Ethical Dilemmas in Nursing Research free essay sample

Ethical Dilemmas Patricia Smith Grantham University Theories amp; Research in Nursing NUR401 Kelli Reid RN/MSN/MBA May 14, 2013 W7 Journal Entry 7: Ethical Dilemmas The need for nursing research is evident. With the evolution of evidenced based practice for nursing, only the most up to date or current best researched evidence is being used or promoted at the bedside (Burns amp; Grove, 2009, p. 16). Although this need for nursing research is evident, such research cannot be obtained at any price. The advantages must clearly outweigh the potential disadvantages in order for any research to be ethically conducted. There are, as a result, some gray areas or issues that do not have the same level of importance, to a specific group or region of people, as they would to a different region or group of people. Care must be exercised to obtain an informed consent, to protect the privacy of those involved, to protect the participant’s personal information or data, to provide the participants an open opportunity to freely withdraw from the research project at any time and to explain the potential benefits as well as the possibility of any harm. We will write a custom essay sample on Ethical Dilemmas in Nursing Research or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Honestly in presentation without jargon is one of the most important components. In some cases, none of these expected requirements are followed. One example of this is the national screening of blood collected from all new born infants in the United States. Newborn Dried Blood Spot Screening or NBS is primarily a state facilitated laboratory test that obtains blood from an infant’s foot, and tests are run on that blood to detect genetic disorders or various other metabolic or endocrine conditions. Originally when these tests on newborns began in the early 1960’s, a single test was performed to identify phenylketonuria (PKU) that has an incidence of 1:20,000-25,000 infants. Whereby if the infant is positive for this test, the breakdown of amino acid is absent causing the protein to build up and cause mental or intellectual disability. The treatment, once aware of this deficiency, is simply to maintain a diet low in PKU. Over the years, more and more tests have been added to this screen, there are currently over thirty. Some professionals question the importance of some of these tests, since some have no treatment, and others are extremely rare. In 2005 a legal case was presented to the courts, as the parents tried to refuse this newborn testing for religious reasons, the child was snatched from the parents by Nebraska officials, and the tests were performed (Anderson, Rothwell, amp; Botkin, 2011, p. 116). The Courts sided with the State, claiming child protection (Douglas County v. Anaya , 2005, table C4). So how does this research go on when it is not entirely justified, nor does it meet the ethical requirements imposed otherwise? The President’s Council on Bioethics, the American Academy of Pediatrics, Eunice Kennedy Shriver National Institute of Child Health and Human Development, March of Dimes, Save Babies Through Screening Foundation, Inc. , and advocacy groups, all support this testing. The ethical dilemma surrounding abortion in the United States is of utmost importance to all political offices. And, in light of the mandatory research screening performed on newborns, such causes one to wonder if these same organizations are as involved with the infant before the delivery or birth. In the 2011 Issue of Bioethics Magazine, Prof. Scott Woodcock presented the ilemma he believes is caused by honest full disclosure and informed consent. He stated that a fully honest and informed consent provided to a pregnant woman might be a deterrent to her obtaining the abortion she is seeking, causing guilt or intimidation. He suggests that providing only certain types of information, and using communication skills rather than straightforward information given (Woodcock, 2011, p. 496). This sounds like regression, instead of progression here. Leaving choice bits of information out makes an informed consent an uninformed consent and places the caregiver at risk legally for withholding information. At risk ethically as well, who decides what information to provide in each case or â€Å"relationship†? That type of healthcare would be inconsistent, bias and exceedingly dangerous. The elected officials are the overseers, and elected as the lawgivers. The best way to avoid ethical dilemmas or any dilemmas is to be honest and knowledgeable about your topic of research. Practice within ones scope. Encourage open communication. Educate and teach without biases. Consistently know and follow your facilities protocols, but primarily adhere to the state and federal laws. References Anderson, R. , Rothwell, E. , amp; Botkin, J. 2011, January 1). Newborn screening: ethical, legal, and social implications. Annual Review of Nursing Research , 29, 113-132. http://dx. doi. org/10. 1891/0739-6686. 29. 113 Burns, N. , amp; Grove, S. K. (2009). The Practice of Nursing Research Appraisal, synthesis, and generation of evidence (6th ed. ). St. Louis, MO: Saunders Elsevier. CHILD’s Legal Initiatives – Amicus Curiae Briefs. (2005). Retrieved from http://childrenshealthcare. org/? page_id=24#Lawsuits Woodcock, S. (2011, November 1). ABORTION COUNSELLING AND THE INFORMED CONSENT DILEMMA. Bioethics, 25, 495-504. http://dx. doi. org/10. 1111/j. 1467-8519. 2009. 01798. x

Study on Bangus Raising free essay sample

Taiwan and Indonesia; although others thought this option was not practical as the fry were very expensive. Enter Finfish Hatcheries, Inc. FHI), which selling bangus fry and fingerlings, among others. â€Å"We have  been in the bangus fry production business since 1997,† says Rene B. Bocaya, FHI’s national marketing manager. According to Bocaya, the price per piece of wild bangus fry was P1. 00 a decade or so ago. â€Å"With the introduction to the market of hatchery produced fry (local and imported), the price now ranges from thirty to forty-five centavos per piece only. The hatchery-produced fry doesn’t only give very big savings to the fishpond operators, but it also provides them good quality and steady supply throughout the year. As a result of steady supply of bangus in the market, there are now processing plants for bangus value-added products. The foreign exchange earnings from bangus exports has been reported to be about US million. In Sarangani Province, where the FHI’s hatchery is located, bangus production has increased considerably. Actually, the hatchery is in Lun Masla, Malapatan. Here, about 13,000 breeders are maintained and managed to produce bangus eggs on a daily basis throughout the year. The eggs are collected, cleaned and hatched. The hatchlings are grown to the marketable sizes in 18-21 days in larval ponds. During the growing period, they are fed with a mixture of planktons and commercial feeds. The breeders are 50% males and 50% females. â€Å"It is tedious to sex the fish individually and tag them,† Bocaya explains. â€Å"We have some breeders that are more than 25 years old and are still breeding in groups well. † It takes 5 years for a bangus to mature sexually. FHI selects breeders for commercial production only when they are 8 years old. The female mature breeder, called  sabalo,  can produce seven kilos of eggs in one year. And one kilo consists of 750,000 eggs. Bangus spawns in ponds in frenzy at night. The  sabalo  release the eggs while the males discharge the milt. Fertilization happens externally in the pond water. There is no need for hormone induction for mature breeders. The eggs are collected in nets in the early morning. They are cleaned and placed in the larval ponds immediately. â€Å"The bangus eggs hatch in the ponds within 24 hours,† Bocaya informs. The hatchlings feed on the yolk sac for about 2-3 days. They undergo morphological transformations. As first feeds, the larva are supplied natural food in a mixture of zoo- and phyto-planktons. Commercial feeds are provided in the last quarter of the production. † Bangus is grown in a number of stages and in varying degrees of culture intensity depending on the grower’s production design and the nature of the growing environment. The simplest bangus value chain is the three-stage system of a nursery stage, a transition stage and a grow-out stage.In the nursery, bangus is grown from fry (kawag-kawag) to fingerling (hatirin). In the transition stage, the fingerlings are grown to juvenile (garungan). In the grow-out stage the juveniles are grown to marketable sizes. In the grow-out stage, bangus is produced in a number of categories depending on the pond structure the capitalization and the grower’s production design. Traditional extensive ponds using  lablab  as feeds normally seed 2,000 juveniles of 50 grams in size. Lablab  production is takes 6 weeks. A well-prepared  lablab  pond can produce 500 kilograms of fish biomass. With 2,000 juveniles stocked, the grower is able to produce 300-gram fish in three to four months from seeding. Bangus grown in marine cage systems. In intensive ponds with aeration, growers can produce 8,000-10,000 kilograms of bangus fish in a hectare. Stocking density to grow 500-gram fish is about 20,000 juveniles per hectare. In fish pens in Laguna Lake, juveniles of 30 to 50 grams are stocked at 50,000 per hectare. There is no feeding needed as the lake provides the algae that the bangus feed on. In marine sea cages, juveniles of 30 to 50 grams are stocked at a rate of 20-50 per square meter depending on the site and the business plan of the grower. Harvest can reach up to 30-40 kilograms per cubic meter of 500-gram bangus in six to eight months. According to Bocaya, at least 50 percent of the costs in intensive pond systems goes to feeds. The other costs that figure are electricity, water, labor and pond maintenance costs. In marine cage systems, feeds are 80 percent of the costs. In extensive systems,  lablab  production is still 40 percent of the costs. On the average, gross profits are at about 25 to 30 percent of selling price on a good year across all production systems,† Bocaya points out. No wonder,  sales of hatchery-bred fingerlings are increasing. When they were new, the fish operators and growers were skeptical about using the hatchery-bred fingerlings. They thought that those caught from the wild were more hardy. However, the perceptions of bangus farmers have changed, Bocaya said. They now prefer the hatchery-bred fingerlings because they are more uniform and they also grow faster.Those from the wild usually have a survival rate of 50 to 60 percent while those from the hatchery usually have 82 to 85 percent survival rate. FHI now sells  hatchery-bred fingerlings  all over the country. It delivers only when the minimum volume of order is 500,000 pieces. â€Å"Generally, the buyers pick-up the fry from our sales offices,† Bocaya says. Buyers can buy fingerlings from their main sales office at 2286 Alsons Building, Pasong Tamo Extension in Makati City. They have offices also in Bacolod City, Iloilo City, and Alabel, Sarangani Province.

The Inuit People Essay Example For Students

The Inuit People Essay Inuit: A People Preserved By IceThousands of years ago, during the last ice age, mile-thick glaciers covered a vast portion of North America, and the Asian continent was joined to North America by a land bridge. The Arctic areas of Alaska, Beringia, and Siberia were free of ice. Vast herds of caribou, muskoxen, and bison migrated to these plains. Following them were the nomadic Asian ancestors of todays Inuit and Indians. The doorway to Asia closed about three or four thousand years later as the glaciers receded and melted. These people: the Inuit (meaning the people), adapted to their harsh tundra environment and developed a culture that remained untainted for a long time. The Inuit people relied solely on hunting for their existence. With summers barely lasting two months, agriculture was non-existent. Animals such as caribou and seal were vital. Groups of hunters would stalk and kill many caribou with fragile bows made of driftwood, and their bounty was split evenly amongst the tr ibe. Bone spears were fashioned to hunt seals which provided food, oil, clothes, and tents. The seal skins were also used to construct kayaks and other boats that the Inuit would use to travel and to hunt whales. One advantage of the sterile cold of the arctic was that it kept these people free of disease (until they met the white man.) Inuit tribes consisted of two to ten loosely joined families. There was no one central leader in the group: all decisions were made by the community as a whole. Nor was there any definite set of laws; the Inuit, though usually cheery and optimistic, were prone to uncontrolled bursts of rage. Murder was common amongst them and it went unpunished unless an individuals murders occured too often. At that point, that person was deemed unstable, and the community appointed a man to terminate him/her. We will write a custom essay on The Inuit People specifically for you for only $16.38 $13.9/page Order now In their society, the duties of men and women were strictly separated. The males would hunt, fish and construct the tools used by the family. Women, however, were responsible for cleaning the animal skins, cooking, sewing the clothes ( a womans sewing ability was equally as attractive to a man as her beauty was), and raising the children. Male children were preferred because they could care for their parents in their old age; female children when often strangled soon after birth. Although today Christianity has breached some of the southernmost tribes, the vast majority practice a form of animism. Their rituals are based mainly on the hunt and the handling of slain animals. Magic talismans and charms are believed to control spirits, and shamans are consulted in the case of injury or illness. There are traces of beliefs in an afterlife or reincarnation, but they are very minor. The Inuit people, like many other tribal minorities, are greatly stereotyped and misunderstood by the common man. For example: the Inuit word igloo means house and can refer to the cabins made of sod that most Inuit occupy. Also, the word Eskimo is a misnomer meaning eaters of raw flesh given to the Inuit by the Algonquin Indians. This is a simple culture that remained undisturbed until whales became a precious commodity. Their isolation is slowly coming to an end as western civilization puts them into government housing and snowmobiles are increasing as a means of transportation. They are beautifully eccentric, and we must work to preserve their culture. References:

Racism on the Goldfields essays

Racism on the Goldfields essays For a few short years, from the beginning of the 1850s to the early 60s, thousands of people flocked to Australia. The ships that brought them often swung empty at their moorings as both crews and passengers swarmed inland toward makeshift camps. The lure was gold. With so many immigrants from different countries assembled on the goldfields, it wasn't long until threats to social stability were magnified in the form of racism. One of the main driving forces behind this racism was competition on the goldfields. For example, initial racism centred on gold-seekers from the United States. With their experience gained on the Californian goldfields, the Americans were active and successful in Australia, not only in finding gold but in business too. This created some unease, especially from the British who had claimed Australia as theirs. Foreigners like the Americans were constantly arriving on their land to search for gold at potential places they had not discovered themselves. Subsequently, the British were not happy with these gold-seekers and racism based largely on fear of competition erupted. Originally, most of the racism on the goldfields involved the British's disquiet over the presence of diggers from the United States and other foreigners as they arrived, which had their own concerns about competition. However, this changed when the Chinese arrived. The Chinese, like so many others, came to Australia to dig for gold because there were problems in their own land. Although they only numbered about 1-3% of the Australian population, the racism that resulted towards them was quite intense. The Chinese looked different, they dressed differently and they ate different food from the Europeans. In addition, the Chinese digger living on the goldfields was usually not a 'free' man like the European. Most of the Chinese diggers were hired workers, paying off a debt at home by digging gold for someone else. They didn't get drun...

Return on Investment - Education Funding Coursework

Return on Investment - Education Funding - Coursework Example Secondly, the MBA course offered has an international outlook for students. Essentially, it fosters diversity of the students within their careers across the world enabling them to tackle global and local challenges facing the businesses that they work at. Lastly, with the wide variety of students from across the world, an MBA course at the university enables students to develop lasting lifelong networks across the world. The executive MBA program in Health Administration at the University of Colorado Denver is paramount towards my career development. The MBA program gears towards imparting health care professionals with excellent health management skills. As a student of the course, I will be able to develop management skills that are practical and real time. The skills will enhance my ability to respond to developments within the workplace and health care as an industry. Being more attune to these developments as well as having the knowledge to develop solutions to the challenges occurring will enable me to optimize the performance of the workplace. Overall, the course will improve my skills, confidence and career as a health care administrator. The two-year course is offered on and off campus. Regardless of the schedule of choice, the basic costs incurred are within the same range. The total cost of tuition is $53,000. Other costs incurred include a onetime non-refundable deposit of $1,000. Additionally, food and housing will amount to $27,008 and personal expenses amount to $8672. Miscellaneous expense will amount to $2,000 for the two-year program. The total costs of the program will amount to $89,680 (University of Colorado, 2014). Given the investment of $89,960 in the Executive MBA in Health Administration, the course was able to generate a Net Present Value of $ 49,372.9. Further, the Executive MBA in Health Administration was able to deliver an internal rate of return of 14%. The internal rate of return of

Analysis report of Shuttle Wagons project Essay

Analysis report of Shuttle Wagons project - Essay Example This happened due to the fact that the safety regime was not defined properly and lacked clarification at the start of the project. Some approvals took longer than expected; the safety regulators did not fully know what the environment of the Channel Tunnel was like because of the Kings Cross Fire incidents which took place in 1987. These are the main considerations of the entire project. Analysis Report of Shuttle Wagons Project Purpose of the Report The task of constructing the shuttle wagons was given to Trans Manche Link who subcontracted other manufacturers to build the wagons. The project faced a lot of business problems and the major problem was the delay in building the shuttle due to several reasons and the approval of safety regulators (Clancy 2008). The purpose of this report is to give comprehensive analytical and evaluative business recommendations and to present solutions to the problems which the Shuttle Wagon Project has faced. In this regard, it is pertinent to addre ss some issues first. Background of the report The Eurotunnel is the biggest infrastructure to be owned and financed privately in the world’s history. ... iven to Trans Manche Link (TML) who in turn subcontracted different manufacturers to build high speed shuttle wagons which were to transport freight as well as passengers to different parts of Europe (Clancy 2008). The project was a combination of two different functions firstly it needed the finance and secondly it needed construction contractors. So naturally there were two groups who were involved in the projects, banks and constructions companies. But despite all that there were a number of equity issues that the project was facing due to the fact that the financial institutions were risking more than they originally planned, a number of things got delayed due to the UK general elections, there were no negotiations on a credit agreement and everything was turning out to be a mess due to the delays (Harris 1996). On top of that there were various shuttle design issues and as there was no concise safety regime plan which developed the shuttle wagons were brought back to be redesign ed according to the safety regulations. Interest on payments was piling up due to the delays and it was getting difficult for the project to determine the profits. Plus there a number of problems gave birth to other problems for example as all the changes which were to be made systematically as the issue was with the product which was the shuttle, it was necessary to change other elements of their design as well which took time. Secondly there were complications in the design of the under car (Rosenberg 2012). The manufacturing of cross related products became complex, the fact that in order to make one element or design one element a number of elements had to also be re designed this caused problems for the technicians and the manufacturers who were already over burdened with the

Rewards Influence Comparison Older And Younger Management Essay

Rewards Influence Comparison Older And Younger Management Essay Abstract Due to the increasing lifespan and lower birth rates, the world is facing a new challenging era in regard to managing the labor force. Many organizations are in a process of developing new and strategic policies in retaining and motivating the aging work population. Currently, the largest working generation comprises of Baby Boomers who will retire in the following 10 to 15 year. The increasing amount of older people in the labor market causes a shift in the motivation tools that upper management of any organization makes use of. This research paper focuses on how intrinsic and extrinsic rewards influence the motivation of elderly employees in comparison to younger. Key words: aging workforce, intrinsic and extrinsic rewards, job satisfaction, job motivation, Baby Boomers generation, Xers generation, generational differences. Introduction The issues related to the global aging workforce are growing significantly in the past few years. Research shows that in the next decade, half of the world workforce will consist of above 55 year old employees (Kanfer Ackerman, 2004; Arnone, 2006; Streb, C. K, Voelpel, S. C., Leibold, M. 2008). The current aging generation of Baby Boomers consists of people who are well educated and trained but also they outnumber the following Xers generation. This fact affects the labor market and will force organizations (Arnone, 2006) to employ new strategies when meeting the expectations of their personnel. Research shows that the larger the number of elderly workers the more implications companies will face (Ng, Thomas W. H., Feldman, Daniel C., 2008). The main threats for managers in the knowledge based economies are the rising organizational costs, lack of well trained young personnel and difficulties to support the older employees (Goss, 2001). Preserving the older employees is an asset to an organization due to their knowledge and experience. To maintain and stimulate this group of people, on other hand is a difficult and costly task for the upper management. Rewards are perceived to motivate employees but little is known which type of reward most likely affects the performance of an older employee compared to a younger one (Giancola, 2008). According to Lord Farrington (2006) the retention and level of productivity of an employee is the result of how effectivelly the individual is motivated. Most of the researchers in this field focus on the factors which motivate personnel in general but age is often not taken into account. Little research has been conducted on age differences and factors that stimulate motivation (Lord Farrington, 2006). There is a substantial amount of academic literature which examines the perceived link between employees job expectations and the actual exchanged rewards in return. According to Wallace (2006) the exchanged rewards are highly correlated with job motivation. There are two main types of rewards intrinsic and extrinsic (ODriscoll, Michael P., Randall, Donna M. 1999). Both types reflect the degree of motivation of an employee. In order to improve the resource strategies, companies and researchers will have to test the relationship between employees perception of rewards, motivation and their age (Lord Farrington, 2006). It is assumed that people belonging to different work generations have also diverse rewards preferences. Therefore, the goal of this research is to investigate whether rewards that trigger job motivation among older workers are different to those that stimulate younger employees. Research gap An issue which arises from the current ageing workforce (Baby Boomers) in the world is the relatively lower percentage of younger specialists (generation X) in variety of business fields (Wallace, 2006). This fact leads to the overall shift in the organizational strategies and structures to retain older people longer on their job positions. It also implies further complications such as knowledge transfer and the retirement process of the Baby Boomers generation. Thus, successful retaining of these employees is strongly connected to motivation and rewards. There is an extensive research conducted on topics such as job motivation and job rewards. However, relatively little attention has been given to understand the impact of worker age on factors that affect worker motivation (Lord Farrington, 2006). There is a substantial empirical gap in studying the influence of aging on work motivation (Kanfer Ackerman, 2004). Job motivators differ between people from the two main working generations Baby Boomers and Xers (Wallace, 2006). The latter has a severe impact on the organizational strategies since the global workforce is ageing and there is immense necessity of retaining older people. Current literature focuses on four main topics: The effect of the global aging workforce on organizational structures and strategies The factors which stimulate job motivation Types of motivation Existing rewards and rewards systems employed by organization This paper deals with describing the effects of rewards on the job motivation in regard to the two working generations mentioned above. The research carried out focuses on the possible differences between rewards preferences of aging personnel. The nowadays average baby boomer is 55 years old while the average Xers is 38 years old. This age difference might influence the affiliation of different job rewards which stimulate the work motivation among both groups. The presented research gap leads to the following research question and conceptual model. Research question and Conceptual Model The main research question addressed in this paper is: What type of rewards influence job motivation among older employees in contract to younger? Who is considered an old and young employee? What are the main age-related working groups? What kind of rewards exists? How is motivation stimulated among employees? Which rewards stimulate the different work generations? Are there any differences between reward preferences of older and younger workers? The conceptual model describes the relationship between rewards and performance. As mentioned before, rewards create satisfaction which increases the job motivation (Herzberg F. , 1987). Rewards are seen as an independent variable and job motivation is the dependent variable. The moderator presented in this model is the age. It is argued that older and younger employees are motivated by different rewards. Consequently, age influences rewards which positively affect the job motivation. In this paper, the addressed questions are analyzed and answered by the use of a literature. Type of rewards and job motivation are further discussed and described in the literature review. By the use of this literature several hypotheses are constructed and a plan how to test these relations is presented in the methodology. Theory Aging population and workforce generations Developed countries all over the world are currently dealing with an exceptional change towards a new era of ageing work population. Research shows that the effect of aging will lead to a smaller ratio of the population being employed in the years after 2010 / 2020 (Kunà ©, 2009). In Europe, old-age dependency ratios are expected to reach 50 per cent by 2050 and the projection for the rest of the industrial countries worldwide has similar estimations (Kunà © 2009, Arnone 2006). For example, in America in 1977, 37% of the workforce was under age 30 compared with only 21% in 2002, and only 38% was 40 or older in 1977 versus 56% in 2002 (Perry, Lance S. 2010; Bond, Thompson, Galinsky, et al, 2003). Research shows that by the next two decades the aging population will double and around 80% of the Baby Boomers will remain professionally active even when they reach 65 years of age (Moberg, 2001). The projected demographic situation will create serious complications in the scope of the or ganizational polices, retirement plans, retaining personnel and knowledge transfer. Baby boomers generation comprise a large percentage of the knowledge-based labor market (those people born between 1946 and 1964) (Head, Baker, Bagwell, Moon, 2006) and since this group ages and retires it is the Xers generation (those people born between 1964 -1981) who will be expected to fill these positions (Wallace, 2006). However, this generation is much fewer in numbers than the previous generation and they are described as being more concerned about work-life balance. The most essential generation differences are related to the role that work plays in ones life (Kennedy, 2003) and as a result, Gen Xers are viewed as less loyal and committed to work, their careers and their employers compared to the Baby Boomers (Wallace, 2006). The latter generation is qualified as being open to challenges and pressure, performance driven and workaholic behavior (Lamm Meeks, 2009). On the other hand, Xers are described as the people who are creative but also like the fun and informality; Fo r them work is a complex challenge and they overcome it with demands for more free time (Lamm Meeks, 2009). Rewards and Motivation Some forty years ago, Hertzberg suggested that suggested that two types of rewards, intrinsic and extrinsic, may be used to motivate workers (Herzberg, 1966;1987). Use of rewards systems would be expected to lead to better organizational results. Later in the years, many researchers concluded that job rewards and motivation are strongly and positively related. Intrinsic rewards are those that exist in the job itself (Herzberg, 1987a). Examples are achievement, variety, challenge, autonomy, responsibility, and personal and professional growth (ODriscoll Randall, 1999; Mahaney, 2006). They also include status, recognition, praise from superiors and co-workers, personal satisfaction, and feelings of self-esteem (ODriscoll Randall, 1999). Employees are thought to be motivated to work hard to produce quality results when they have pride in their work, they enjoy their jobs, they believe their efforts are important to the success of the project, and their jobs are fun, challenging, and r ewarding (ODriscoll Randall, 1999). According to Herzberg, the job satisfaction resulting from these rewards is the source of employee motivation (Bassett-Jones, 2005). On the other hand, extrinsic rewards are external to the job itself. The comprise elements such as pay, fringe benefits, job security, promotions, private office space, and the social climate (Herzberg, 1987; ODriscoll Randall, 1999). Other examples include competitive salaries, pay raises, merit bonuses, retirement plans, and such indirect forms of payment as vacation and compensatory time off, (ODriscoll Randall, 1999). Employees are trained to be motivated to work hard to produce quality results when extrinsic rewards are present and provided because the failure to receive those rewards disappoints them. In other words, extrinsic rewards are not direct motivators but the lack of them causes people being disincentive (Herzberg F. , 1987). However, both types of rewards, intrinsic and extrinsic, have been shown to have positive effects on motivation (Wiersma, 1991). In relation to intrinsic and extrinsic rewards, motivation can be described in the same manner: intrinsic motivation shows the relationship between employees and their job itself (Hui, 2000) (Hui and Lee 2000), and is developed from the individuals perceptions and needs (Sansone Harackiewicz, 2000); and extrinsic motivation refers to the relationship between individuals and external compensations such as salary (Komaki, 1982) Rewards, motivation and age As mentioned earlier there is a limited research done on the interrelations between rewards, motivation and age. A few researchers paid more attention to this issue by discussing the different trends in the values among Baby Boomers and Xers. According to Wallace (2006), Xers value more their flexibility and autonomy to work on their own, while Boomers are strongly committed and attached to the organization they work at. Smola Sutton (2002) describe Xers as being creative and innovative, technically savvy and multi-tasking orientated, while Boomers are seen as hard workers, long office hours and loyal to their employers. Managers are concerned that Xers have a lower level of work ethics and do not find work as significant as the Boomers (Wallace, 2006). Kanfer and Ackerman, (2004) argue that younger employees are more motivated by performance-contingent incentives, such as salary and are strongly motivated by structured supervision. In contrast, older employees value the structured supervision which eliminates effort demands. Jurkiewicz (2000) states that Baby Boomers demand more benefits in regard to their retirment plans, while Xers are interested in child care support. 401(k) retirement plans are mainly employer-sponsored and boomers are stimulated by them; in contrast, Xers could not care less (Jurkiewicz, 2000). Research shows that money is seen as the main extrinsic motivator for any generation (Sansone Harackiewicz, 2000). However, only money is not enough for most of the employees. Other age related differences in motivating employees is the example that Boomers are genuinely more concerned with their quality of time than money and Xers are willing to trade their financial benefits for more leisure time (Jurkiewicz, 2000). Yet, according to Jurkiewicz (2000), younger adults are more concerned about financial compensation than the older workers. According to Giancola (2008), there are most-valued rewards at work for each age group. Baby Boomers for instance, consider flexible retirement plans and assistance, job training and sabbaticals as the most valued rewards (Giancola, 2008). In comparison, Xers find rewards such as flexible working arrangements, skills development, real-time feedback, work-life balance and tangible, immediate rewards as the most important motivators. In addition, Reynolds (2005) argues that management stimulates Boomers by creating a sense that they are needed in the organization and that their contribution is of a vital importance. Xers, are inspired by direct feedback as stating that results are imporant, not the actual time spent on a task; or indications of how well they perform and what skills they can develop (Reynolds, 2005 ). Based on the current literature findings the following hypotheses are generated: H1: There is a significate relationship between employees age and reward preferences. H2: There is a significant difference in the importance of types of job rewards for what? between younger and older knowledge workers. H3: Intrinsic rewards are more strongly related to job motivation for Xers generation compared to Baby Boomers. H4: There is no difference in the level of job motivation between younger and older workers in their current jobs. I would skip this one, and concentrate on the relations between varaibels and not go into descriptions of situations H5: Satisfaction obtained from each reward is the same for Xers as it is for Boomers. In relation to H5 but also a more general remark: there is a difference between satisfaction and motivation. Your model is focusing on motivation, stick with that. Moreover, the relation between satisfaction and motivation is not clear. Some research states that they are positively related with satisfaction leiding up to motivation, some research indicates a relationship that is reverse, and some research states that they are negatively related with a higher dissatisfaction leading up to a higher motivation to act. Methodology The primary method to obtain information and insight regarding job rewards, motivation and older employees is by using secondary data. This data is collected from articles published in academic journals. The main research engine used to collect data is Business Source Premium. The information extracted from the literature found will be applied in constructing surveys and interviews. Please make a concrete plan to collect and analyse primary data with: questionnaire items and scales to measure the variables (stated all explicitly in an appendix), an indication of the sample (number of respondents and how the sample is determined), a description of the statistical analytical techniques that will be used. Parts you already have stated here but add and elaborate when necessary. These tools will be used to collect primary data. A sample of 150 well will be taken across different organization across West European countries. No random sampling will be used, due to the specific of the measur ement criteria. The companies which are meant to participate in this research should employ people from two main age groups and with no less than 50 employees. The age groups consist of employees between 29 and 46 (generation X) and 47+ (Baby Boomers) years of age. The reason why 47 is limitation age is because the youngest Baby Boomers at the moment are 47 years old. The selection of employees will not be random and there will be an equal distribution between participants who belong to either of the mentioned aged groups. These boundaries are set so that motivation versus rewards can be investigated where people have multiple hierarchical levels, age diversity and where decision making is done by more than one person. The reason why well educated people are the primary focus of this research is because skilled jobs are more jeopardized by the aging workforce. Thus, a loss of experienced and well educated employees will occur in the future. The participants in the undertaken research will be either surveyed or interviewed. The time limit for performing these actions will be between four to six months. It is assumed that this is a sufficient time to collect the data. The opinions gathered will be from members of both age groups so that comparison can be made. The survey will consist of open and close ended questions. The purpose of that is to collect ordinal and ratio data which will allow the researcher to perform future correlation and regression analysis. The program used to analyze the data will be SPSS. The last step of this research will be to use both primary and secondary data. This information will allow the researcher to analyze and summarize all the findings. These findings will be included in the Findings and Analysis chapter. The latter will be used to draw conclusions and recommendations. Findings and Analysis This chapter deals with the outcomes of the primary research. Conclusion This chapter presents all the results and conclusions drawn from the literature and primary research. Discussion This chapter describes any additional questions that can be research in the future.