Plot and Themes of J.R.R. Tolkiens Book The Hobbit

Plot and Themes of J.R.R. Tolkien's Book 'The Hobbit' The Hobbit: Or, There and Back Again was composed by J.R.R. Tolkien as a childrens book and first distributed in Great Britain in 1937 by George Allen Unwin. It was distributed not long before the episode of WWII in Europe, and the book goes about as a preface of sorts for the extraordinary set of three, The Lord of the Rings. While it was initially considered as a book for youngsters, it has been acknowledged as an extraordinary work of writing in its own right. While The Hobbit was in no way, shape or form the principal dream novel, it was among the first to consolidate impacts from various sources. Components of the book draw from Norse folklore, great fantasies, Jewish writing, and crafted by nineteenth century Victorian childrens writers, for example, George MacDonald (writer The Princess and the Goblin, among others). The book likewise tries different things with an assortment of artistic methods including types of epic verse and tune. Setting The tale happens in the anecdotal place that is known for Middle Earth, a mind boggling dreamland which Tolkien created in detail. The book contains painstakingly drawn maps demonstrating different pieces of Middle Earth including the tranquil and ripe Shire, the Mines of Moria, the Lonely Mountain, and Mirkwood Forest. Every territory of Middle Earth has its own history, characters, characteristics, and centrality. Principle Characters The characters in The Hobbit incorporate a wide scope of imagination animals, generally drawn from old style fantasies and folklore. The hobbits themselves, in any case, are Tolkiens own creation. Little, home-cherishing individuals, hobbits are likewise called halflings. They are fundamentally the same as little individuals aside from their extremely huge feet. A portion of the fundamental characters in the book include: Bilbo Baggins, a calm, unassuming Hobbit and the hero of the story.Gandalf, a wizard who starts Bilbo’s venture with the dwarves. Gandalf causes Bilbo to save his notoriety for careful decency and go on an experience that will change the hobbit forever.Thorin Oakenshield, the pioneer of a gathering of 13 dwarves who wish to recuperate a fortune crowd taken by a dragon.Elrond, a savvy head of the elves.Gollum, a once-human animal who found and is represented by an incredible ring of power.Smaug, the winged serpent and rival of the story. Plot and Storyline The tale of The Hobbit starts in the Shire, place that is known for the hobbits. The Shire is like a peaceful English open country, and the hobbits are spoken to as calm, farming individuals who avoid experience and travel. Bilbo Baggins, the hero of the story, is astonished to end up facilitating a gathering of dwarves and the incredible wizard, Gandalf. The gathering has concluded that currently is the perfect chance to travel to the Lonely Mountain, where they will retake the dwarves treasure from the winged serpent, Smaug. They have assigned Bilbo to join the campaign as their criminal. In spite of the fact that at first hesitant, Bilbo consents to join the gathering, and they head off a long way from the Shire into the undeniably perilous segments of Middle Earth. Along the way, Bilbo and his organization get together with a wide scope of animals both delightful and horrible. As he is tried, Bilbo finds his own internal quality, faithfulness, and shrewd. Every part includes a communication with another arrangement of characters and difficulties: The gathering is caught by trolls and about eaten, yet are spared when daylight strikes the trolls and they are gone to stone.Gandalf drives the gathering to the Elven settlement of Rivendell where they meet the Elvish pioneer, Elrond.The bunch is gotten by trolls and driven profound underground. Despite the fact that Gandalf salvages them, Bilbo gets isolated from the others as they escape the trolls. Lost in the troll burrows, he unearths a strange ring and afterward experiences Gollum, who connects with him in a round of enigmas. As a prize for comprehending all enigmas Gollum will show him the way out of the passages, however in the event that Bilbo fizzles, his life will be relinquish. With the assistance of the ring, which gives intangibility, Bilbo get away and rejoins the dwarves, improving his notoriety with them. The trolls and Wargs give pursue, yet the organization is spared by eagles.The organization enters the dark woodland of Mirkwood without Gandalf. In Mirkwood, Bilb o first spares the dwarves from goliath arachnids and afterward from the prisons of the Wood-mythical people. Approaching the Lonely Mountain, the voyagers are invited by the human occupants of Lake-town, who trust the dwarves will satisfy predictions of Smaugs downfall. The undertaking goes to the Lonely Mountain and finds the mystery entryway; Bilbo scouts the winged serpents refuge, taking an incredible cup and learning of a shortcoming in Smaugs defensive layer. The irritated mythical serpent, deriving that Lake-town has supported the interloper, decides to annihilate the town. A thrush has caught Bilbos report of Smaugs powerlessness and reports it to Lake-town safeguard Bard. His bolt finds the chink and kills the dragon.When the dwarves claim the mountain, Bilbo finds the Arkenstone, a treasure of Thorins administration, and conceals it away. The Wood-mythical beings and Lake-men assault the mountain and solicitation pay for their guide, reparations for Lake-towns obliteration, and settlement of old cases on the fortune. Thorin cannot and, having called his family from the Iron Hills, fortifies his position. Bilbo attempts to emancipate the Arkenstone to take off a war, yet Thorin is die-hard. He expels Bilbo, and fight appears inevitable.Gand alf returns to caution the entirety of a moving toward armed force of trolls and Wargs. The dwarves, men, and mythical beings rally, however just with the opportune appearance of the falcons and Beorn do they win the climactic Battle of Five Armies. Thorin is lethally injured and accommodates with Bilbo before he kicks the bucket. Bilbo acknowledges just a little bit of a lot of the fortune, having no need or requirement for additional, yet at the same time gets back an affluent hobbit. Subjects The Hobbit is a straightforward story when contrasted with Tolkiens masterpiece The Lord of the Rings. It does, in any case, contain a few topics: It investigates the procedure by which an untested individual builds up the understanding and abilities to turn into a leader;It guides the peruser to scrutinize the estimation of riches instead of harmony and contentment;It expands on Tolkiens individual involvement with World War I to think about the subject of whether triumph, however attractive, merits the cost of war.

September 11th - Article Summary 2002 essays

September eleventh - Article Summary 2002 expositions Kitchener-Waterloo Record: Opinion, Wednesday, September eleventh 2002 page A10 A Firefighters Reflection: I will never be the equivalent This article is about a New York fireman that was engaged with the September 11 fear monger assaults on the World Trade Centers. Kevin Flaherty has been on the Fire Department of New York for a long time. He keeps in touch with us since he is appreciative for the assistance he got from the Canadian Firefighters. He is pleased to wear an American-Canadian banner pin. Kevin was working the day of September eleventh; he was with Engine 238 that was called to Tower 2. He heard noisy unstable commotions while moving toward the structure, looking into he understood that individuals were tumbling from the 80th floor. The touchy clamors were individuals hitting the ground-it was steady, they continued bouncing. He was spooky by the way that individuals werent ablaze were alive until they had hit the ground. Once Kevin entered the structure he got news that one of his companions was hit by a jumper and slaughtered. A gathering of firemen were requested to go up 2 stories before the fire in To wer 2; they were to take their air chambers. In the event that they got worn out, they were to remove their hardware and keep heading up. As he arrived at near the floors that were consuming, he heard an uproarious thundering clamor. The lights gleamed and they felt wind on their backs. Kevin was lifted off his feet and tossed over a lot of gates over the hall and into the divider. It felt like a nuclear impact. Kevin says. He couldnt see or hear. At that point in the obscurity he heard Engine 238, Engine 238. The lieutenant was pulling together them. They found an exit plan and saw that the pinnacle was starting to crumple, he started to run yet he knew he couldnt get away from the flotsam and jetsam. He fortunately endure the flotsam and jetsam without a scratch, however the lieutenant was not seen anyplace. It was the most troublesome thing Kevin has ever done. The lieutenan... <!

What color is that dress Check your perception.

What color is that dress Check your perception. The Blue-Black / White-Gold Debate There is a debate  raging across the internet about the color of the dress in the photo to the right. Is it blue and black? Or white and gold? I read about this debate and was skeptical. Was this some big scam? When I look at the picture I see blue and black and cant imagine it would be anything else. I decided to test this proposition my self. I was surrounded by people this past weekend at a family event, so carried around my laptop asking my relatives what color they thought the dress was. Reality Check? Of my first three subjects, my mom  saw blue and black. So did my cousin  Michael. But my cousin Carol saw white and gold. The more people I asked, the more I realized that this  is for real. People see the colors in this dress differently and each person is completely convinced about the rightness of his or her view. My cousin Michael was an interesting case. I showed him the picture a second time in different lighting, and he saw it as white and gold. But a minute later, he was saying it was back to black and blue. He still insisted he was right and I was playing tricks on him with the lighting on my computer. Wow. Being Right Do you think you know things like what color that dress is? I know I do.  My brain does not even want to consider that someone else really and truly sees it as a different color. That  dress is  black and blue! But many people I know and trust were right there  saying  with complete conviction, White and gold. This reminds me of another exercise where one person is looking at a mug from the handle side, and another is looking from the non-handle side. To one person, there is no handle. To the other, its clearly a handled mug. Heres the rub:  Both people are right!! And they are both stuck in a perspective. The Gift of Perspective If we could get this about other issues religion, the cleanliness of our kitchens, what it means  to leave on time, [insert your  issue here], imagine how much better our relationships could be. Imagine how much less we would fight over the not-important things.  We could be curious instead of right. We could truly be over there with the people in our lives, listening to them  accurately. How does this principle apply to writing? Whatever we write, whether it’s a blog article, an e-mail message, a book, or a resume, one person might read it one way and another person might read it completely differently. The same resume can be loved by one hiring manager and hated by another. I notice it with my e-book too: People rate How to Write a KILLER LinkedIn Profile everywhere from 5 stars to 1. It’s rare to find any topic on which people agree 100%. If we can take that as a gift instead of as a point of contention, we can all grow and expand as we explore each other’s perspectives. I challenge you to try this at home. Make someone right today who you are totally convinced is wrong. Who knows what might emerge from there?

Private Prisons Use A System Known As An Occupancy...

Private prisons use a system known as an occupancy requirement. Such is a case in which a private company requires a state to keep a prison the company owns filled with a minimum percentage of inmates. This policy is made to stand no matter how crime in the state may fluctuate. Occupancy requirements are common practice within the private prison industry. In the Public Interest group reviewed 62 private prison contracts. The group found that 41 of those contracts included occupancy requirements that demand local or state government must keep the prisons between 80 to 100 percent full. According to the report all the big private prison companies such as CCA, GEO Group, and the Management and Training Corporation try to include occupancy†¦show more content†¦The three strike law was ruled unconstitutional by the US Supreme Court in 2015. Some individuals arrested under it have been realised. However, during its existence, it had made the building of 20 new federal prisons ne cessary. Another law that benefits private prisons is mandatory minimum sentences. This is a law that ensures a minimal number of years is sentenced for a certain crime, as decided by the Supreme Court. The law, therefore, doesn’t allow for the consideration of individual circumstances such as criminal history. This law has caused a tremendous increase in the prison population. The mandatory minimum sentence law is enforced on judges, but not prosecutors. However, under the circumstance, it is considered that prosecutors who would gain professionally from successful convictions, do not have sufficient incentive to exercise their discretion responsibly. While it is apparent why companies involved in the prison industry would support or even push for such a law, they are not the sole cause of the making of this law. There are three main groups outside the prison industry who, due to knowledgeable beneficiary intentions or misinformation, strengthen the strict law against crime and cause the overpopulation and long sentencing that in turn make the prison industry profitable. One of the ulterior motivatedShow MoreRelatedCorporate Lobbying : Detention Watch Network1869 Words   |  8 PagesDetention Watch Network Another strategy is a system known as occupancy requirement. Such is a case in which a private company requires a state to keep prisons the company is building or taking over filled to a minimum percentage. This policy is made to stand no matter how crime in the state may fluctuate. Occupancy requirements are common practice within the private prison industry. The In the Public Interest group reviewed 62 contracts for private prisons operating around the country at the localRead MorePrivatization Of Prisons And Its Effects On Private Prisons2897 Words   |  12 PagesPrivatization of prisons is the confining of inmates by a third party that is contracted by a government agency and it refers to the takeover of present public facilities by private operators and the operation of new prisons by for-profit prison companies. Privatization is simply a contract that shifts public functions and responsibilities, in whole, from the public sector to the private sector. Private prisons can als o be defined as a contract to provide other services to public prisons such as transportationRead MoreFederal Prisons And Its Effects On The United States3590 Words   |  15 Pagesbudget did not allow for prison expansion so, as a result, they needed more investment from companies. 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Relationship between the Change in Shapes in Yield Curves...

Letter of Transmittal Introduction This assignment is to study the relationship between the change in shapes of yield curves and change in economic prospect of an economy. In this study, Australia and America are selected for the detailed analysis of the topic. Time series data from December 2009, December 2010, December 2011, December 2012 and the most updated May 2013 will be collected for further analysis. The study will be divided into 4 parts. Below we will explain briefly how we will handle the tasks. Task 1: We will plot the yield curves of Australia and America using the yield data of Australian Treasury notes and government bonds as well as the U.S. Treasury bills. Then, we will relate the curve shapes to expectation theory of the interest rates for further explanations. Task 2: We will discuss the relationship between the change in the slope of yield curves and the change in the prospect of economy by plotting the graphs of slop change in yield curves for Australia and America. Data with a higher frequency will be collected for more detailed study. Task 3: We will look in to how effective the RBA and the FED have done on the change in monetary policy and how these policies affected the yield curves respectively. Actions taken to deal with the impact from financial tsunami in 2008 will be target of our discussion. Task 4: We will conclude the findings above and try to give out opinions on how the investors and policy makers should do to achieve a betterShow MoreRelatedUk Votes Brexit : Huge Global Political Consequences1839 Words   |  8 Pagesdiscussed and, therefore, the ensuing parting terms. The bulk of the analysis has been about the consequences for the UK economy, including the potential breakup of the Union via a second Scottish referendum. 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The Image of Nursing Free Essays

The Image of Nursing Dawn Davis Texas AM University-Texarkana The Image of Nursing Following is a discussion of the image of nursing and professional identity. Factors contributing to nursing image and the effects of nursing image are included. The Image of Nursing What is the professional identity, or the image of nursing? How does the public view this hardworking profession? Do they understand what a nurse does? Do they understand the thought processes involved in caring for patients. We will write a custom essay sample on The Image of Nursing or any similar topic only for you Order Now Do they understand the knowledge involved in critical thinking? Do they have any idea that we formulate plans of care and that we put together nursing diagnosis with treatment plans, nursing interventions, expected outcomes? Do they understand that we are their advocates? Do they understand that all care is channeled through nursing and that we are their main defense for patient safety? Are we professionals in the eyes of the public, and in our own eyes? For my own research on this paper, I randomly quizzed ten people that I met in public, not people that knew me personally. I asked them what they thought of nurses, and asked them to give me some adjectives to describe nurses in general. Some of the positive responses that I received were; kind, caring, cool, they help the doctors, they take care of patients, outstanding, knew what they were doing, they saved my life, and excellent. I also received some negatives. One person told me that they knew one nurse that was totally uncaring, unprofessional, and mean. Another individual told me that many years ago her son, who passed away, was HIV positive and she felt that the nurses neglected him because of his diagnosis. I was appalled at the negative answers, and somewhat disappointed with the positives. While the positives that I received were all fantastic traits, not one person mentioned traits such as educated or professional. My very limited random research was completely in line with the findings in our text book, Professional Issues in Nursing. So, it would seem that, in general, the public doesn’t completely understand the wide scope of nursing. They understand some of the basic functions of nursing. The few random individuals that I spoke with based their perceptions mainly on personal past experiences with nurses. Nursing Image What is Nursing Image? This is a concept that needs more clarification and study to increase nurse’s awareness of factors that affect public perception. â€Å"Understanding the moral values in today’s nursing practice will help nurses to work together with a common comprehension of their aims. This should also allow greater appreciation of the practice of nursing highlighting the equal importance of both fundamental basic nursing care and the advanced clinical roles† (Horton, Tschudin, Forget, 2007) Nursing image also affects the decision to enter nursing as a profession, to remain in nursing, and to encourage others to become a nurse. A broad definition is â€Å"Nursing Image is a multidimensional, all-inclusive, paradoxical, dynamic, and complex concept. † (Rezaei-Adaryani, Salsali, Mohammadi, 2012) To further define: * All-inclusive and paradoxical refers to both stereotypical and professional image. * Dynamic includes the changing view of nursing as a profession. * Complex, because many factors influence the formation of the image. Factors affecting Nursing Image Many factors combine to influence the image of nursing as a profession. Some of The factors include media, poor communication and visibility, clothing style, the nurses’ behaviors, gender issues, and professional organizations. (Rezaei-Adaryani, Salsali, Mohammadi, 2012) * Media- Historically media has not painted a very professional image of nursing, although, recently this has improved to portray a more capable, independent, strong, intelligent individual. * Poor communication and invisibility- Nursing is an invisible profession and this is a major threat to nursing’s social status and perceived value. It is believed that since nursing is mostly female, that there is poor communication with media and reporters. Nurses also somewhat reluctant to share knowledge, experience, expertise, competence, and intelligence to change portrayal in the media. (Rezaei-Adaryani, Salsali, Mohammadi, 2012) * Clothing style- Appearance is the first thing a person notices. A professional uniform that also defines them from other disciplines increases professionalism. * Nurses’ behaviors- Some believe that the nurse is not identified as professional individual, we refer to the physician as Dr. ___, and the nurse is known by the first name. Different levels of nursing education do the same job; this may devalue nursing as an intellectual profession. Nurses with negative image of nursing may also project that to others. â€Å"Self-image shapes behavior and performance in the workplace and affects how we think and act. † (Fletcher, 2007) * Gender issues- Generally nursing is viewed as a fem ale dominated profession. Men are normally viewed as having positions of power. Women are thought of as caring, more emotional and less aggressive than men. This gender stereotype tends to limit the number of males recruited and retained in nursing. (Rezaei-Adaryani, Salsali, Mohammadi, 2012) * Professional organizations-Globally, there are 14 million nurses. Nurses are the largest group of health professionals in the world. Unfortunately, there is limited unity. Involvement in professional organizations, and standing together on issues is important in changing nursing image and increasing professional identity. (Rezaei-Adaryani, Salsali, Mohammadi, 2012) Effects of Nursing Image on Nursing One very important effect of public misunderstanding of the profession of nursing and the knowledge and skill required is a limited number of potential candidates for the future of nursing. Thirty years ago a significant number of young people would have chosen to be a nurse when they grow up, less than 5% of students responded so in a 2004 study. (Huston, Professional Issues in Nursing, 2010) Another important factor is that inaccurate nursing stereotypes may have a negative effect on the self-esteem f nursing as a whole. Both of these factors combined lead to increase in nursing shortage, short-staffing, heavy workload, job dissatisfaction, and burn-out. This can lead to current nurses leaving the profession. In general, nurses’ image of nursing tends to be better than that of the public. This is related to the fact that nurses are educated about the profession. I also asked several Registered Nurses to give adjectives to describe nursing. I received responses such as; educated, professional, critical thinkers, overworked, advocates, compassionate, unappreciated, caring, researchers, knowledgeable, multitasker, empathetic, thorough, supportive, educators, and leaders. Many changes need to be made to change the image of nursing in public view. Nurses must be heard in the media. Nurses must speak positively about their profession. The public needs to be educated about the profession of nursing. Nurses should act, perform, and dress like professionals. Nurses should actively encourage bright individuals to join the profession. Current nurses should positively socialize nursing students, and new nurses, acting as optimistic and confident mentors, sharing their expertise. Nurses should join and be active in professional organizations, to increase unity, and be active in the political processes. Imagine the strength and respect nursing would command if half of the nurses joined. In summary, the image of nursing needs to be changed for the better. Change starts with the profession itself. Every nurse should take accountability to make these positive changes through action, involvement, education, and behavior. Bibliography Fletcher, K. (2007). Image: changing how women nurses think about themselves. The Author, 207-215. Horton, K. , Tschudin, V. , Forget, A. (2007). The Value of Nursing: A Literature Review. Sage Publication. Huston, C. J. (2010). Professional Issues in Nursing (second ed. ). (H. Surrena, Ed. ) Philadelphia, PA, USA: Wolters Kluwer Health/Lippincott Williams Wilkins. Rezaei-Adaryani, M. , Salsali, M. , Mohammadi, E. (2012, December). Nursing Image: An Evolutionary Concept Analysis. Contemporary Nurse, 81-89. How to cite The Image of Nursing, Papers

Organization Behavior Human Resource Manager

Question: Discuss about theOrganization Behaviorfor Human Resource Manager. Answer: Introduction The study of human behavior during recruitment process is vital in determining where best to place the individual to perform best. The behavior of an individual indicates to the Human Resource Manager (HRM) if the particular employee can perform well. It is important for the HRM to be on the lookout for such talented individuals during recruitment, selection, and placement (Abraham et al., 2015, p. 336). The organization has different factors that tend to influence the way an employees behavior such as the organization culture and the motivation given to the employee inside the workplace. Often the HRM will try to find the right incentive for a given attitude and behavior to help bring out the best out of employees. Some personality traits show that an individual will perform better than all other candidates when given a particular position. Though this is just a prediction by the HRM, the employee may live up to expectations or perform dismally in the given position. The purpose of this essay is to determine and discuss how different individual attributes have a direct impact in the workplace. The essay goes further to look at how Herzbergs and expectancy theories of motivation can help understand a persons behavior. Conscientiousness relates to how a person behaves around others and how careful a person is with people and the assigned tasks. Conscientious people have high levels of self-discipline and can thus make better employees and perform well. The emotional stability of a person is very crucial as many interviews and recruitment processes test this trait on interviewees. Emotionally stable individuals will cope very well with any work situation, and they do not bring personal problems and let it affect their performance. Emotionally stable persons tend to high-performing employees who are better decision makers. Extraversion is another personality trait that clearly shows that a person can be a productive employee. Extraversion makes a person to interact well with clients. Such a person, has developed good interpersonal and communication skills that help them to convince the customers into a deal. Extraversion correlates positively with performance. Agreeableness positively influences high job productivity. Agreeableness indicates that a person can relate to people better thus has a high chance of being very productive. This trait though is limited to people in higher managerial positions who have to enforce some rules and regulations in the firm. The Cognitive Resource Theory Fred E. Fiedler and Joe Garcia in 1987 developed the theory. The theory was formulated from the Contingency model of 1967. The theory is based on the need for intelligence in leadership. How can organizations detect the level of intelligence they need for certain positions in a candidate during recruitment? This question is crucial for HRM when they are trying to fill a management position. For managers, it is critical to be intelligent and adapt to any given situation for productivity. Intelligence is paramount in leadership. To formulate better decisions and set strategic goals and objectives, a leader has to be intelligent enough. Fiedler views stress as the biggest impediment to a leaders success in the organization. A human resource manager should identify intelligent and talented individuals to be placed in the managerial vacancies. Fiedler also states that a leader has to develop a good rapport with the staff. Good relations are a sign that a given employee will perform best w hen placed in certain positions and given the right motivation (Zhou, 2015, p. 723). The theory argues that various factors influence the rationality in decision making such as stress. The theory views stress as the main impediment to a leaders success in the workplace. To further expound on the theory more, Fiedler says that the more cognitively acute an experienced staff is on leadership issues, the more the employee can deal with the impacts of stress in the workplace. To overcome the effect of stress, the leader has to employ command given that only experience can make a good leader flourish even under high-stress levels. The theory views that candidates who are orderly during stressful interviews are likely to make better leaders and managers in the organization. It is crucial for productivity for the organization to employ talented individuals who when they combine work effort, organizational support and their individual attributes there is high job performance. Though there is no universally accepted way of measuring intelligence, the theory insists that intelligence is the main ingredient that well-performing employees have. This theory is particularly useful for placement of employees in higher positions in the organizations. The main issue that limits the high productivity of leaders is stress. When an organization recruits, selects and places an intelligent individual in a given position that suits his or her ability the person is likely to succeed. Intelligent individuals develop the right attributes needed by the job. These people are Conscientious, emotionally stable, extraversion and agreeable. These personal attributes when combined help the leader be a better decision maker. Human resource managers need to test for intelligence during recruitment, selection, and placement to identify the talented and most intelligent employee to join the organization (BaleÃ… ¾entis, BaleÃ… ¾entis and Brauers, 2012, p. 7966). The Cognitive resource theory is important in the placement of employees especially in managerial positions by testing for intelligence in addition to the ability to manage stress plus assessing critical leadership qualities. The Social Cognitive Career Theory (SCCT) The SCCT theory, developed in 1994, aims at explaining three interrelated factors of career development (Ali and Menke, 2014, p. 175). The theory investigates how a person develops academic and career interests, makes educational and career choices in addition to ways of obtaining academic as well as career success. The theory incorporates various concepts from previous career theories. The theory uses factors such as interests, abilities environmental factors, values, norms amongst much more. The theory has a linked variables such as self-efficacy, beliefs, goals and outcome expectations make the foundation for SCCT. The theory impacts the recruitment, selection and placement process in organizations. The theory applies personal beliefs to find suitable employees and professionals. In using the theory, the human resource managers have to be very attentive to capture the beliefs of particular candidates and determine whether the candidates are transparent. Self-efficacy refers to a persons faith regarding their capabilities to perform various tasks. Self- efficacy beliefs differ from both global confidence and self-esteem. The self-efficacy beliefs can change swiftly and are tied to certain activity domains. It is worthy to note that an individual might feel extremely confident in their abilities to accomplish a given task successfully while feeling less confident and enthusiastic about their abilities to be highly productive in certain fields. For example, a scientist is confident when dealing with scientific phenomena but is less confident when placed in social or enterprising line. Self-efficacy beliefs emanate from the following primary sources namely; physiological and emotional states, social persuasion, performance accomplishments and common experiences (Duffy et al., 2014, p. 466). All these factors help shape the belief of a person and determine if the individual will be successful in a given position and not miss. Personal accomplishments which include the successes and failures related to specific tasks offer certain source efficacy information. Different factors interact to form a persons self-efficacy. The reinforcing information and messages, nature of social models and the different forms of physiological states a person experience ultimately affect the persons self-efficacy regarding different performances. A potential employee who has strong beliefs about his or her performance in a given position most likely can make a good employee. When a person has developed strong beliefs regarding a particular a given task, the person is rejuvenated and motivated to succeed. The SCCT also includes the belief regarding outcome expectations. A candidates effort and persistence in an engagement and the ultimate success of the activity are influenced by self-efficacy beliefs and outcome expectations. The theory also includes personal goals and their effect on the productivity of an employee (Michael, Hays and Runyan, 2015, p. 310). An employee whose personal goals are aligned with the goals of the organization will certainly make a productive employee. Self-efficacy mixed with personal goals in addition to individual attributes, motivation, and organizational support will improve job performance. Cognitive Placement Theory for Individual Performance The theory is used to determine individual performances. The theory is mostly used by the human resource departments when determining individual performances who become candidates for management positions. The Cognitive placement theory is useful when an organization needs to promote an individual or when hiring new employees (Cook and Artino, 2016, p. 1000). The employees have to be given a test and assigned to different weights to determine their suitability for the particular position they are being interviewed for. The theory is good as it can minimize biasedness and let the best employee from the bunch to be ranked in the top and land the job. The cognitive placement methodology is popularly used in determining individual performance. The study provides critical information that is necessary for the human resource managers make wise decisions on behalf of the company. The human resource manager has to determine who the best employee among a group of candidates is and if he or sh e is suitable for that position. Candidates who perform well individually will certainly make a productive employee when given the opportunity. The theory is useful in making decisions regarding managerial or leadership positions in the organization. A good and effective manager or leader has to be a high performer thus the need to pass the performance appraisal test. The method of cognitive placement is useful in determining the performance groups among potential employees during recruitment, selection and placement procedure. The cognitive placement line in performance appraisal will create two groups of top performers and bad performers. The top performers are seen as talent managers, and they are the ones likely to take up management positions in the company. The human resource managers assign the performance grades to the employees or candidates into one group. The grades vary from zero to a hundred with the top individual performance ranging from grade 90 to grade 100 while poor performance is assigned the lowest grade of 10. For recruitment and placement purposes, the human resource manager will only be interested with the top individual performer. The candidate is the most suitable to fill the vacant position. The candidate who scores high grades has the required individual attributes that are necessary for high productivity. The top indiv idual performers are regarded as talent managers and thus will help the organization to achieve its set objectives. When a high performing individual is well motivated and has the full support of the organization, he or she will perform well. If the individual is a manger the staff in his department will also perform well due to his abilities and influence. Herzbergs Theory of Motivation The two-factor theory or the dual-factor theory as commonly known, is based on the assumption that the workplace harbors factors that cause dissatisfaction or job satisfaction (Evans and Olumide, 2010, p. 73). Frederick Herzberg believed that the satisfaction and the dissatisfaction of jobs are not dependent on one another. Herzberg states that employees are not contented with satisfying the lower ends or aspects of a job. An employee will always want more in the workplace. The presence of a given position characteristic may act as a motivator towards job satisfaction while in another work set up the presence of that factor may lead to job dissatisfaction. For managers to improve job satisfaction, they must attend equally to both sets of characteristics and create no room for assumption. Herzberg found that job satisfaction is dependent upon achieving certain factors beyond the common job factors such as minimum wage rate. Herzberg then developed criteria to group all the factors tha t lead to job satisfaction and dissatisfaction into two groups namely Motivators and Hygiene Factors. The motivators give rise to intrinsic conditions such as recognition and personal growth. The motivators help employees to achieve job satisfaction. The motivators include; challenging work, involvement in the decision-making process, added job responsibilities and recognition for achievements made. On the other hand, the hygiene factors include salary, good pay, and status and job security (Vevoda et al., 2011). The hygiene factors do not lead to job satisfaction and higher motivation to the employee instead they serve as maintenance factors. According to psychologist Herzberg, these hygiene factors are responsible for job dissatisfaction in a workplace. Tony like every other employee is compensated well, but the job lacks motivators. Tony tells Shirley that all aspects of the work are okay but he lacks decision-making powers and the repetitive tasks were now boring to him. Though Tony is not well motivated, he would still come to work and do the little he can since payment is the s ame eliminating the need for hard work. Shirley needs to revolutionize the job setting to motivate Tony. Shirley needs to initiate job rotation and job specification to kill the boredom in addition to involving Tony in the decision-making process. Shirley should also develop policies to recognize top performers. This will motivate other employees like Tony to work harder and be recognized. Expectancy Theory of Motivation The expectancy theory was developed in 1964 by Victor Vroom from Yale Management School (Ball et al., 2016, p. 620). The theory focuses on outcomes and not on needs like most motivational theories. The motivation of an employee is an outcome of how hard an employee wants a given reward, expectancy and the belief that the performance will give rise to reward. The theory has three main aspects namely the valence, expectancy, and instrumentality. The valence refers to the reward that makes the employee engage in a given set of activities. Valence is an expected outcome of the activities and not the actual outcome of undertaking the activities. The expectancy is the belief and faith that if the employee exerts greater effort than before, the performance will be better. Many factors influence the expectancy, for example, the technical skills needed for the job and the availability of resources, information, and the support the management is offering the employees. Instrumentality is the b elief that high performance will result in better outcomes. When an employee engages in an activity they expect that there will be something in return though they have a guess of what it may be, they are not sure of the reward. The relationship between effort and performance revolves around the staffs recognition chnces. The relationship between performance and reward aims at talking about the extent to which getting a good performance evaluation will lead to firms goals. Rewards and personal goals relationship focuses on the value of the reward. The theory believes that an employee can decide to perform well or not. The staffs motivational level is influenced by expectancy, instrumentality, and valence. For Tony, there is no recognition in the workplace, the tasks are repetitive thus boring, and he had no control of the job due to the close supervision i.e. no job autonomy. In using the expectancy theory, the best way to motivate Tony is by setting personal targets and achievements. Tony needs to be given job autonomy to work hard and reach the set targets. When the objectives are met, it is up to the management of the organization to recognize such good performances and offer incentives in return. The bes t way to motivate Tony is by relating rewards directly to performance. Conclusion Different organizations motivate their employees differently. To properly motivate employees such as Tony, the organization needs to understand what aspects of the job are lagging behind (Yun et al., 2014, p. 735). Personality traits play a bigger role in recruitment, selection, and placement. A good candidate should have the right personality that suits the particular position. For organizations to succeed, they have to motivate the employees. 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