Cadbury Silk - Free Essay Example

Sample details Pages: 4 Words: 1263 Downloads: 6 Date added: 2017/09/11 Category Advertising Essay Did you like this example? A new variant of the Cadbury Dairy Milk has been launched in India by Cadbury India. The new chocolate is priced at Rs 49 for 69 grams and Rs 99 for 160 grams bar. The chocolate will be available in the flavors like milk chocolate, roast almond and fruit nut. According to the reports, the company claims that the chocolates new variant has been launched keeping in mind the demand for smoother, creamier and finer chocolate available internationally. The company plans to promote the new chocolate through a aggressive promotional plan, which will include television, print, outdoor and Internet. The promotion will be handled by Ogilvy Mather moother, Creamier and more curvy for the divine melt-in-mouth experience| | Mumbai, January 27, 2009:  Cadbury India Ltd. recently announced the launch of Cadbury Dairy Milk Silk its premium offering under the Cadbury Dairy Milk brand (CDM). Smoother, creamier and chunkier the new CDM Silk chocolate has been formulated to provide superior ‘eat’ experience. Don’t waste time! Our writers will create an original "Cadbury Silk" essay for you Create order Developed specially for the Indian consumer, the new CDM Silk * New CDM Silk is creamier, smoother and tastier and melts in the mouth more easier than ever before * Its bigger, chunkier and curvier cubes pack more taste   and pleasure in every bite * CDM Silk is available in 3 variants Milk chocolate, Roast Almond and Fruit Nut| | provides the most divine ‘Melt in the Mouth’ feel. CDM Silk is finer than the finest chocolates and comes in a premium, internationally developed packaging. Attractively priced at Rs. 49 for 69 gms and Rs. 99 for 160 gms bar the new CDM Silk will be available in Milk chocolate, Roast Almond and Fruit Nut variants. Since its launch in 1948, CDM has been Cadbury’s flagship brand in India. CDM is the gold standard for chocolates and stands for the best tasting chocolate amongst all consumers. Over the years, CDM has successfully built a unique relationship with consumers across age groups. Sanjay Purohit, Executive Director Marketing, Cadbury India Ltd. ommenting on the launch, said, â€Å"Our newest offering, CDM Silk has been specially formulated to cater to the Indian consumers craving for smoother, creamier and finer chocolate available internationally. Infact, the initial consumer feedback during the test marketing has been very encouraging and many perceive CDM Silk to be superior to other international chocolate brands available in the country. † CDM Silk will be promoted extensively through a 3600 campaign created by Ogilvy Mather Advertising. The marketing communication will encompass TV, print, outdoor and internet. Notes to the editor: * The chocolate market in India is estimated at Rs. 2000 crores * Cadbury India is the market leader with over 70% market share in the chocolate segment| CDM Silk Dance Troupe- Advertisement in which ladies dance, conference room commercial Cadbury Dairy Milk emerged as the No. 1 most trusted brand in Mumbai for the 2005 edition of Brand Equitys Most Trusted Brands survey. During the 1st World War, Cadbury Dairy Milk supported the war effort. A dominant leader in the volume segment, the company’s latest move is designed to strengthen its presence in the value market as well. , latest strategic move. The company aims to position Silk as ‘smoother, creamier and chunkier. ’ The rationale for the launch is simple: distinct products add to growth. â€Å"We already have 70 per cent of the Rs 2,000 crore chocolate market in India and now with the retail environment changing, Silk will help us tap into a wider audience,† says Cadbury’s executive director, marketing and international business, Sanjay Purohit. But there’s another reason for this. India’s per capita chocolate consumption is just 54 gm compared to the UK and US’ 10. 5 kg and 10 kg respectively. Thus, the Silk offering is an attempt to replicate the Dairy Milk that is available in international markets. Globally, premium chocolate accounts for about a quarter of the market in terms of value, but just 10 per cent of the total volume. With that in mind, the company has paid keen attention to the recipe. Typically in India, Dairy Milk contains more cocoa-butter than milk-butter as the latter melts at higher temperatures thus making it more conducive for India . The reverse is true in other markets, where milk-butter helps give the chocolate a smoother taste. â€Å"With the quality of the retail environment changing in India, we can offer smoother creamier dairy milk,† says Purohit. For the product, retail factors play an important role. â€Å"We can offer it only in places that have an air conditioner,† Purohit admits. As a result, the company is targeting only the top 35 cities and about 30,000 outlets. â€Å"It is for a different type of audience,† he adds. Cadbury is of course not a novice in the premium category. Last year, the company announced its foray into the dark chocolate segment with the fashionably packaged Rs 75 Cadbury Bournville Fine Dark chocolate. Within a year the Bournville brand has managed to capture 2 per cent of the overall chocolate market in the country, while Cadbury’s other premium brand, Temptation, has about 1. 5 per cent of the market. With the launch of Silk, Purohit hopes that the premium offerings will garner 5 per cent of the overall market. At present, the existing Cadbury Dairy Milk has a market share of 35 per cent. Analysts say the â€Å"premiumisation† trend in the chocolate market will pick up further as a growing body of medical evidence suggests that chocolate with a high cocoa content is actually good for health. Also, while chocolate sales in India have increased 64 per cent, premium dark chocolate sales are growing at a much faster rate. Not surprisingly, for Silk too, it has come out with a full 360 degree campaign that includes three television commercials, outdoor, print and internet. Keeping the audience in mind, Cadbury has been sampling Silk on flights as well. All three TVCs underscore the finger-licking, messy joy of chocolate eating that ends with the tagline ‘Have you felt Silk lately? ’ The campaign, Cadbury says, takes chocolate indulgence to a new level it’s about blissfully losing yourself in the smoothness of the chocolate. Cadbury with  Dairy Milk,  Perk,  Gems,  5 Star,Celebrations,  Bytes,  Dairy Milk Eclairs,  Eclairs Crunch, Confectionery Industry| The confectionery industry in India is approximately divided into: * Chocolates * Hard-boiled candies * Eclairs ; toffees * Chewing gums * Lollipops * Bubble gum * Mints and lozengesThe total confectionery market is valued at Rupees 41 billion with a volume turnover of about 223500 tonnes per annum. The category is largely consumed in urban areas with a 73% skew to urban markets and a 27% to rural markets. Hard boiled candy accounts for 18%, Eclairs and Toffees accounts for 18%, Gums and Mints and lozenges are at par and account for 13%. Digestive Candies and Lollipops account for 2. 0% share respectively. Overall industry growth is estimated at 23% in the chocolates segment and sugar confectionery segment has declined by 19%. | In the Chocolate and Confectionery segment, Nestle India registered sales of Rs180 crore in Q1 2009, a growth rate of 14. 3% compared with Rs150 crore in the same period last year. The sales volume in this segment remained flat at 1. 09 lakh tonnes in the first quarter this year Given Indias mammoth population, it comes as a surprise that per capita chocolate consumption in the country is dismally low   a mere 20 gms per Indian. Compare this to  over 7 kgs in most developed nations. However,  Indians swallowed 22,000 tonnes of chocolate last year and consumption is growing at 10-12 percent annually Date of posting: 04-12-07 Mithai- the traditional Indian sweats are giving way to chocolates among upwardly mobile Indians. Chocolate sales have risen by 15% in 2007 to reach 36000 tonnes according to one estimate. Another estimate puts the figure at 25000 tonnes. 2 May 2001   Cadbury Indias  main source of  revenue  is its 70% bite of the 23000 tonnes Indian chocolate market.

Analysing Willfred Owens Dulce Et Decorum Est. - 1377 Words

Analysing Willfred Owens Dulce Et Decorum Est. ‘Dulce ET Decorum Est’ is an anti-war poem, which emphasizes the intensity of war. The meaning of the ironic title roughly translated into ‘it is good and honourable’ but is not fully established until you examine the poem. The full title ‘Dulce ET Decorum Est Pro Patria Mori’ means ‘it is good and honourable to die for your country’. However the main aspect of this poem is paradoxical to its title. This demonstrates the message Wilfred Owen’s is insinuating and his attitude towards war. The poem is regarding Wilfred Owen and his troop of exhausted soldiers making their way back to base after combat at the front line until a gas shell is fired at them. A soldier is fatally†¦show more content†¦When the protection of the soldiers’ lives had been compromised, it was every man for himself. The persistent dangers the troop were in never rested, like a sleepless monster permanently looming over them ready to strike at any time. The psychological image that appears is of a huge rush to do something so simple as to live on. The form of the poem also manages to reflect Owens feelings of hatred and disgust at the war. There are three stanzas, three separate parts of the tale, all with their individual tones. The first uses the attitude of defeat, â€Å"Till on the haunting flares we turned our backs.† The second uses a hasty tone, â€Å"Gas! GAS! Quick boys! – An ecstasy of fumbling.† The third and final stanza is bitter, â€Å"Of vile incurable sores on innocent tongues.† This has the effect of taking the reader through different emotions the writer was feeling while writing the poem, a roller coaster ride of susceptibilities and resentfulness. This poem has a regular rhyme scheme, which is highlighted in the next section, â€Å"Fitting the clumsy helmets just in time But someone still was yelling out and stumbling And floundering like a man in fire or lime.† The ABAB rhyme scheme sounds like marching or the steady tattoo of a drum beating, reminding us of the subject of the poem and the consistent hammering of the angry tone. The simplicity of it reminds me of a children’s poem or a nursery rhyme. The pace of the poem

Two Levels of Control Strategic and Operational Free Essays

Two Levels of Control: Strategic and Operational Imagine that you are the captain of a ship. The strategic controls make sure that your ship is going in the right direction; management and operating controls make sure that the ship is in good condition before, during, and after the voyage. With that analogy in mind, strategic controlstrategic controlThe process by which an organization tracks the strategy as it is being implemented, detecting any problem areas or potential problem areas that might suggest that the strategy is incorrect, and making any necessary adjustments. We will write a custom essay sample on Two Levels of Control: Strategic and Operational or any similar topic only for you Order Now s concerned with tracking the strategy as it is being implemented, detecting any problem areas or potential problem areas suggesting that the strategy is incorrect, and making any necessary adjustments. [716] Strategic controls allow you to step back and look at the big picture and make sure all the pieces of the picture are correctly aligned. Operational control : A process concerned with executing the strategy. , in contrast to strategic control, is concerned with executing the strategy. Where operational controls are imposed, they function within the framework established by the strategy. Normally these goals, objectives, and standards are established for major subsystems within the organization, such as business units, projects, products, functions, and responsibility centers. [717] Typical operational control measures include return on investment, net profit, cost, and product quality. These control measures are essentially summations of finer-grained control measures. Corrective action based on operating controls may have implications for strategic controls when they involve changes in the strategy. Types of Control It is also valuable to understand that, within the strategic and operational levels of control, there are several types of control. The first two types can be mapped across two dimensions: level of proactivity and outcome versus behavioral. The following table summarizes these along with examples of what such controls might look like. Proactivity Proactivity can be defined as the monitoring of problems in a way that provides their timely prevention, rather than after the fact reaction. In management, this is known as feedforward controlfeedforward controlsThe active monitoring of problems in a way that provides their timely prevention, rather than after-the-fact reaction. ; it addresses what can we do ahead of time to help our plan succeed. The essence of feedforward control is to see the problems coming in time to do something about them. For instance, feedforward controls include preventive maintenance on machinery and equipment and due diligence on investments. Table  15. 1. Types and Examples of Control Control Proactivity |Behavioral control |Outcome control | |Feedforward control |Organizational culture |Market demand or economic forecasts | |Concurrent control |Hands-on management supervision during a project |The real-time speed of a production line | |Feedback control |Qualitative measures of customer satisfaction |Financial measures such as profitability, sales | | | |growth | Concurrent Controls The process of monitoring and adjusting ongoing activiti es and processes is known as concurrent controlconcurrent controlsProcesses that entail monitoring and adjusting ongoing activities.. Such controls are not necessarily proactive, but they can prevent problems from becoming worse. For this reason, we often describe concurrent control as real-time control because it deals with the present. An example of concurrent control might be adjusting the water temperature of the water while taking a shower. Feedback Controls Finally, feedback controlsfeedback controlsProcesses that involve the gathering of information about a completed activity, evaluating that information, and taking steps to improve the similar activities in the future. involve gathering information about a completed activity, evaluating that information, and taking steps to improve the similar activities in the future. This is the least proactive of controls and is generally a basis for reactions. Feedback controls permit managers to use information on past performance to bring future performance in line with planned objectives. Control as a Feedback Loop In this latter sense, all these types of control function as a feedback mechanism to help leaders and managers make adjustments in the strategy, as perhaps is reflected by changes in the planning, organizing, and leading components. This feedback loop is characterized in the following figure. Figure  15. 4. Controls as Part of a Feedback Loop [pic] Why might it be helpful for you to think of controls as part of a feedback loop in the P-O-L-C process? Well, if you are the entrepreneur who is writing the business plan for a completely new business, then you would likely start with the planning component and work your way to controlling—that is, spell out how you are going to tell whether the new venture is on track. However, more often, you will be stepping into an organization that is already operating, and this means that a plan is already in place. With the plan in place, it may be then up to you to figure out the organizing, leading, or control challenges facing the organization. Outcome and Behavioral Controls Controls also differ depending on what is monitored, outcomes or behaviors. Outcome controlsoutcome controlsProcesses that are generally preferable when just one or two performance measures (say, return on investment or return on assets) are good gauges of a business’s health. re generally preferable when just one or two performance measures (say, return on investment or return on assets) are good gauges of a business’s health. Outcome controls are effective when there’s little external interference between managerial decision making on the one hand and business performance on the other. It also helps if little or no coordination with other business units exists. Behavioral controlsbehavioral controlsThe direct evaluation of managerial and employee decision making, not of the results of managerial decisions. involve the direct evaluation of managerial and employee decision making, not of the results of managerial decisions. Behavioral controls tie rewards to a broader range of criteria, such as those identified in the Balanced Scorecard. Behavioral controls and commensurate rewards are typically more appropriate when there are many external and internal factors that can affect the relationship between a manager’s decisions and organizational performance. They’re also appropriate when managers must coordinate resources and capabilities across different business units. Financial and Nonfinancial Controls Finally, across the different types of controls in terms of level of proactivity and outcome versus behavioral, it is important to recognize that controls can take on one of two predominant forms: financial and nonfinancial controls. Financial controlfinancial controlThe management of a firm’s costs and expenses to control them in relation to budgeted amounts. nvolves the management of a firm’s costs and expenses to control them in relation to budgeted amounts. Thus, management determines which aspects of its financial condition, such as assets, sales, or profitability, are most important, t ries to forecast them through budgets, and then compares actual performance to budgeted performance. At a strategic level, total sales and indicators of profitability would be relevant strategic controls. Without effective financial controls, the firm’s performance can deteriorate. PSINet, for example, grew rapidly into a global network providing Internet services to 100,000 business accounts in 27 countries. However, expensive debt instruments such as junk bonds were used to fuel the firm’s rapid expansion. According to a member of the firm’s board of directors, PSINet spent most of its borrowed money â€Å"without the financial controls that should have been in place. †[718] With a capital structure unable to support its rapidly growing and financially uncontrolled operations, PSINet and 24 of its U. S. subsidiaries eventually filed for bankruptcy. [719] While we often think of financial controls as a form of outcome control, they can also be used as a behavioral control. For instance, if managers must request approval for expenditures over a budgeted amount, then the financial control also provides a behavioral control mechanism as well. Increasing numbers of organizations have been measuring customer loyalty, referrals, employee satisfaction, and other such performance areas that are not financial. In contrast to financial controls, nonfinancial controlsnonfinancial controlsProcesses that track aspects of the organization that aren’t immediately financial in nature but are expected to lead to positive financial performance outcomes. track aspects of the organization that aren’t immediately financial in nature but are expected to lead to positive performance outcomes. The theory behind such nonfinancial controls is that they should provide managers with a glimpse of the organization’s progress well before financial outcomes can be measured. [720] And this theory does have some practical support. For instance, GE has found that highly satisfied customers are the best predictor of future sales in many of its businesses, so it regularly tracks customer satisfaction. Key Takeaway Organizational controls can take many forms. Strategic controls help managers know whether a chosen strategy is working, while operating controls contribute to successful execution of the current strategy. Within these types of strategy, controls can vary in terms of proactivity, where feedback controls were the least proactive. Outcome controls are judged by the result of the organization’s activities, while behavioral controls involve monitoring how the organization’s members behave on a daily basis. Financial controls are executed by monitoring costs and expenditure in relation to the organization’s budget, and nonfinancial controls complement financial controls by monitoring intangibles like customer satisfaction and employee morale. How to cite Two Levels of Control: Strategic and Operational, Papers

Applied Business Research Explore Business Research

Question: Discuss about the Relationship between monetary reward and job security for motivation of staff. Answer: Introduction This study explores on relationship that exists between the monetary and job security for motivation of the staff. Most of the research studies have indicated that encouragement and appraisal of the employees resulted to higher retention rate, productivity and job satisfaction. The bond that exists between the employee and employer should be very vital (Wang, Noe Wang, 2014). This relationship should be based on the respect from the employer to the employee to motivate and offer job security (McDermott, Conway, Rousseau Flood, 2013). The employer should provide different means as symbolic rewards it may inform of monetary rewards or even assurance on their job security (McShane Von Glinow, 2015). If offers these aspects the staff get motivated connect to their work and the comfortable environment that are offered by the authorities in regards to job security will help make them more devoted and committed towards their job (Anitha, 2014). The aspect of the monetary rewards enhances on the direct satisfaction of the staff, the job security assures them of their importance, and thus they become more committed to the organization (Appelbaum, 2013). According to the stakeholders theory it stipulates that organizations should have the social responsibility tha t entails them to consider all the interests of the parties that are affected by their actions (Arekar, Jain, Desphande Sherin, 2016). This means that it is their responsibility to clearly utilize on the resources such as monetary rewards towards the beneficial of the staff and in turn will offer the real nature benefits to the stakeholders through their outputs (Mowday, Porter Steers, 2013). The monetary rewards can boost motivation since these incentives have the extrinsic motivational impacts on the staff. Moreover, individuals who are motivated will naturally enjoy on the work they undertake (Armstrong Taylor, 2014). For better understanding on the relationship of monetary rewards and jobs security on motivation, it is essential to know the meaning. Psychologists define motivation as the process that drives people towards the achievement of a goal (Muogbo, 2013). Motivation has been found to give individuals purpose and the drive to achieve a certain thing (Azar Shafighi, 20 13). It has helped individuals to push or perhaps pull a bad situation that are negative aspects in their lives. Brayfield and Crockett (1995) has studied on the relationship between monetary rewards and job security as motivational factors for the employees (Perry, 2014). These individuals believed that they is a lot of relationship between these variables. Vrom (2003) reviews on the subject found out that the median correlation on these variables to be 0.54 (Bayraktar, Araci, Karacay Calisir, 2016). The research proposal will try to elaborate on the relationship between monetary rewards and job security in the motivation of the staff, to begin on the discussing it is important to define on the research problem and the objectives of the research. In the recent years, there have been an increase focus on the relationship between monetary reward and job security for the motivation of the staff. The prior studies have generally found out a positive relationship between monetary reward and job security to motivate the staff. However, there are also research where such a relationship has not been found (Muogbo, 2013). One of the measure, which has been found to assess the firm performance has been typically, been a combination of both the profitability and the growth measures (Azar Shafighi, 2013). The previous research were inclusive or even contradictory on the study of relationship on monetary reward and job security as aspects of motivating the employees. Consequently, many of the research have concluded that more research is needed in that areas in that there are many factors that can be considered when motivating employees and towards firm performance. The basis of the this study was due to the research gap I identified in this area of the need to found out of other factors and to define what type of relationship that exists between monetary rewards and job security for motivation of staff. Research problem Two authors Taylor (1856-1915) as well as Gibreth (1868-1924) they considered that the employees have small feeling to work so they ought to be motivated. Within this research, I want to examine on the relationship between monetary reward and the job security for motivation of the staff (Posthuma, Campion, Masimova Campion, 2013). Therefore, motivation will be measured in relation to the job performance (Armstrong Taylor, 2014). According to many researchers, there exists many of the common and different aspects in the field of motivation. In this study, it has been designed to offer a better understanding on the relationship of these factors to motivation of the employees. The research will be aimed to explore variables, which can drive the employees motivation (Azar Shafighi, 2013). Nonetheless, the research has been limited to determine on the level of motivation to the staff. The study aims to address the following problem: what is the relationship between monetary reward and job security for the motivation of the staff. The objectives of the proposed study are: To determine the effects of monetary reward and job security on the performance of organization To find how monetary reward and job security can have an effect on motivation of staff To guide the researchers and scholars in regards to importance of monetary rewards and job security as tool for motivating staff. Literature review Motivation has originally been derived from the Latin word mover, that means to move. It generally refers to the relations that exists between people and position (Rynes, Gerhart Minette, 2004). It entails the processes of how individuals put efforts, which are directed towards the achievement of a goal. Therefore, motivation of the staff entails to the intensity of their efforts to achieve the goals of the firm (Bayraktar, Araci, Karacay Calisir, 2016). According to Lazear (1986) suggests that provision of the monetary rewards to the staff for the aspect of motivation can attract and gear them to be productive in the organization (Scott, Brown, Shields, Long, Antoni, Beck-Krala Perkins, 2015). Further, he suggested t monetary rewards could gain extra efforts for the staff to the extent where the marginal value added is essentially equal to the marginal cost that is paid for the additional work (Buurman, Delfgaauw, Dur Van den Bossche, 2012). This means that this concept of monet ary reward can be one of type of the paid value to the staff in return for extra effort they put in work. Lazeer shown that there was a positive relation between monetary rewards for the motivation of the staff. Theoretical framework In accordance to literature review, there is development of the theoretical framework to represent the relationship between monetary reward and job security for motivation of staff. In this study, the factors influencing motivation are monetary and job security. According to Osterloh, staff who are creative have two main reasons for being motivated (Chen Hsieh, 2015). These reasons ought to be addressed by the organization for better performance. One of the reason is that monetary reward way of motivation is needed in order to create and exchange on the knowledge and ideas (Crawford, Rich, Buckman Bergeron, 2014). Staff who are motivated they tend to be inherently interested towards engagement in their work. Second reason is that is to enhance of the aspect of time. This aspect has owned on the tasks related to job and to the improvement of the productivity in all the levels of individuals within the firm. Research form Yahya and Goh (2002) highlights that incentive offered to the groups or the staff members could raise on the level of the creation of the knowledge, transfer of the knowledge and acquisition. Mathios (1998) has argued that the monetary rewards are more preferred by the highly educated individuals. Empirical investigations have indicated there is a positive relationship between the responsibility security as an inspirational component as well as the overall performance of the work. Based on Miller et al. (2001) researched that job security carries essential impact on the performance of the staff and they tend to be motivated to perform their responsibilities when the job security is low (Davenport Beck, 2013). The experts have discovered the fear of job loss reveals that the staff behaviour changes to worse as soon they commence worrying relating to this loss. Additionally, the investigations with this research signifies that job security give employees with a substantial enthusiasm, which has an effect on other motivation levels. An instance from Senol study emphasizes job security was rated as certainly one of the three most crucial motivational instruments to all the subcategories. Poyraz together with karma research study in 2008 on hotel employees also displayed that job security functions as a substantial tool for motivation because it can change on the side work behaviors and the thought of leaving the employment (Erbasi Arat, 2012). The majority of research has shown that job security as a motivational technique to the staff. Armstrong (2007) mentioned that financial incentives may work as an objective, which staff generally aim for, as well as an tool, that gives the outcomes of values. Furthermore, also a representation signifies that the recipient value of a given business might function as the basic reinforce given it is related to the feedback value. According to Bates, for the monetary reward to be effective in motivating staff, there should be a merit pay, which rises above seven percent of the base pay f or the staff to perceive them as motivational and to catch their attention (Florida, 2014). The importance of money as a motivating aspect has been consistently downplayed by most of the behavioral scientists example Herzberg who has clearly pointed out that value of changing jobs, the feedback and the cohesion exhibited from the team members are stimulants to motivation (Gerhart Fang, 2015). Armstrong research further argues that the more the staff they are motivated with the use of the monetary rewards, the more they tend lose interest in whatever they had to do in order to get this rewards. Research questions The research study will address the following questions. What is the relationship between monetary reward and job security for motivation of staff? What is the relationship between monetary reward and job security to job performance? How will monetary reward and job security guide the researchers and scholars on motivating the staff? Research Methodology Research design The strategy used for the research is cross sectional study in which I will conduct to investigate find the relationship of the monetary rewards and job security for the motivation of the staff (Harunavamwe Kanengoni, 2013). The study will be based on quantitative approaches and survey techniques that will be used for collection of the data. The focus of the research will be on staff in the service industry (Houston, 2000). The study will focus on the motivation factors of which are monetary reward and job security. The research instrument that will be employed in the research is structured questionnaires. Quantitative research method The research will use quantitative research method in quantifying of the problem through generation of the numerical data, which will be transformed to useable statistics (Khan, Shahid, Nawab Wali, 2013). In the research, we have dependent variable, which is job performance, and the independent variable that are job security and money reward. There will be use of the measurable data in the formulation of the facts and uncover the patterns to test the hypothesis. Justification of the method The use of this research method is significant in that it will allow me to measure and analyze the data. There will be study of the dependent and the independent variable. This will help the research be objective in explaining on the findings and will help to test the hypothesis. Data collection method The method for collecting of data will be survey technique where there will be use of the structured questionnaire. The questionnaires will be issued to 150 respondents from the selected organization. Justification of survey methods This method will the structured questionnaires to gather the information. The use of the survey in this research will help to decide on what needs to be changed, and where money could be, spend, and what the problems might be. The use of this method is better than the others is because it is less expensive as comparison to others. Moreover, they can be sent to various locations through either email, telephone or perhaps mail. Sampling and population The study area will be different organizations in the service industry. Organizations that will be included in the survey are the banks, private sector and the universities (Lăzăroiu, 2015). Due to limited aspect of time and the resources the number of organization that will be selected are 25 organization. The method used for sampling used will be systematic. The primary data that will be gathered will be through structured questionnaires. The sample size will be 150 individuals selected from the 25 organization. Justification of systematic sampling method The use of this method is significance in that it is simple and straightforward to carry out. Moreover, the data that will be chosen will be evenly distributed of which will be a representation of the normal population. Data analysis The information evaluation is going to be carried out employing the SPSS application. There will be multiple regression employing the enter approach to ascertain on the relationship between the dependent and the independent variables (Lin, 2007). The stepwise regression is going to be used on establish which of the two-predictor adjustable lead most on the staff motivation. The degree of relevance is going to be put at p=0 .05. Hypotheses is going to be accepted should there be a positive relationship between monetary incentive and job security for encouraging of employees. Nevertheless, hypotheses is going to be invalidated if there is no positive relationship between monetary reward and job security for motivating staff. Time frame Task name Subtask complete Date of completion 1. Ethical Approval Research topic was approved in phase one 24/8/2016 2. Literature review methodology Research literature review was completed 15/10/2016 3. Writing Writing of research proposal 30/10/2016 4. Editing Grammar mistakes, errors in sentence structures 12/10/2016 5. submission 15/3/2017 Limitation Just like any investigation, it will have some limitations. One of the limitation that ought to be experienced relate to the sample size. The respondent for the research will be only 150 due to constraint of funds for research (Manzoor, 2012). Another limitation of the study will likely be the limited geographical location for the analysis of the research. This will likely cause the generalization of the overall findings to be less affirmative. Conclusion The research study will try to explore on the relationship between the monetary reward and job security for the motivation of the staff. The research will use survey method for collection of the data where structured questionnaires will be carried out. The type of research for the study is quantitative approach, in which will use multiple regression for analyzes of the numerical data. Moreover, the research will focus on the theoretical framework on the literature review. Various limitation will likely be encountered and they have been identified from the project. Recommendations/implications In order to make the research to be successful there is need to fulfil the following elements .one of the recommendation for the study is need to have a large sample size for the population this will help to generalize on the findings and thus we could have consideration of more motivational factors. Second recommendation is that the organization that would be used for the study should have been applying monetary reward and offering job security to the employees as elements of motivation. There is also need to identify more motivation variables for the research in order to have conclusive results and fill the research gap identified. On the implication, the research should offer further room for studies other than the motivation for the staff and how the firm can improve on their performance. References Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. 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