Participant Observation in Child Development Free Essay Example, 4000 words

What was observed was a typical case of separation anxiety for Natasha, expecting that her mother will leave her for a period of time. Being emotionally attached to her mother, it is normal to be anxious at every time they part. She did not want to let go, but her mother needed to leave for work. When her mother left, she cried after her, but she was ready to go with the caregiver to choose her toy. She showed that she was resigned to her situation of being left at the daycare and accepted her fate. She seemed to be aware of the routines already. At two-and-a-half, this is a manifestation of maturity and independence on her part. What was observed was a typical case of separation anxiety for Natasha, expecting that her mother will leave her for a period of time. Being emotionally attached to her mother, it is normal to be anxious at every time they part. She did not want to let go, but her mother needed to leave for work. When her mother left, she cried after her, but she was read y to go with the caregiver to choose her toy. We will write a custom essay sample on Participant Observation in Child Development or any topic specifically for you Only $17.96 $11.86/page However, throughout the day, she would see the observer around the daycare and eventually gained familiarity with her. The observer stayed distant until she felt it was safe to approach Natasha more closely. The caregiver tried to get to the level of Natasha as she played. She took interest in what she was doing and respected her ideas. She also took the opportunity to expose Natasha to a wider vocabulary and correct sentence construction, as the child has very limited verbal skills as of yet.

The Two Parts Of Death - 1820 Words

Rebecca Leonard Professor E. Devore Great Book Since 1700 November 11, 2014 The Two Parts of Death Emily Dickinson did not give titles to her poetry, they are numbered. This is the first part of her poems that commands attention. At first it is not known what a particular poem is about, it needs to be read. A good portion of Dickinson’s work is centered on death. Everyone knows that death is unavoidable. Once something lives, it must die. There is only one real guarantee in life and that is death. Generally, death is feared due to the lack of knowledge or certainty of what happens when it occurs. Heaven, hell, purgatory, nothingness, reincarnation or any other explanation gives comfort or even anxiety in death. Even with the strongest beliefs death is still uncertain. Some of Emily Dickinson’s poems are solely about death and the emotions that fallow it. She creates a very vivid image with her words. Certainly on a level that anyone who has experienced death can understand. Three of her poems in â€Å"The Poems of Emily Dickinson† edited by R. W. Franklin, do this nicely. Both of these poems explain the emotions and what needs to be done after a death. The first poem about death in this edition of Dickinson’s is poem f315: To die – takes just a little while – They say it does’nt hurt – It’s only fainter – by degrees – And then – it’s out of sight A darker Ribbon – for a Day – A Crape opon the Hat – And then the pretty sunshine comes – And helps us to forget – TheShow MoreRelatedWhen two people walk down the aisle and make a promise to love one another â€Å"till death do us part,†1000 Words   |  4 PagesWhen two people walk down the aisle and make a promise to love one another â€Å"till death do us part,† they are proclaiming that for the rest of their lives they will only love their spouse and never wander from their loved one. If they stray from their loved one; having sexual intercourse with someone other than their spouse. They are committing adultery. Adulterous behavior can be seen to fall with the domain of morality. For men and women there are many reasons they have committed or are committingRead MoreBy Close Analysis of Funeral Rites: Seamus Heaney’s Attitude to Death in North 1084 Words   |  4 PagesHeaney’s attitude towards death is presented in different perspectives within Funeral Rites. A pun, based on a homonym, embedded within the title itself, suggests one’s right to have a funeral : for there to be an occasion for family and friends to mourn one’s death whilst celebrating their life. In Funeral Rites, Heaney demonstrates the beautiful serenity associated with death, while also highlighting the tragic aspect of death and dying. Funeral Rites is composed of three parts (the first of which IRead MoreThe Death Penalty Is Wrong And Inhumane Essay1170 Words   |  5 Pagesto death is difficult to completely comprehend. The physical procedure involved in the act of execution are easy to grasp, but the emotions involved in carrying out a death sentence on anoth er person, regardless of how much they deserve it, is beyond comprehension. This act has been critiqued by many people from all around the world and it is our responsibility as a society to see that capital punishment is wrong and inhumane. Some oppositions to the death penalty include racial bias in death sentencingRead MoreThemes of Death and Immortality in Emily Dickinsons Poetry Essay987 Words   |  4 Pagesis a reoccurring theme of death and immortality. The theme of death is further separated into two major categories including the curiosity Dickinson held of the process of dying and the feelings accompanied with it and the reaction to the death of a loved one. Two of Dickinson’s many poems that contain a theme of death include: â€Å"Because I Could Not Stop For Death,† and â€Å"After great pain, a formal feeling comes.† In Dickinson’s poem â€Å"Because I Could Not Stop for Death,† Dickinson portrays whatRead MoreI Heard A Fly Buzz, By Emily Dickinson1227 Words   |  5 Pages591 â€Å"I heard a Fly buzz,† describes the scene of the speaker’s death in a very obscure way. The poem is entirely located in a single room and the speaker is participating in a common deathbed ritual that would have taken place at that point in time. The room is quiet, many mourners are preparing for the speakers final moments, and the speaker begins to will away all of her material possessions. When the speaker is about to commit to death, a fly interrupts the scene and ultimately stands in the wayRead MoreThe Theme of Death in The Dead Essay1151 Words   |  5 Pagessetting of a winter dance at the home of the two aunts of the main character, Gabriel Conroy. James Joyce’s short story â€Å"The Dead† has a literal title, because its main concept is death – both physical d eath and spiritual death. Gabriel Conroy and his wife, Gretta Conroy, attend a party held by Gabriel’s aunts, Kate Morkan and Julia Morkan. The mood of the party is intentionally festive. It’s an annual event – â€Å"the Misses Morkan’s annual dance† (1227). But parts of the evening turn out to be quite nostalgicRead MoreThe Death Of Meriwether Lewis1039 Words   |  5 Pages The Death of Meriwether Lewis Meriwether Lewis was one of the travelers that were given the mission of traveling from the colonies to the Pacific Ocean, The Mission of Discovery. After Lewis got back from the expedition, he was assigned the role of Governor of The upper half of the Louisiana Purchase. When he was appointed to this position, he didn’t instantly go to do the job though. Actually he spent about half a year trying to publish the notes heRead MoreSimilarities And Differences Within Donne s Poetry1187 Words   |  5 Pagespride in oneself. His two poems, â€Å"Death, Be Not Proud† and â€Å"The Flea† each feature one of these aspects of metaphysical poetry. â€Å"Death, Be Not Proud† is a poem about a man who is seriously ill mocking death and challenging death’s power. â€Å"The Flea† is a humorous poem that features a man trying to convince his lover to have sex with him through the actions of a flea. Even though the two poems feature the same author, time period, and they both make references to the Bible, the two poems share many differencesRead MoreHamlet to Be or Not to Be Soliloquy Analysis Essay887 Words   |  4 Pagesvery confused man. He is very unsure of himself and his thoughts often waver between two extremes due to his relatively strange personality. In the monologue, he contemplates whether or not he should continue or end his own life. He also considers seeking revenge for his father’s death. Evidence of his uncertainty and over thinking is not only shown in this speech, but it also can be referenced in other important parts of the play. The topic of Hamlet’s soliloquy is his consideration of committingRead MoreDeath And Violence During The Mahabharata And The Tale Of The Heike Essay1674 Words   |  7 PagesDEATH AND VIOLENCE IN THE MAHABHARATA AND THE TALE OF THE HEIKE Death, and the process of dying and killing, is central to the plots of the ancient Indian Mahabharata and the ancient Japanese Tale of the Heike. These epics, though the products of different cultures, describe similar beliefs and practices regarding death, focusing on death in relation to the religious beliefs and societal roles of the warriors classes—the Vedic Kshatriyas and the Japanese samurai. This great significance attached

Clothes and Fashion Free Essays

A woman speak with a man about fashion and clothes. The man says than the fashion is a invention from clothes factories. The woman says that the fashion is necessary to people feel well The man prefers to wear the same clothes rye day The woman feel better when she wear a beautiful suit, and in each situation you must wear a different clothes. We will write a custom essay sample on Clothes and Fashion or any similar topic only for you Order Now The man things different clothes distinguish between poor people and rich people. I’m going to talk about clothes and fashion. There are two aspects which I want to highlight: the comfort and the appearance. The comfort is the main purpose of dress because the human race began to wear clothes when went out from the hot Africa and spreader over the World and colonized cold lands. They used lots of materials to do their dresses but in the beginning with the only objective that warm the body. On the other hand clothes has a mission, it is to show the personality, the humor, the owner to a certain social status or collective. For instance the uniform of the police, the robe of lawyers, prosecutor or Judges, or the Army. These are very import to distinguish or discriminate this people from others. When you are going to a party you must put on clothes different than you dress when you are working. The more happy you are the better clothed you wear. We used to wear dark clothes in funerals. If you had to facing in your work you should wear a suit. If you were a politician or a famous person you should dress up everyday well cause you could have a photo taken. I regretted very much don’t have known dress up in a very important situation when a was a young girl I had gone to a party but I didn’t liked to go there, I wearing a awful suit because my friends persuaded me to go there, and I didn’t want. When the party began to be boring, I was thinking going home, suddenly a stunning boy appeared, he was wearing a denim trousers, a beautiful blue cotton shirt with a denim collar ND he was tall and handsome; he seemed very kind with his friends but I couldn’t to approach him because I was wearing a awful loadstone’s suit from the times of my mother, I felt very angry with me, I thought â€Å"it is impossible that this person look at me†. How to cite Clothes and Fashion, Essays

Employee Motivation and Retention Strategies at Microsoft - Samples

Question: Discuss about the Employee Motivation and Retention Strategies at Microsoft. Answer: Introduction The aim behind developing this report is to have an in-depth understanding of the significance of organisational behaviour in the organisation and at the workplace. Organisational behaviour is a broad term that plays a major role in the building of the organisation. There are not only the buildings, machinery or the operations that form an organisation but the individuals that develop a flow of communication and interaction with each other for the accomplishment of the mutual objectives and aims. There are various theories of organisational behaviour that support the managers to develop a strong level of understanding among the individuals in respect to their feelings, performance and their level of perception in the organisational setting. (Alfes, et al., 2013). There is a great significance of the organisational behaviour theories and strategies to have a good control on the organisation, the organisational employees and the future sustainability of the organisation. The organisati onal behaviour can be considered as a deep study that supports in evaluating the influence posed by the individuals, groups and the organisational structure on the behaviour of the organisation (Ali and Aroosiya, 2012). In the organisational behaviour, the motivation and retention of the employees is of key significance as kit influences the behaviour as well as the performance of the employees. There is a strict need that in present time, the organisations must have their major focus on these factors for achieving a better organisational behaviour and enhanced productivity. The paper will understand the role of organisational behaviour and the employee motivation and retention in respect with Microsoft as it is one of the key example which can provide a better understanding if the aspect with its practical example. Overview of Microsoft Corporation The leader of the technology industry, Microsoft Corporation was established in the year 1975 by the efforts of Paul Allen and Gates. The organisation has developed rapidly and is presently the most recognized and largest serving multinational organisation in the technology industry cross the globe. The first programming language was developed by Microsoft in 1975 named Altair Basic which gained huge success and presently used in almost all the computers. In the year 1977, there were key launches of Microsoft named FORTRAN, IJ 1978, COBOL and also developed version of BASIC. In the year 1980, there was a huge success gained by Microsoft when it had an agreement with IBM for developing an operating system (Chakraborty and Gupta, 2010). There was development of Q_DOS also which IBM used in its computers and which was later recognized as MS-DOS. This helped the company in achieving great recognition in the releasing of the operating systems across the globe. Later to this, there as deve loped a window operating system which acquires a considerable market in the technology industry. The continuous success and growth of Microsoft demonstrates the skills of the company and its key persons. In past few decades, there has been developed a strong organisational culture with a motivated workforce. There is a strong team which helps in developing quality software products. There is a strong culture in the organisation that supports in motivating the staff and delivering the best outcomes. And thus, all this initiatives helped the organisation to remain at the top in the industry (Chakraborty, 2010). Employee Retention and Motivation at Microsoft There is a renowned and recognized name of Microsoft for being one of the employers of the choice as it is one of the top most organisations that embrace the most effective and best retention as well as motivational strategies at their workplace. There is a robust organisational culture at Microsoft which is the biggest factor in fetching the attention of the talented and competent employees and acquiring workforce that is extremely skilled and competent offers a series of competitive advantages to the company and helped Microsoft to drive success. The higher the level of motivation is the greater the level of productivity which also results in a better quality outcomes. The strong organisational culture that emphasis on having string motivational level of the employees was there till the time period of 1900s but after that the organisation started experiencing some or the other human resource issue (Chakraborty and Gupta, 2010). The key factor behind these issues according to the ex perts was less focus of the mangers on the organisational culture in the period of achievement of huge growth and thus it resulted in deterioration of the organisational culture (Armstrong and Taylor, 2014). There were number of factors that have resulted in high issues at the organisational workplace such as highly innovative culture, risk taking culture and the changing working environment. There was a high level of frustration that took place because of the ignorance of the satisfaction and importance if the employees. To have a better profitability and growth, the organisation established a different structure that has diverse set of HR practices. Because of the aim of enhancing profits, the organisation cut down the expenditure used to done for the development and growth of the employees and this negatively impacted the work and motivation of the workforce. And it resulted in occurrence of numerous human resource issues and resulted in increased turnover rate of the employees a t Microsoft (Batt and Colvin, 2011). Issues related to motivation and retention of the employees at Microsoft There are several issues that occurred at the workplace of Microsoft because of the deteriorated workplace culture. The first and the key issue were itsmanagement and the existence and follow of bureaucratic leadership. In the initial stages, there was a better and effectivemanagement because of the small organization so it can be handled and managed easily. But after the expansion phase of the company, there were several new members entered in the organisation for effectively managing the organisation but due to success and expansion, there was neglected theeffective management of the employees. And the less emphasis upon the structure of the management, there was enhanced level of bureaucracy in the organisation and in the management of the employees which ultimately resulted in negative implications upon the performance of the organisation (Bratton and Gold, 2012). And this made it complex and challenging for the new recruits to work as most of time they were disregarded. There wa s high level of rigidity in the decision making process and to have single change there was a need of approval from the higher authorities which made inconvenience for the employees to work in such a bureaucratic environment. And to manage the employees with increased level of diversity, it became challenging for Microsoft and thus the bureaucracy leadership and management structure has reduced the productivity and efficiency of the employees (Boxall and Purcell, 2011). There are number of employee motivation issues that are also related to the rough management of the organisation as there was always a rough and strict way used by the organisation for managing the employees there were numerous issues that took place because of such leadership following the workplace. There was a strict behavioural aspect that was used by the organisational managers for forcing the employees to work hard and deliver increased level of productivity. This imposed high pressure on the employees which resulted in work-life issues for the employees and the overall productivity of the workforce decreased. The rough and strict management of the employees didnt work well and there resulted in attrition of the employees due to inflexibility and high work pressure (Buller and McEvoy, 2012). There are human resources and employee related issues in respect with the low level of competition. Because of the fact that Microsoft was recognized as the leader in the technology sector and was highly known for its perfection, it became essential for the organisation to deliver the best quality to the customers and satisfy them. And this offered a big competitive benefit to Microsoft in comparison with other competitors. Therefore, the low level of competition has given success to the company and so there was less emphasis upon the human resources which led to occurrence of number of employee related issues in the organisation (Harzing and Pinnington, 2010). Another key issue faced by Microsoft in terms of low level of motivation of the employees was the risk taking culture of Microsoft. There was a tendency or culture of taking high level of risks by the organisation. There was avoidance of the errors and mistakes that were taking place at the workplace and there was increased pressure on the employees for being accountable for any negative outcome as well as for all their actions. Each and every employee remained liable for his or her job at the time of their work (Crook, et al., 2011). There was a complete justification asked from the employees when occurs any kind of error and they were charged for the same. And this threatened the workforce to perform any action which might pose a negative impact on the organisation. Therefore, the innovative culture of the organisation lost somewhere due to increased level of risks. Thus, it resulted in decreased level of organisational productivity. There is one major and key issue which affects the motivation and retention of the employees i.e. the high level of discrimination at the workplace. It was claimed by some of the organisational employees that there take place high level of discrimination at Microsoft. The African American employees filed a suit against the organisation due to experiencing discrimination at the workplace. It was clear and evident from the case that those employees were discriminated in respect with various factors including performance evaluation, rewards and recognition and workplace promotions (Hong, et al., 2012). A few cases were also filed against the unlawful termination of the some of the Blacks from the organisation. As well as, it was also realized by the employees that there is high level of discrimination in offering compensations and bonuses to the employees. The management of the organisation get shuddered with such cases and majorly the impact was on the financial performance of the comp any in the market. It was argued by the organisational management that there follows a hundred percent non-tolerance policy which used to follow in the organisation in respect with the racial discrimination issues. Thus, the issue occurred because of the fact that the organisation was failed to enforce the policy in an effective manner. There were laws and policies but the enforcement was not done. There were also few complaints highlighting the presence of discrimination in offering training to the employees (James and Mathew, 2012). Strategies used for achieving improvement in the retention and motivation of the employees There are various strategies which have been used by Microsoft in order to overcome and resolve the human resource issues at the workplace and to have increased level of employee motivation and retention in the organisation. The first and the most vital strategy used by Microsoft were making changes in the employee benefits programs and schemes. In order to reduce the cost and increase the profit, the employee benefits were curbed. But to resolve the issue, Microsoft included several things in the employee benefits such as offering discounts, health related benefits, child care facilities, transportation facilities and availability of food. Such employee benefits played a vital and significant role in gaining trust of the employees and motivating them (Jiang, et al., 2012). Such employee benefits resulted in increased satisfaction of the employees and they had a commitment towards their work and the organisation once again and the issue of attrition rate of the employees somehow get resolved. Therefore, the offering employee benefits act as a source of resolving the issue related to motivation and retention of the workforce. It offers a sense of opportunity to the organisation for offering high benefits and competitive wages to the workforce like other competitive organisations and as a result the employee benefits act as a the motivational factor for the employees (Kinicki and Kreitner, 2012). The high level of benefits and increased remuneration are highly satisfied and as a result become more productive and efficient. Thus, the increased levels of employee benefits were vital in resolving the issues and improving the organisational culture and motivation of the employees. The next strategy used by Microsoft was changes in the communication system. There was established a system that encourages occurrence of a smooth flow of communication that comprises of flow of communication in both direction i.e. up and down horizontal as well a vertical communications. There were introduced a series of programs by Brummel such as listening tour under which there was movement from one place to another for fetching the viewpoints of the employees and mainly the newly recruited workforce (Chakraborty and Gupta, 2010). The enhanced flow of communication resulted in fast resolution of the human resource issues and increased employee engagement that improves the motivation of the employees (Mathis and Jackson, 2011). The better communication system offers a chance to Microsoft to improve the organisational culture through taking ideas from the employees for the betterment of the organisational workplace. And thus, increased involvement of the employees also resulted in enhanced motivation because of the fact that employees feel a sense of belongingness as their opinions are given importance and heard. Therefore, changing in the communication system helped Microsoft in increasing employee motivation and retention (Nwokocha and Iheriohanma, 2012). There was also a new workplace set up for offering much comfort to the employees. It was one of the most innovative ways to resolve the issues of employees. The more reformed, innovative and creative organisational set up results in increased communication among the employees. It also supported in dev eloping a team spirit as there were closed workstations of the employees and thus it enhances the productivity. And thus it resulted in increased cooperation and unity among in the organisation. it further promotes a satisfied and comfortable organisational workplace and environment that resulted in increased level of efficiency (Scullion and Collings, 2011). The establishment of the creative work stations was first realised as not appropriate and loss of investment but the outcomes gained were different as it helped in declining the issues and also encouraged workforce in delivering high level of productivity. It was considered as a big initiative in order to attain improved level empl oyee retention and motivation. As well as, the improved workplace set up developed the boding among the diverse set of employees and issues related to diversity also declined. Therefore, the improved and newly designed workplaces helped in motivating the workforce for increasing the level of retention (Sandhya and Kumar, 2011). The next strategy used by the company was implementing sound performance appraisal system in the organisation. Microsoft always used to work upon a forced curve system that offers rewards and recognition only to the top level employees and thus there results biasness issue in the organisation which decreased their motivation level. This approach of management does not offer an equal opportunity to the employees to grow and develop. The African Americans were the ones who felt high level of discrimination on the basis of such systems and thus they felt de-motivated. To overcome such issue, Brummel established a new and improved performance appraisal system for eliminating the biasness in decision making (Chakraborty and Gupta, 2010). The performance appraisal system rewards the employees on the basis of their performances rather than any other factor. Therefore, it increases the fairness and equity in the organisation which motivated the employees to retain in Microsoft and give their hundred percent for the work and this also enhanced their motivation level (Sparrow, Brewster and Chung, 2016). Recommendations Microsoft is taking continuous initiatives for achieving improvement in the motivation and retention as well as for the attainment of an improved HR system in the organisation. There are few other recommendations or factors which are required to be more focused in order to achieve a highly motivated and retained group of individuals in the organisation. The primary recommendation is that there must be effective training and development sessions as it is one of the most critical aspect which supports in increasing the level of satisfaction of the workforce as well as to keep them motivated (Armstrong and Taylor, 2014). There is always required continuous growth of the competencies and knowledge for keep an individual motivated. The potential candidates seeks those organisations that offer improved development and training programs to the employees for achieving both personal as well as professional development. Therefore, it is essential that Microsoft must offer good training to the employees for improving their level of motivation and retention. The second recommendation to Microsoft is that there must be integration of the organisational culture and the human resource practices (Zheng, Yang and McLean, 2010). The culture of an organisation is one of the key aspects which help in implementation of the effective HR practices. As well as, it will also help in making the new recruits aware regarding the newly developed reforms. Therefore, a supportive organisational culture will help in fetching more competitive advantage of possessing retained and motivated workforce. There must be improved level of flexibility and transformational leadership rather than bureaucratic approach towards the new recruiters. It will help in achieving a highly motivated workforce that have an increased level of commitment towards the organisation and also retain for a longer time period (Tiwari and Saxena, 2012). Conclusion Employee retention and employee motivation are the two vital and significant aspects for an organisation that impacts the organisational culture, human resource and the organisational behaviour. The motivated workforce is one of the most precious assets for any organisation as they deliver high level of efficiency and productivity to the organisation in comparison with the de-motivated staff. Therefore, it results in upsurge revenues and growth of the organisation which also offers competitive benefits to the organisation. From this paper, it can be concluded that there are numerous strategies foe employee retention and motivation that entails workplace set up, reward and recognition, communication, etc. It is concluded and recommended that there can be achieved more improved and motivated workforce through embracing effective trainings. Therefore, the most potential way for implementing the HR practices for the motivation and retention of the employees is having integration with the organisational culture. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Ali, H., Aroosiya, M. (2012). Impact of job design on employees performance. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Batt, R., Colvin, A. J. (2011). An employment systems approach to turnover: Human resources practices, quits, dismissals, and performance.Academy of management Journal,54(4), 695-717. Boxall, P., Purcell, J. (2011).Strategy and human resource management. Palgrave Macmillan. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Chakraborty, B (2010). Employee Motivation and the Retention Strategies at Microsoft Corporation.pp. 26-32. Chakraborty, B. Gupta, V. (2010). Employee Motivation and the Retention Strategies at Microsoft Corporation. Centre for Management Research, Case Reference no. 410-033-1. Crook, T. R., Todd, S. Y., Combs, J. G., Woehr, D. J., Ketchen Jr, D. J. (2011). Does human capital matter? A meta-analysis of the relationship between human capital and firm performance. Harzing, A. W., Pinnington, A. (Eds.). (2010).International human resource management. Sage. Hong, E. N. C., Hao, L. Z., Kumar, R., Ramendran, C., Kadiresan, V. (2012). An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis.International journal of business research and management,3(2), 60-79. James, L., Mathew, L. (2012). Employee retention strategies: IT industry.SCMS Journal of Indian Management,9(3), 79. Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human Resource Management Review,22(2), 73-85. Kinicki, A., Kreitner, R. (2012).Organizational behavior: Key concepts, skills best practices. McGraw-Hill Irwin. Mathis, R. L., Jackson, J. H. (2011).Human resource management: Essential perspectives. Cengage Learning. Nwokocha, I., Iheriohanma, E. B. J. (2012). Emerging trends in employee retention strategies in a globalizing economy: Nigeria in focus.Asian Social Science,8(10), 198. Sandhya, K., Kumar, D. P. (2011). Employee retention by motivation.Indian Journal of science and technology,4(12), 1778-1782. Scullion, H., Collings, D. (2011).Global talent management. Routledge. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Tiwari, P., Saxena, K. (2012). Human resource management practices: A comprehensive review.Pakistan business review,9(2), 669-705. Zheng, W., Yang, B., McLean, G. N. (2010). Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management.Journal of Business research,63(7), 763-771.