a frictional joblessness, a specialist invests his beneficial energy in getting a new line of work. A specialist may be in the middle of two occupations, and therefore thought to be jobless. This is called frictional joblessness (Carrre, Grujovic Robert-Nicoud, 2015). Basic joblessness happens when there is a crisscross between the interest and the gracefully in the process of giving birth advertise. The ranges of abilities laborers are offering and the interest for aptitudes from the business es doesn't coordinate in this sort of joblessness. Auxiliary joblessness can happen when a major firm moves its office abroad. The laborers get declared and probably won't fit in some other creation process. The results of joblessness are unforgiving for the economy. The level of this cynicism relies upon the kind of the joblessness. On account of patterned joblessness, the economy all in all gets influenced. It requires some investment to recoup from the changes in business cycle. It requires some investment to determine the issue of joblessness. On account of frictional joblessness, joblessness exists for a brief timeframe. When the quest for the appropriate activity is finished, joblessness brought about by this explanation diminishes. As this is transitory, it just influences the economy in short to short run. Auxiliary joblessness hampers work rate the most as this sort of joblessness exists over a significant stretch of time (Dahling, Melloy, Thompson, 2013). In the event of repetitive joblessness, individuals, who gets jobless, lands position back once the economy gets back on the track. On account of basic joblessness, individuals who gets jobless for the most part don't recover their activity as the range of abilities they have probably won't coordinate with the necessary aptitudes different organizations request. Individuals who get influenced in auxiliary joblessness may need to bring about an additional expense to find out about new advancements so as to get consumed by different organizations. A patterned joblessness is compelled by a specific timeframe. After the reason for joblessness is finished, individuals return to the creation procedure. Auxiliary joblessness happens particularly during mechanical changes (Wagner, 2014). On account of an industrys development, the quantity of individuals under basic joblessness increments. These jobless people regularly stays jobless as time required for learning another innovation is more n oteworthy than the administration time left for certain individuals. Laborers who have enough help years left may bring about an additional expense to find out about the new innovation. This wonder frequently makes individuals change their separate industry. This move frequently costs a part of the social government assistance. Joblessness, when all is said in done decreases social government assistance. The expense of joblessness for basic joblessness is more than that of repetitive joblessness (Diamond, 2013). References: Carrre, C., Grujovic, A., Robert-Nicoud, F. (2015). DP10692 Trade and frictional joblessness in the worldwide economy. Dahling, J. J., Melloy, R., Thompson, M. N. (2013). Money related strain and local joblessness as hindrances to quest for new employment self-viability: A trial of social subjective profession hypothesis. Diary of directing brain research, 60(2), 210. Precious stone, P. (2013). Repetitive joblessness, auxiliary joblessness. IMF Economic Review, 61(3), 410-455. Lewis, W. A. (2013). Hypothesis of monetary development (Vol. 7). Routledge. Mayer, S. E., Lopoo, L. M., Groves, L. H. (2016). Government spending and the conveyance of financial development. Southern Economic Journal. Meade, J. E. (2013). A Neo-Classical Theory of Economic Growth (Routledge Revivals). Routledge. Soroka, S., Harell, An., Iyengar, S. (2016). 17 Heterogeneity in the effect of movement on social government assistance spending. Handbook on Migration and Social Policy, 330. Wagner, B. (2014). Kinds of Unemployment. Montana Department Of Labor And Industry, Research And Analysis Bureau.

How to Write a Conclusion for a Research Paper

How to Write a Conclusion for a Research Paper Concluding a research paper seems to be a less tiresome job than actually creating a research paper. Students assume that it may not consume their enough time and efforts if they are assigned to create a summary of an already existing research paper. However, the assumption is half wrong. It is unmistakably true that the process of research paper writing is a lot rigorous type of work to do. But you cannot afford to take conclusion a paper non-seriously. It surely needs some homework and skills before you get your hands on a research paper written by someone else and summarising its theme and central points in one paper. It is your responsibility towards the paper and its author to produce an accurate summary. Leaving out important points or projecting wrong results related to the paper will clearly kill the purpose of the research paper that was written by another author. No single formula exists that one should follow to conclude a research paper. The reason is that every research paper is unique and different in its sense. Each research paper contains different chapters, sections, formats and tools to prove the point. Therefore, one should have a better understanding of how to evaluate and examine a particular research paper and summarise it according to its content specifically. It is a common habit found among the young and immature students that they assume the abstract of the paper to be serving as the summary for them. They avoid getting into the horrifying task of reading the entire paper line by line and chapter by chapter. However, it is true to some extent that the abstract of a research paper does provide some necessary information that helps student guide through the process. But it surely cannot replace reading entire paper to produce an exact summary.

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Rhetorical Analysis Of Maya Angelou s I Know Why The...

Fily Thiam English 002 Mrs. Vilato 9 April 2015 Rhetorical Analysis on â€Å"Graduation† by Maya Angelou In Graduation, a chapter in her autobiography â€Å"I Know Why the Caged Bird Sings†, Maya Angelou talks vividly about her middle school graduation in the segregated South. Graduation is an important milestone in most people’s life, as they get a degree and move on to their next level, something better and more important, with the hope that they can use their new knowledge to achieve their life goals and ambitions. This is what the all black children of the graduating class of 1940 in the grammar school in Stamps, Arkansas, believed as well, including Maya Angelou. In this passage, the author persuasively uses ethos to expose, as an African American girl, how her graduation ceremony was another episode of the unfinished struggle for freedom and against racial segregation. The ceremony started with a shock, deceit, and very negative thoughts for everyone in the auditorium when Edward Donleavy, the white state representative gave his commencement speech, hurting the feelings and compromising the goals and ambitions of the young graduates. At the end, however, Henry Reed, the valedictorian of the class, unexpectedly concluded his speech by prompting his fellow graduate and the whole auditorium to sing with him the Negro National Anthem â€Å"Lift Every Voice and Sing†, This lifted the children of the graduating class high to the top and provided them the courage, energy and renewedShow MoreRelatedLiterary Criticism : The Free Encyclopedia 7351 Words   |  30 Pagesnovel is sometimes used interchangeably with Bildungsroman, but its use is usually wider and less technical. The birth of the Bildungsroman is normally dated to the publication of Wilhelm Meister s Apprenticeship by Johann Wolfgang Goethe in 1795–96,[8] or, sometimes, to Christoph Martin Wieland s Geschichte des Agathon of 1767.[9] Although the Bildungsroman arose in Germany, it has had extensive influence first in Europe and later throughout the world. Thomas Carlyle translated Goethe’s novel

Global Journals Of Commerce And Management - MyAssignmenthelp.com

Question: Discuss about the Global Journals Of Commerce And Management. Answer: Organisational Behaviour Theories for Increasing Employee Productive Performance Organizational behaviour is defined as a crucial element which drives or steers towards improving the performance and productivity of employees and operations groups in a corporation. According to Robbins, Judge, and Campbell (2010), it is the study of both individuals performance and developed groups within a firm. Leadership is an essential element in a corporation which assists in scrutinising the impact of organisational behaviour; it is defined as the process of changing organisational behaviour in a firm with an objective to improve employees and companys performance. Effective leaders focus on encouraging productive performance from employees by providing extra care towards various corporations activities such as setting of goals, design of jobs, working conditions, motivation, and rewards. As per Parris and Peachey (2013), leaders apply various organisational behaviour theories in order to improve employees productive performance which assists in the achievement of organisati onal goals. This report will focus on analysing the role of organisational theories in a corporation and how leaders can use them to improve employees productive performance. Further, the report will evaluate the impact of organisation behaviour theories on employees performance and how managers can apply it throughout various processes in a firm. Due to globalisation and digitalisation, the competition between corporations has increased which require them to implement strategic policies. Truss et al. (2013) provided that modern corporations focus on increasing their employees productive performance since it improves their performance and assists them in gaining competitive advantage. Modern firms research into human behaviour to reveal its hard and soft dimensions and use them to encourage their performance. Leaders apply various organisational behaviour theories that assist them analysing employees attitude towards work and implement policies to improve their performance. Effective leaders strategically perform various activities relating to employees' performance such as job designing, goal setting, positive working environment, motivating and rewarding based on performance; they implement various organisational behaviour theories to improve the efficiency of the operations. Oldham and Hackman (2010) stated that job design is defined as the process of assigning tasks to specific employees which assist in improving their relationship with management which result in increasing the quality product and services. Many leaders use Herzberg's Two Factor Theory while designing various organisational jobs to ensure that employees are satisfied with their posts; it was provided by Frederick Herzberg. As per Yusoff, Kian, and Idris (2013), the theory provides that there are various factors in a corporation which causes job satisfaction or dissatisfaction, and they act independently of each other. There are several motivators and demotivators in a job which cause satisfaction and dissatisfaction in employees. The motivators include advancement, new responsibilities, achievement, growth, recognition, and others; the demotivators include policies, quality of leadership, pay, office relationships, working environment, status, security, and others. These factors influence an employee's performance, for example, a company with outdated policies, low pay grade, and hostile environment will not be able to motivate their employees by providing bonuses. Zeffane (2010) provided that the leaders have to strate gically monitor the organisational environment to implement effective policies which increase employees' productivity along with company's performance. According to Yamuna and Devi (2016), Tesco PLC uses Herzbergs theory to motivate its employees; as a result, the employees are highly motivated and empowered because of effective communication facilities. The company held forums every year which allow staff members to contribute their input on pay rises; Tesco personnel are also allowed to provide their input during designing of restaurants menus or retail stores to avoid dissatisfaction. Similarly, Job characteristics model (JCM) theory also focuses on five core job dimensions which include skill variety, task significance, autonomy, task identity and feedback to ensure that employees are satisfied with their jobs. As per Piccolo et al. (2010), managers should use this theory during the recruitment process to ensure that they select right person for the right job. Working condition of a corporation significantly influences its employees behaviour, and it increases or decreases their productivity. Leading organisation such as Apple, Google, Microsoft, and Facebook focus on establishing an effective working environment that promotes and support employees innovation approach which provides them a competitive advantage. Leaders can implement culture theory which provides that corporations are formed based on cultural values that provide what is right or wrong. The Personality-Job Fit theory given by John Holland provides that occupation environment and personality types determine job satisfaction of workers. There are six basic personality types which include realistic, artistic, social, investigative, conventional and enterprising (Whitteberry, 2016). Managers should use this theory during various organisational processes such as job designing, departmentalisation, and delegation to ensure that employees personality matches their job requirements. The leaders who match personalities with jobs are likely to have more satisfied employees who work with high efficiency; it results in increasing companys growth. For example, artistic people are more likely to be satisfied by an artistic environment which promotes their innovative approach, and they will be able to perform better in such environments. Modern corporations focus on fulfilling their social responsibilities while performing business activities to maintain a positive brand. Bauman a nd Skitka (2012) mentioned that modern companies consider their employees as a crucial part of the organisation rather than mean of production such as a machine or raw material. Modern corporations focus on motivation and reward methods to increase the efficiency of their employees since it is ethically right. Motivation is a crucial element which increases the employees productive performance, and leaders can use reward and recognition theories to motive workers. Maslows Hierarchy of Needs is a popular theory which focuses on fulfilling employees basic needs to motivate them. Kaur (2013) stated that Maslow divided needs into five parts: physiological, safety, social, esteem and self-actualization. Each employee has different needs, and leaders should fulfil such requirement to motive and increase their performance productivity. Generally, top-level management has self-actualization or esteem needs whereas low-level staff has physiological, safety or social needs. In the manufacturing process, a large number of employees are labours who have basic physiological, safety or social needs, whereas, in financial firms, most of the employees are highly paid individuals who have esteem or self-actualization needs. According to Bello (2012), ethical organisations implement a business structure whi ch promotes the development of employees; companies provide training and learning opportunities to employees in order to increase their personal development. For example, Google provides a larger number of free training programs to its employees that increase their knowledge; employees also have the option to teach the topics that they are interested. Goal setting theory is another motivational theory which assists managers to encourage employees in order to improve their productive performance. As per Lunenburg (2011), many leaders find it difficult to set realistic goals for their employees, and nonachievement of goals can discourage workers, and it negatively influences their performance. This theory provides that managers should set SMART goals which are an acronym for smart, measurable, assignable, realistic and time-based. These goals should be clearly communicated to each employee, and they should challenging but at the same time achievable. Management should assign goals to specific teams or groups to ensure that they are committed to achieving their targets. Feedback is a crucial process which allows managers to analyse whether goals are too hard or easy for employees, and they should take corrective measures based on such information (Cross, 2017). The complexity of goals is another critical element which is considered b y managers to ensure that each task is assigned as per employees skills and qualification. Highly complex tasks might discourage employees which result in decreasing their productive performance. Organizations might face difficulty in encouraging employees to improve their productivity if they failed to implement an effective motivation strategy; it also negatively influences their relationship with workers. The Human Relations Approach is another organisation behaviour theory which is used by managers to study the varying level of worker productivity. This theory provides that identifying formal and informal organisational behaviour of employees can have a significant impact on employees performance. Managers can analyse employees behaviour to incorporate policies that improve their productive performance (Perry, 2017). Modern ethical corporations focus on fulfilling their corporate social responsibilities and establishing an effective leadership approach which is suitable for both company and employees. Scientific leadership approach is considerably popular among modern enterprises which provide that there is no one best way to perform a job; instead, managers should change their leadership approach as per changing market condition (Van De Voorde, Paauwe and Van Veldhoven, 2012). Different leaders have distinct leadership traits which allow them to motivate their employees in negative working condition. Conclusively, modern managers can implement various organisational behaviour theories to increase their employees productive performance which directly influences companys growth. The managers have to take special care while performing various business functions that directly include employees performance such as setting of goals, designing of jobs, working conditions motivation and rewards; all these factors directly influence employees performance. The managers have to ensure that jobs are design as per employees qualification, so they can perform their tasks effectively; suitable jobs encourage employees to perform better since it reduces their stress. Leaders also set SMART goals for their employees and assign them to each worker or group which encourage them to perform better. Motivation is a key element which is used by manager to improve their employees productive performance because motivated worker perform with his/her highest efficiency. These factors assist modern corporat ions to fulfil their social, legal and ethical responsibilities while performing their business functions and sustain their future development. References Bauman, C.W. and Skitka, L.J. (2012) Corporate social responsibility as a source of employee satisfaction.Research in Organizational Behavior,32, pp.63-86. Bello, S.M. (2012) Impact of ethical leadership on employee job performance.International Journal of Business and Social Science,3(11). Cross, S. (2017) Goal-Setting Motivation in Organizational Behavior. [Online] Chron. Available from: https://smallbusiness.chron.com/goalsetting-motivation-organizational-behavior-25840.html [Accessed 11 January 2018]. Kaur, A. (2013) Maslows need hierarchy theory: Applications and criticisms.Global Journal of Management and Business Studies,3(10), pp.1061-1064. Lunenburg, F. C. (2011) Goal-Setting Theory of Motivation. [PDF] International Journal of Management, Business and Administration. 15(1), pp.2-5. Available from: https://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Goal-Setting%20Theoryof%20Motivation%20IJMBA%20V15%20N1%202011.pdf [Accessed 11 January 2018]. Oldham, G.R. and Hackman, J.R. (2010) Not what it was and not what it will be: The future of job design research.Journal of organizational behavior,31(2?3), pp.463-479. Parris, D.L. and Peachey, J.W. (2013) A systematic literature review of servant leadership theory in organizational contexts.Journal of business ethics,113(3), pp.377-393. Perry, G. L. (2017) Human Relations Management Theory Basics. [Online] Business. Available from: https://www.business.com/articles/human-relations-management-theory-basics/ [Accessed 11 January 2018]. Piccolo, R.F., Greenbaum, R., Hartog, D.N.D. and Folger, R. (2010) The relationship between ethical leadership and core job characteristics.Journal of Organizational Behavior,31(2?3), pp.259-278. Robbins, S.P., Judge, T. and Campbell, T.T. (2010)Organizational behaviour. Financial Times Prentice Hall. Truss, C., Shantz, A., Soane, E., Alfes, K. and Delbridge, R. (2013) Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. Van De Voorde, K., Paauwe, J. and Van Veldhoven, M. (2012) Employee well?being and the HRMorganizational performance relationship: a review of quantitative studies.International Journal of Management Reviews,14(4), pp.391-407. Whitteberry, K. (2016) The 6 Personality Types and How They Impact Your Career Choice. [Online] Iofficecorp. Available from: https://www.iofficecorp.com/blog/six-personality-types-how-they-impact-your-career-choice [Accessed 11 January 2018]. Yamuna, G. and Devi, R.J. (2016) Motivation Theories Applied for Increasing Employee Performance at Work Place-Case study Review. [Online]Imperial Journal of Interdisciplinary Research,2(11). Available from: https://www.onlinejournal.in/IJIRV2I11/194.pdf [Accessed 11 January 2018]. Yusoff, W.F.W., Kian, T.S. and Idris, M.T.M. (2013) Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment.Global journal of commerce and Management,2(5), pp.18-22. Zeffane, R. (2010) Towards a two-factor theory of interpersonal trust: A focus on trust in leadership.International Journal of Commerce and Management,20(3), pp.246-257.