Causas y consecuencias de negación de ingreso a USA

Causas y consecuencias de negaciã ³n de ingreso a USA Cada aã ±o millones de personas que llegan an un aeropuerto de EEUU u otro punto legitimate de entrada como fronteras terrestres o puertos. Ms de 200 mil se encuentran con el problema de que child devueltos al lugar del que vienen. Este es un problema que afecta tanto a los extranjeros que viajan con visa no inmigrante como a los que desean ingresar an Estados Unidos sin visado por pertenecer an un paã ­s del Programa de Exenciã ³n de Visas o, incluso, con una tarjeta de residencia permanente.â Y es que los à ºnicos a los que no se le puede impedir el ingreso en los Estados Unidos es a los ciudadanos estadounidenses, quienes tienen que presentar un documento vlido que acredite esa condiciã ³n y permita el paso migratorio. En este artã ­culo se informa sobre cã ³mo es el control migratorio donde pueden surgir problemas, las razones ms comunes por las que se niega el ingreso a los Estados Unidos, cules child las consecuencias y una referencia an estadã ­sticas y a sistemas que permiten acelerar el paso migratorio. El control migratorio en los puntos de ingreso a los Estados Unidos Estados Unidos tiene un all out de 329 Puntos de Entrada, lo que se conoce por sus siglas en inglã ©s como POE y que child fronteras terrestres, puertos y aeropuertos con controles migratorios internacionales. El control consta de dos partes, primero, uno migratorio y, despuã ©s, otro pero de aduanas. Para el migratorio se forman dos filas, una exclusivamente para ciudadanos a los que pueden acompaã ±ar sus familiares inmediatos extranjeros, y otra para tasks los dems. En algunos casos es posible formar parte de programas que aceleran este paso, de lo cual se explica ms al last del artã ­culo. Como regla general, el control migratorio se demora entre 10 y 30 segundos. Es posible que se envã ­e an una persona a lo que se conoce como doble inspecciã ³n. No tiene que ser algo malo. Por ejemplo, todas las personas con advance parole pasan por esa situaciã ³n.â Sã ³lo despuã ©s de haber obtenido el OK migratorio se pasa a la inspecciã ³n aduanera. Y ya a partir de ahã ­ se ingresa a los Estados Unidos.â  ¿Por quã © child devueltos por inmigraciã ³n desde los aeropuertos u otros puestos fronterizos legales? Las razones child varias destacando: En el caso especã ­fico de los residentes permanentes, puede que se llegue a la conclusiã ³n de que no est residiendo en los Estados Unidos y ahã ­ pueden surgir muchos problemas. En tasks los dems casos, puede suceder que laâ visa se ha cancelado pero su nominal no lo sabe. En los casos del Programa de Exenciã ³n de visas si la persona ha estado previamente en USA y se ha excedido de los 90 dã ­as permitidos, ha perdido este privilegio y si viaja sin visa no se le dejar ingresar. Pero el caso ms comã ºn es que el oficial de inmigraciã ³n sospecha que la persona tiene la intenciã ³n deâ quedarse en Estados Unidos o a buscar trabajo ilegalmente o lo ha hecho en el pasado. No importa que se tenga una visa en regla, ese oficial es el que tiene la à ºltima palabra. Recordar que de todas las visas temporales, incluida la de turista, solo las H-1B y las L child de doble intenciã ³n, es decir, sã ³lo con ellas se puede tener la intenciã ³n de emigrar. El oficial de inmigraciã ³n ve en la computadora del sistema TECS que el extranjero es inadmisible para los Estados Unidos o inelegible para la visa que porta por cualquier razã ³n. Un ejemplo de esto à ºltimo es un turista que viene con la intenciã ³n de casarse y quedarse en el paã ­s. El oficial de inmigraciã ³n tambiã ©n puede ver si la persona tiene pendiente una orden de arresto. Si es asã ­, eso es lo que va a pasar. Segã ºn los à ºltimos datos conocidos en un sã ³lo aã ±o monetary se detuvieron a 24,000 personas cuando intentaban ingresar an Estados Unidos. En casos excepcionales, el oficial de inmigraciã ³n puede permitir ingresar a USA an un extranjero sin los documentos necesarios. Ello es asã ­ porque le da lo que se conoce como un parole. Por ejemplo, a las personas que de un modo creã ­ble solicitan asilo en una frontera, puerto o aeropuerto. Quã © puede pasar en un control migratorio En la inmensa mayorã ­a de los casos, no pasa absolutamente nothing y se ingresa sin incidencias. Pero para las personas que tienen problemas roughage que destacar dos cosas: Primero, que en el control migratorio no se tiene derecho an abogado, excepto si se ha seã ±alado que una persona es objeto de una investigaciã ³n criminal. Adems, las autoridades tienen derecho a recorder sin autorizaciã ³n legal previa el equipaje de cualquier persona y tambiã ©n sus aparatos electrã ³nicos, como computadoras, telã ©fonos, tabletas, cmaras digitales, and so forth. Y segundo, cuando an una persona extranjera no se la deja ingresar roughage que saber exactamente quã © pasã ³. Porque pueden darse situaciones tan diversas como: se permite una retira de la peticiã ³n de ingresar y se pone en la visa I-275ocurre una expulsiã ³n inmediataun residente firma su renuncia a la green card Si ha surgido un problema, lo mejor a partir de ahã ­ es consultar con un abogado migratorio para ver quã © pasos a seguir, segã ºn ocean el caso de cada uno.  ¿Quà © tan problemtico es el control migratorio en Estados Unidos? Cada aã ±o, ms de 360 millones de viajeros, entre estadounidenses y extranjeros, cruzan un puerto de entrada al paà ­s. De ellos, un poco ms de cien millones ingresan por aeropuertos, siendo el modo ms comã ºn de ingreso el cruce de una frontera terrestre. Aproximadamente, unos 320 mil viajeros no pueden ingresar, lo cual es un nã ºmero grande pero pequeã ±o comparado con el total.â  ¿Es posible evitar las largas filas? En algunos puertos de entrada o en determinadas fechas las demoras para pasar el control migratorio pueden ser muy largas, particularmente en los puentes internacionales.â Existen diferentes tipos de programas que permiten ingresos ms rpidos que aplican an unos viajeros o an otros segã ºn nacionalidades y lugar de ingreso, pero merece la pena familiarizarse con esas posibilidades de ingresos acelerados, como Global Entry, Nexus o Sentri. Consejo Evita problemas en el control de aduanas conociendo quã © se puede ingresar y quã © est sujeto a ser declarado.

Free Essays on Good Emperors

The Five Good Emperors known as Nerva, Trajan, Hadrian, Antoninus Pius, and Marcus Aurelius, were a progression of fantastic sovereigns who controlled in Rome from 96-180 AD, following the Flavian Dynasty. They were called this since they won the help and backing of the senate, which is something their forerunners had been ineffective to do. The time of the five great sovereigns was for the most part celebrated for the quiet method of progression. Every ruler picked his replacement by receiving a beneficiary, forestalling the political mayhem related with the progression both when this period.(1) The first of these incredible heads was Marcus Cocceius Nerva, administering from 96-98 AD, who was chosen to take the seat by the professional killers of the earlier sovereign, Domitian. He was a good old man who vowed to manage the senate reasonably and never put one of its individuals to death. The key things that portray the control of Nerva are his amazing relations with the senate, his accomplishment of Dominitan's activities, his colossal measure of costs on making sure about open cooperative attitude, his push to support occupant abhor for Dominitan, and the way that he started a course of action of receiving beneficiaries to make certain the run of the best competitors. He embraced Trajan to be his beneficiary, and in this way acquiring the seat after him. The subsequent head, Trajan, was in power from 98-117 and started his rule with show, executing all the pioneers of the gathering who had embarrassed Nerva. He was named Optimus Maximus, which means the best in light of his regard for the senate and a progression of outside wars in which he endeavored to grow the domain. He is notable for his help to open administrations, remembering a raise for the free conveyance of food, the fix of streets, and the development of the Forum, Market, and showers of Trajan. He received Hadrian, who turned into his beneficiary. Publius Aelius Hadrianus, Hadrian, the third of the extraordinary sovereigns to manage Rome, was in power from 117-138. His first air conditioning... Free Essays on Good Emperors Free Essays on Good Emperors The Five Good Emperors known as Nerva, Trajan, Hadrian, Antoninus Pius, and Marcus Aurelius, were a progression of incredible heads who administered in Rome from 96-180 AD, following the Flavian Dynasty. They were called this since they won the help and backing of the senate, which is something their antecedents had been ineffective to do. The time of the five great sovereigns was for the most part well known for the quiet method of progression. Every ruler picked his replacement by receiving a beneficiary, forestalling the political mayhem related with the progression both when this period.(1) The first of these extraordinary rulers was Marcus Cocceius Nerva, administering from 96-98 AD, who was chosen to take the seat by the professional killers of the earlier sovereign, Domitian. He was a good old man who vowed to manage the senate decently and never put one of its individuals to death. The key things that describe the control of Nerva are his phenomenal relations with the senate, his accomplishment of Dominitan's ventures, his colossal measure of costs on making sure about open positive attitude, his push to support occupant hate for Dominitan, and the way that he started a plan of embracing beneficiaries to make certain the run of the best up-and-comers. He received Trajan to be his beneficiary, and in this way acquiring the seat after him. The subsequent head, Trajan, was in power from 98-117 and started his rule with show, executing all the pioneers of the gathering who had mortified Nerva. He was named Optimus Maximus, which means the best in view of his regard for the senate and a progression of outside wars in which he endeavored to grow the realm. He is notable for his help to open administrations, remembering a raise for the free circulation of food, the fix of streets, and the development of the Forum, Market, and showers of Trajan. He embraced Hadrian, who turned into his beneficiary. Publius Aelius Hadrianus, Hadrian, the third of the incredible heads to run Rome, was in power from 117-138. His first air conditioning...

5 Tips for the Best Supplement Essays 2018 TKG

5 Tips for the Best Supplement Essays 2018 When it comes to stellar supplements, it’s not as easy as just not doing anything on our no-no list. Here are 5 of the ingredients you need to write amazing college supplements. Know Each School Research is king. The best supplements are tailored to each school, highlighting the programs you are most interested in and the aspects of the school that make it unique. For example, a large part of the purpose of the “why this school?” prompt, one of the most common questions in supplements, is to see if you know your stuff.These supplements range in length from 100 words to 650, so you’ll have to scale the amount of detail to fit the size, but the bare minimum checklist is: major, a sample class (and why you think it would benefit you), and extracurriculars.  However, top “why this school?” supplements typically have a bit more than that. Try to include a professor you’d like to work with, a specific program (like a research or internship program) that you’d like to be in volved in, and a mention of a minor if possible. Even if a supplement doesn’t specifically ask “why us?”, you should still find ways to show that you are invested in the school and truly want to be there.Tell StoriesThe college essay isn’t the only place where storytelling is critical. The best supplements are story-centric. “Show don’t tell” is the mantra of the supplement section, especially since it’s so easy to just answer the question. Your story needs to have a clear beginning, middle, and end. No hamburger essays here. Write Crossover Content You don’t want to go into your supplements with the goal of using the same three essays over and over, but the right crossover content is often a sign of a strong supplement. By ‘the right’ content, we mean the story-focused pieces of supplements. If you worked hard on the story behind why you want to major in biology, it makes sense to use that same explanation in a few different supplements. You should not be copy ing and pasting over entire supplements, but knowing when and where to pull these bits and pieces will save you time, energy, and strengthen your final product.  Give Yourself Time Time is the enemy of college application writing. Nearly no matter what, you’ll wish you had a little more time. But, unlike at school, asking for an extension is completely off of the table. You should begin working on your college essay in early September and should be starting on your supplements soonâ€"regardless of whether you’re doing EA/ED or all RD.  Edit, Edit, EditWhy do you need so much time? First off, rushed writing is bad writing. You’ll also need time to edit, revise, rethink, and go back. Without planning for that in advance, you end up with supplements that read like rough drafts. The best supplements are products of commitment, hard work, and time.    If you’re looking for more guidance, we’re pros at stellar supplements.

The Effects Of Conflict On The Workplace - 887 Words

Conflict in the workplace is something that’s been going on for centuries. Although we think of conflict as negative, it can also have a positive impact. In this paper we will look at both the negative and positive impact of conflict in the workplace. Conflict is opposition or antagonism toward other individuals or things (Hegar, Human Relations at Work, pg 480). For example, if your co-worker was given an award for outstanding work performance but you feel that you were more deserving of the award. Now there is a conflict between you two. Even if you do feel like you are more deserving, you should still try and keep that to yourself and get your work done. Holding that type of animosity just creates more conflict. Two types of conflict that are important in human relations are conflict at the individual level and conflict at the organizational level. When needs of individuals are at odds conflict can develop. The reasons for this are frustration and interpersonal conflict. 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The Webster’s Dictionary (2001) defines conflict as a battle; clash; or a disagreement of ideas,Read MoreConflict in the Workplace675 Words   |  3 PagesConflict in the Workplace Introduction The business world is highly competitive from every perspective; competition for office space, virtual space, markets, customers, clients and with colleagues. It is the responsibility of people working together in their day to day business transactions to have finely tuned interpersonal skills, knowledge and experience to ensure that they achieve the best possible outcomes for themselves and their employers. In environments such as these, conflicts, argumentsRead MoreConflict, Causes, And Effects On The Resolution Of Conflict1613 Words   |  7 PagesConflict retort is a canvass that employers confront at any given time. It demands discreet investigation and correlation to comprehend the narrative of contention and methods to determine them. 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A Human Resource Management System Essay - 1905 Words

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Reports may address any of a number of different HRM issues (e.g., succession planning, compensation planning, equal employment opportunity monitoring). HRISs also generally include tools by which users or system administrators may generate ad hoc reports and select specific cases or subsets of cases for display. Firms have experienced increased competitive pressures that have translated into greater cost containment demands from upper management, leading to greater automation of the record-keeping function in the HRM field. The ready availability of microcomputers and relativelyShow MoreRelatedHuman Resource Management Systems : Management1080 Words   |  5 Pages Human Resource Management Systems: Management Through Software Auriel S. 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Compare/Contrast Cinderella Essay - 1261 Words

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Adà ¨le does not only stand for the archetypical Creole woman but for femininity itself as she is also described as â€Å"possessing a more feminine and matronly figure.† Even though Adà ¨le encourages Edna’s awakeningRead MoreFrankenstein Study Guide14107 Words   |  57 Pagesand vows he will end his own life. 2 For the Teacher Frankenstein Study Guide Copyright  © by The McGraw-Hill Companies, Inc. Media Links Videos Show a film version of the novel as a follow-up to students’ reading. Ask students to compare and contrast the characterizations of the major and minor characters in the film and in the novel. †¢ Mary Shelley’s Frankenstein, directed by Kenneth Branagh (Columbia TriStar Home Video, 1995; 123 minutes; Rated R for horrific images). 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Employee Motivation Strategies used by Royal Bank of Scotland

Question: Discuss about the Employee Motivation Strategies used by Royal Bank of Scotland. Answer: Introduction Organizational success in the currently dynamic business environment is determined by its ability to retain high performance. Among the main drivers of organizational performance is the level of commitment and input that the organizations workforce put into its operational duties. Employee Motivation therefore becomes a very essential aspect that enhances the performance of employees. According to Dobre (2013), numerous studies have shown a positive relationship between employee motivation and high performance output and effectiveness with organizations. This essay analyses a case study on the strategies used to motivate employees at Royal Bank of Scotland System mapping of Royal Bank of Scotland Motivation strategy The Motivational system mapping of Royal Bank of Scotland provides a visual illustration of how the organizational motivation strategies relate to the success of the Bank. RBS offers an integrated that incentive system that features financial and non-financial incentives. The incentive system constitutes of an all-inclusive tactic that seek to motivate the employees across all demographics and levels of company. The system map also show how motivated employees contributes increased organizational efficiency and effectiveness that is necessary to achieve RBS goals. In the closed loop system one finds that as the company succeeds, the RBS staff continue to benefits from the company by providing resources to keep its employees motivated. Fig 1: RBS Motivation Strategy System Map Importance of Motivating employees in an organization Whereas motivation is a process of inducing people to perform, organizations stand to benefit in various aspects from having motivated employees. Firstly, motivation allows the adoption of a positive attitude towards work. As Njambi, (2014) suggests, motivated employees perceive their duties as a sense of self-fulfillment and therefore work at maximum capacity. As a result, a companys workforce will work at full capacity enabling a company to effectively use its human resources. Motivation appeals to the employees personal goals and aligns them to the company vision and objective. Dobre (2013) notes that in doing so, an employee is inspired continuously improve on their performance thereby making the organizational activities efficient. Additionally, by aligning personal goals of the employees to organizational objectives, the employees personal accomplishments translate to achievement of organizational goals. Another vital aspect of motivation is its ability to help retain skilled e mployees in an organization. Numerous studies have shown that motivated employees are less likely to take an alternative job offer since they are satisfied with their current work environment (Leblebici, 2012; Osabiya, 2015; Al Jasmi, 2012). Increased turnover of employees is not only costly to an organization in terms of financial input, but it also affects the overall performance and synergy of its workforce. Analysis of Royal Bank of Scotlands motivation Strategy In a case study evaluating how The Royal Bank of Scotland works to motivate its large workforce, one find that the bank applies an integrated form of strategies and incentives that are well suited to satisfy its employees. At the backdrop of its motivational strategies, The Royal Bank of Scotland applies well established concepts of motivation that inform the variety of strategies its uses. It is worth noting that motivating employees is arguably one of the most complex function of management in an organization, partly because, the human workforces needs are subject to constant changes (Burton, 2012). Additionally, each individual is unique and thereby motivated by different factor compared to the next individual. It is due to such factors that Royal Bank of Scotland adopts a complex motivational strategy that seeks to include variety of incentives that can cover the needs of its large and geo strategically placed workforce. Herzberg Two Factor Theory of evaluating employees motivational needs From the case study, one theoretical approach used by RBS to evaluate the motivational needs of its employees is the Herzberg two factor concept. According to Herzberg as evaluated by Mowali and Babandako (2011), there are two factors informs an employees satisfaction or dissatisfaction. This include Intrinsic (motivation) and extrinsic motivators (hygiene factors) which represent intangible and tangible needs of an individual, respectively. Intrinsic needs entail the emotional needs that motivate an individual such as personal and career development, recognition as well as challenging work experiences. Notably extrinsic motivators include more tangible factors such as monetary benefits, job security and good work environment. Herzberg notes that while the extrinsic factors may not work well in satisfying an employees motivational needs, their lack thereof may dissatisfy the employees thereby reducing the employees morale to work effectively(Mawoli Babandako, 2011). However, conside ring the intrinsic needs of an employee motivates them to perform better. Kuvaas Dysvik (2009) evaluate that in a workplace, growth potential in a professional and personal capacity, recognition and challenging work are some of the main personal drives that could motivate the workforce. In RBS, a Total reward systems that includes both financial and non-financial incentives are applied to cover the wide variety of employee motivation needs. For example, employees get a very inclusive monetary compensation system for their services that includes a basic salary and results based payments such as bonuses and commissions. As added incentives, young employees get student debt pay offs and the older employees have a retirement benefits package. Non-financial incentives cover the personal and professional aspects of employee lives. For instance, the RBS offers training, fosters good relationships with employees, minimal supervision and promotion to positive encourage employees in their professional career. Additionally the bank enriches their personal needs by involving them in Corporate Social Responsibilities, offering paid holidays as well as Recognizing personal achievement within the company. Maslows Hierarchy of needs in RBS Notably, Maslows hierarchy of needs Theory of motivation are notable in RBS Total Reward systems. Maslows needs theory recognizes fives hierarchical stages that define the levels of individual satisfaction, which include psychological, security, belonging, self-esteem and self-actualization needs in their respective order(Mawoli Babandako, 2011). At RBS one finds that the basic salary used to as an incentive to meet psychological needs of an employee while the promise of a life-long career, retirement and medical benefits work to secure their peace of mind. For RBS development of mutually beneficial relationships within the company develops a sense of belonging. Recognition of high achivement raises the employees builds self-esteem whereas Corporate Social Responsibility and professional and personal growth through training and promotions create a sense of self-actualization. Communication and Conflict management as factors of motivating employees There are several other aspects of that allows an organization to keep employees motivated. Among the are active listening and proper communication. As part of the communication process active listening is often overlooked especially by managers. For employees to remain motivate they should be able to voice out their immediate needs and have them addressed within good time. A consequence of in active listening leads to dissatisfaction as well as create ineffectiveness as they perform their duties(Burton, 2012). For RBS creating time for essential feedback form employees through continuous face to face meetings and the approachability of line managers help to continuously and effectively deal with arising employee needs (Yoo, Yoo Lee, 2010). Communication in general is also an aspect that can motivate employees. ineffective communication may frustrate the efforts of employees. In many case managers may abuse their power by assuming to know more than the employees. In such cases, empl oyees find themselves undervalued and hence unmotivated to go the extra mile in performance. Managers should take up supportive and inspiring roles towards their employees in a bid to help them improve their performance(Zhang Bartol, 2010; Stone, Deci Ryan, 2009)). Notably conflict issues are not uncommon in the workplace. Conflict may arise as a result of conflicting roles, duties or ideas. Unaddressed conflicts issue may give rise to low morale at the workplace as well as hostility towards colleagues, which affect the overall performance of a company(Chan, Huang, Ng, 2008). Developing process to manage conflict allows the employees to foster a cohesive relationship with one another also retain employee focus towards achieving company goals. Importance of Applying System Thinking in RBS A system thinking approach in an organization is a vital aspect that evaluates the value of the interconnected elements of that form an organization. Notably, an organization can be viewed as a system in which several independent elements work coherently to achieve a common goal (Meadow, 2008; Jackson, 2009). System thinking therefore allows an organization to recognize and evaluate the relationships among the independent elements of an organization with a view to gain deeper understanding of their Structure to company goals. Ultimately, the overall performance of an organization will depend on the overall function of the organizational structure rather than the independent elements. Therefore, adoption of a system thinking approach allows the management to analyze operational function in isolation so as to determine their effectiveness. The major benefits of applying systems thinking within an organization includes allowing an organization to identify the source of arising issues wi thin a given situation (Flood, 2010;Pourdehnad Bharathy, 2004). By looking at the systemic relationship that surround a particular arising problem, an organization is able to attribute the source of the problem in isolation and thereby implement the requisite measures to solve the issue. In RBS, a system thinking approach helps to map out the structure of the organization to effectively monitor its activities on a global scale. Additionally, one finds that while the company is complex, RBS has the ability to develop an effective operational system that focuses on the banks goals attainment (Mingers White, 2010). For example, the bank has access to individual employee performance and progress which is made possible by putting in place system for motivating employees. The systems include an appraisal processes, Total rewards system, as well as a good communication system across the organizations. Systems thinking in RBS not only helps in monitoring the operations, but it also helps in fostering a cohesive relationship among the banks stakeholders. Effects of unmotivated employees and the Benefits RBS Gains from motivated employees An organization has a lot to lose as a result of demotivated employees. Firstly, if most of the employees are demotivated, there is high likelihood of poor overall performance within an organization. As noted by Dobre (2013), unmotivated employees choose to perform the minimal duties required in their job description. Therefore, poor performance is inevitable in a company where most employees are demotivated. Dissatisfaction is also a likely occurrence among demotivated employees which may lead to high employee turnover as well as fostering an unproductive organizational culture across all levels of management. Poor service delivery is another consequence of demotivated employees(Mawoli Babandako, 2011). For service delivery organizations, the quality of service greatly impacts the customer perception of the company. Poor services quality from demotivated employees reflects poorly on an organization s image and positioning in the market (Leblebici, 2012). Notably, for most business organizations, return on investment is a key objective during its operations. The overall result of the effects of demotivated workers is low revenue. Decreased performance as well as negative brand perception among other inefficiency issues contribute to a reduction in revenue. RBS therefore, gains greatly from maintaining motivated employees. Employees have a drive to acquire new businesses for the organization partly because they gain recognition and results based incentives as a reward for their efforts (Leblebici, 2012; Ganta, 2014). Training facilitates the competency of employees thereby allowing them to better serve RBS. Since RBS is a service business, the motivated employees are more likely to take care of their customer as the organization takes care of their welfare. This emanates from the development of a value-oriented and caring culture at RBS that transcends to all Stakeholder of the bank. Consequently, RBS increases on its performance and operational efficiency, which are vital to retain a competitive edge in the high competitive banking industry. Conclusion Employee Motivation is a central factor to organizational performance and ultimately its ability to achieve goals. In the case study evaluating Royal Bank of Scotlands motivation strategy, one finds that the bank uses a variety of motivation strategy informed by well-established motivation concepts. Concepts such as Herzberg two factor theory helps in determining the motivational needs of employees. Additionally, the Maslows Hierarchy of needs allows RBS to anticipate the needs of its employees that are subject to constant change. RBS adopts a complex yet inclusive motivational strategy not only appeals to intrinsic needs of employees but also the extrinsic needs. References Al Jasmi, S. (2012).A Study on Employees Work Motivation and its Effect on their Performance and Business Productivity(Doctoral dissertation, The British University in Dubai (BUiD)). Burton, K. (2012). A study of motivation: How to get your employees moving.Management,3(2), 232-234. Chan, K. 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