Outline the way that China has been affected by the recent financial Essay

Outline the way that China has been affected by the recent financial crisis of 2008 and subsequent recession. Explore their econ - Essay Example In 2008, the problem was in the sub-prime market in major investment banks in Wall Street. The turning point in 2008 in the crisis was the fall of Lehman Brothers. The world was soon involved in this crisis as many government rushed to implement nationalization policies in their countries to prevent further damage. A number of bad debts also arose during this period because there was a great deal of selling of financial assets with the mortgages that were given out and they were sold all over the world but this became a complex procedure as more and more countries were lending and banks and other financial institutions did not have an idea as to how far in the globe their loans were going. A credit crunch arose in the world which led to a break in the lending system in the world as there was no money to give. This had a detrimental effect on the entire world’s economies including China (Krugman 2009). A fall in output occurred due to the burst of this real estate bubble. This lead to nationalization all over the world as aforementioned and governments made failed attempt after failed attempt to assuage the situation. The government injected more and more money in the economy because demand had fallen and banking systems were trying to hold on. Chinese government increased their spending as well as made tax cuts wherever they could in order to improve the situation of the economy (Soros 2008). The focus of economies including China shifted in two ways. The debt was the responsibility of the public not the private sector since the government had nationalized the economy. And finance was no longer the epicenter, it was the government. Bankers were unwilling to lend and buy bonds because they were fearful of the future due to the crisis. Therefore the financial markets continued to worsen in 2009. China seems to be doing well after just a short duration of time while the other countries are still suffering the blows of the crisis. China in fact had growth of double digits even though it is vulnerable to the changes in the economies of the world. The government in China had to inject money equal to 14% of the GDP in order to boost the economy when the markets in US and Europe fell and they didn’t demand any exports. Social aspects of this injection was relatively little, only about 20% of this stimulus, and the rest went to investment in fixed asset such as concrete, steel and this also lead to the world’s speediest rail system being built in China. Even though this sector was working with excess capacity, the government considered this action to be the correct one (Goodstadt 2011). In 2009 as well, China underwent its own real estate bubble. In this bubble, the prices of apartments shot up by 50 to 60% of their original price, especially in Shanghai and Beijing. New complexes that were being built were abandoned because demand was falling, and so there were half built places all over the country, and there was no sign of growth as no one was constructing which is the first step in order to have a house to sell (McLean & Nocera 2010). The prices of houses were also way beyond the incomes of people and households in the economy. This lead to expansion of credit in China, but one which was cheap, and wages were bogged down artificially so that household transferred their income to businesses and rather than consuming,

Motivation in Human Resource Management

Motivation in Human Resource Management In the fierce era of competition, organizations nowadays are more emphasizing on the management of Human Resources (Robert. L, 2008). Motivation; a key strategy in Human Resource Management has helped practitioners largely enough to subject the term Motivation for a discussion. Steers, Mowday and Shapiro (2004), asserted that employee motivation plays a vital role in the management field; both theoretically and practically. It is said that one of the important functions of human resource manager is to ensure job commitment at the workplace, which can only be achieved through motivation (Petcharak, 2002). According to Mishra and Gupta (2009) the world of work has changed significantly due to globalization over the past few years and organizations are being assessed against international standards and best practices. Consequently the emphasis upon people has increased. Conferring to the authors, since organization has to produce its outcomes through its employees, there is emphasis on motivation and concern for people through assessment, regular feedback, ongoing support and experience based initiatives. Motivation is important because of its significance as a determinant of performance and its intangible nature (Mishra and Gupta 2009). Generally if workers are demotivated, organizations are unlikely to operate affectively in achieving their goals and success; supported by Khan (2010), who points out that workplace dissatisfaction, usually leads to poor performance of employees and hence affect the performance of the organization as well. Therefore the concept of motivation is very important as motivated employees can help make an organization competitively more value added, hence profitable and highly motivated employees serve as the competitive advantage for any company because their performance allow an organization to well accomplish its goals (Danish and Usman, 2010). Based on these reasoning, this paper shall include analytical and empirical studies to reveal the discrepancies and feasibility aspect of the domain, as Rai (2004) put forward; motivation is crucial for good performance and therefore it is increasingly important to study what motivates employees for better performance. This section offers a review of literature, which explores the concepts, types and theories of motivation. Motivation Motivation is defined as a human psychological characteristic that add to a persons degree of commitment. It is the management process of in ¬Ã¢â‚¬Å¡uencing employees behavior. (Badu, 2005, p.38) Conversely, Bartol and Martin (1998) relate motivation to the force that stimulates behavior, provide direction to behavior, and underlies the tendency to prevail. In other words individuals must be sufficiently stimulated and energetic, must have a clear focus on what is to be achieved, and must be willing to commit their energy for a long period of time to realize their aim in order to achieve goals. However, other than motivation being a force that stimulates behavior, Vroom (1964) emphasized on the voluntary actions. Supported by Steers et al. (2004), Vroom (1964) defined motivation as a process governing choice made by personsamong alternative forms of voluntary activity. Similarly Kreitner and Kinicki (2004) assumed that motivation incorporate those psychological processes that create the arousal, direction and persistence of voluntary actions that are goal oriented. Quite differently from the other definitions, Locke and Latham (2004) identified that motivation influence peoples acquisition of skills and the extent to which they use their ability. According to the authors the concept of motivation refers to internal factors that impel action and to external factors that can act as inducements to action. The three aspects of action that motivation can affect are direction (choice), intensity (effort), and duration (persistence). Motivation can affect both the acquisition of peoples skills and abilities; and also the extent to which they utilize their skills and abilities (Locke and Latham 2004, p.388). In a nut shell, different authors have put forward the concept of motivation differently. Nonetheless, these definitions have three common aspects, that is, they are all principally related with factors or events that stimulate, channel, and prolong human behavior over time (Steers, Mowday and Shapiro, 2004). Intrinsic and Extrinsic motivation Following Lakhani and Wolf (2005), Lakhani and Von Hippel (2003) and Lemer and Tirole (2004), the current scholarly thinking favors a framework that considers two components of motivation given by intrinsic and extrinsic components. Accordingly, Lawler (1969) has defined intrinsic motivation as the degree to which feelings of esteem, growth, and competence are expected to result from successful task performance. This view bounds intrinsic motivation to an expectancy approach and expectancy theory which clearly indicates that intrinsic and extrinsic motivations summate (Porter Lawler, 1968). Moreover, according to Amabile et al. (1993) Individuals are said to be intrinsically motivated when they seek, interest, satisfaction of curiosity, self expression, or personal challenge in the work. On the other hand individuals are said to be extrinsically motivated when they engaged in the work to gain some goal that is part of the work itself. As per to the author this definition of intrinsic and extrinsic motivation is based on the individual perception of the individual perception of task and his or her reasons for engaging in it. Moreover, Amabile et al. further argued that intrinsic motivators arise from an individuals feelings with regards to the activity and they are necessary to adhere to the work itself. Conversely, extrinsic motivators although they may be dependent on the work, they are not logically an inherent part of the work. Extrinsic motivators refer to anything, coming from an outside source that designate to control work performance and include examples such as promised reward, critical feedback, deadlines, surveillance or specifications on how to do the work. Furthermore, in line with the concept of intrinsic and extrinsic motivation, De Charms (1968) suggest that external rewards might undermine intrinsic motivation. He further proposed that mans primary motivation is to be effective in developing changes in his environment and individuals seek for personal causation. According to the author because of the desire to be the origin of his behavior, man keeps struggling against the constraint of external forces. Thus, De Charms hypothesized that when a man perceives his behavior as originating from his own choice, he will value that behavior and its results but when he perceives his behavior as originating from external forces, that behavior and its results, even though identical in other respects to behavior of his own choosing, will be devalued. De Charms (1968) further argued that intrinsic and extrinsic motivation may interact, rather than summate that is the introduction of extrinsic rewards for the behaviors that was intrinsically rew arding may decrease rather than enhance the overall motivation. The introduction of an extrinsic reward put the individual in a dependent position relative to the source of the reward. The locus of causality for his behavior changes from self to the external reward and thus the individuals perception of self-control, free choice, and commitment deteriorate and hence do his motivation. De Charms (1968) also anticipated an interaction between the intrinsic and extrinsic dimensions given if rewards are withheld. The motivation to perform a task undertaken originally in order to obtain an extrinsic reward may increase if the reward is subsequently withdrawn. This inexplicable effect develops because of the liberation of the individuals intrinsic motivation following the reduction of extrinsic controls over his behavior. In addition Frey (1997) note that high intrinsic work motivation evolving from work which is interesting involves the trust and loyalty of personal relationships and is participatory. However, under certain circumstances, intrinsic motivation can be diminished, or crowded-out by external interventions like monitoring or pay-for-performance incentive schemes. This was also supported by Frey and Jegen (2001) who reviewed the literature on intrinsic motivations and found that the evidence does suggest that incentives sometimes do crowd-out intrinsic motivations. Besides, Frey (1997) suggests that the important matter is whether the external intervention is in the form of a command or a reward. Commands are most controlling in the sense that they seize self-determination from the agent, while rewards might still allow autonomy of action. The maximization of employees motivation to attain the organizations goals can only be obtained through a complete understanding of motivation theories (Reid 2002). There is a wide variety of theoretical frameworks that have been developed in the attempts to explain the issues related to motivation. Stoner, Edward and Daniel (1995) has described two different views on motivation theory, given by the earliest views and the contemporary approach which can further be subdivided into content and process theories. Theories of Motivation The earliest views of motivation One of the earliest views of motivation is Frederick W Taylor et al. (1911) scientific management theory. Taylor (1911) with regards to employee motivation proposed a paternalistic approach to managing employees which is based on a combination of job training, performance related pay system, improved employee selection techniques, and job redesign, including the introduction of ergonomics. According to Taylor (1911), workers are economic men and in order to motivate them, workers should be paid higher wages. The author also argued that the higher is the wage rate, the higher will be the level motivation and productivity. Furthermore, Taylor points out that many payment methods were ineffective, as they did not reward efficiency and he believed that a differential piece-work incentive system should be replaced with a piece rate incentive system (Wren, 2005). In other words workers should be paid according to the number of units produced in order to motivate them to work. On the other hand in line with building on the concept of motivation Elton Mayo (1953) came up with the Human Relations approach whereby the emphasis is laid on non-economic motivators. According to Elton Mayo (1953), if objectives of organizations are to be met, it must attempt to understand, respect and consider the emotions, sense of recognition and satisfaction that is the non-monetary needs of workers. He believed that employees are not just concern with money but also they need to have their social needs to be met in order to be motivated to work. He is of view that workers enjoy interactions and managers should treat them as people who have worthwhile opinions. Furthermore, McGregor (1960) postulates Theory X and Theory Y which is based on assumptions about people and work. According to this theory, there are two types of assumption made with regards to employees whereby theory X assumes that employees are lazy and therefore theory X suggests that in order to motivate employees a more autocratic style of management is required. On the other hand theory Y assumes that workers enjoy work, committed to objectives of the organization and will apply self control and self directed in the pursuit of organizational objectives and therefore does not require external control. Content theories of motivation Content theories tend to focus on individual needs and attempt to explain the factors within a person that stimulate and stop behavior, in other words they focus on identifying factors that motivate people (Reid, 2002). According to Bassett-Jones and Lloyd (2005), content theory assume a more complex interaction between both internal and external factors, and explored the circumstances in which individuals react to different types of internal and external stimuli. The most well known content theory of motivation is the hierarchy of needs which has been put forward by Abraham Maslow (1943). According to Maslow, people are motivated by five types of needs and in order to motivate people to work more productively there is a need to offer them opportunity to satisfy those needs. He proposed that basic needs are organized in a hierarchy of prepotency and probability of appearance (Wahba and Bridwell, 1973). These needs include physiological needs, safety needs, social needs, self-esteem and self-actualization. Maslow argued that once a lower order need is fulfilled, the next level of needs in the hierarchy comes into play that is once employees satisfy the lower order needs they will next consider the next level of needs. The author further argued that unfulfilled lower needs dominate ones thinking and behavior until they are satisfied (Berl et al. 1984). However this theory has also been criticized to a large extent, for example Wahba and Bridwell (1973) argued that based on the ten factor analytic studies that have attempted to test Malows theory; there is no clear evidence that human needs are classified into five different categories, or that these categories are organized in a special hierarchy. The authors contradict Malows proposition and points out that, none of the studies has shown all of Maslows five need categories as independent factors (p. 516), for example some studies have showed that the self-actualization needs may emerge as an independent category. They also argued that studies have also proved the issue of need deprivation and the domination of behavior to be different from that suggested by Maslow. Moreover results have also proved that either self-actualization or security are the least satisfied needs and social needs are the most satisfied. Therefore the degree of satisfaction of other needs varies greatly that is it is difficult to determine their general pattern and these trends are not the same as proposed by Maslow (Wahba and Bridwell, 1973). Conversely, Alderfer (1972) in the attempt to address the short comings of Malows theory proposed an alternative to Maslows theory which he termed as the ERG theory and postulate a three level hierarchy. Alderfer grouped Maslows five categories of needs into three categories given by Existence, Relatedness and Growth. According to the author, people are motivated by these three groups of core needs and he asserted that as one level of need is satisfied another takes over but if a need is not satisfied on a continuous basis, the individual may decide to give such a need a low priority. Nonetheless, while Maslow and Alderfer presented the concept of motivation in a hierarchy, McClelland (1961, 1971), ignored the concept of hierarchy and put forward a theory known as the acquired need theory that emphasize on three types of needs namely, need for affiliation, need for achievement and need for power. McClelland is of view that individuals experiences are acquired through life experiences that is they are learned. According to this theory individuals possess several needs, and when these needs are activated they serve to motivate behavior and this is to the contrary of Maslows proposition of a continuous progression throughout the hierarchy of needs (Steers et al. 2004). Moreover, also put differently Herzberg et al. (1959) sought to understand how work activities and the nature of an employees job influence motivation and performance. They proposed a theory that involves what they termed as motivators and hygiene factors and argued that motivation factors tend to increase job satisfaction while hygiene factors tend to decrease job satisfaction. According to Herzberg the most crucial difference between the motivators and the hygiene factors is that the motivator factors involve psychological growth while the hygiene factors involve physical and psychological pain avoidance. The authors examined motivators and hygiene factors in the workplace and proposed that where job satisfaction was high there would be corresponding high motivation. Herzberg (1959) further argued that work motivation is influenced to a large extent by the degree to which a job is intrinsically challenging and provides opportunities for recognition and reinforcement. However despite that Herbergs theory has been widely accepted by managers (e.g Latham 2007, Miner 2005, Steers and Porter 1983), this theory has been criticized by many authors. For example Reid (2002) argued that the work of Herzberg is an examination of job satisfaction rather than motivation of employees. Reid also argued that no matter how much emphasis is laid on factors that are intrinsically rewarding, if hygiene factors such as low pay is not addressed, their full effect cannot be felt. Moreover, also Brenner et al. (1971) contradict Herzberg proposition that motivation factors increase job satisfaction and hygiene factors leads to job dissatisfaction and points out that his study and others indicated that the employees received job satisfaction and job dissatisfaction from both the motivating and the hygiene factors. Similarly Locke (1976) assessed Herzberg two factor theory and argued that job satisfaction and dissatisfaction result from different causes. Locke also argued that the two-factor theory is inconsistent in classifying factors of satisfaction. Process theories of motivation Along with the content theories, there are also different process theories. According to Viorel et al. (2009) the content theories emphasize on specific factors that motivate workers with regards to certain necessities and aspirations, while the process theories emphasize on the processes and the psychological forces that have an impact on motivation. They start from the premise that motivation starts with the desire to do something. The process or cognitive theories are more useful to the managers compared to the content theories because they provide more realistic principles with regards to the motivation techniques (Viorel et al. 2009). Vroom (1964), in the interest to study motivation developed an alternative to the content theories which is known as the expectancy theory. Vroom suggest that there are three mental components that are considered as instigating and directing behavior and these are referred to as Valence, Instrumentality, and Expectancy. He argued that employees rationally analyze different on-the-job work behaviors and then choose those behaviors which they believe will lead to their most valued work-related rewards and outcomes for example promotion. Moreover, Porter and Lawler (1968) expanded Vrooms work to identify the role of individual differences for example employee abilities and skills and the role clarity in relating job effort to actual job performance. Porter and Lawler also explained the relationship between performance and satisfaction. They argued that this relationship is mediated by the extent and quality of the rewards that employees receive in return for their job performance. In addition to expectancy theory Adams (1963), developed the equity theory to clarify how employees respond cognitively and behaviorally with regards to unfairness in the workplace. Adams suggested that employees develop beliefs about what constitutes a fair and equitable return for their job performance and contributions therefore employees always compare their efforts and the associated rewards with that of other employees and in case there is a situation whereby there is an element of injustice or unfairness there is an imbalance that is a perception of inequity will result. The author is therefore of view that when perception of inequity occurs the employee will get engaged in activities in order to reduce the inequity that is the negative feelings of dissatisfaction will motivate the individual to do effort to redress the inequity. On the other hand, quite differently Latham and Locke (1979) came up with the goal setting theory. According to Latham (2004), the underlying premise of the goal setting theory is that ones conscious goals affect what one achieves (p. 126). The author argued that this is because a goal is said to be the objective or aim of an action and having a specific goal result to improved performance. Employees with specific hard goals tend to perform better compared to those with vague goals and that a goal is a standard for assessing an individuals performance. Moreover, Latham also suggested that to the extent that the goal is met or exceeded, satisfaction increases; and conversely, to the extent that performance falls short of the goal, ones satisfaction decreases (p. 126). While content theories have tended to focus on needs of people and process theories have focused on factors motivating people, Adair (2006) have brought some new issues in the field of employee motivation and developed a new theory of motivation known as the Fifty-Fifty rule. Unlike the authors of content and process theories, Adair is of view that motivation lies both within an individual as well as external to the individual. According to the author, 50 percent of motivation lies within a person and fifty percent lies outside the person however Adair points out that this theory does not assert for the exactly fifty-fifty proportion in the equation but it only emphasized on the idea that a considerable part of motivation lies within a person while a considerable part lies outside and beyond its control. Through these theories, it can be said that work motivation has been characterized by dimensions such as interesting job, ability to perform, recognition, adequate pay, and feedback on performance (Dwivedula and Bredillet, 2010). However according to Meyer et al. (2004) it is also very important to consider differences in the psychological states, or mindsets that can accompany motivation. Therefore, Meyer et al. (2004) argued that motivation theories developed in other areas of psychology render a convincing case that motivation is multidimensional. Opponent-Process Theory and Adaptation-Level Theory The opponent process theory, proposed by Solomon and Corbit (1973, 1974), explain that there are pairs of emotions that play in opposing pairs and when one of these emotions is experienced, the other is temporarily suppressed, however when one emotion is activated the opposite one is also activated. The author argued that the theory accounts for the existence of psychological mechanisms for the automatic or autonomic control of affect, such that repeated pleasures lose a lot of their pleasantness and make one potentially capable of new sources of suffering; in the same vein, repeated aversive events lose a lot of their unpleasantness and make one potentially capable of new sources of pleasure (Solomon 1980, p.709). According to Bowling et al. (2005) proponents for this theory provide for a specific way in which job satisfaction is influenced by both the person and the environment. This theory is said to be a complementary explanation for job satisfaction stability that can be integra ted with the argument of dispositional and with adaptation-level theory (Bowling et al. 2005). Bowling et al. (2005) argued that the adaptation-level theory (Helson, 1948, 1964a, 1964b), offers one potential explanation for the temporal stability of job satisfaction (p. 1046). Bowling explained that the theory postulates that someones evaluation of an outcome is said to be a function of previous experiences outcomes. For example, an employee who has worked for years without a pay raise would be expected to respond positively to even a small pay increase because this change in pay would be different from that individuals adaptation level, however the positive response would be temporary as the persons adaptation level would eventually change as the experience of the pay increase is integrated into the employees adaptation level (Bowling et al. 2005). Self-Regulatory Theory Moreover quite differently, Higgins (1997, 1998) proposed the regulatory focus theory that draw important differences in the processes through which individuals approach pleasure and avoid pain. Huggins proposed that individuals have two types of motivational systems given by a system that regulates rewards (promotion focus) and one that regulates punishments (prevention focus). According to the author people who operate primarily within the promotion focus are concerned with accomplishments, are sensible towards the existence or absence of rewards, adopt a goal attainment strategy, are more creative and are more willing to take risks. However, people who operate within the prevention focus tend to be more concerned with duties and responsibilities and are more sensitive to the existence or absence of punishments. Moreover the regulatory focus is ascertained both by situational and chronic factors (Higgins, 1997, 1998). Job Characteristic Model (JCM) On the other hand Hackman and Oldhams (1976) proposed the Job Characteristic Model (JCM) and identified five core job characteristics namely: skill variety, task identity, task significance, autonomy, and feedback. According to the authors the core job characteristics are three determinants of the critical psychological states namely skill variety, task identity and task significance which contribute to experienced meaningfulness; autonomy to experienced responsibility; and feedback to knowledge of results. The critical psychological states in turn are projected collectively as promoting job satisfaction, internal work motivation, performance and reduced absence and labor turnover. The model assumes that autonomy and feedback are more important than the other work characteristics and people with higher growth need strength will respond more positively to enriched jobs than others (Parker et al. 2001). Activation theory Besides, quite similar to the JCM, Anderson (1976, 1983) came up with the activation theory whereby he argued that the strongest motivating factor is the work itself however over time as the worker get used with the environment and learns the responses required in the repetitive task there may be a fall in the activation level or job stimulation. It is important to highlight that over time all work tends to become repetitive after the job has been practiced and therefore a wide range of dysfunctional and non-task activities must be pursued to offset the fall in the job stimulation level (Milbourn 1984). Moreover according to Milbourn (1984), if dysfunctional activities are addressed, managers can consider enriching jobs through job redesign to reduce monotony at work in order to maintain job stimulation. Motivational practices in Organizational environment According to Islam and Ismail (2008) the theories mentioned continue to offer the foundation for organization and managerial development practices to a large extent. Along with the above theories, during the last decade, based on employees motivation many empirical studies have been carried out (Islam and Ismail, 2008). For example, Milliken (1996) has accounted for way the Eastman Chemical Company motivate and retain its employees and according to the author the ways or incentives adopted were job security, performance-based appraisal system, extrinsic recognition through employee suggestion system, providing performance feedback and the provision of training in problem solving, etc. In addition Kovach (1995) has described the ranking of ten motivational factors made by the employees and their immediate supervisors and Kovach has found that to a large extent the rankings made by the supervisors differed to those made by the employees. He pointed out that managers make mistakes by th inking that what will motivate them will also be the same for the employees. On the other hand Bent et al. (1999) carried out research in small food manufacturing businesses whereby respondents were asked to complete, using a five-point Likert scale about how they felt motivated and then how satisfied they were with their jobs and the authors found that the degree of positive motivation was high. According to Bent et al. (1999) the employees were either very or moderately motivated with their jobs, however it was important to note that no respondents stated that they were either very motivated or very dissatisfied with their job. The authors also argued that issues which are associated with individual management style include lack of appreciation from management to feel for the work of employees and that there was also poor communication contributing to low job satisfaction and this contrasts with the identification by employees, of the motivating or satisfying qualities of a good management style. Moreover, another issue raised by the employees was that of t raining and this was both in terms of effective training contributing positively to job motivation and in terms of poor or lack of training which caused demotivation (Bent et al. 1999). Furthermore VAITKUVIENÄ- (2010) conducted research in two Swedish manufacturing companies given by, the company Frilight AB which manufactures yachts, boats and lightning equipment for camps, and the company Enitor Plast AB which manufactures different types of plastic parts. The author reported that the workers were found satisfied with the working conditions, training of staffs and career opportunities. The author argued that the Swedish employees were motivated and that the employees do not avoid responsibilities and follow directions. VAITKUVIENÄ- (2010) also found that almost all employees are stimulated with the organizing of recreational tours, holidays and events. According to the author more than half of employees in the Sweden manufacturing companies are stimulated through gifts on various occasions (birthdays, holidays), free meals at work, health insurance coverage, work, clothes, equipment, travels for the company employees, days off, recognition and good working conditions and therefore the author pointed out that the employees of the manufacturing companies consider non-financial motivation tools to be more important. Eventually, Dwivedula and Bredillet (2010), in line with the authors Cummings and Blumberg (1987) pointed out that studies from the manufacturing sector emphasize on the importance of providing autonomy, and skill variety to the employees which are otherwise absent. On the other hand Adler (1991) observed and concluded that manufacturing firms rely on job rotation, and voluntary job switching to motivate the employees. Moreover, Galia (2008) supported by Dwivedula and Bredillet (2010) reported that more recently it has been observed that, in a survey of 5000 manufacturing  ¬Ã‚ rms by SESSI (Industrial Statistics Department of the French Ministry of Economics, Finance, and Industry), practices such as autonomy at work, incentives to promote creativity have been widely adopted in order to motivate the workers.

Alice Walker Essay -- essays research papers

Best known for her Pulitzer Prize-winning novel The Color Purple, Alice Walker portrays black women struggling for sexual as well as racial equality and emerging as strong, creative individuals. Walker was born on February 9, 1944, in Eatonton, Georgia, the eighth child of Willie Lee and Minnie Grant Walker. When Walker was eight, her right eye was injured by one of her brothers, resulting in permanent damage to her eye and facial disfigurement that isolated her as a child. This is where her feminine point of view first emerged in a household where girls were forced to do the domestic chores unaided by the brothers. Throughout her writing career, Alice Walker has been involved in the black movement and displays strong feelings towards the respect black women get. In 1961, Walker entered Spelman College, where she joined the Civil Rights Movement. Two years after graduating in 1965, she married Melvyn Leventhal, a Jewish civil rights lawyer; afterward, they worked together in Mississippi, registering blacks to vote. In the summer of 1968, she went to Mississippi to be in the heart of the civil-rights movement, helping people who had been thrown off farms or taken off welfare roles for registering to vote. In New York, she worked as an editor at Ms. Magazine, and her husband worked for the NAACP Legal Defense Fund. In 1970, Walker published her first novel, The Third Life of Grange Copeland, about the ravages of racism on a black sharecropping family. In Meridian, 1976, her second novel, she explored a woman’s successful efforts to find her place in the Civil Rights Movement. She read much of Flannery O’Conner's work and greatly admired her. For one thing, O’Conner practiced economy. According to Herbert Mitgang of the New York Times, "She also knew that the question of race was really just the first question on a long list"(1983). Much of Walker’s writings are very personal. For example, one of her first books once was written during a time in which she was pregnant and suicidal and it described how she had an abortion and dealt with all of its after effects. Unlike many other authors, she is not afraid to write about very personal experiences she has had. Since the beginning of her writing career, she has written sixteen books, including five novels, several collections of essays, short stories, children’s books, and poems... ...mp;quot;(1993). Overall, Walker has been a very influential author throughout the black community, and her audiences are very much interracial. Although many of the criticisms are controversial over her view of black men, through this research it is concluded that the depiction cannot be narrowed down to black men. She was merely describing the kind of man who had the potential and who was abusive. Not suprisingly, most of the controversy streams from the fact that there aren’t other black male characters portrayed to counteract the depiction of the abuser. This perceived imbalance however doesn’t mean that she is focusing all her anger towards black males, she is merely trying to illustrate topics that people know are true yet perhaps unwilling to admit it. Another good argument is that it seems as though critics are trying to force her to choose between her support for the black community and her support for the feminist movement, and she won’t do that for them. She is equally supportive of both, and that is a very admirable quality. Alice Walker was a very personal author who was not afraid to show or hide anything in the struggle against racism and support for black women. Alice Walker Essay -- essays research papers Best known for her Pulitzer Prize-winning novel The Color Purple, Alice Walker portrays black women struggling for sexual as well as racial equality and emerging as strong, creative individuals. Walker was born on February 9, 1944, in Eatonton, Georgia, the eighth child of Willie Lee and Minnie Grant Walker. When Walker was eight, her right eye was injured by one of her brothers, resulting in permanent damage to her eye and facial disfigurement that isolated her as a child. This is where her feminine point of view first emerged in a household where girls were forced to do the domestic chores unaided by the brothers. Throughout her writing career, Alice Walker has been involved in the black movement and displays strong feelings towards the respect black women get. In 1961, Walker entered Spelman College, where she joined the Civil Rights Movement. Two years after graduating in 1965, she married Melvyn Leventhal, a Jewish civil rights lawyer; afterward, they worked together in Mississippi, registering blacks to vote. In the summer of 1968, she went to Mississippi to be in the heart of the civil-rights movement, helping people who had been thrown off farms or taken off welfare roles for registering to vote. In New York, she worked as an editor at Ms. Magazine, and her husband worked for the NAACP Legal Defense Fund. In 1970, Walker published her first novel, The Third Life of Grange Copeland, about the ravages of racism on a black sharecropping family. In Meridian, 1976, her second novel, she explored a woman’s successful efforts to find her place in the Civil Rights Movement. She read much of Flannery O’Conner's work and greatly admired her. For one thing, O’Conner practiced economy. According to Herbert Mitgang of the New York Times, "She also knew that the question of race was really just the first question on a long list"(1983). Much of Walker’s writings are very personal. For example, one of her first books once was written during a time in which she was pregnant and suicidal and it described how she had an abortion and dealt with all of its after effects. Unlike many other authors, she is not afraid to write about very personal experiences she has had. Since the beginning of her writing career, she has written sixteen books, including five novels, several collections of essays, short stories, children’s books, and poems... ...mp;quot;(1993). Overall, Walker has been a very influential author throughout the black community, and her audiences are very much interracial. Although many of the criticisms are controversial over her view of black men, through this research it is concluded that the depiction cannot be narrowed down to black men. She was merely describing the kind of man who had the potential and who was abusive. Not suprisingly, most of the controversy streams from the fact that there aren’t other black male characters portrayed to counteract the depiction of the abuser. This perceived imbalance however doesn’t mean that she is focusing all her anger towards black males, she is merely trying to illustrate topics that people know are true yet perhaps unwilling to admit it. Another good argument is that it seems as though critics are trying to force her to choose between her support for the black community and her support for the feminist movement, and she won’t do that for them. She is equally supportive of both, and that is a very admirable quality. Alice Walker was a very personal author who was not afraid to show or hide anything in the struggle against racism and support for black women.

Sexual Motivation Paper

Although some people might not realize it, culture has a large impact on the motivation for sex and the different cultures have different values for this motivation. In America things like television, music, and clothing have progressed so much in the sexual category. Sex is thrown out there more than is used to be and is made to think its not a big deal. In some foreign countries such as India, sex is not flaunted and is defiantly not promoted publicly. Motivation for them is private and not advertised. In some European countries the culture consists of nudity as a normal thing and part of their culture.This might be motivation in America, but not in these European cultures because they see it daily. Religion and home life also have effects on sexual motivation for any country. Whether a strict society or one that promotes sexual acts, all culture has effect on sexual motivation. The cultural motivation for sex in America has changed over the past thirty years. Sex was not as much a publicly advertised thing. Television shows and especially movies in present day have gone from kissing scenes to full nudity sex scenes.These shows make it look like sex isn't a big deal so it motivates people to do it more often. An example movie would be The 40-Year Old Virgin. This movie is all about a guy trying to have sex and throughout the whole movie it has many scenes with nudity. To an american, especially a teen, would be a big motivation because nudity is not something our culture represents publicly. Music also has gone to singing about sex in detail which is also a motivation. The song â€Å"I Just Had Sex† says it all. The artist sings about sex and that would motivate people for sex.The reason for that is because music has not always been about things like sex so now when they hear new sexual songs its a motivation. Another example of American's sexual motivation would be fashion advertising. The way companies model a clothing brand or even a new perfume lin e are all mostly nude models or women and men in sexual ways. The Gucci Guilty perfume ad is a woman and a man looking like they are about to have sex. Advertisement even twenty years ago was not this sexual so this is why in American culture today has a great effect on sexual motivation.Times have changed in America and the culture is starting to have more and more effect on sexual motivation. Peer influence has a great motivation for you especially if all your peers are sexually active. In other countries the sexual motivation is different than the culture effects in America. For a country like India, their sexual motivation sometimes comes from ads you see on the street, but their country is more strict on pubic sex. The motivation does not come from women in reveling clothing because as a law the Indian women are not allowed to wear such clothes.Although sex is not as promoted in India like in America, young people still see more sexual sources than their parents. It is research ed that the majority of the young Indian people in present day have learned about sex by magazines, television, and billboards. The Indian government wants to take action and introduce sex education as part of a school curriculum because the young people are learning about the sex in a way that doesn't teach them the risks and consequences. Their culture tries to keep the public sexual motivation down and the knowledge up.

Creating a Student Portal for Bataan Peninsula State University Essay

IntroductioN The project is to create a Student Portal for Bataan Peninsula State University. Its purpose is to raise the availability of certain students’ records like the grades, finances/billing, and curriculum checklist. Along with, is the process of encoding students’ final grades and the forming of the dean’s list. Using the student portal, data can be accessible at any time and location over the Internet. Background of the Study The Bataan Peninsula State University was established by virtue of Republic Act 9403, signed into law on 22nd of March 2007. It is a conglomeration of fine leading higher education institutions in Bataan seeking to contribute to the national and regional development through providing excellent quality of services in instruction, research, production and extension. Guided by one Vision of becoming a university of excellence acknowledged not only in the country but also in the Asia-Pacific Region, BPSU shall continue to gear toward the realization of its mission of providing quality and relevant education in order to contribute to the national and regional development. Before the conversion, BPSU used to have three campuses; two are located in the City of Balanga while the third is situated in Orani. The passage of RA 9403 resulted to the expansion of BPSU’s campuses as the said Act duly integrated the Bataan State College in Dinalupihan and its satellite campus in Abucay (forme rly Bataan National Agricultural School). The five campuses of the university have very humble beginnings and yet they all emerged with glorious histories to be proud of. More empowerment is expected to be bestowed to each campus as their strengths shall be utilized for the success of the 111 programs and other services of the university. On June 2008, the University made education more accessible to the residents of the towns of Bagac and Morong by establishing an extension in the Municipality of Bagac. The extension offers some of the most in demand courses in the country like BS Entrepreneurship, BS Hotel and Restaurant Management, first two years of Nursing, and General Engineering courses. Contributing to national development has always been the topmost priority of the university; therefore BPSU relentlessly keeps itself updated on the recent trends to be  responsive to the present and future demands of the community. At present university has three programs granted with Level 1 Accreditation from AACCUP. Fifty-six (5 6) programs are scheduled for accreditation from 2008 to 2012. Moreover, the university continues to equip itself with faculty and employees who have remarkable skills and knowledge in order to uphold academic excellence and maintain its capacity of producing quality graduates. At present, 6 percent of its faculty have Doctorate degrees and 31 percent have master’s degrees. The rest are still working on their post-baccalaureate studies. It is not surprising that the enrollment continues to increase over the years as the university has proven its capability to match and even to surpass the performance of other reputable universities in the country in various competitions and also in the licensure exams. Other than this, low tuition fee rates, and pollution-free and safe environment further encourage the Bataeà ±os and those from other nearby provinces to patronize BPSU. For BPSU, a life without challenges to conquer would be futile as the university always stretches the limit to adapt to the changes and to turn trials into opportunities. Even cuts in the budget will not impede BPSU from attaining its goals. Aside from relying on its several IGPs to augment the budget and sustain its programs, the university continues to strengthen and to establish partnerships with local and international agencies that are more than willing to work side by side BPSU as it continues its journey towards a more dignified future. [bpsu.edu.ph] Every educational institution has its sole priority to give the best learning out from their best performances of teachings, processes and resources to their students. And, BPSU which is one of these institutions had already proven that they can absolutely give it. In the University’s actual operation, there are lots of offices and departments that are responsible on producing, maintaining and keeping every student’s records. Two of these are the Registrar’s department and the Finance’s department. Along the Registrar’s department is where the student’s documents are piled. Student’s documents consisting of personal data and academic information from their previous schools and from BPSU itself which are produced due to the span of years of the student’s admission in the University, for instance, are the grades. Another department mentioned is the Finance’s department; this also conducts one of the main tasks required for tracking the admission of the student every school year. That task is to keep files with regards to all of their finances, including all of the payments that are made, balances and other financial issues. These certain information of a student can also be found in the enrollment system that was used by the Registrar’s Office, it is how the Registrar has the authority to view the financial status of a student. Students must know every transaction that was made in the University especially when it has to do with their own concerns. They must always be informed of all the latest records that were kept and reported to the offices responsible for their stay-in within the institution. On the registrar’s part, a student is not allowed to have an update or a look within their record every time they desired. Considering that the registrar is also busy for other major works assigned to him. Seemingly, it will just consume time and effort for finding a particular record in their repositories. A student can only be given the opportunity, which depends on the situation. Naturally, grades were available every end of the semester in a printed form, though, some of the instructors are considerate in informing a student of the grades as often as possible. While on the finance office part, the records kept are confidential. In order for a student to be informed of the balances remaining on their account, the student should ask the finance officer. But it’s not that simple, as the officer is not free to answer every student’s questions or uncertainties at anytime. At some point in a semester, the finance’s department issues the statement of account of each student that still has remaining balances that must be paid in order to be given a permit that is a requirement before taking an examination On pondering on these unwanted situations experienced by the students, the thought of having a medium that will grant access to student’s account as often as they want sprung up. The medium is what we called a Students’ Portal. A portal or a web portal, also known as a links page, presents  information from diverse sources in a unified way. Apart from the standard search engine feature, web portals offer other services such as e-mail, news, stock prices, information, databases and entertainment. Portals provide a way for enterprises to provide a consistent look and feel with access control and procedures for multiple applications and databases, which otherwise would have been different entities altogether. Some related studies are researched and included on the documentation for further comprehension of the proposed system. Orani Water District Intranet Based Public Information Kiosk This thesis is made by the IPiK Group, BSIT students of Colegio de San Juan de Letran – Bataan that aims to create an integrated public access information system to be used by employees and visitors of Orani Water District that will improve the current process of dissemination of information. Also, the developers target the replacement of old bulletin boards with digital ones. All the information contained and posted on a bulletin board will be encoded and displayed in a public access computer, with a web-based interface to access the information. The public access computer will be implemented in a client-server environment. A domain controller will be used to apply access control and policies to the public access computer. The officer-in-charge only has to encode the information on the system rather than printing it and then posting it on the bulletin board. The system will only be updated by an administrator. The company’s system administrator will handle the updates and backups. The backups will be made using MS SQL Server 2005’s automatic backup service. The backup files will be stored on a backup DVD-ROM. The system will not be available online, only through the intranet. It will be available only from 8 AM to 5 PM. The proposed system named as Letran-Abucay Students’ Portal has the same objective with the IPik Group thesis that is to render information for the users. The main users of the Orani Water District Intranet-based Public Information Kiosk are the customers, while for the Students’ Portal are apparently the students. What will be the difference of the two is that the  Students’ Portal will be a web-based application and is accessible using a web browser which is opposed to the public information kiosk that is a window-based application. Bataan Information System This thesis is made by the STI-Bataan students under the advisory of Ms. Cristina de Leon, who is now a Letran IT Professor. It is about the designing and developing of a Bataan Information System in a multimedia form and to solve the problems encountered by the provincial government in promoting Bataan. The Information System will be easy to access and directed to the end-user and will support an interactive environment with a user-friendly feature in promoting the province of Bataan. Information system is frequently used to refer to the interaction between people, processes, data and technology. In this sense, the term is used to refer not only to the information and communication technology (ICT) an organization uses, but also to the way in which people interact with this technology in support of business processes (Wikipedia) Giving information is how the two systems, which are the Bataan Information System and the proposed students’ portal, are similar. Both render numbers of information that are accessible by an authorized user in a computerized process. Campus Portals a Framework for Development Accommodating End-users’ Online Activities (an International Thesis) This thesis is about the development of a campus portal created for the University of Wollongong; thus was prepared by Tharitpong Fuangvut on 2005. A Campus Portal is an exciting recent phenomenon forming part of the new generation of online services for all stakeholders in institutions of higher education. Conceptually the general notion of a Portal should be to be distinguished from that of other Web- based applications and the traditional Intranet of the institution. The major objective of this research is to propose a development methodology specifically suitable for Campus Portal projects. While there are many accepted development methodologies for traditional and Web-based Information Systems, no clear body of knowledge on the development of Campus Portals has yet been recognized. Additionally, as this is a new area, the definitions, terms, concepts and important issues agreed to by academic researchers and practitioners, are still evolving. This research, therefore, needs to clarify and identify some important issues regarding Campus Portals and their development, prior to composing the development methodology. In the second and third phases of the research, two studies were carried out, a preliminary study and a case study. These generated more understanding of the issues and extended the body of knowledge on Campus Portals, especially concerning their development. The preliminary study explored and investigated the online services and Campus Portals of 40 higher education institutions’ sites in Australia, New Zealand, the USA, the UK and Canada. The findings of the preliminary study show that there are no standard patterns in the function of personalization and customization in Campus Portals. The case study was conducted in an Australian university among the major stakeholder groups, namely, the development team and the end-users (students and academic staff). Students were the primary focus of the end-user st udy, from which data was collected using a survey to build up usage patterns of their online activities. Statement of Goals Due to the data gatherings that the researcher had conducted many thoughts lead the proponent to know and study more of the certain dilemmas and inefficiencies that taking place within the process wherein the people affected perhaps are not aware. Currently, students are given limits on viewing their own records kept by the University due to several uncertainties it will cost, uncertainties that include lack of time and extensive work of the people involved. Furthermore, the proponent had also studied prior concerns which will benefit everyone that are included on the process once implemented on the system: Security of data that will ensure a protected system that traces and prevents unauthorized access; Encoding of the final grades that is one of the tasks of the faculty every end of a semester; Downloadable and printable documents such as the Grades Slip coming from the Registrar’s office and a variety of forms coming from the Dean’s office. Availability of students’ list with  final grades which will help the Dean to generate the Dean’s list. The following goals are made and collected by the proponent through the aim of resolving the concerns mentioned. The goals are as follow: General Goal To develop a Student’s Portal for Bataan Peninsula State University that will enable students to access their personal, academic and financial records. Specific Goal To implement an authentication of users through the use of ID no and password, as to prevent intruders and to assure the safety of all the data transmitted over the network. To incorporate a module for encoding the final grades of students every semester that the faculty uses. To provide downloadable and printable forms those are being retrieved from the Dean’s, Registrar’s and Finance office. To include a module that will enable the Dean to view the academic status of the students that she can use as basis for retrieving the Dean’s list. Significance of the Study For the Students Students are the ones that have a great benefit on the students’ portal because it will provide them quick access of their taken subjects prior to the curriculum they had enrolled with the corresponding final grades for each. Also, the system ensures the confidentiality and the update of records for each semester as long as new grades are issued to help the students be informed of their academic performance in the University. Aside from grades and subjects that can be viewed, a student will also have the privilege to view some his or her financial data that was managed by the finance office. For the Dean’s office Using the students’ portal, the Dean is able to view the academic status of the students that include detail such as the final grades and to gather the names of those that are included on the Dean’s list. And also, as the portal offers a module for downloadable forms that are coming from the office, the task for issuing these certain forms will be eliminated thus reducing the workload of the Dean. For the Registrar’s Office As the students will be provided of options on determining their academic records, whether to just view it on the portal or to still ask for a printed copy coming from the Registrar’s office, somehow there will be a lessening of task on the Registrar’s part. For the Finance Office The Finance office can gain benefit from the students’ portal since the students can already check over their financial records online reducing the printing of documents such as the statement of accounts if permitted. For the Future Researchers The future researchers can acquire fundamental knowledge from and be able to use this thesis documentation as basis of their own research study if it’s all about developing a students’ portal. For the Developer To the developer, this will also provide better comprehension of her proposed system that will lead her to the further understanding of the entire study that surely they can use on preparation of a brighter future that awaits her as IT professional. Scope and Limitations This study will focus on creating a students’ portal for Bataan Peninsula State University which is web-based where student records are the prior concern and accessible online. Student records that include: Student’s  personal information Curriculum checklist that comprises all the subjects taken and to be taken by the student based on the University’s curriculum and the final grades for each Grades records that consist of all the grades of the student for all his subjects that he can query through supplying of a school year or semester. Financial information that comprises the tuition fee with miscellaneous fees and discount fee, if there’s any, of a student. Subject offering that pertains to the schedule of each subject that a student had enrolled belongs. The student can use this link to plan for his schedule for the upcoming semester. Class Schedule encloses all the subject schedules of a student. As part of the authentication that was implemented on the portal, the users must provide an authorized username and password. On the system there will be four types of user’s account: the student the faculty, the dean, the registrar and the administrator. In the Student account, the authorized tasks that users can do are: Viewing of their records in through selecting from the following links: myProfile; myGrades that contains sub links such as Semester Grades, Curriculum Checklist, Collection of Grades; myFinance, mySubjectOffering and mySchedule. Viewing other student’s or faculty staff’s records through selecting mySearch link, sending and receiving of messages through myInbox which is a form of messaging. And, printing and downloading of forms such as Grades slip, curriculum checklist and forms issued by the Dean and Registrar(eg. Change of Grade Form) Second, in the Faculty account, the authorized tasks that users can do are: Entering student’s final grades for a particular subject, section school year and semester through the use of myClassRecord. Viewing other student’s or faculty staff’s records through mySearch. Uploading of lessons for the students Third, in the Dean account, the authorized tasks that Dean can do are: Viewing of the Dean’s list for the current and the previous school year and semester. Searching students to review their academic performance from the first year of his admission up to the present. Searching class schedules by entering the assigned beginning and ending time of a class, in order for the Dean to be informed of what particular class is was going on for a moment. Viewing faculty subject loads and schedules. Fourth, in the Registrar account, the authorized tasks that Registrar can do are: Viewing of student’s general weighted average. Updating the grades of a student that obtained a INC remarks from the past school year. And, selecting the students that will form the Dean’s List. Lastly, the Administrator account, the authorized tasks that Registrar can do are: Conversion of tables of records from MS Foxpro format to MS SQL. Setting the current school year and semester. Uploading of downloadable forms. And, reset users’ passwords. The following are the limitations of the Students’ Portal: Only the â€Å"Other Information† part and the password are the only records in the student’s page that can be altered. Only the administrator can convert the tables from MS Foxpro format to SQL/simply add records on the database, can set the school year and can upload forms. Only final grades are to be encoded by the faculty. Faculty cannot edit anymore the grades of the students that belong to the previous school year and semester. Only the faculty user and student users can exchange messages. Only the Registrar can update the INC remarks of students that completed the subject. Lastly, only the registrar can form the dean’s list. Definition of Terms Transaction – a transaction usually means a sequence of information exchange and related work. A transaction is a unit of work that you want to treat as â€Å"a whole†. It has to either happen in full, or not at all. Records – In computer data processing, a record is a collection of data items arranged for processing by a program. Multiple records are contained in a file or data set. The organization of data in the record is usually prescribed by the programming language that defines the record’s organization and/or by the application that processes it. Portal – a term, generally synonymous with gateway, for a World Wide Web site that is or proposes to be a major starting site for users when they get connected to the Web or that users  tend to visit as an anchor site. Web Portal – also known as a links page, presents information from diverse sources in a unified way. Apart from the standard search engine feature, web portals offer other services such as e-mail, news, stock prices, information, databases and entertainment. Links – Using hypertext, a link is a selectable connection from one word, picture, or information object to another. In a multimedia environment such as the World Wide Web, such objects can include sound and motion video sequences. Search Engine – designed to search for information on the World Wide Web. The search results are usually presented in a list of results and are commonly called hits. The information may consist of web pages, images, information and other types of files. Database – is a collection of information that is organized so that it can easily be accessed, managed, and updated. In one view, databases can be classified according to types of content: bibliographic, full-text, numeric, and images. Client-server – describes the relationship between two computer programs in which one prog ram, the client, makes a service request from another program, the server, which fulfills the request. Web-based – refers to those applications or services that are resident on a server that is accessible using a Web browser and is therefore accessible from anywhere in the world via the Web. Technology – the usage and knowledge of tools, techniques, and crafts, or is systems or methods of organization, or is a material product (such as clothing) of these things. The word technology comes from the Greek technologà ­a tà ©chnÄ“ ‘craft’ and -logà ­a, the study of something, or the branch of knowledge of a discipline. The term can either be applied generally or to specific areas: examples include â€Å"construction technology†, â€Å"medical technology†, or â€Å"state-of-the-art technology†. Application – program or group of programs designed for end users. Software can be divided into two general classes: systems software and applications software Methodology Microsoft Solutions Framework (MSF) provides a set of models, principles, and guidelines for designing and developing enterprise solutions in a way that ensures that all elements of a project, such as people, processes and tools, can be successfully managed. MSF also provides proven practices for planning, designing, developing, and deploying successful enterprise solutions. The researcher had intended to use MSF for her methodologies especially because they are in use of Microsoft solution tools such as the Microsoft.NET Framework and the Microsoft SQL Server. MSF has five phases these are the: Envisioning, Planning, Developing, Stabilizing and Deploying. Envisioning Phase – This phase broadly describes the goals and constraints of the study. During this phase, the reseacher gathered necessary information and resources for developing a students’ portal. One of the activities that were conducted is an interview with BPSU’s database administrator to further determine what are the things and transactions necessary to put on the portal to satisfy the needs of the University and the predicted users. Some of the approved transactions are the viewing of student’s profile including the personal, academic and financial information; encoding of final grades and forming of the Dean’s list. Risk assessment regarding the developing of the system is also accomplished. On the process, the impact of the consequence is learned by determining the likelihood of its occurrence and the severity of the outcome relative to established project objectives. The envisioning phase culminates in the vision approved milestone. This milestone is the first point at which the project team and customer agree on the overall direction for the project, including what the product will and will not include. Planning Phase – This phase determines what to develop and how to develop it. The process of information is modified, gathered and undergoes three design processes namely conceptual, logical and physical perspective. During this phase, the researcher planned how to develop the Bataan Peninsula State  University students’ portal on the way its functionality can achieve the requirements of the educational institution. For conceptual design process, the expectations of the users or beneficiary of the study must be achieved like the proposal that students by using the portal can easily view their own records. For the logical design process, this meet the developer’s steps and requirements on how to develop the said system, like in an instance the system software solution will be developed using Microsoft Visual Studio and SQL Server Management studio. This solution is able to interact and communicate with other transaction processes, applications and data source. Lastly for the Physical design process, with the developer’s perspective, the development of the system will be a great help and ease not only for the students but also for the offices of the University that handles student’s information keeping considering the volumes of users and transactions. There would be a web-based implementation of a portal which will be used as the primary means for dissemination of the student’s profiles and information. The planning phase culminates in the Project plan approved milestone. This milestone is the point at which the project team, the customer, and key project stakeholders agree on the feature set and the design of the application. The Project plan approved milestone is essentially the contract with the customer to proceed with the project. Developing Phase – During this phase, the solution is developed and optimized until it is deemed ready for production use. On this phase, the student’s portal is developed. The researcher experienced several revisions on the design, the basic functionalities and on the core transaction in order to follow the needs of the identified users. The development phase culminates in the Scope Complete milestone. At this milestone, all features are complete, and the product is ready for external testing and stabilization. This milestone is the opportunity for customers and end users, operations and support personnel, and key project stakeholders to evaluate the product and identify any remaining issues they need to address before it ships. Stabilizing Phase – This phase conducts testing of the complete solution. During this phase, the researcher focuses on resolving and prioritizing bugs and preparing the solution for release. The stabilization phase culminates  with the release of the product. The Release milestone occurs when the team has addressed all outstanding issues and shipped the product or placed it in service. At the Release milestone, responsibility for ongoing management and support of the product officially transfers from the project team to the operations and support organization. Deploying phase – the developer deploys the core technology and site components, stabilizes the deployment, transitions the project to operations and support, and obtains final customer approval of the project. After the deployment, the developer conducts a project review and a customer satisfaction survey. During this phase, the developer tested the usability of the students’ portal and determined whether it has achieved the requirements of the University that are identified during the envisioning stage by letting some selected persons from the proposed users/customers. The deployment complete milestone culminates the deploying phase.