Common Types of Viruses Essay

âž ¢ Trojan Horses – A Trojan Horse are computer viruses that hide inside non-executable files such as compressed or document files and executable files and try to avoid detection by anti-virus programs such as Norton or McAfee. Trojan Horses usually appear to be useful computer files/programs such as computer game or data library. Famous Trojan Horse Programs o Back Orifice Latest Trojan Horses News o Trojan.Pgpcoder – unique new kind of threat – Install itself on vulnerable computer after user visit a certain website. âž ¢ Polymorphic Viruses A polymorphic virus is an encrypted virus that hides itself from anti-virus trough encrypted (scrambled) data and then decrypted itself to be able to spread trough the computer. The thing that makes it hard for anti-virus software to detect polymorphic viruses is that the virus generates an entirely new decryption routine each time it infects a new executable file making the virus signature different in each signature. âž ¢ Stealth Viruses A stealth virus hides the modifications made to file and boot records by modifying and forging the result of calls to function, therefore programs believe they are reading the original file and not the modified file. A good anti-virus software will probably detect stealth virus due to the fact that a stealth virus attempts to hide itself in memory when anti-virus software is launched. âž ¢ Slow Viruses A Slow virus is a difficult virus to detect due to the fact it only modifies and infects files when they are been modified and copied. Therefore the original file will not be infected by the actual copied file. A good way to protect yourself against slow viruses is by using an integrity checker or shell. âž ¢ Retro Viruses A Retro virus attacks the anti-virus software designed to delete it. The retro virus usually attempts to attack the anti-virus data files such as the virus signature store which disable the ability of the anti-virus software to detect and delete viruses. Otherwise the retro virus attempts to alter the operation of the anti-virus software. âž ¢ Multipartite Viruses A multipartite virus attempts to attack and infect both the boot sector and executable files at the same time. âž ¢ Armored Viruses An Armored virus attempts to protect itself from anti-virus software by trying to make anti-virus software believe it is located somewhere else. Therefore the Armored virus has made itself more difficult to0 trace, disassemble and understand. âž ¢ Companion Viruses A Companion virus creates a companion file for each executable file the virus infects. Therefore a companion virus may save itself as scandisk.com and every time a user executes scandisk.exe, the computer will load scandisk.com and therefore infects the system. âž ¢ Phage Viruses A Phage virus is a very destructive virus that re-writes an executable program with it’s own code, rather than just attaching itself to a file. Therefore a Page virus will usually attempt to delete or destroy every program it infects. âž ¢ Revisiting Viruses A Revisiting virus is a worm virus and attempts to copy itself within the computers memory and then copy itself to another linked computer using TCP/IP protocols. The Morris worm virus in the late 1980’s was the first major virus threat to hit the Internet.

Religious and Ethnic Groups Paper Essay

There is a lot of diversity when it comes to religion and race, mostly because of the lack of understanding each of them. If we take the time to learn a little bit about them I think that it will open our eyes and let us be more accepting of whom they are. Although there is a lot of discrimination in the world today we are still a lot more understanding than our ancestors where. The religious group that I have chosen is Jehovah’s Witnesses because they are more shunned against than any other religion I know. As for the ethnic group I chose is Black (African descent) because it seems to me that they are more discriminated against than any other race. Jehovah’s Witnesses beliefs are somewhat similar to the Christian beliefs, for example, they rely on the authority of the Bible, worship only one God and trust in Jesus’ death and resurrection for salvation. Some of the differences from the other religions are that they reject the doctrine of the Trinity and the existence of Hell, believes that Gods name is Jehovah, and they also believe the Holy Spirit to be Gods active force. They also believe that only 144,000 people will go to Heaven to rule with God and those that are left on earth that are deemed worthy will live in a restored Garden of Eden. Witnesses also believe that the purpose of Jesus incarnation of earth was threefold, which are as follows, To teach the truth about God, To provide a model of perfect life for people to follow, and To sacrifice his life to set humans free from sin and death. It is their belief that Jesus was not nailed to a cross but rather a single upright stake and that God raised Jesus fro m the dead, as a spirit creature, and he returned to Heaven, but that he was not made King until 1914. Witnesses try to push their religion onto other people without even taking that they already have a religion into consideration. They go door-to-door and try to get others to believe the way they do and also try to convert people with other religion. This causes people to become very upset and sometimes they  become very aggressive and violent towards the Witnesses. There tends to be a lot of very heated discussions on whether their beliefs are what is right and others beliefs are wrong no matter if they worship the same God or not. There are several ways that Witnesses have contributed to the American culture over the years, for example, they have administered functions called â€Å"The Society† and the â€Å"Watch Tower Society†, which they have used to put out their version of the word of God. They have won several court cases in which it has let people have their own religious freedoms to worship as they please. Witnesses have also made it to where you can have an operation and not have to accept a blood transfusion since because of their religion they do not believe in getting. There are several different procedures now that can be done without a transfusion when one was needed the way they done the surgery before. In their religion they are extremely discriminated against because of how they worship and what they believe. The sources of this prejudice is from the people but also mainly from the government because of their concern that it is wrong for them to spread the word the way they do, so to speak. For example, the French government branded them a â€Å"Dangerous Sect.†, and 71 Kingdom Halls where vandalized, burned and shot at and also fire bombed because of how they worshipped. French officials also publically called them criminals and taxed 60 percent on their religion and conveniently forgetting to tax other religions. Also Moscow even went as far as to outlaw their religion and said that they cannot even have a house of worship nor could they practice their faith in the privacy of their own home. There are several other ways that this religion has been discriminated against because of what they believe and how they choose to worship even though when it comes right down to it in the end we all really believe in the same outcome. I have learned a lot about this religion from the research that I have done and I do believe it has helped me understand them more because in the beginning I had no clue exactly what they believed in or how they even practiced their faith. Although I don’t agree with some of the things that they do and some of the ways that they perceive what they Bible says I am more accepting of who they are. The racial/ethnic group that I have chosen for this assignment is African decent because I think that they are more discriminated against than most  race’s that I know. They differ from other ethnic groups because for one their culture is different than most others, such as ancestry is different, culture and sometimes language can be different. This race has experienced different things with different cultures, for example, sometimes people that are Caucasian tend to treat them like they aren’t good enough for them to even talk to and that can cause a lot of controversy between the two ethnic groups. I think that in this day and age that everyone is more accepting of what color, gender, race or anything that is considered different than they were before. This race has contributed so much to the American culture and has made everyone look at some things in a better light so that they have a better understanding of what they went through in their history. They have paved the way for different races in a way that will help for hundreds of years to come. For example, they have made a huge impact with our music, religion, cuisine, clothing and hair styles, and several more. I believe that if they didn’t bring all these things to the American culture than it would be an extremely boring place to live. They seem to make things come alive, for example, they are more active when a church service is going on, they sing, dance and generally have a great time listening to the teachings of the Lord, which in itself is something that one needs to experience. There is also quite a bit of discrimination towards them to the point where it leads to a lot of violence. A woman named Rosa Parks was arrested on December 1st, 1955 because she refused to give up her seat on the bus because the white section was already full. Another example was slavery where white Americans bought, sold and traded African Americans so that they could use them to do the work that they didn’t want to do. They were treated as if they weren’t even humans at all, they were beaten, hanged, starved and degraded so bad because of the color of their skin. The main sources of this discrimination are of the white decent. I have learned quite a bit about this race to the point where I do understand them a lot more than I did. I’m not the kind of person that looks at the color of someone’s skin before I get to know them and because of that I am one of many who tries to accept everyone for who they are. The two groups that I have chosen are somewhat similar when it concerns what they have gone through in history to get to where they are now because of  the narrow minded people out there. They are extremely different in just about every way there is but there are some African descent who are Jehovah’s Witnesses and they have to struggle twice as hard to be accepted for who they are. My conclusions about the discrimination between the two are that no matter what religion you are or what race you are there is always going to be problems because of the lack of acceptance and understanding from other race’s and other religions. References: http://www.religionfacts.com/jehovahs_witnesses/beliefs.htm http://jw-media.org/beliefs/index.htm http://www.watchtower.org/library/rq/index.htm?article=article_02.htm http://www.britannica.com/eb/article?eu=44484 http://www.apologeticsindex.org/j02ab.html http://www.cesnur.org/testi/geova_USAtoday.htm http://www.nbcnews.com/id/12466831/ns/health-health_care/t/bloodless-surgery-avoids-risks-transfusion/ http://www.bellaonline.com/articles/art1856.asp http://fatwestcoast.blogspot.com/2010/04/african-american-culture.html

World Literature. Don Quixote & Doctor Faustus Essay

World Literature. Don Quixote & Doctor Faustus - Essay Example While one was ruled by greed (Doctor Faustus), other was ruled by a passion for chivalry (Don Quixote). Thus the basic plots of these stories, and the enduring images presented in them exhibit the protagonists’ single minded pursuits. This forms one of the distinguishing expressions of the Western men. Each of them embodies an arte and a hubris, an exceptional prowess and a vitiating excess, in spheres of action that are particularly important to our culture (Ian Watt, Pg. viii). Though both the men are of extraordinary temperaments, Don Quixote is more appealing of the two characters and more realistic. He is a real man of flesh and blood, an idealistic and a romantic. He would continue to grow in history as long as chivalry and love pervades. On the other hand, Faust resembles more of an idea. He is a fanatic, a genius who has sold his soul to the devil in a bid to gain supreme knowledge and power for twenty four years. Don Quixote wins our pity and scorn but Faust earns onl y our resentment. No one sympathizes with him when he meets his cruel end.

The Need of Safety Legislation at the Workspace Essay

The Need of Safety Legislation at the Workspace - Essay Example An enhancement in the design of the workplace by increasing the number of emergencies exists. Consequently, the increase will facilitate chances of employees escaping possible deaths in case a calamity arises (Charleston 98). Moreover, I will ensure that there is regular inspection of the building in order to facilitate more improvement on stairways and all pathways. Finally, there will be weekly trainings on the importance of safety and other facades such as dangers of carelessness at the workplace (Charleston 98). How to determine what OSHA regulations apply to this business I will recruit more OSHA experts to facilitate the process of determining regulations, which apply to this manufacturing business. Further, I will engage in a course to be able to go through the regulations in order to know applicable regulations. For example, I will upload the latest update on safety from OSHA and make a detailed analysis. How I would develop expertise in the OSHA regulations that apply to thi s business After the analysis, which will facilitate correct determination of applicable regulations, I would develop expertise as follows: in developing the regulation, which forbids the exposure of chemicals, I will advice management to invest in modern technology, which emits fewer chemicals (Charleston 98). One OSHA regulation depicts that employees ought to have maximum access to information concerning health and protection. Therefore, I will ensure that there is a creation of an extra bulletin board. Consequently, this board will serve the specific function of passing information to employees. Finally, I will facilitate the reduction of occupational noise by installing noise proof technology, which will protect company employees. Personal philosophy of safety leadership Safety leadership entails understanding diverse personalities of the people one heads to appreciate suitable approaches of introducing the safety message to them. Moreover, the safety advocate needs to practice all safety precautions for other employees to have a proper mentor. In addition, there must be an installation of high quality first relieve kits, which will prevent further vulnerability when an industrial accident occurs in the workplace. Moreover, a leader keeps encouraging the people he leads to observe safety standards to reduce mishaps and in turn promote better working standards. In order to be an effective advocate for safety, it takes the following: the first step is to further the safety knowledge, which one has in order to be current. Further, there must be some form of specialization in safety, which will enable one to comprehend the most difficult of safety phenomena (Charleston 98). A review of Indiana’s INsafe voluntary compliance program and OSHA’S voluntary compliance program The program in Indiana has more than eight thousand qualified participants; however, it still welcomes more people. Evidently, the INsafe program is an affiliate of Indiana Depar tment of Labor, which works with workers. Consequently, the series enrolls contestants from all facilities, which have the cover of IOSHA. However, there must be a display of commitment safety management before enrolment in the program.

Recent trends in top tier banks in U.S., Europe, Asia, or Latin Term Paper

Recent trends in top tier banks in U.S., Europe, Asia, or Latin America - finance - Term Paper Example such as money transfers, payroll services, bank reconcilement, credit services such as asset based financing, lines of credit, commercial loans, or commercial real estate loans, deposit services such as checking or savings account services and foreign exchange. The latter involves services such as securitization, financing of mergers and acquisitions, restructuring, underwriting of shares, private placements of equity shares and debt securities with the investing institutions. These two services which were specialized by two distinct set of bankers are now being increasingly converged to be undertaken by same banks in view of deregulation of the financial sector. The banks have also started entering into insurance businesses. These changes have catapulted the banks to become an important and integral part of global business environment (Trends in the banking industry). In this context, this paper seeks to trace the recent trends in top tier banks in the U.S. and other countries in re spect of products, competition and global advancement. Since World War II through1970, there had been not many bank failures as it used to be a stable business. There were just ten bank failures in the U.S during the postwar period. It was only after deregulation, and liberalization identified as the catalysts for competition and growth, bank failures began to raise during 1980s and 1990s. Basel Committee on Banking Supervision (2004) and other studies of Blommestein and Lange (1993) and Blommestein (1997) provide a thorough analysis of bank failures in the U.S., Japan, Europe and others. Figure 1 showing the trend of banking failures during the period from 1934-2003 is clearly illustrative of this. The deregulation and liberalization has resulted in consolidation of banking industry during the last twenty five years. In the U.S. alone, the number of commercial banks which was 13,000 in 1980 has come down to 7,600 as in 2005. The last two decades have been characterized by

Mobile Website Development Assignment Example | Topics and Well Written Essays - 1000 words

Mobile Website Development - Assignment Example This assignment overviews the topic on mobile devices and talks about the development of a simple mobile website from a third party mobile website template. The difference in expectations of site users and their interaction varies from the site model, in that, website users can move in a pattern that is vertical. This movement tends to be side by side for mobile site users, that is, right for the next page and left to move back to the homepage. The screen resolution for mobile site users is far much smaller. This can make browsing from mobile phone to be a difficult experience. A content designed for the main site will not properly display on a mobile site browser hence the need for changes. On a blog site, it is difficult to access earlier posts as it is not possible to view all the parts of the site on a mobile phone or a small device. Images and page elements meant for main websites can look garishly on mobile phone devices, requiring the need for resizing to fit onto the mobile sites. Design elements like color sheds and contrast are less important, especially for mobile phones with small screens, as information clarity becomes the priority. The designed mobile website target audience is people interested in tourism businesses in Melbourne, Australia. The website is designed to increase accessibility by potential and existing tourists. A mobile website is designed to increase the daily traffic up to 20%. Mobile site users get to see websites that are mobile optimized first before they get to see the normal websites. This gives the mobile sites first priority over the main sites (Mehta, 2008). The fact that mobile phones are available everywhere and are highly portable poses a threat to the existence of use of main computer website access. Advantages and disadvantages of viewing a

Business in context Essay Example | Topics and Well Written Essays - 2000 words

Business in context - Essay Example China’s GDP growth was 9.9% in the year 2005 and according to World Bank, China’s projected growth rates from 2005–2009 was 8%. China was one of the top recipients among developing countries which had inflow of around 72 billion USD in 2005. While China had experienced already high growth rate, India’s growth rate was around 4% per annum. According to World Bank, India’s growth rate was around 8.3% - 9.2% after 2003. Therefore, both the countries are relatively attractive for British companies (Homlong & Springler, 2009). India’s Business Relation with the UK India’s relation with the UK has strengthened with regard to business. Both countries have maintained a healthy relationship, for several years, in term of export and import and business relationship. In whole European region, the UK is largest business partner of India and compared to the whole world, the UK is 5th largest business partner of India. The import and export between UK and India had increased by 20% in the year 2005, i.e. ?7.9 billion. The UK’s export to India had increased by 21.3% in the year 2005. ... This company has 4 business units which are the UK business, International Business, Retailing Services and Non –food. Approximately 4 million t-shirts and vests were sold in Tesco’s Indian stores, which accounted 40% of Tesco’s import in the year 2004. Tesco provide low cost and quality products in India. Tesco supplies textiles worth 72 million USD annually. In the year 2004, the company’s revenue from India was around 67.5 million USD (Tesco, 2005). Attractiveness in India India’s low cost advantage for sourcing cheap but quality products is the major reason for attracting business. Tesco sources around 72 million USD of textiles from India annually. Tesco has realised that India’s major strength is their availability of skilled and educated labour with low cost. This is the reason for Tesco’s successful business in India (Tesco, 2005). Johnson Matthey Johnson Matthey is a UK company which deals with pharmaceutical materials, precio us metals and catalysts. It is one of the leading companies in superior material technology. It has two divisions in India which are Catalyst and Ceramic. The company is making automobile emission catalysts in India since 1998. For Johnson Matthey, India is a key base for export. Approximately 75% of catalysts and technologies product are exported from Johnson Matthey (Johnson Matthey, 2005). Attractiveness in India India’s major attractiveness is skilled and educated manpower, which is available at competitive cost than any other countries. It helps companies to set up manufacturing unit in India and operate at less fixed costs. The other important aspect is India’s potential market. The vehicle market of India is growing rapidly which in turn is a great opportunity for Johnson Matthey. The company perceived that

Post 5 Coursework Example | Topics and Well Written Essays - 250 words

Post 5 - Coursework Example The most important factor that is considered when arranging a marriage in India is the reputation of the family. It is evaluated that marriages can be arranged only if both the families have a same socio-economical status. The other factor includes the education, appearance, attitude and behavior of the bride and groom. Unlike the western society, a high level of care is exercised by the parents in selecting an appropriate mate for their children, as stated by Serena Nanda’s friend â€Å"you American wants everything done so quickly, you get married quickly and then just as quickly get divorced. Here we take marriage more seriously. We must take all the factors into account. It is not enough for us to learn by our mistakes. This is too serious a business. If a mistake is made we have not only ruined the life of our son or daughter, but we have spoiled the reputation of our family as well. And that will make it much harder for their brothers and sisters to get married. So we m ust be very careful† (Nanda). Research has evaluated that there are a number of advantages in the concept of arrange marriage because most of the Indian couple are living a successful life after their arrange marriages, however on the other side the only disadvantage with the arrange marriage is that, both the groom and bride are not provided enough time before their marriage to understand each other and their natures. Lassiter’s defined the concept of family and kinship as a situation where different people, whether directly or indirectly related to each other live together, he called kinship as a network of relatives. The network of relatives can be established through exercising marriages between the matrilineal and patrilineal descent of the family. He explained the marriages of individuals with their direct cousins, i.e. in a matrilineal descent system with the children of the mother’s sister’s children and similarly in the patrilineal decent system

The Mission - from Religious and Theological Perspective Essay

The Mission - from Religious and Theological Perspective - Essay Example Directed by Roland Joffe and written by Robert Bolt, the film won the Academy Award for Best cinematography. From the plot summary, it is obvious that film mainly focuses on the religion of Christianity. Throughout the film, various facets of Christianity are explored and that includes the role played by that religion during the colonization of territories by the European or Western colonial powers in early centuries, particularly the role played by the Christian missionaries in the ‘evolution’ of the native population. The film also focuses on the core Christian beliefs and teachings, and delves into how different sections of population interpret those beliefs and teachings. â€Å"If you are looking for a fascinating portrayal of historical Christian faith and missions during the centuries past, â€Å"The Mission† is it (though not a â€Å"Christian† production itself).† (Paul, n. d) In the film, the religion of Christianity plays a vital component. That is, The Mission features the series of struggles faced by Father Gabriel in his journey to preach Christianity to the indigenous people, gain their trust and evangelize them. During that journey, the concept of Christianity is clearly highlighted. â€Å"The film is set in the 1750s and involves the Jesuit Reductions, a program by which the European Catholic Church sought to Christianize and â€Å"civilize the indigenous native populations of South America.†(â€Å"The Mission – Summary†, n. d). The representation of Christianity in the film seems to be accurate, as it reflects the activities of the Christian missionaries and other groups to spread Christianity in many lands in the early centuries. That is, the movie mainly focuses on the group of Jesuit priests traveling to distant lands in an attempt to spread and reach the Word of God to the native population. In addition, in those early times, the Jesuit priests/missionaries use to live with the native population for many years, instead of having a temporary stay. In a way, they coexist with the local people, thereby understanding their culture, lifestyle, problems, etc. In the movie also, Father Gabriel along with Mendoza permanently live and carry out constructive work in the Guarani settlement. â€Å"This fact is consistent with historical missions created by Europeans in South America, where Jesuit priests would coexist with tribes such as the Guarani.† (Fritz, 2010). Hence, the representation of Christianity in the film can be considered accurate, and also as an effective means of revealing the holistic features of Christianity. In the film, the Jesuit priests’ attempts to evangelize the native South American population provide key perspectives about the expansion activities of Jesuit priests as well as the core values of Christianity. The key message delivered in the film is how the ‘education’ of the native people about the basic principles of Chr istianity can bring about certain constructive changes in their society. Thus, the film in a way conveys a positive message; as it makes the native people to understand and imbibe the vital components of Christianity namely love towards fellow men, compassion, peace, sacrifice, etc. Though the Guarani initially resist and oppose the preaching of the Father Gabriel, in the latter part of the film, they even go to the extent of dying for his cause. â€Å"This movie depicts the role of religion in the European

Define The Concept Of Culture Essay Example for Free

Define The Concept Of Culture Essay ‘Culture’ is the ways in which a society lives. A culture may share the same religions, beliefs, values, class or status, a culture can dress in a certain way and act in a way that follows the norms of how their society carries out life and what they deem as acceptable, culture can shared by a large group of people or a smaller group within society. For example there are ‘subcultures’, a subculture is a small group which have different way of life opposed to the majority of society; they may dress, talk and act in a different way. An example of subculture is a religious group, being a part of a religion may mean that people that are part of it dress differently, and have different values and ideas on life and live in a different way to the majority in society. Another example of a culture is ‘popular culture’ this is a culture that involves a large majority, and is highly influenced by the media, for example football is a sport that is frequently covered by the media by television, radio, news etc. And is a popular sport with a large following; other examples of pop culture are: pop music, bingo and mainstream fashion. Pop culture has a variety of people from different backgrounds being part of the same thing called a common culture which is shared by the masses. ‘High culture’ is another example of a culture that is shared with people and their families from a ‘higher class’. People that are part of the high culture are wealthy and have an ascribed status or come from a family with an ascribed status, meaning that they or the head of the family worked towards their success/wealth. They take part in activities associated with upper class such as: polo, lacrosse, hunting, and watching arts such as operas, ballets, orchestras. High culture attempts not allow people who are not from the same class or have the same status as them to join in with their clubs and activities this is called ‘social closure’ but this is difficult as more people can achieve super rich lifestyles, buying their way into high culture that may of came from a low class background. Pop culture is known as ‘low culture’ as people from ‘high culture’ are meant to be higher compared to them in class and status, th erefore people from low culture would not be wanted in high culture activities.

Rewards System in HRM

Rewards System in HRM Chapter 1 The basic idea of HRM is first appear from 1980s; and defined in very simple term as managing people in organization and now in modern society, technological changes and production of product and services demand more than just managing people in an organization (Newell and Scarbrough, 2002). The term Human Resource Management and Human Resource emerged after replacing the term Personnel Management with almost same definition of managing people in an organization; it is a deliberate and consistent approach of managing organizational imperative asset (i.e. people) in order to operate business smoothly and achieve objectives which functions through human resource system including HR strategies, HR policies, HR process, HR practices and HR programs (Armstrong, 2006). HRM systems can be drive through organizational competencies to permit firms and industry to discover and utilize existing and upcoming opportunities (Ulrich and Lake, 1990). Organizational effectiveness, Human Capital manag ement, Knowledge Management, Reward Management, employee relations, Meeting Diverse needs, bringing the gap between rhetoric and reality are the specific aim of human resource management (Armstrong, 2006:8). Consider all human abilities to be either innate or acquired. Every person is born with a particular set of genes, which determines his [sic] innate ability. Attributes of acquired population quality, which are valuable and can be augmented by appropriate investment, will be treated as human capital (Schultz, 1981, p.21 quoted in fitz-enz, 2000, p. xii). Motivation 1.2 Purpose of Study The primary purpose of this research is to analyse the reward system and its impact on employees behaviour in McDonalds. Furthermore, this research will try to evaluate whether reward proper reward system would be the better tools for improving employees performance. This research analysis would be conducted through accessing opinion and interest of employees by distributing well designed questionnaire set. On the basis of this analysis, the research will try to advice the strategies and concepts for achieving employees satisfaction through proper and well designed reward policies in McDonalds. 1.3 Objectives of study The reward management system is an integral part of modern business infrastructure; each and every business is operating through optimum utilization of human resource; therefore, employee satisfaction and reward system are vital factors in order to achieve organizational goal (Armstrong, 2009). The fundamental objective of this research is to examine the relationship between employees performance behavior and reward system with in the organization. Furthermore, the specific objectives of this investigation are as below: To analyze how reward system helps to achieve organizational goal and reduce labor turnover. To investigate why rewards are essential to boost employees performance. To find out what type of reward system are mostly implemented by McDonalds in order to motivate employees. Reward system within an organization have major role in generating total reward based upon organizational values and objectives; It helps to provide memorandum about the importance in term of behavior and outcomes; Well designed reward system support to increase performance culture and positive job relationship as well as psychological contract (Armstrong and Helen, 2004). Furthermore, this study offers information and data to help in other relevant research and study to achieve knowledge and better understanding of downsides. This study targets not only issues on reward system but also add and find out the various alternatives like: non-financial rewards can replace the financial rewards if applied after detailed study of employees interest and needs. This study will try to find out whether or not; quality of service in McDonalds depends upon reward system within organization. This research findings and outcomes might helps to make better understanding between employees satisfaction performance and reward system. It ultimately helps to the new HR managers to design better reward system based upon employees interest and needs. Various kind of rewards, employees expectation, employees satisfaction, employees needs and organizational goals are the key factors of this research. 1.4 Research Questions How reward system helps to achieve organizational goal and reduce labor turnover? Why rewards within an organization are essential to boost employees performance? What types of reward system are mostly implemented by organization in order to motivate employees? 1.5 Assumptions Assumption A A/0: It is assumed that there is relationship between reward system and employee behavior. A/1: It is assumed there is no relationship between reward system and employee behavior. Assumption B B/0: It is assumed that there is relationship between employee satisfaction and employee reward system. B/1: It is assumed that there is no relationship between employee satisfaction and employee reward system. Assumption C C/0: It is assumed that there is relationship between employee satisfaction and quality services. C/1: It is assumed that there is no relationship between employee satisfaction and quality services. 1.6 Research Structure In order to analyse reward system and its impact on employees behaviour, this study will review the existing and current literature under the circumstance of reward and reward theory implemented by various industry in chapter two. This research will also inspect the employee satisfaction in relation with reward provided at McDonalds with the help of primary data collected from employees. For this reason, in the literature review chapter, different theories relating to rewards, issues on rewards and its types will be thoroughly reviewed. The third chapter, Research methodology will address philosophy, approach and methods of research undertaken for this research. It will also explain the sampling, case study, research strategy, data collection tools, source of data and the method for data analysis. The fourth chapter, Data analysis and Presentation will present the results of the study in relation with demographic analysis of the respondents and their satisfaction level in McDonalds r eward system. Various figures and charts will be mentioned in this chapter in order to make simple and detailed report on research. In the fifth chapter, conclusions and recommendations will be made based upon data analysis and Presentation. This researcher will offer recommendation to the company (i.e. McDonalds) with due deliberation to the results of the primary data and the review of the literature. After wards, References and appendices will be included in research paper for better understanding and authenticity of study. Chapter 2 Literature Review Theoretical Framework This chapter highlights on the literature that is available in the topic especially the basic concern and aims of the research is to primarily focus on the relationship between organization goal and its reward system of selected fast-food restaurant. It includes literature regarding theories on the topic and review of the observed evidence of previous studies. As for concern several books, articles, journals, research studies have been reviewed in this subject. The main objectives of the literature review is to find out what research studies have been conducted in ones selected of developing research design. Thus the previous studies cannot be unobserved because they provide the foundation of the present study. 2.2 Conceptual Framework Before getting into the core subject matter of Reward system in profit making organization, it is imperative to be acquainted with the general concept of reward, benefit and other related topics and general profile of organization. To understand it better, the following sections and sub-sections will be examining the conceptual matter of the reward system and give brief introduction of the organization under research. 2.3 The context of Reward management In 1960s and 1970s the main cause behind introduction of incentive schemes was to build path of giving workers wages and salaries at a time of government controls (Bowley et al 1982). Due to lack of proper strategy and policies, some of employers gain reduced cost and even below 50% of increased outcomes; in 1980s and 1990s the concept of paying people was changed where worker were paid for their performance rather than attendance; similarly taxation policy was slightly changed as lower rate in income tax (Marchington and Wilkinson, 2005). Payment system has been drastically changed in Britain over the last twenty years and lots of concepts are emerged in relation to compensation and remuneration which are directly in control of management; similarly, in USA, a new concept of payment has emerged under the rubric of the New Pay. This new pattern has great influence on Britains management practice and government as well (White and Druker, 2000). The new pattern of thinking about New Pay in Britain is reward management (term used by Armstrong and Murlis 1988) has same management concern. Then, these concepts fall upon two grounds: 1) rewarding employees for work done and 2) remuneration system to be conditional upon business policy. Furthermore, the interest in reward system concept had been boosted by IPD professional syllabus which includes lots of unit and title on employee reward and a specific text book (Armstrong, 1999). The new syllabus by IPD provides higher emphasis on rewarding employees and employees satisfaction towards job. However, this holistic approach of payment has not, to date, reflected in academic literature, where controversy arises between micro-economics literature of labor economists and human resource literature. The former concern was about effect of pay on whole economy and impact on inflation, productivity and employment. Afterward, in contrast, draws both upon the industrial with regulation with employment relationship and organizational behavior (White and Druker, 2000). Now, the existing textbook focused largely realistic than imaginary, which ignore collective bargaining and employee voice, continue to play in lots UKs organization (Armstrong, 1999).The parallel employee relation also include title to describe pay bargaining systems (Gennard and Judge, 1997). Most importantly, the impact of control relation with in the work area and its impact on reward management plans and policies are polished over IPD texts. Core personnel and Development text (Marchington and Wilkinson, 1966) being an honorable exemption to this approach. Reward management has fascinated increased attention in recent years. Pay structure and system of payment are collectively determined and influenced by context of society in which they implemented (Steven, 1996). 2.4.1 Reward For most of the work is, in the main, a source of disutility, and they therefore require payment to compensate them for the time they devote to it. (Elliott, 1991:) Reward management is not only about money. It is also concerned with those non-financial rewards which provide intrinsic or extrinsic motivation (Armstrong and Murlis, 1988:) Reward is about how staffs are rewarded and valued in return of their performance towards organization which may includes both financial and non financial rewards and embrace the plan, policies , strategies, and reward layout prepared by an organization to maintain smooth reward system (Armstrong, 2009).It signifies one of the vital factors supporting the employment relationship (Kessler, 2005). It can be defined as fundamental expression of job relationship. It is concerned with the formulation, and implementation of plans and policies to reward employees fairly, equitably and consistently on the basis of their performance. The development, maintenance, designs and implementation of reward system is done to fulfill needs of both organization and employees (Armstrong, 2009). Both organizational and employees values are significant for align reward practices (Brown, 2001). It can influence a number of human resource policies, processes and practices which have great impact on organiza tional performance (Lawler, 2000a). It becomes an essential tool to coordinate, communicate and reinforce the organizational goal because it incentivizes staffs to achieve objectives and apply required capabilities and skills supporting them (Brett, 2006). As a result employee feels that they are considered as valuable asset of an organization (Jaques, 1961). All the organization has their own reward system without that employee would not join, come to work and perform less than they are supposed to perform with the mission statement of organization (Wilson, 2002). Business Strategy Reward system is a system which contains various interrelated process and activities done effectively in order to fulfill organizational goal and maintain employees value (Armstrong, 2009). It consists of monetary reward (Fixed and variable) and non monetary (employee benefits) which together mixed and form total remuneration. The main sections of reward system are process, practice, structure, scheme and procedure. Process includes job evaluation, market rate analysis and performance management, Practice includes financial benefits and non financial benefits provided to employees, Structure describe level of rewarding people on the basis of structure and their performance, Schemes explain financial rewards and incentives provided to employees, Procedure for maintaining system and ensuring that worker work according to standard and value of money. Reward system provides systematic way to deliver positive consequence (Wilson, 2002). Cost is the vital factor in reward and for service oriented organization, labor cost have important proportion on overall cost; however, lower labor cost doesnt always minimize cost , some time high labor cost leads towards increased turnover because of excellent performance due to motivation (Pfeffer, 1998). The proper implementation of strategic reward management helps to change employees behavior and attitude towards organization due to effective reward strategy; there are number of factors which mix along these type of straight-forward cause effect relationship; therefore, there is high possibility that reward strategy might helps in organizational change (Marchington and Wilkinson, 2005). 2.4.2 International Reward Management To achieve knowledge about importance of international organization and transnational organizational activity for employees reward system, 2007 World Investment Report (UNCTD, 2007) is suitable; where 78000 transnational companies with 780000 international affiliation and employing approximately 73 million people around the world (Perkins and White, 2008). This circumstance involves lots of areas and scopes for regulation, policies and practice work, human resource specialists critical responsibility for structuring the better reward policies become much more complex and difficult (Briscoe and Schuler, 2004:305). 2.5 Reward Issues Boardroom pay has been brought back under the attention after it emerged that CEO of FTSE100 companies receive around  £3.2 m in 2006 where analysis also emphasize that there is narrow gap between American and British pay (The Times, 29 October 2007).Employees of the largest UK companies are ultimately starting to contribute the decent amount of defined contribution and pension; Employers are tends to put much less defined into the defined payment pensions that has largely replace salary scheme for new employees- only 6-7% of salary, Paul Macro, senior consultant with the firm saidà ¢Ã¢â€š ¬Ã‚ ¦approximately 15% of the salary that generally accepted as being the level of contribution needed to provide a decent income in retirement (Financial Times, 14th November 2007). Employee compensation, remunerations and reward (terms that may be used interchangeably in the literature, although compensation tends to predominant US commentary) may be defined as all forms of financial returns and tangible services and benefits employees receive (Milkovich and Newman, 2004:3). In United States of America (USA), both old and new style organization are taking on board total reward strategy; however, same writer observe that too often, when companies talk about Total Reward they simply mean providing generous benefits and positive workplace. Guaranteeing jobs, supporting an attractive work-life balance, adding benefits and pay- scale, cheering development and opportunities and making work place interesting all makes lower class business logic without considering the needs of high performance; they feel most existing solutions which ignore performance and encourage power (Zingheim and Schuster, 2000). 2.6 Reward Objectives The success of any reward system fully depends upon clear and concise objectives; the first step in consulting a strategic corridor through the reward jungle is to set achievable objectives, basically, to make employees satisfied and get work done from them is a primary objective of reward system (Brown, 2001). Organizations are starting to understand that pay should not de considered in term of particular job and financial results; the compensation should be inextricably being attached to employees, their performance and organizational vision and goals as well as most valuable and important tools for communicate, coordinate and reinforce the attitude and behaviors for results (Flannery et al, 1996). Reward management aims to support the achievement of organizations strategic and operational objectives, helps to communicate, drive and support expected attitude and behavior, promote continuous development, compete in employment market, enhance teamwork, and promote flexibility, gain f airness and equity (Armstrong and Murlis, 1998). Similarly, support culture management and change through matching pay and organizational culture as a whole, where as it cannot drive change or lead change process, cannot define change, cannot establish values and cannot establish effective leadership (Flannery et al, 1996). Furthermore, the European study under total rewards underpinned the following as a objectives and themes of rewards: introducing more flexible and changeability reward rather than control oriented and highly structured, market driven rewards, more flexible employee based, focused on variable pay, promoting boarder concept of reward in relation to contribution in their organization, implementing variety of reward tools, involving managers and staffs in those rewards cases and so on (Perrin, 1999). 2.7 Total Reward Reward that include not only traditional, financial component (salary, wage, pay, benefit etc) but also non-financial component (job responsibility and accountability, career opportunities, training and development etc) provided by an organization in order to motivate its employees (Thumpson, 2002). Reward that covers not only tangible pay like pay and benefits, but also intangible factors, such as opportunity to work flexibly, career development, trainings and environment where employees feels respect and valued (Brett, 2006). It includes direct as well as indirect and intrinsic as well as extrinsic (Manus and Graham, 2003), which embrace everything that employee values in employment relationship (Oneal, 1998). The combination of both monetary and non-monetary reward which helps to address every staff whether they want financial or non financial; the tools that are used to attract, retain, motivate and satisfy employee in order to increase efficiency and effectiveness that drive desired attitude in workplace (World Bank, 2000). Total reward is vertically integrated organizational strategy and horizontally integrated with HR strategies to gain internal consistency (Armstrong, 2009). The success of totals reward strategy is almost all depends upon monetary and non-monetary rewards provided to employees by employers (Davis, 2007). an approach to providing a package of reward to employees in the way that optimize employee satisfaction with reward from their work, and which does this in such a fashion that the employees contribution to employer is optimized at an acceptable cost -Vicky Wright, CIPD vice president (CIPD National Conference, 2001) It is fairly simple to understand but very complex in operation owing to the wide -ranging implications forà ¢Ã¢â€š ¬Ã‚ ¦..reward management (Richards and Hogg, 2007:4) All the employers available tools that may be used to attract, retain, motivate and satisfy employees, this encompasses every single investment that an organization makes in its people, and everything its employees value in the employment relationship. (World Bank, 2000) The termà ¢Ã¢â€š ¬Ã‚ ¦adopted to describe a reward strategy that brings additional component such as learning and development, together with aspects of the working environment into the benefit package. It goes beyond standard remuneration by embracing the company culture, and is aimed at giving all employees a voice in the organization, with the employers in return receiving and engaged employee performance. (Richards and Hogg, 2007:1) Whistling the initial definition on offer, the relationship might be distinguish between total reward and various thoughts and ideas like employee well-being and psychological contract (Guest and Conway, 2004); similarly, emotionally intelligent leadership (Brown et al, 2006; Goleman, 2002; Palmer et al, 2001); mutual gain'(Bacon and Blyton, 2006); as well as employee involvement program (Cox et al, 2006) and high involvement work practice'(Huselid, 1995) and so on. Therefore, adopting the wide concept of reward, everything that employees get in return of their efforts is total reward (Davis, 2007). Therefore, the total reward component of World at Work can be summaries as follows: compensation, benefits, work-life, performance and recognition and development and career opportunities (Perkins and White, 2008). In the above given figure, upper two boxes (i.e. Pay and Benefit) indicate transactional reward which are financial in nature. In other hand, lower two boxes (i.e. Learning development and work environment) indicate rational reward which are non-financial in nature. The effective reward is the one which consist of both transactional and rational rewards (Thompson, 2002). The success of organization depends upon its staffs. If staffs are satisfied and loyal towards organization than overall goals can be achieved. However, some business organization fails to motivate their employees in aspect of reward. So, considering the fact, organization should apply both financial and non-financial reward (i.e. Total reward). 2.7.1 Financial/Extrinsic Reward Rewards like pay, benefit, salary, incentive are financial or extrinsic reward; various kinds of benefits and perks provided to employees in non-cash as a benefits and helps to motivate employees to perform better, similarly it also shows employers interest in employees well being (Perkins, and White, 2008). 2.7.2 Non-Financial/Intrinsic Reward Intrinsic reward can be divided into two parts; environmental reward and development oriented reward (Kessler, 2001). Environmental rewards are like employees value shown by senior supervisor, managers in work place, sensitivity of supervision and leadership excellence; similarly, development oriented reward are individually targeted to enhance career development and opportunity as well as helps to built sense of accomplishment in employees (Milkovich and Newman, 2004). 2.8 Reward Theory 2.8.1 Wage Gap Theory Another neo-institutionalist approach was Wage Gap Theory which indicate the same dominant power exercise by employers on their product market to distribute higher part than the normal profit with the employees and employees commitment towards organization for enduring of production (Heery, 2000). Wage rate across six OECD nation remained almost equal and controlling labor quality and effectiveness. (i.e. USA, Canada, Sweden, Australia, Norway and Germany); the wage paid to employees in return of their effort seems less considerable comparing with rate of trade union and collective bargaining (Zweimuller and Barth, 1992). Criticism of neo institutionalist arguments The practical role of employees reward construction and level of typical social science whether at national level or organizational level; management has required employment relationship on more flexible pattern in order to transfer risk from employer to employee and to facilitate organizational product market or to enhance return on shareholder investment (Rubery, 1997). During 1980-1990, the institutional approach of designing fair wage and arrangement with reward enjoy by employees were reduced, supported by government policies that pay should be based upon organizational ability to pay which reduce the power of trade union and popularity of the collective bargaining (Beaumont and Hunter, 2000). The existing reward determination theory was found ineffective in its overruling importance on stability and mutuality building where as majority of interest is on employment relationship thats why labor market policies should be reconsider; more attention should be given for disputes that profit values are redistributed between organizational stakeholders to privilege economic capital over human capital; the expectation between groups, balance of policies have courageously transfer in the side of management (Rubery, 1997). 2.8.2 Efficiency Wage Theory According to Efficiency Wage Theory, the managerial policy to gain more efficient employment agreement in medium term; worker will employ their capita; to secure optional work boost pay rate but it cause loss to the employer so, paying higher reward levels is a logical employers reaction in order to hold skilled employees (Perkins and White, 2008). This theory also describes a possible corrective aspect, concentrating on what economists do to labeled soldiering on the part of worker; more optimistically, this theory theoretically introducing a sorting effect'(Perkins and White, 2008). Those organization who needs more and skilled human capital to operate their business use above-market wage levels in order to attract expected employees; where close supervision will be reduced; this relates to Responsible autonomy policy (Friedman, 1984). Paying above-market reward for skilled workforce might be suitable option than to employ additional supervision; this concept will be attractive in case of knowledge workers (Rubery, 1997). 2.8.3 Labor Market Theory The term Labor Market implies that, the struggle on labor in capitalist society where product and services are traded in market; employee tries to spend their labor in maximum best prices and similarly employer bargain to purchase labor in minimum best price (Perkins and White, 2008). Classical labor Market Theory The concepts of constant choice by the groups to effort-reward relationship emphasize classical labor market theory; the demand of labor meets supply of labor exactly where pay will be determine in labor market is known as Market Clearing (Black, 2002). The only effective policy is to pay what other do (Garhart and Rynes, 2003:15). S Value of Marginal productivity of Labor D Quantity of labor Figure: 2 (Wage determination in a competitive labor market, balancing Demand (D) and Supply (S) of labor.) Source: (Perkins and White, 2008:34-35) According to above figure, the supply of labor is equal to demand of labor where worker will accept the job at the price that offer by employer: it is a value of marginal productivity of labor. This theory explain that there is tough competition among employer in term of paying their employees but finally every employer has to pay same as everyone pays. This theory indicates that paying strategy always leans toward symmetry where demand and supply of labor meets. This model of the employment system address the famous classical economist Adam Smith and its neo classical restatement by other neoclassical economists like: Jevons, Menger and Walrus; every one is free to choose their best price either employees or employers, employee compete with other employee for wages and similarly employer compete with other rivals for labor (Watson, 2005). Logically looking for Maximum utility, worker will accept work after comparing overall benefit of different works; thus work that are less satisfying, include more threat and hard to achieve mastery will require higher amount of wages compare to other work whose feature are opposite (Perkins and White, 2008). However, the concept of labor market was changed form middle of twentieth century, number of research indicate that the real situation of labor market doesnt run according to previous assumption given by classical economists; the paying system might effect in market force whereas some economists argues that it needs to remove market distortion (Garhart, and Rynes, 2003). Whether or not, labor supply by employees to employers is not the single economic issues; it is the effort employed by employees when employed (Rees, 1973) Stand as alternative economic theory of classical labor market theory, Institutional Labor Economic Theory describes the different wage level and dependent on organizational issue; employees and employers anticipation will be rest on maximizing in their financial concern (Perkins and White, 2008). In term of strategic initiative, higher level executive plan the contract in such a way that it minimizes the economic cost by putting labor satisfaction in effective and efficient ways; in other word, both employees and employers make a decision about work relationship comparing all the economic issues and interest; rationality between both party and their interest and wants remain significant Transaction Cost Theory Assumption (Williamson, 1975). Similarly, Resource Based Theory of Firm explains that economic effectiveness and efficiency will be increase through subsidiary scheme to take benefits of organizational resources; employee reward are parallel to HRMs other features and is arran ged to maintain organizational culture (Kessler, 2001; Purcell, 1999). Whereas, new institutional approach strategy theory describes the number of political and social issues tackling employees in an organization; organizational system (both internal and external) helps to design better employees reward system (Perkins and White, 2008). 2.8.4 Human Capital Theory Human Capital Theory makes an assumption that individuals gather human capital by investing both time and money in training and development, education, and other various opportunities based program in order to increase their efficiency and productivity and as a result employees value to employers (Abercrombie, et al, 2000). Human Capital Theory (developed by Schultz and Becker in the 1960s) differentiates between expenditure made on human capital and employees consumption; market are for the service of capital, not the reserve capital itself. In order to achieve HRM objectives of motivating employees and get work done through them, manager must balance between cost and skills (Hendry, 2003). Exchange Theory explains t