The Shailendra Kingdom of Java

The Shailendra Kingdom of Java In the 8th century CE, a Mahayana Buddhist kingdom sprang up on the central plain of Java, now in Indonesia. Â  Soon, glorious Buddhist monuments flowered across the Kedu Plain - and the most incredible of them all was the massive stupa of Borobudur. Â  But who were these great builders and believers? Â  Unfortunately, we do not have many primary historical sources about the Shailendra Kingdom of Java. Â  Here is what we know, or suspect, about this kingdom. Like their neighbors, the Srivijaya Kingdom of the island of Sumatra, the Shailendra Kingdom was a great ocean-going and trading empire. Â  Also known as a thalassocracy, this form of government made perfect sense for a people located at the linch-pin point of the great Indian Ocean maritime trade. Â  Java is midway between the silks, tea, and porcelains of China, to the east, and the spices, gold, and jewels of India, to the west. Â  In addition, of course, the Indonesian islands themselves were famous for their exotic spices, sought after all around the Indian Ocean basin and beyond. Archaeological evidence suggests, however, that the people of Shailendra did not rely entirely upon the sea for their living. Â  The rich, volcanic soil of Java also yielded bountiful harvests of rice, which could have been consumed by the farmers themselves or traded to passing merchant ships for a tidy profit. Â   Where did the Shailendra people come from? Â  In the past, historians and archaeologists have suggested various points of origin for them based on their artistic style, material culture, and languages. Â  Some said they came from Cambodia, others India, still others that they were one and the same with the Srivijaya of Sumatra. Â  It seems most likely, however, that they were native to Java, and were influenced by far-flung Asian cultures through the sea-borne trade. Â  The Shailendra seem to have emerged around the year 778 CE. Interestingly, at that time there was already another great kingdom in Central Java. Â  The Sanjaya dynasty was Hindu rather than Buddhist, but the two seem to have gotten along well for decades. Â  Both also had ties with the Champa Kingdom of the Southeast Asian mainland, the Chola Kingdom of southern India, and with Srivijaya, on the nearby island of Sumatra. The ruling family of Shailendra does seem to have intermarried with the rulers of Srivijaya, in fact. Â  For example, the Shailendra ruler Samaragrawira made a marriage alliance with the daughter of a Maharaja of Srivijaya, a woman called Dewi Tara. Â  This would have cemented trade and political ties with her father, the Maharaja Dharmasetu. For around 100 years, the two great trading kingdoms in Java seem to have peacefully coexisted. Â  However, by the year 852, the Sanjaya seem to have pushed the Sailendra out of Central Java. Â  Some inscriptions suggest that the Sanjaya ruler Rakai Pikatan (r. 838 - 850) overthrew the Shailendra king Balaputra, who fled to the Srivijaya court in Sumatra. Â  According to legend, Balaputra then took power in Srivijaya. Â  The last known inscription mentioning any member of the Shailendra dynasty is from the year 1025, when the great Chola emperor Rajendra Chola I launched a devastating invasion of Srivijaya, and took the last Shailendra king back to India as a hostage. It is terribly frustrating that we do not have more information about this fascinating kingdom and its people. Â  After all, the Shailendra were quite obviously literate - they left inscriptions in three different languages, Old Malay, Old Javanese, and Sanskrit. Â  However, these carved stone inscriptions are fairly fragmentary, and dont provide a very complete picture of even the kings of Shailendra, let alone the daily lives of ordinary people. Thankfully, though, they did leave us the magnificent Borobudur Temple as a lasting monument to their presence in Central Java.

French Exercise - Si Clause Threads, Second Conditional

French Exercise - Si Clause Threads, Second Conditional This practice exercise can be done as a class or in small groups. It requires familiarity with the second conditional (si clauses), including imperfect and conditional conjugations. What to Do Print out a table for each group (see below).Write the first part of a conditional sentence beginning with si (see suggestions below) in the first table cell. Since this is the second conditional, the si clause needs to be in the imperfect. Invent a result clause, using the conditional, for the second cell.For example: Next, transform the result clause into a si clause and write it in the first column of the second row. (Remember that the verb which was in the conditional now needs to be in the imperfect.) Then invent a corresponding result clause to continue the thread. If clause Result clause Si je gagnais au loto, jachterais une nouvelle voiture. Si je gagnais au loto, jachterais une nouvelle voiture. Si jachetais une nouvelle voiture, je la mnerais lcole. Transform the second result clause into a si clause, and so on, until you have completed the thread. Si je gagnais au loto, jachterais une nouvelle voiture. Si jachetais une nouvelle voiture, je la mnerais lcole. Si je la menais lcole, les autres tudiants madmireraient. Si les autres tudiants madmiraient, ils minviteraient djeuner. To make sure students understand the exercise, start by demonstrating on the board: write a si clause and call on students as you go through the entire thread collectively. Then divide the class into groups of 2 to 4 students and provide each group with an if clause, or have them come up with their own. After each group has completed their thread, either have students read them out loud, or - if there are likely to be a lot of mistakes, as in the case of weaker students - collect the papers and read the threads out loud yourself, either correcting them as you read, or writing the sentences on the board and going over them together. Variations To challenge students creativity, have each group start with the same si clause, and then compare how each one turned out at the end.Assign a different si clause to each group, and after they have each completed one row of the table, have them trade with another group. Each group will then complete the clause in the other groups tables, and then exchange once again with a third group.You can also use this exercise to practice the first conditional and the third conditional. Starter Clauses You and your students can of course invent your own if clauses,* but here are some ideas to get started: Si jallais la luneSi javais un souhaitSi je navais quune semaine vivreSi jà ©tais le prà ©sidentSi jà ©tais richeSi jà ©tais toiSi je faisais mes devoirs tous les joursSi je me cassais la jambeSi je me mariaisSi je pouvais faire la connaissance de nimporte qui dans le mondeSi je pouvais remonter dans le tempsSi je pouvais visiter nimporte quel paysSi je trouvais un portefeuille dans la rueSi je voyais un OVNI (objet volant non identifià ©)Sil y avait des formes de vie intelligente sur dautres planà ¨tesSi les chiens pouvaient parlerSi mon meilleur ami me mentaitSi notre professeur à ©tait en retardSi nous à ©tudiions ensembleSi nous savions le secret du bonheur *If you come up with a great starter clause, please share your ideas. Tables This exercise needs tables with two columns and four rows. Printable pages of tables are available in  Microsoft Word format; you can save and edit this if, for example, you want to type the starter if clause into the first cell of each table. Print enough copies so that you can cut them up and provide at least one table for each group of students. Si Clauses LessonFirst conditional practiceThird conditional practice

HCM387-0802A-01 Management Principles in Health Care - Phase 1 Essay - 1

HCM387-0802A-01 Management Principles in Health Care - Phase 1 Individual Project - Essay Example versity in an open and reflexive manner, recognizing and respecting difference and paying attention to possible cultural factors (ethnicity, age, sex, education, etc.) which may influence communication. Second, the management can conduct a group discussion to be able to hear both sides of the story and to resolve the conflict. Only the confronting strategy (as tabulated above) can be truly viewed as a resolution approach, since this method addresses the basic differences involved and eventually removes them through creative problem solving. The confronting approach has many behavioural benefits. Both parties will more likely see the recent conflict as productive, since both parties received gains. Also important is their perception that the process was mutually supportive one in which problem solving and collaboration helped integrate the positions of both parties. As a result, participants find the confronting approach most satisfying, as they maintain their self-respect and gain new respect for the other party. Many labor-management groups have been formed with the objective of seeking new ways to confront each other constructively in order to attain win-win relationships. A wide variety of other tools and ideas have been successfully used to resolve conflicts. Sometimes simple application of a relevant rule or policy can solve a dispute. Other times the parties can be separated by reassigning work spaces, removing one person from a committee, or placing workers in different shifts. Another alternative is to insert a third party into the interaction – a consultant, mediator, or other neutral person who can ignore personal issues and facilitate resolution. A constructive approach is to challenge the parties to work together toward a unifying goal, such as higher revenues or better customer satisfaction. Healthcare organizations want to promote the development of growth and diversity by strengthening our existing relationships and building new collaborative

Further Exploration Assignment Essay Example | Topics and Well Written Essays - 500 words - 1

Further Exploration Assignment - Essay Example At the same time, women simply accept the fact in most cases, though both genders have some attempts of defining the reasons of their sadness. However, men appear to be more likely to compare themselves with other people and analyze own short-comings, faults, and mistakes in an attempt to get more control over the situation. The same trend is expressed in people’s tendency to think about why they can’t handle things better – men have shown to be more concerned with this issue. At the same time, women are the ones who think more about how sad they feel. This means their feelings of sadness, apathy and worthlessness are stronger than those of men. It also appears that the representatives of both genders are not trying much to make themselves feel better. Most of the men and women don’t try to change the situation by means of doing something fun with a friend or going to a favorite place to distract oneself. However, we all at least try to do something that made us feel better before. To sum up, it appears that the major difference between men’s and women’s ways of experiencing and dealing with depression is in their perception of oneself in contrast with the others. Men are keener on blaming others in their sadness, while women start looking for the problem within themselves. At the same time, both genders show to be rather equally closed and withdrawn from the outer world while in

Debate Between Faith and Science :: Philosophy, God

Faith and Science In today’s world there is an ongoing debate between faith and science. The extraordinary advances of science have sometimes led to the belief that it is capable of answering by itself all of man's questions and resolving all his problems. Some have concluded that by now there is no longer any need for God. It has been said that one must choose between faith and science: either one embraces one or believes in the other. People seem to have faith belief in God as creator of life and some have scientific beliefs in the spontaneous generation of life from inanimate matter (Wright 111). Between faith and science there will always be conflict. A scientist who is committed to scientific research no longer has a need for God and vice versa is prominent. A scientist by the name of Dr. Collin’s made a breakthrough in science by creating the human genome which consists of the entire DNA in our species, the heredity code of life (National). Such a breakthrough for a scientist that is a strong believer in God would call for an occasion of worship. He made it known that the belief in God is completely a rational choice and faith is paired with the fundamentals of science (National). But the real question is should faith and science be separated? Many scientists believe it should be separated simply because they don’t believe in God and they have theories that prove just that. Jennifer Sexton and Laura Finley, from an Ebsco host article made an excellent point and stated, â€Å"Religious believers argue that the presumption of God's existence is based on reason, and that the proof of God's existence is in the unanswered questions about the universe, which remain unaddressed by science† (Sexton). As Christians our world views should strongly relate to our faith. Our task is to shape a worldview according to the teachings of scripture, and continually test the world views against the scriptures. This biblical worldview will then serve as a guide through life, and this includes responses to origins, stewardship, justice, medical, and genetic concerns (Wright 12). Hebrews chapter eleven verse three states, â€Å"By faith we understand that the universe was formed at God’s command, so that what is seen was not made out of what was visible.† From this verse it is essential as a biology major to stand by my faith. Everything in biology ranging from meiosis, genetics, to anatomy includes God’s Governance of the cosmos, even chance and random processes (Wright 26).

Ibm- Overcome the Stress of Can’t Take Off

How might IBM go about improving its flexible vacation policy to help alleviate some of the stress experience by employees who feel like they can’t take time off? The flexible vacation policy is aim to give employees the option to take limitless days off creates a better work environment. Employees have the autonomy to manage their own workload and take vacation, sick or personal days whenever they need to and for as long as they need. There is no unused time at the end of the year, there is no carry forward into the next year, and there is no payout of accrued days when the employment relationship ends.Flexible vacation policy can increase the productivity since the employee can choose the where the location they doing their job and when they are doing, these can lead employees more willing to contribute to the organization if they felt their working environment is comfortable. Otherwise, the traditional vacation policy allocates a specific number of vacation, sickness, and p ersonal days to each employee depending on length of time at the company. Sometimes employees are able to carry over a certain portion of unused vacation time into a new year or they can sell back their unused days to the company.To tracking these days off using costly and time consuming accounting and administration methods. Now there are many companies using flexible vacation policy, such as Netflix, IBM, or Morningstar. Since 2003, IBM had flexible vacation time for every employee. People who work for the company simply give their supervisors a heads up, but otherwise, take time off when they want it. Instead of tracking the hours of employees work, the electronics company has implemented what it calls a â€Å"results only work environment,† where workers are measured on achievement alone.Although flexibility vacation policy can be benefits to the organization, supervisor and employee, flexible work arrangements but it also pose a series of challenges and disadvantages. Th e stresses experienced by employees who feel like they can’t take time off mostly due to the ongoing project which in on hand, and many colleague taking time off all the same time. These are the two reasons always caused discontented happened in an organization. To deal with these problems IBM trying out a new vacation policy, in which fixed vacation rules are replaced by informal agreements between employees and their immediate supervisor.The guiding principle is that the work must get done. As long as this is the case, employees can take as much vacation as they want, even on short notice. Avoid ruining the beautiful vacation by being call back during the vacation it is better to hand over or replace the job to someone or make sure the task is fully completed before the holiday tune is on. To make this policy going on effectively that is needed the cooperation of all employees because supervisor concerns about equity.Supervisors worry about being fair to employees when they know everyone can’t have flexibility. The key is making sure that the process is the same that every employee’s request is fairly considered, even though the outcome may vary. The present of technology in flexible vacation policy may help IBM to overcome the problem of having many colleagues taking vacation at the same time. IBM can create a page for all IBM’s workers-the management information system, to update the newest information and the vacation date employees wanted or planning to take off.Management of information system is any organized of people, hardware, software, communication networks, data resources and policies and procedures that store, retrieves, transforms and disseminates information in an organization. The system can reduce the chance of error occur, such as forgot to inform their head or supervisor, clash date with colleagues vacation date and so on. To manage this page is needed a person to in charge, to allocate employees leave or vacati on based on the system data which updated by employees. Even there is flexible vacation policy but still need some workforce to carry on the organization activities.Besides that, the communications between organization, supervisor and employee also can reduce the imbalance emotion of the workforce because of they can’t take time off. Annual or semi-annually meeting or a gathering for all workers should be maintain even because of the technology’s reach can provide non specific location for workers to contact with their supervisor or head via computer or cell phone by using video conference, e-mail, mms and so on, but a face-to-face meeting can brings a lot of advantages sometimes. It can avoid conflict happened by using text conversation, it can shows the sincerity and so on.No matter how flexible the vacation policy is, the contraction between all stages of workforce should be maintain and fix in a time. Example, a general meeting of every department in held on every second week of the month, it is the chance for each department head to meet their workforce and share the newest information in between them. Other than that, company should organize two or more person work in a team so that if one of the member who take day off, there is another person who will replace the position, it can reduce the cases of calling back the worker who is on vacation.Synergy always can make task to be more efficiency and done with more effectively. If use this way, it brings a lot of advantages. First of all, colleague of the member who is on vacation can response on the continuing job which can save more time and money. Second, it can increase the satisfaction of workers inside the company because they can get their happiness vacation without the obstruction of the job. Grouping work can also increase the effectiveness and efficiency. †¢ Resisting change.Whether it’s the labor shortage, or labor mismatch, the brain drain, the traffic, the new demograp hics, or technology, there are many profound and reasonable reasons to change the way we work. Being proactive in the face of change is much better than being reactive in this fast-paced business environment. Fears of abuse. There are some employees who may take advantage of their work situation, no matter what the policy. As one supervisor put it, â€Å"There are always a few bad apples. They have to be dealt with.It’s much better to manage for the good apples. † If employees are well managed, abuses will be kept to a minimum whether the employee works on a flexible arrangement or not. †¢ Skeletons in the closet. Just because flexibility was tried with one employee in the past and didn’t work doesn’t mean that the same outcome is inevitable if it is tried again—especially if the individual is well matched with the flexible arrangement. Mistakes can be used as important tools in making improvements. It takes more time to manage. Interviews wit h managers at JPMorgan Chase who supervise employees using some flexible work arrangement reveal far fewer problems than managers anticipated: 95 percent of managers say it does not require more time to manage people on flexible arrangements; 88 percent of managers who are managing employees on flexible work arrangements report no negative impact on their ability to supervise; and 66 percent say managing flexible work arrangements enhanced their management skills.

Discussing the factors of success to organisations - Free Essay Example

Sample details Pages: 8 Words: 2435 Downloads: 2 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? The success of any organization, and in our case we will discussing that of a company, is the result of a healthy work environment which is based firstly on how motivated the employees are and to which extent they associate their own values and beliefs with the ones of the company. Being able to motivate workers is a key skill that anyone attempting to have a leading position must acquire. The word motivation itself is derived from the Latin word movere, which means to move. Don’t waste time! Our writers will create an original "Discussing the factors of success to organisations" essay for you Create order It means how the leader manages to channel the energy of the employees by moving them in the same direction as the companys target. There are many ways to define motivation, all pointing to the same end and one comprehensive definition we came across is from BusinessDictionary.com which states that motivation is represented by Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. (https://www.businessdictionary.com/definition/motivation.html) Internal factors or motivators determine the employees to act out of pleasure, importance or desire, while external factors depend on how the leaders manage to inspire us, through work conditions, safety, benefits, affiliation, recognition of merits and other reward systems, including salary and promotions. These external factors give the employees a feeling of approval and satisfaction with their wo rk, while meeting their personal needs. In order to analyze various motivation theories, the literature of this field is primarily concerned with (1) what energizes human behavior, (2) what directs or channels such behavior, and (3) how this behavior is maintained or sustained. (Porter, Bigley Steers, 2003:1) In time we have seen a shift in motivational theories, from motivation seen as a form of fear of punishment (physical, financial or social) to an inner desire that is not engineered by salary, but by feeling oneself useful, important, by getting satisfaction from the work done, and this has been achieved mainly through empowerment of the employee in a positive and creative work environment. 3. Motivational Theories There are several different motivational theories and techniques that people and organizations should be aware of. There are so many that it would be impossible to list them all and explain how they relate. So we are going to use Maslows pyramid as an example and explain a motivational theories that match each level of the pyramid. Starting at the bottom of the pyramid is Physiological needs. This is considered the most basic of needs such as food, water and sleep. The person advances to the next level only after the lower level need is at least minimally satisfied. The next is safety; this refers to security, employment, family and health. Extrinsic motivation can be used for the first step of the pyramid. Even though most people think of this as getting rewards for a good job, there is another category that falls under this. Self-determination theory proposes that extrinsic motivation can be internalized by the individual if the task fits with their values and beliefs and t herefore helps fulfill their basic psychological needs. (psychology.wikia.com) Both intrinsic/extrinsic motivations also apply for the Safety step of the pyramid. Using Fredrick Herzbergs two-factory theory we are able to divide this into two separate categories, motivators and hygiene factors. Motivators include achievement, recognition, the work itself, responsibility, advancement and growth while hygiene factors include company policies, salary, coworker relations (Porter, Bigley, Steers, 2003: 9) and fringe benefits that do not motivate if present, but if absent, results in demotivation. Love/Belonging is the third step of Maslows pyramid. Everyone is motivated to feel loved or to belong. It is difficult to focus on self-motivation if you are out of sorts with friends, family, or feel isolated. Consequently, peer pressure and family discouragement against set goals or dreams can lessen motivation. Self-motivation is understood best as emotional intelligence. There are four categories of emotional intelligence (https://en.wikipedia.org/wiki/Emotional_intelligence): Self-awareness the ability to read ones emotions and recognize their impact while using gHYPERLINK #Gut_feelingut feelings to guide decisions. Self-management involves controlling ones emotions and impulses and adapting to changing circumstances. Social awareness the ability to sense, understand, and react to others emotions while comprehending social networks. Relationship management the ability to inspire, influence, and develop others while managing conflict. Esteem is the next step on the ladder or pyramid. It is based on the premise that performance motivation results from the way broad components of personality are directed towards performance. As a result, it includes a range of dimensions that are relevant to success at work and feelings of accomplishment. Self-Actualization is the top of the pyramid. This is often stated as the goal-setting theory of motivatio n. This is based on the notion that individuals sometimes have a drive to reach a clearly defined end state. Goal setting theory is one of the most popular theories adopted in organizational psychology. 4. Motivation Myths Because motivation is a complex phenomenon and its boundaries are often blurred, there are misconceptions as to what motivates employees in their work. We call them motivation myths and in this paper we wish to approach and destroy some of them, as follows: Money as a motivator A pay rise or a promotion is an acknowledgement of work well done, but they are not motivators to further performance. Sometimes it can even be the opposite, meaning a safer position might de-motivate on the long run. Fear as a motivator An employee cannot experience motivation if he/she is on constant alert that he/she is being observed or if he/she is being threatened to lose the job, in case of poor performance. What motivates the leader motivates the employees We are all individuals, have different needs and therefore are motivated by different things. While some are motivated by recognition of a job well done, others are by spending more time with the family, others by salary or benefits and job security, and so on. Increased job satisfaction means increased job performance This statement is correct if the goals of the organization are aligned with the goals of the employees, otherwise an employee can get satisfaction from a job that does not benefit the company, because it does not relate to the end target of that company. Some people just dont have motivation Everyone has motivation, some towards things they like and others away from things they do not like. The task of a leader is to find out what motivates each of the employees and to channel their energy in a positive direction. (https://managementhelp.org/guiding/motivate/basics.htm) 5. Basic techniques of Employee Motivation Motivation is a behavior that you can influence but not create. Even highly motivated individuals can get frustrated, discouraged, or tired on a project. Team members need to know they are valued, their efforts are noticed, and their good work is appreciated. Remember that each employee is different and motivated or rewarded by different things. There are 5 basic steps to remember: Motivating employees starts with motivating yourself. Always work to align goals of the organization with the goals of the employees. Understand what motivates your employees. Recognize that supporting employee motivation is a process. Support employee motivation by using organizational structures. Have some fun in your workplace 1/2 page Jake Plan for fun and having fun at work are two different things as everyone has his own understanding of the term fun at work. Having fun at work brings benefits for both employers and group leaders. This will motivate yours employees and create a positive work environment for everyone and in this environment relationships are built among management/employee and customer/employee. Having your employees happy improves team work and at the end of the day your employees are satisfied with their work which will keep high the loyalty to the company and retain the best of the best on your team. This team will keep your customers satisfied and have your companys productivity and performance over the roof. As we will see in this project Google is one of the most innovative companies in this area. They make sure their employees are happy, motivated and helped by the company in there every-day needs.   Ãƒâ€šÃ‚   b. Adjust to personality difference One of the secrets to understand what motivates your employees is to understand who your employees are, what are their values and beliefs. In the globalized world of today, we cannot ignore the importance of different backgrounds and cultures. What motivates a Western employee, like career development and more challenging tasks may differ significantly from an Eastern employee, who could be motivated by spending more time with family and a work environment based on personal relationships rather than cold and strict procedures. One important tool in realizing these differences is the research conducted by Geert Hofstede (https://www.geert-hofstede.com/) on employee value scores collected by IBM from over 70 countries, between 1967 and 1973, and grouped in 5 Value Dimensions: Power Distance Index (PDI), Individualism (IDV), Masculinity (MAS), Uncertainty Avoidance Index (UAI) and Long-Term Orientation (LTO). By analyzing each of the value dimension scores for a particular culture one gets a proper image of how the employees would react in a certain work situation, but then again we always have to keep in mind that even within one culture there are significant differences between individuals.   Ãƒâ€šÃ‚   c. Giving rewards/employee of the week/month, etc 1/2 page Jerry   Ãƒâ€šÃ‚   d. Have room for mistakes 1/2 page Jake   Ãƒâ€šÃ‚   e. Empower your employees Empowering employees means delegating responsibilities and giving freedom to the employees to participate in the decision-making process. It can be in the form of self-administrating projects individually or as teamwork, where the only pressuring factor is the deadline. Successful empowerment is also the result of a smaller social distance between the leader and the employees (Stewart, 1994), where the employees are more relaxed and encouraged to express their opinion. When delegating or empowering, the leader needs to inform the employees if he/she thinks they are on a wrong track, but this should not happen under a threat of taking back the power. The leader must be viewed as the coordinator but not the coercive force. Other sources suggest that the leader should calibrate the authority (Galford Drapeau, 2002, p. 120), by being able to decide what he/she must do, find and train the right people to help with that and then delegate the rest. 6. Case Study Google Google is a public and profitable company that focuses mainly on Internet search engine services. Today Google is definitely one of the most popular search engines and is also one of the top 5 most powerful companies in the world. Google was founded back in 1998 by Larry Page and Sergey Brin, two graduates of Stanford University as search engineers. (https://google.about.com/od/googlebasics/p/whatisgoogle.htm). Googles breakthrough technology and continued innovation serve the companys mission of organizing the worlds information and making it universally accessible and useful. (https://www.google.com/corporate). Googles competitive edge in its market is the fact that they have more resources compared to all the existing competitors. Google cares for all their employees by creating a positive environment, by attracting talented employees, people who are team workers, creative and want to have an amazing time doing it. Google motivates their employees, and they, the googlers believe in the ability of technology to change the world, and are as passionate about their lives as they are about their work. (https://www.google.com/intl/en/jobs/lifeatgoogle/index.html). How do they manage to achieve this? As explained in the text above by keeping the employees motivated. When researching for the Google-case study we found on their company site a list that explains the Top 10 Reasons to Work at Google (https://www.google.com/intl/en/jobs/lifeatgoogle/toptenreasons/index.html) and we want to share it with you because we think those are perfect examples of motivation in a workplace. Lend a helping hand teamwork is important and so is trying to help each other, Google promises that the company is close to the googlers and, also as a team company Google helps the rest of the world to have an easier life. Life is beautiful gives employees an opportunity to work for this company and also respect them, having as goal to make their life beautiful. Appreciation is the best motivation by appreciating the work that the googlers do the leaders acknowledge their efforts and give satisfaction, which will have a great positive impact on future motivation. Work and play are not mutually exclusive by offering fun activities that fit to all personalities for example gym, game rooms, pc games, relax rooms, laundry room, and others. Google have created all that the employees want in their life in order to be motivated and extra creative. We love our employees, and we want them to know it Google does not just love their employees but their families also helping them by financial boost, medical benefits, stock opportunities and many more. If googlers want something that Google doesnot offer, the leaders will get it for them. Innovation is our bloodline new ideas can make the company improve and give faster results to the billions of users worldwide and this is achieved through employees efforts and motivation. Good Company everywhere you look for Google all employees are equal and they appreciate each individual as being very important. Uniting the world, one user at a time worldwide users use Google, meaning that the company has access to the whole world and offers help to more people each day. Boldly go where no one has gone before new ideas, teamwork, improvement, creativity, opportunities and so on. That is what made Google one of the top 5 companies worldwide in less than 13 years. There is such a thing as a free lunch after all Google offers 24/7 free meals with best quality, delicious and made with care for all their employees. Google is one of the top companies in less than 13 years and they achieve this by motivation of their employees, the high quality standards that they have, the teamwork, they are open for new ideas, creativity, improvement, etc. In our opinion Google is an example for companies worldwide to learn that motivating the employees is so important that it has the power to chan ge the world. 7. Conclusions 1/2 page Oana