Lord Of The Flies As A Psychological Allegory - 1170 Words

Some speculate that the people who commit extremely appalling acts as adults were raised to commit these ghastly crimes, while others believe that everyone is born with an evil already inside of them. In William Golding’s psychological fiction Lord of the Flies, the idea of being born innately evil is recurrently alluded to. The novel is about a group of young British boys who crash land on a remote island. They are left with no laws to tell them what they can or cannot do, and are extremely frightened of a so called â€Å"Beast† that they expect lives on the island. In the Lord of the Flies, â€Å"The Beast† symbolizes the evil and devilish proclivity inside of all humans. Through the use of â€Å"The Beast†, William Golding illustrates how the novel is†¦show more content†¦Society and laws, however, have been put in place to keep this â€Å"Beast† hidden. Instead of being the sweet little British boys that the children were expected to be in the beginning of the novel, â€Å"the Beast† inside of these kids has shown not only their recklessness, but also their pure evil that has been kept sequestered. Not only is â€Å"The Beast† implanted in the children’s heads, but it is also something that they can never truly get rid of. Golding introduces this idea during a conversation between Simon and The Lord of the Flies: â€Å"‘Fancy thinking the Beast was something you could hunt and kill!’ said the head† (Golding 143). By claiming that â€Å"The Beast† is not something that the children can hunt and kill, Golding portrays his belief that the evil inside of all human beings cannot be exterminated. By portraying this belief, Golding once again relates to the concept of â€Å"The Beast† being the id. Being that the id is a part of a human’s subconscious mind, it would be impossible to completely get rid of it. However, throughout the text, Golding alludes to the fact that man’s evil is covered up by the rules and laws of society. This, in turn, causes the id to be covered up. One would never walk amongst others acting complet ely on emotion. This would progenerate a completely rampageous environment. Golding is suggesting that society’s rules eliminate any chance of this sort of environment. However, by stripping away society’s rules on the island, Golding isShow MoreRelatedLord of the Flies by William Golding1585 Words   |  7 Pages Lord of the Flies by William Golding is a fictional novel highlighting natural characteristics of man kind. The Book was created during the post World War II period. Before creating this novel, William had experience in the navy where he learned of the nature of mankind. The introduction of the book portrays a plane crash where a large group of boys are stranded on an island. Here they grow in character and human instincts such as leadership, brutality, and survival are displayedRead MoreAllegories In William Goldings Lord Of The Flies885 Words   |  4 Pagesfield with his model of the human psyche. According to his model, the mind is divided into three aspects: the id, ego, and superego. William Golding’s allegorical novel, Lord of the Flies, employs these three aspects of the psyche through intricate characterization representing the concepts of id, ego, and superego. Lord of the Flies tells the story of a group of young British boys who are stranded on an island in the South Pacific. They become trapped when their plane is shot down while trying to escapeRead MoreLord of the Flies Nature of Man1726 Words   |  7 PagesLord of the Flies: The Nature of Man William Golding’s Lord of the Flies is a gritty allegory of adolescence, innocence, and the unspoken side of human nature. Countless social issues are portrayed, however one of the most reoccurring is the nature of man. Throughout the novel there is an ever-present focus on the loss of innocence amongst the boys, shown by the deterioration of social skills and their retrogression into a barbaric form of society. Also portrayed is the juxtaposition of a cruelRead MoreLord Of The Flies Character Analysis Essay814 Words   |  4 PagesHowever, society attempts to lock those instincts away by casting a burden called rules upon them. In the allegorical text, Lord of the Flies, William Golding depicts a group of boys, stranded on a tropical island, free of civilization. Here he paints an image of what humans really are without the burdens of society. In Golding’s psychological allegory The Lord of the Flies, Jack embodies the ID, someone who acts based on his/her own ba sic wants and needs, for the sake of establishing his theme:Read MoreFreudian Theory Into Lord Of The Flies1764 Words   |  8 Pages The psychological makeup of a person has a significant influence on the quality of their decisions and behaviors. Golding incorporates the theme of Freudian theory into Lord of the Flies to present a psychological meaning that explains the struggles associated within everyone. Various symbols justify the characters as specific parts of Freud’s analysis of the human personality. In Lord of the Flies, Golding establishes a psychological meaning through the use of symbolism to personify PiggyRead MoreTo What Extent Does a Marxist Reading of Lord of the Flies Lead to a Fuller Understanding of the Novel?1888 Words   |  8 PagesTo what extent does a Marxist reading of ‘Lord of the Flies’ lead to a fuller understanding of the novel? ‘Lord of the Flies’ is based almost entirely on Golding’s view that evil is an inherent force in every man, â€Å"man produces evil as a bee produces honey†. Golding acquired this belief while he was a soldier in the Second World War. From that point on, he became extremely pessimistic about human nature, calling it â€Å"the disease of being human†. This belief is shown very clearly, as he puts ‘innocent’Read MoreSymbolism in William Goldings Lord of the Flies1918 Words   |  8 PagesSymbolism in William Golding’s ‘Lord of the Flies’ Definition: A symbol is something that is itself as well as something else. In literature it means literal or objective sense coupled with abstract meaning. Symbolism refers to serious and extensive use of symbols in a work of literature. Symbolism in Lord of the Flies: The novel is rich in symbolism. A host of different interpretations of the novel’s symbolism – political, psychological and religious – exists. We will look at some of the prominentRead MoreThe Lord Of The Flies By William Golding1857 Words   |  8 Pages It is very evident that The Lord of the Flies by William Golding has many allegorical applications to it, so what is the lesson the Golding is trying to teach us? The book is mainly about boys who are stranded on an island in the middle of nowhere, so it would make sense that Golding’s lesson comes from that aspect of the novel. Golding uses a psychological allegory to show that alienation from human civilization cause the human mindset to deteriorate. Mankind tends to take advantage of situationsRead MoreLord of the Flies3107 Words   |  13 PagesLord of the Flies William Golding In Between the Modern and the Postmodern Content: 1. Fragments chosen.............................................................................. 2. In Between the Modern and the Postmodern - essey........................ 3. Questions.............................................................................................. 4. Bibliography........................................................................................ [Read MoreArchetype Analysis of Lord of the Flies2467 Words   |  10 Pageshis first writing Lord of the Flies, in which symbolism is wildly used and attributes lots of symbolic meanings to the characters and events. The story thus becomes vivid and profound. This paper aims at using Swiss psychologist Carl Gustav Jung’s collective unconscious and archetypal theories to interpret the archetypes of characters, natural scenes and themes. Key words: symbolism, Lord of the Flies, collective unconscious, archetypal theory 0. Introduction Lord of the Flies is the masterpiece

Part Four Chapter IX Free Essays

IX The Yarvil and District Gazette erred on the side of caution in reporting what had been said during the most acrimonious Pagford Parish Council meeting in living memory. It made little difference; the bowdlerized report, augmented by the vivid eye-witness descriptions offered by all who had attended, still created widespread gossip. To make matters worse, a front-page story detailed the anonymous internet attacks in the dead man’s name that had, to quote Alison Jenkins, ’caused considerable speculation and anger. We will write a custom essay sample on Part Four Chapter IX or any similar topic only for you Order Now See page four for full report.’ While the names of the accused and the details of their supposed misdemeanours were not given, the sight of ‘serious allegations’ and ‘criminal activity’ in newsprint disturbed Howard even more than the original posts. ‘We should have beefed up security on the site as soon as that first post appeared,’ he said, addressing his wife and business partner from in front of his gas fire. Silent spring rain sprinkled the window, and the back lawn glistened with tiny red pinpricks of light. Howard was feeling shivery, and was hogging all the heat emanating from the fake coal. For several days, nearly every visitor to the delicatessen and the cafe had been gossiping about the anonymous posts, about the Ghost of Barry Fairbrother and about Parminder Jawanda’s outburst at the council meeting. Howard hated the things that she had shouted being bandied about in public. For the first time in his life, he felt uncomfortable in his own shop, and concerned about his previously unassailable position in Pagford. The election for the replacement of Barry Fairbrother would take place the following day, and where Howard had felt sanguine and excited, he was worried and twitchy. ‘This has done a lot of damage. A lot of damage,’ he repeated. His hand strayed to his belly to scratch, but he pulled it away, enduring the itch with a martyr’s expression. He would not soon forget what Dr Jawanda had screamed to the council and the press. He and Shirley had already checked the details of the General Medical Council, gone to see Dr Crawford, and made a formal complaint. Parminder had not been seen at work since, so no doubt she was already regretting her outburst. Nevertheless, Howard could not rid himself of the sight of her expression as she screamed at him. It had shaken him to see such hatred on another human’s face. ‘It’ll all blow over,’ said Shirley reassuringly. ‘I’m not so sure,’ said Howard. ‘I’m not so sure. It doesn’t make us look good. The council. Rows in front of the press. We look divided. Aubrey says they’re not happy, at District level. This whole thing’s undermined our statement about the Fields. Squabbling in public, everything getting dirty †¦ it doesn’t look like the council’s speaking for the town.’ ‘But we are,’ said Shirley, with a little laugh. ‘Nobody in Pagford wants the Fields – hardly anyone.’ ‘The article makes it look like our side went after pro-Fielders. Tried to intimidate them,’ said Howard, succumbing to the temptation to scratch, and doing it fiercely. ‘All right, Aubrey knows it wasn’t any of our side, but that’s not how that journalist made it look. And I’ll tell you this: if Yarvil makes us look inept or dirty †¦ they’ve been looking for a chance to take us over for years.’ ‘That won’t happen,’ said Shirley at once. ‘That couldn’t happen.’ ‘I thought it was over,’ said Howard, ignoring his wife, and thinking of the Fields. ‘I thought we’d done it. I thought we’d got rid of them.’ The article over which he had spent so much time, explaining why the estate and the Bellchapel Addiction Clinic were drains and blots on Pagford, had been completely overshadowed by the scandals of Parminder’s outburst, and the Ghost of Barry Fairbrother. Howard had completely forgotten now how much pleasure the accusations against Simon Price had given him, and that it had not occurred to him to remove them until Price’s wife had asked. ‘District Council’s emailed me,’ he told Maureen, ‘with a bunch of questions about the website. They want to hear what steps we’ve taken against defamation. They think the security’s lax.’ Shirley, who detected a personal reproof in all of this, said coldly, ‘I’ve told you, I’ve taken care of it, Howard.’ The nephew of friends of Howard and Shirley’s had come round the previous day, while Howard was at work. The boy was halfway through a degree in computing. His recommendation to Shirley had been that they take down the immensely hackable website, bring in ‘someone who knows what they’re doing’ and set up a new one. Shirley had understood barely one word in ten of the technical jargon that the young man had spewed at her. She knew that ‘hack’ meant to breach illegally, and when the student stopped talking his gibberish, she was left with the confused impression that the Ghost had somehow managed to find out people’s passwords, maybe by questioning them cunningly in casual conversation. She had therefore emailed everybody to request that they change their password and make sure not to share the new one with anybody. This was what she meant by ‘I’ve taken care of it’. As to the suggestion of closing down the site, of which she was guardian and curator, she had taken no steps, nor had she mentioned the idea to Howard. Shirley was afraid that a site containing all the security measures that the superior young man had suggested would be way beyond the scope of her managerial and technical skills. She was already stretched to the limits of her abilities, and she was determined to cling to the post of administrator. ‘If Miles is elected – ‘ Shirley began, but Maureen interrupted, in her deep voice. ‘Let’s hope it hasn’t hurt him, this nasty stuff. Let’s hope there isn’t a backlash against him.’ ‘People will know Miles had nothing to do with it,’ said Shirley coolly. ‘Will they, though?’ said Maureen, and Shirley simply hated her. How dare she sit in Shirley’s lounge and contradict her? And what was worse, Howard was nodding his agreement with Maureen. ‘That’s my worry,’ he said, ‘and we need Miles more than ever now. Get some cohesion back on the council. After Bends-Your-Ear said what she said – after all the uproar – we didn’t even take the vote on Bellchapel. We need Miles.’ Shirley had already walked out of the room in silent protest at Howard’s siding with Maureen. She busied herself with the teacups in the kitchen, silently fuming, wondering why she did not set out only two cups to give Maureen the hint that she so richly deserved. Shirley continued to feel nothing but defiant admiration for the Ghost. His accusations had exposed the truth about people whom she disliked and despised, people who were destructive and wrong-headed. She was sure that the electorate of Pagford would see things her way and vote for Miles, rather than that disgusting man, Colin Wall. ‘When shall we go and vote?’ Shirley asked Howard, re-entering the room with the tinkling tea tray, and pointedly ignoring Maureen (for it was their son whose name they would tick on the ballot). But to her intense irritation, Howard suggested that all three of them go after closing time. Miles Mollison was quite as concerned as his father that the unprecedented ill-humour surrounding next day’s vote would affect his electoral chances. That very morning he had entered the newsagent’s behind the Square and caught a snatch of conversation between the woman behind the till and her elderly customer. ‘†¦ Mollison’s always thought he was king of Pagford,’ the old man was saying, oblivious to the wooden expression on the shopkeeper’s face. ‘I liked Barry Fairbrother. Tragedy, that was. Tragedy. The Mollison boy did our wills and I thought he was very pleased with himself.’ Miles had lost his nerve at that and slipped back out of the shop, his face glowing like a schoolboy’s. He wondered whether the well-spoken old man was the originator of that anonymous letter. Miles’ comfortable belief in his own likeability was shaken, and he kept trying to imagine how it would feel if nobody voted for him the following day. As he undressed for bed that night, he watched his silent wife’s reflection in the dressing-table mirror. For days, Samantha had been nothing but sarcastic if he mentioned the election. He could have done with some support, some comfort, this evening. He also felt randy. It had been a long time. Thinking back, he supposed that it had been the night before Barry Fairbrother dropped dead. She had been a little bit drunk. It often took a little bit of drink, these days. ‘How was work?’ he asked, watching her undo her bra in the mirror. Samantha did not answer immediately. She rubbed the deep red grooves in the flesh beneath her arms left by the tight bra, then said, without looking at Miles, ‘I’ve been meaning to talk to you about that, actually.’ She hated having to say it. She had been trying to avoid doing so for several weeks. ‘Roy thinks I ought to close the shop. It’s not doing well.’ Exactly how badly the shop was doing would be a shock to Miles. It had been a shock to her, when her accountant had laid out the position in the baldest terms. She had both known and not known. It was strange how your brain could know what your heart refused to accept. ‘Oh,’ said Miles. ‘But you’d keep the website?’ ‘Yeah,’ she said. ‘We’d keep the website.’ ‘Well, that’s good,’ said Miles encouragingly. He waited for almost a minute, out of respect for the death of her shop. Then he said, ‘I don’t suppose you saw the Gazette today?’ She reached over for the nightdress on her pillow and he had a satisfying glimpse of her breasts. Sex would definitely help relax him. ‘It’s a real shame, Sam,’ he said, crawling across the bed behind her, and waiting to put his arms around her as she wriggled into the nightdress. ‘About the shop. It was a great little place. And you’ve had it, what – ten years?’ ‘Fourteen,’ said Samantha. She knew what he wanted. She considered telling him to go and screw himself, and decamping to the spare room, but the trouble was that there would then be a row and an atmosphere, and what she wanted more than anything in the world was to be able to head off to London with Libby in two days’ time, wearing the T-shirts that she had bought them both, and to be within close proximity of Jake and his band mates for a whole evening. This excursion constituted the entire sum of Samantha’s current happiness. What was more, sex might assuage Miles’ continuing annoyance that she was missing Howard’s birthday party. So she let him embrace and then kiss her. She closed her eyes, climbed on top of him, and imagined herself riding Jake on a deserted white beach, nineteen years old to his twenty-one. She came while imagining Miles watching them, furiously, through binoculars, from a distant pedalo. How to cite Part Four Chapter IX, Essay examples

Managing Human Capital Entrepreneurship Advancement of the Organizat

Question: Describe about the Managing Human Capital Entrepreneurship for Advancement of the Organization. Answer: Part A. Introduction Introduction to Proposal Being the senior manager of Dhiraagu which is a telecommunication service provider in Maldives the advancement of the organization along with every individual working is one of the important responsibilities (Augusto, Couto Caiado, 2014). The role of leading the work force as well as the sharing the shoulder of top management officials is a task to be executed efficiently. The execution of work has to be oriented towards organizational goals. In any organization whether big or small the conception, advancement and execution of the enterprise magnitude have to be integral components. The delivery of work along with optimum performance has to be extracted from each individual working in Dhiraagu (Baptista, Karaz Mendona, 2014). One of the major roles as senior manager is to maintain balance between all the sections of the department along with keeping the objectives and advancement of work in mind. It is also required to provide suggestions and scope for improvement. It is to be assured that the employees realize the objectives and goals of the organization by accomplishing the tasks by using time efficiently (BarNir, 2012). The team has to work according to the business plan by following perception and ethics set up by the organization. Being accountable for enterprising and assisting any alteration required to accelerate the growth of the company is an indispensible role. Background to the issue The most important resource of an organization like Dhiraagu is its human resource. Employees devote most part of their day working hard to achieve the targets contributing to the productivity of the organization. The employees need to be constantly motivated to get connected to the organizational goals and perception so as to perform well (Cerrato et al., 2012). Employees undergo training and get exposed to various skills through experience from time to time which in result improves work quality and efficiency. Human capital denotes to the standard of value of the set of skills of an employee from economic context. Human capital management refers to the technique and system of handling and managing human resource in an organization. It is a part of talent management that denotes to the practice through which individuals are recognized and recruited and provided with knowledge and skills, development of leadership, succession, management of performance, providing training, development of career and other organizational methods such as collaboration of employee and planning of workforce (Corbett et al., 2013). This concept conceives that workforce is varying and has to be subjected for improvement which in turn contributes to the overall growth of the organization and its employees. Scope and Proposal of the Issue For any organization it is vital to have productive individuals at all levels of the management for achieving success. The human capital is handled by the department of human resource. The human resource management inspects and directs management of organizations workforce, optimization, acquisition, recruitment, strategy of workforce, planning, analysis, training as well as development of career of employees. As a whole human capital management refers to the enhancement of the skills of an employee so that the employee delivers the best possible outcomes (Criaco et al., 2014). The report is regarding the proposal to the management of Dhiraagu to enhance human capital management of the company so as to enhance the work atmosphere and create a better performing human capital. The proposal suggests ways to enhance employee motivation and effectiveness which will in turn propel productivity of Dhiraagu. Analysis of Organizational Climate Causes of low morale of employees- The performance of employees in Dhiraagu has been unsatisfactory which lead to repercussions such as work that is unproductive along with delay in work completion. This further magnifies errors that may result in great losses to the organization (Caselli Gennaioli, 2013). The issues may crop up right from ground to management level. The issues that may affect the motivation of the employees may expand from the deficiency of employers affirmation towards the work of the employees to the lack of methods to obtain goal oriented results. Causes of low morale of employees In order to avoid unproductive work and make employees perform better it is required to identify these issues and reach to the basis of the causes such as:- a) Uncertain expectations or requisites:-Employees in Dhiraagu feel disoriented and are unable to perform the goals of the organization when the requirements are not clearly set by the employer (Gedajlovic et al., 2013). The employees also get demotivated when appraisals and feedback is not provided to them. When the employer does not give proper illustrations of appropriate performance or does not rectify the mistakes through exercising steady analysis of job it relays a message that the supervisor does not give priority to the subordinates work. This hampers motivation of the employees and the workforce production falls off. b) Shortage of adequate materials:-When the management does not provide provisions of adequate equipment and materials to assist in obtaining productivity, the employees become demotivated (Grichnik et al, 2014). The appeal to the management by the employees regarding organizational infrastructures further adds to the resentment and destroys the motivation of the employee. The lack of these facilities in the work environment will create hindrance in the execution of the works due to which work performance as well as productivity suffers. c) Investment of personal business:-When an employer does not seek for his or her employees ideas, views or opinions, it results in creation of a work environment where the employee only works in order to gather his salary at the end of the month and not realize his importance in the organization. It makes the employee feel as if his contribution to the organization is not recognized and in return he/she feels disconnected with the organizational goals and vision and gets demotivated (Leitch, McMullan Harrison, 2013). The employee ceases to present his ideas, opinions and be creative which would have proved to be beneficial to the organization d) Shortage of pay or rewards:-An employee works in an organization with a basic need of finance which is supposed to be the prime motivation factor. If the organization does not pay optimum salary to the employee with respect to his/her standard of work he/she gets demotivated and loses interest in the job (Martin, McNally Kay, 2013). Even if the organization does not reward its employees for the best performances on monthly ,quarterly or annually, does not reward its employees with bonus for sales or for festivals ,its creates a sense of disconnection from the organization which results in demotivation of the employee. e) Leaders not setting up right example: - Some supervisors are egocentric, ruthless and belittle their subordinates which instill low morale in employees. Though these sort of supervisors are highly paid and dont really bother about their own motivation, they should generate motivation among other employees (Milln, Congregado Romn, 2014). The employees should feel that their leader is along with them. f)No or insignificant accountability:-Every organization should make effort in making its employees understand that every mistake they commit is a learning experience and at the same time the organization needs to make equal efforts in cooperating with the situation. If the supervisors are not cooperative and understanding, the employees feel discouraged and demotivated (Peng, Sun Markczy, 2015). g)Less or no career growth opportunities:-If in the organization the employees do not find rewards or appraisals for high performances or successive career growth opportunities they will not feel motivated to give better performance or even continue their career in the same company. h)Internal competition:-The backstabbing occurring due to too much of internal competition leads to sabotaging of the eagerness of the employees to put in best efforts .This also demotivates the employees from continuing their work in such work environment (Rauch Rijsdijk, 2013). I) Trust issues:-If the management or superiors in an organization do not build the relationship of trust with their subordinates or employees then everything the former do to enhance recognition of the latter will appear as manipulation. Employees will feel as if the subordinates are taking advantage of them by being too sweet and further the employees will dissociate from them as their morale will suffer. j) Not building teams that are effective:-The factors such as scare of conflict, accountability avoidance, absence of trust, shortage of commitment and not being attentive to the outcome gives rise to the failure of the management in creating an effective team. This leads to limiting the productivity and organizational objectives for both employees and the management. k) Keeping it unreal:-If the leaders fake the appreciation or their behavior towards their employees somehow it gets reflected and employees sense it. This adds to the resentment of the employees making them demotivated (Stone, 2013). Turnover Issues The strength of an organization comes from the lot of talented and skilled and experienced human resources and such employees should be given high priority. Though employee turnover being a natural component in any organization it decreases the efficiency of the organization and creates the loss of talented human resource as well as prices of the replacement of training and recruitment (Santarelli Tran, 2013). This costs a lot to the organization as the company had either given effort to bring in the skills or develop and train the employee with the set of skills required to do the job which is lost when the employee leaves the organization (Volery et al., 2013). This further gets intensified when the employee joins the competitor of previous company which implies what the former company lost is gained by the latter one. Causes of employee turnover a) Management is poor: - The employees get demotivated when they sense their efforts and work is not being appreciated or valued by their managers .This results in employees seek for appraisals and work environment where their work would be valued and hence, resign from the current organization. b) Improper hiring: - Employees however talented they may be in their curriculum will tend to leave the organization if their ethics and persona does not match with the company. c) Organization being unable to meet expectations of the employee:- Most of the time the pay scale, work conditions, benefits etc. do not fulfill the expectations of the employee because of which the employee ends his tenure in the company. Ways to reduce employee turnover a) Encouraging pay scale: - Pay scale and benefits that are highly competitive in the market if being offered to the employees, they are motivated and work harder in their profile and are dedicated to the organization. Competitive benefits such a healthcare, flexible conditions of work and holidays provides satisfaction to the employees and they do not feel the need to leave the organization. b) Relevance of work: - The quality of work matters to the employees and the management should make an effort to make the employees understand that their work is meaningful and adds value to the organizations (Warner, 2013). c) Pride: - The employees should feel that they are associated with a respected organization and take pride in working there. d) Leaders should respect their subordinates: - Supervisors should respect and value the efforts and the works of their subordinates along with respecting them which would make employees feel that they are important to the company. e) Employees being vested with decision making power: - The employees when empowered to make decisions instill a motivation in them that they too participate in the development of the organization. f) Building communication: - There has to be communication between the employees and their leaders so as to lessen the gap and information is shared so as to increase participation and bond. g) Team building exercises: - Efforts should be made by the management to build team so as to increase engagement of the employees in the organization. Importance of an Effective Team A team in a work place is a group of employees who come together to share ideas and information, divide the work load, take decisions, perform within the respective area of responsibility in an organization. Although the employees are hired for their individual skills they are put to test and made to perform in groups. It is found nowadays that professionals prefer to work in groups where work can be done effectively rather than striving individually. Managers, supervisors and subordinates all work together to generate a much better performance and productivity of better quality. There are more benefits when the work is done in groups as many people are working together for the same goal. For an instance if problem arises during work many people are there to assist in solving the issue. Many employees in a group make the workload to be reduced and divide which results in faster delivery of work with enhanced quality (Santarelli Tran, 2013). Teamwork denotes that the total is better than the individual parts as the responsibility is shared. This opens up the scope of the company to undertake more work eventually generate more revenue with same human resources. While working in a group multiple ideas generate during the discussion and meeting encouraging creativity. The employees get experience and learn a lot while working in a team. During the time of crisis team members lend support to one another which is crucial in a work environment. Employee Motivation and Engagement Introduction to Motivation Motivation is a process of administering inspiration in an employee to do a particular work. It helps in making the employee be willing to work. Motives are the needs which can be strongly perceived by the employee among the various needs, most of them which change with time. Motivation drives a person towards achieving his organizational goals. It can also be defined as the organizational technique by which a manager encourages his subordinates to work in a particular fashion to generate desired results (Volery et al., 2013). Motivating Employee In this process the manager also has to satisfy the needs, requirements, desires etc. of the employees such that they get motivated. Sharing of organization vision and clear expectations Each and every employee should be made aware of his or her job responsibility and in which way that contributes to the overall growth of the organization. The companys vision should be shared with the employees so that they are goal oriented. It is the responsibility of the employer to regularize appraisals and give timely feedbacks to the employees for their work assigned (Warner, 2013). The employer should analyze the work of the employees and rectify the mistakes if any. The workers should be able to perform well and achieve their expectations. Providing organizational equipment Proper organizational infrastructure should be provided to the employees keeping the technical as well as non-technical requirements into consideration. The management needs to improve the work environment by providing efficient resources along with providing basic facilities regarding refreshments (Warner, 2013). These efforts in enhancing the infrastructure will motivate the employees with a message that the management recognizes the outlook of their job and supports them in achieving the requirements. Encouraging team building and breaking communication barriers The management needs to make efforts towards organizing events and meetings in which the employees can convey their ideas, views and opinions which will enhance the creative pool of the organization. This not only will enhance the interest and involvement of the employees but also improve the productivity of the organization as a whole. When the employees notice that their ideas and opinions are being valued and put into execution for the development of the organization. This motivates the employees and they put in greater effort and generate better results. Rewards and incentives Dhiraagu need to revise its pay scale in order to instill motivation in its employees. There is also a need to reward the employees with special recognitions on monthly, quarterly or annual basis which will not only motivate the employees to work harder but will also create a competitive environment in the organization. Employee Engagement Employee engagement is an approach in the organization which is the result of the appropriate conditions in the work environment to give the best productivity according to the goals and ethics of the organization along with being motivated towards achieving success for the organization and advantages for themselves (Martin, McNally Kay, 2013). Employee engagement can be improved by the following means:- Sharing about companys impact instead of financial results:-The employees feel connected and motivated by the impact their organization has on the world around them. This is mostly noticed by the younger employees who form much part of the workforce. So speaking to them about how the company they are working with is leading in the market than speaking about its financial performance is going to keep them engaged. Rewarding employees who manage the task efficiently along with those with inspirational leadership:-Employees who work under inspiring leaders prove to be much more motivated and productive. Therefore, it can be said that employee engagement is very strongly affected by the superiors to inspire its employee. Employee advocacy:-The management should make efforts to improve the engagement through ways such as getting feedbacks from clients, customers and employees such that every individual associated with the organization should feel motivated and engaged and the employees should advocate or suggest the organization to acquaintances. Employee Retention and Productivity Introduction to employee retention It refers to various proceedings and approaches which enable the employee to work in an organization for a longer tenure. Every company invests time, energy, knowledge and money so as to make the new employees to perform equivalently with the existing employees (Leitch, McMullan Harrison, 2013). It does not matter how big or small the organization is once the new trained employee leaves it is a loss for the organization. This not only results in financial losses but also lowers the morale, performance and knowledge. To prevent such losses it is crucial to trace out ways to retain employees. Importance of productivity to organizational effectiveness Organizational effectiveness can be defined as the competency with which an organization is capable of meeting its goals and objectives. This denotes to overall effectiveness in areas such as talent management, leadership, strategy, sustainability, corporate culture, innovation, care for the environment, engagement, communication, etc. This also denotes to an organization where productivity is achieved with minimal wastage. Productivity on the other hand refers to the organizations ability to make proper usage of its resource for production of products or provide service to its customers or clients (Rauch Rijsdijk, 2013). Efficient usage of resources leads to lower production costs that result in improved sales and profits. This can encourage the investors and share value increases. This may also facilitate in sharing certain portion of the profit. Raising employee productivity Employees are supposed to give their best during working hours but often fail to do so. Thus, organizations have started allocating ways and methods to improve employee productivity. I) Relaxation on internet restrictions:-The fear of misuse of computers owned by the company has to be removed and the restrictions are to be uplifted so as to allow employees to surf freely and make efficient usage of internet .This will further enhance ideas and productivity. ii) Measuring of overall productivity: - The activities of the employees should be monitored regularly so as to have a clear idea about how the employees are executing the work given. Regular analysis of their productivity should be discussed and encouragement should be provided to them for better productivity. iii) Making work enjoyable: - The organizations need to include activities that are entertaining so as to create a delightful environment such that employees everyday eagerly comes to work. Proposed Recommendations Improving organizational climate a) Cleaning the workspace The workspace should be made clean by removing the untidy clutter so as to create an organized workspace in the organization. This enhances the organizational climate and manages work easily. b) Creating purpose The employees need to feel connected to their colleagues. In spite of belonging to different departments there has to be a unity in achieving the organizational goals and purpose. The employees should be able to notice how their contribution is being valued and proving fruitful to the organization (Leitch, McMullan Harrison, 2013). c) Rewarding fair rewards The organization has to make efforts in recognizing achievements of its employees, though it is not necessary for the rewards to be high figuration. The rewards for performing outstanding definitely boost morale of the employees improving the organizational climate. d) Developing communication and trust The management should put I effort to communicate with its employees and set clearly convey the organizational purpose, goals, mission, achievements, efforts and financial status so that the employees will have a trust on the organization due to clarity. Engaging Employees and Retaining Them Recruiting skilled workforce, attracting and hiring them and most importantly retaining them in the organization is one of the major challenges faced by organizations. Certain effective ways to engage and retain them are- Providing a healthy and positive work environment It is one of the major responsibilities of the manager to create a healthy and positive environment which appeals to the employees and they eager work engaging themselves and being dedicated to the organization. Recognizing performance and reinforcing apt behavior The basic nature of human being is to desire for appreciation and that retains him from withdrawing back. This concept has to be put into execution in the organization and regular recognition along with rewards has to be bestowed on the employees so that the motivational need is met. Developing potential The organization needs to create future for its skilled employees so that they do not leave the company which is an ultimate loss for the organization. Development of career and challenges should be provided to the employees so that they can look for scope for improvement. Increasing Productivity The ways to increase productivity at workplace are- Creating familiar environment: - The management needs to build an environment which feels familiar to the employee so that in spite of any crisis at workplace they would feel that the supervisors and managers have got their backs. This sense of belonging enhances productivity. Being aware of employees background: - Knowing the employees, whether working part time or full time, location from where they are coming to the workplace, the backgrounds they belong to helps create awareness and better understanding between both the employer and employees boosting productivity. Retaining by training: - Every individual at workplace gets lost and is unable to comprehend whether he is meeting the expectations or not. So as to clear these confusions it is required to regularly train employees (Grichnik et al, 2014). This way they would feel being taught and improving their skills and will feel the urge to keep working in the organization. Giving value to every employee: - The management needs to give value to every employee in every department equal importance so that they do not feel discrimination in their workplace. They should feel that they are also in the eyes of their leaders and get motivated to perform well. 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