An Internship At Apg Asset Management After Graduating...

My decision to take a degree in Real Estate Finance and Investment was prompted during my internship at APG Asset Management after graduating college. I have always loved everything about the business and finance world and will fight hard to have a place in it. Unlike most kids, it took real life work experience for me to know where I wanted to go in life. I was lucky enough to have an internship at an Asset Management firm the summer out of my undergrad. It was fascinating to me, working with the Portfolio Analysts at APG and tracking the performance and progress of existing investments. I was intrigued and also intimidated with the way the Analysts understood and spoke about the investments that they oversaw. I was also the only female on the team so that took some getting used to as well. I knew that this would be a challenge for me but I wanted in, I wanted to understand this world. From then on, I have dedicated myself to learn, grow and flourish in the business world. I learne d how to analyze quarterly reports from multiple assets and gave my projections based on my own ideas and thoughts. This was only the beginning, but doing so improved my abilities to express my ideas clearly and concisely and I developed a better understanding on how the finance side of real estate operates. I am currently enrolled in a Continuing Education Certificate course for Real Estate Finance at The City College of Baruch which will be completed in August. I am taking this course so

How Industrialization and Urbanization at the Turn of the...

At the turn of the century, Industrialization and Urbanization brought prosperity to Canada and Canadians by improving and altering their livelihoods for both positive and negative reasons. According to the authors, Industrialization and urbanization led to the growth of the economy, development of the east, west and central cities, increase of rural to urban migration, the rise of the middle class and the recognition of women in the work force. Financial Investment through banks, foreign, government and private investors led to a boost in the Canadian economy. (Francis, Jones, Smith 132). These investments accelerated industrialization and urbanization causing an influx of large banks, commercial institutions and transportation†¦show more content†¦However, it can be argued that mechanization caused the loss of job opportunities to Canadians in rural areas because human and manual labour was replaced by machines that did twice as much work and functioned better. An example of this is the â€Å"iron chink† that replaced Asian workers (Francis, Jones, Smith 139). Due to Urbanization, a lot of Canadians were educated and trained in multiple trades according to the authors. Women were educated in factory, clerical and teaching professions while the men worked in the mines and construction. This huge step towards female recognition in the workplace was a big contrast from their previous roles of home making and taking care of domestic chores. As stated by the authors, women were eventually allowed to practice professional careers. An example of this is Emily Jennings Stowe who became the first female Canadian to set up a hospital in Toronto whilst her daughter, Augusta Stowe became the first female to receive a Canadian medical degree (Francis, Jones, Smith 158). Industrialization caused an upsurge of immigration in the urban centers leading to the acceleration of urbanization (Francis, Jones, Smith 137). However, this rapid population growth soon s tarted to cause problems. These include the emergence of slums in highly populated centers, lack of proper sanitation, deterioration of health and the rise of prohibition evident through the number taverns,Show MoreRelatedHistory3241 Words   |  13 PagesAmerica) Rise of nationalism Industrialization Global transitions: the americas, the ottoman empire, Romanov Russia, Qin China, Japan. Global empires. Atlantic Revolutions: In the early modern period (1450-1750. Period of early European exploration and contact. It caused the establishment of european commercial empires. Primary tributary, it focused on trade, and some settler comics. This caused there to be â€Å"nation-states†, in tern proto-industrialization in europe (innovation) EuropeRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesCataloging-in-Publication Data Essays on twentieth century history / edited by Michael Peter Adas for the American Historical Association. p. cm.—(Critical perspectives on the past) Includes bibliographical references. ISBN 978-1-4399-0269-1 (cloth : alk. paper)—ISBN 978-1-4399-0270-7 (paper : alk. paper)—ISBN 978-1-4399-0271-4 (electronic) 1. History, Modern—20th century. 2. Twentieth century. 3. Social history—20th century. 4. World politics—20th century. I. Adas, Michael, 1943– II. American HistoricalRead MoreHistory of Social Work18530 Words   |  75 Pagesgreat importance for the development of the science of social work. http://eris.osu.eu/index.php?kategorie=35174id=5176 IN AN ERA OF CHANGE †¦to reach an understanding of what Social Welfare / Social Work is?.. the issues it should address.. how it should be carried out?†¦ social workers travelled a long path†¦and it is worth knowing 3 S.Rengasamy-History of Social Welfare / Social Work Framework to understand History of Social Welfare / Social Work Understanding history throughRead MoreMarketing Management130471 Words   |  522 Pagesto customers and for managing customer relationships in ways that benefit the organization and its stakeholders. Hence it can be surmised that marketing is basically meeting unmet needs for target markets, identifying those unmet needs and planning how to meet them through products, services, and ideas. Communicating the value to them along with pricing which is affordable and profitable and also distributing the products so that customers have appropriate accessibility and have quick and easy delivery

An Illustration of Monastic Life in the 14th Century...

Jean-Jacques Annaud, The Name of the Rose historical fiction murder mystery illustrates monastic life in the 14th century. This medieval film takes place in a remote Benedictine abbey in Northern Italy. Annaud is historically successful in recounting monastic life during the Middle Ages. The enriching backdrop of this film presents the culture of monastic life. The setting is beautifully examined and replicated to show the distinct and complicated architecture of the times. The characterization of the monks is distinct in their appearance common to medieval times. As well, through the plot and dialogue, the implication of religious, social and political aspects of monastic life is delivered. The combination of these three details†¦show more content†¦The buildings had barrel vaults columns and windows and doors with rounded arches. The buildings were solid and heavy with small windows which made the insides very dimly lit. This lack of light is apparent in the film as a way to describe the general mindset and lifestyle of monastic life in the Middle Ages. Romanesque architecture is known for its large internal spaces. Annaud uses these Middle Age details in his construction of the set. As Professor Russell describes in the Medieval Culture lecture the different rooms of the monastery contained the cloister which connected the dormitory, refectory, scriptorium, kitchen, cellar, and herbal garden. The small windows, arched doorways and the non-human void of expressivity capitals and sculptures were all true to the times. Annaud constructed this Romanesque church set built specifically to shoot majority of the film. The attention and detail that he put into making sure that the backdrop provided a true and accurate account for how religious architecture was in the Middle Ages furthered the success of the film. Characterization was immensely important in producing an accurate image of medieval life in The Name of the Rose. In a monastery, people would come from different regions to live. To show that diversity Annaud did an impressive job finding actors to play the distinctive role of each monk. Annaud claims that he specifically chose those actors for the representation of the realness that the emotional

Employee Motivation Aspect of the Human Resource Management

Question: Discuss about the Employee Motivation for Aspect of the Human Resource Management. Answer: Introduction According to Safiullah (2015) motivation is the force that drives people to perform at their best in their jobs. Motivation is the fundamental aspect of the human resource management. It is the lack of motivation that drives current employees to apply systematic soldiering in the workplace. This is the core reason why companies incur heavily to train and offer other benefits as they way of motivation. Forms of motivation vary from organization to organization. The most used forms of motivation are appreciation, bonuses, compensation and other fringe benefits. Sometimes motivation mechanisms employed may not serve as the driving force among the employees towards the achievement of the organizational desired goals. This places a challenge to human resource managers on how to develop effective motivation system and what really should motivate an employee. Some scholars such as Hackman and Oldham argued that interesting, challenging and important jobs from the employees perspective form the basis of motivation. This essay supports the argument of this two earliest scholars. It seeks to discuss how challenging, interesting and important jobs motivate employees to the extent of enhancing their job performance, increasing their job satisfaction, reducing labor turnover and absenteeism. Herzberg, Mausner, Snyderman (1959) in the work Herzberg Hygiene Theory acknowledged that interesting jobs serve as the way of motivating employees. Similarly, Lai (2011) noted that challenging work is the great motivating factor as it keeps an employee engaged as well interested in his or her task. In support Uzonna (2013) noted that it is the duty of the managers to provide employees with challenging tasks to motivate employees. Findings indicate that many employees prefer overcoming a difficult and challenging duty than easy and unchallenging jobs that results to boredom. Dobre (2013) argued that in the situation where tasks become more challenging the participation of the management should intervene through training and provision of necessary resources as the way of enhancing employees morale. This was supported by a survey conducted by Uzonna (2013) that indicated that challenging issues at the workplace have positive impacts on the employee motivation. On the other side, job i mportance is also a source of motivation to the employees. When the employees feel that their job is good, they will increase their employment relationship with the employer as a way of ensuring their job security in the long run. It is clear that job importance, interesting and challenging jobs lead to employee motivation. As the result, this contributes to improved job performance. The concept of employee motivation and organizational performance has been in place since the 1920s when the organizations strived to outweigh between improved performance and the quality of employees(Drucker, 1995). Findings indicate that the environment of motivation within the organization creates inner motivation among the employees. In return, employees are triggered improve their work performance and become more willingly to help their colleagues. According to Bartol and Martin (1998) as cited by Dobre (2013) motivation is the important facility that reinforces employees and behavior and triggers them to work at their best in the line with organization strategies and policies. Employee performance depends on various factors such as training and development, appraisals and motivation. However, Dobre (2013) noted that only employee motivation which has had a significance impact on the performance improvement. Similarly, Kamalian, Yaghoubi, Moloudi (2010) had acknowledged that when an employee is motivated he or she aligns his her goals with those of the organization and channels his or effort in the same direction with the organization. This results in the success of the organization as the employees continuously try to improve their work performance to match the organization pace. The studies indicate the employees who are more satisfied tend to deliver better than non-motivated workers(Uzonna, 2013). In todays talent knowledge management, managers need to design the tasks that are more challenging and satisfying as the way of improving employees morale. According to Herzberg, Mausner, Snyderman, (1959) in the work of Herzbergs Hygiene Theory of motivation individuals are influenced by two factors. There are those influence motivation and others that enhance job satisfaction. Hygiene factors that contribute to job satisfaction include job security, improved working conditions, supervision, pay and benefits among many others. Hygiene factors impact on the level of employee satisfaction and greatly influence his or her retention. Herzberg argued that if they are not fulfilled, they result to job dissatisfaction forcing employees to look for employment opportunities in other organizations. However, the findings indicate the continued increase of hygiene factors will not at certain levels have a neutral impact on the job performance or satisfaction. Therefore, for the realization of continued job satisfaction and retention of employees hygiene factors should be supplemented with challenging tasks. The case study by Nawaz, Iqbal, Ali, Shaukat, Usman (2010) conducted by the University of Punjab in Pakistan indicated that motivating factors play a crucial role in improving job satisfaction. This study was carried out to determine the effect of Herzberg motivation and hygiene theory among the non-academic staff of the University of Punjab in Pakistan. The study found the intrinsic motivational factors such as positive perception about the organization, professional growth, the opportunity for advancement, work itself and recognition result to job satisfaction among the targeted group of employees. Therefore, it evident that there exist a relationship between motivation and job satisfaction. When the organization provides, motivational climate employees will feel appreciated and valued and thus develop a feeling of deriving satisfaction from their job(Mahmood Mahmood, 2010). Another study conducted by Singh Tiwari (2011) on the relationship between motivation and job satisfaction among the white collar job employees found that it, there exist a solid relationship between motivation and job satisfaction. The findings of the study found that motivation was the function of job satisfaction and thus the increase in the value of motivation resulted in increasing in job satisfaction among the employees. Again, the correlation test concluded that there was a solid relationship between the level of motivation rendered to the employees by the employer and value of job satisfaction. However, the study attributed job satisfaction among the employees to compensation package according to the respondents who were engaged. From these two case studies, it is undisputable that motivation results to job satisfaction and thus organization should focus on improving motivation factors such as compensation package to improve the employees job morale. Labor turnover is one of the most serious aspects that affect organization performance(Sajjad, Ghazanfar, Ramzan, 2013). However, effective employee motivation will improve employees performance and loyalty. This will ensure that the employee feels more linked to the organization and thus reduce the chances of leaving the organization. Motivation theories have clearly portrayed that the long-term existence of an employee in a particular organization is attributable to the employer motivation. Management by Objectives theory by Drucker (1995) argued that employees will be motivated by the objectives and goals set in place. Managers adopting this theory ensure that the employees are included in the strategic decision-making process where necessary. This makes the employees feel like the partners of the organization but not like any other organization resource which should be utilized and compensated in return. Studies indicate that failing to put this strategy in place will result in loss of some of the best-talented employees hence minimizing the competitive advantage of the organization in the industry. Similarly, the aspects of Theory X and Theory Y by McGregor (2006) suggests that lack of employee motivation in the workplace aggravate, confuse and disappoint employees resulting into high labor turnover. Alternatively, Hierarchy of Needs Theory by Maslow (1970) argue that if all progressive needs in the hierarchy are not met, it may result in the employees evicting the organization in search of an opportunity elsewhere where they can fulfill their needs. Therefore, the organization should always ensure appropriate motivation mechanism is in place to reduce high rates of employee turnover. Studies indicate that apart from illness, the other reasons that contribute to employee absenteeism is stress. An employee may be stressed due to the poor relationship between their supervisors or managers. This clearly denotes that an employee is experiencing job dissatisfaction. Again, this can be associated with the lack of motivation by the company. Findings indicate the lack of motivation mostly contribute to reduced employee performance, job dissatisfaction and hence absenteeism. The only way managers can reduce the rate of absenteeism is by increasing motivation. Organization recruits the best employees willing to help the organization achieve its strategic goals, but this will not happen if the employees are motivated. Motivated employees feel as they have a share in the company, and thus they always like to be involved in the organization daily activities. Conclusion Motivation is a very crucial aspect of the organization. Motivated employees establish their goals in line with that of the organization. They always feel that they are part of the company and thus channel all their efforts for the success of the company. Again, employee motivation minimizes the problems and conflicts which sometimes exist between the employers and the employees. This is because the employees appreciate and value the efforts of their organization once it shows the interest of improving their welfare. Therefore, it the responsibility of the managers to exercise different forms of motivation to ensure employee loyalty, job satisfaction, improved performance and reduced employee turnover and absenteeism. Job importance, challenging and interesting jobs have proved to be crucial in ensuring employee motivation, and thus organization should adopt these aspects. References Kamalian, R. A., Yaghoubi, M. N., Moloudi, J. (2010). Survey of Relationship between Organizational Justice and Empowerment (A Case Study). European Journal of Economics, Finance, and Administrative Sciences, 2(4), 165-171. Dobre, O.-I. (2013). Employee motivation and organizational performance. Review of Applied Socio- Economic Research, 5(1), 53-61. Drucker, P. F. (1995). People and performance: The best of Peter Drucker on management. Routledge. Herzberg, Mausner, F., Snyderman, B. (1959). The motivation to work. New York. : John Wiley Sons. Lai, E. R. (2011). Motivation: A Literature Review. New York: Pearson. Mahmood, A., Mahmood, A. (2010). Effect of Work Motivation on Job Satisfaction in Mobile Telecommunication Service Organizations of Pakistan. International Journal of Business and Management, 5(11), 213-222. Maslow, A. (1970). EAotivation and Personality, New York: Harper Row. McGregor, D. (2006). The human side of the enterprise. New York: McGraw-Hill. Nawaz, M. M., Iqbal, N., Ali, I., Shaukat, Z., Usman, A. (2010). Effects of Motivational Factors on Employees Job Satisfaction a Case Study of University of the Punjab, Pakistan. International Journal of Business and Management, 5(3), 10. Safiullah, A. B. (2015). Employee Motivation and its Most Influential Factors: A study on the Telecommunication Industry in Bangladesh. World Journal of Social Sciences, 5(1), 79 92. Sajjad, A., Ghazanfar, H., Ramzan, M. (2013). The Impact of Motivation on Employee Turnover in Telecom Sector of Pakistan. Journal of Business Studies Quarterly, 5(1), 76-92. Singh, S. K., Tiwari, V. (2011). Relationship Between Motivation And Job Satisfaction Of The White Collar Employees: A Case Study. Management Insight, 7(2), 31-38. Uzonna, U. R. (2013). The impact of motivation on employees performance: A case study of CreditWest Bank Cyprus. Journal of Economics and International Finance, 5(5), 199-211.