Biography of Edmund Botsford

Baptist Church Baptist churches are comprised of members of the protestant Christian family who also have similar basic beliefs like many other protestant but put more emphasis that baptism should only be done for the believers. And that the baptism should be strictly be immersion of the convert into water instead of just a sprinkle or pouring on water on the individual.Advertising We will write a custom research paper sample on Biography of Edmund Botsford specifically for you for only $16.05 $11/page Learn More This is to emphasize what Jesus Christ had done; He was immersed in water by John the Baptist. Many other churches also share the same belief even those that are not Baptists. It’s therefore important1 to taker not that Baptists do not entail a single church or denomination structure. Many of the Baptist also put emphasis on the church having no human founder, no human power behind it and no human creed2. One of the most colorful and infl uential Baptist ministers in early church development in South Carolina is Edmund Botsford. Edmund was nurtured in faith to become a staunch Christian by another Baptist minister called Oliver Hart. Edmund worked with Richard Furman in Charleston Baptist association and he was a spiritual inspiration to many and especially other leaders like William Johnson and John M. Roberts among many. Birth and Early Life On 1st of November 1745 a bouncing baby boy was born at Worburn and given the name Edmund Botsford. He started his early life in this Bedfordshire England neighborhood but he was not very lucky since his parents died when he was only seven years old. As an orphan, Edmund was sent to board with a woman called Barnes. Mrs. Barnes was a very good person, a close friend to his mother and his mother’s dream of having her son nurtured in a Christian or religious ways came true. It’s here where be begun attending the Baptist church and developed curiosity in religion. In 1766 at the age of 21, he left England and travelled to Charleston in South Carolina3. It’s here that he was baptized and later on awarded a license to preach. He became a very powerful minister of the church and an active member and worker of the Charleston Association4. Edmund was a writer as well and a mentor to the younger Baptist preachers.Advertising Looking for research paper on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Essentially having been orphaned at an early age, Botsford was set to be keen on leading a good life. He grew up with his aunt and a friend to his mother who natured him a Christian way. When he had come of age, he decided to move out of England. The death of his parents left him in the hands of Mrs. Osborn who had sent him to board with Barnes. At Barnes’s place, Botsford became a frequent subject of string religious impressions even at that tender age. He became passionate abou t reading the pilgrim progress, children’s hymns and the Holy war among other religion materials. It is from these impressions that his amazing dream was deepened in his ninth year. After that period of curiosity concerning religion, Botsford habits were quite irregular. It appeared like he was despairing and isolated by his friends. Indeed, all seemed to have gone against him save for the lady he stayed with, Mrs. Barnes5. He also showed great desire to venture the sea and he did not pursue that dream. It is assumed that his waywardness at the moment caused him to enroll in the army instead, he became a common soldier6. This career was tough and he suffered a number of hardships and in several occasions he narrowly escaped death. The army disbanded and he returned home to Barnes. However he soon set to go to the United States. He still got an opportunity to attend Baptist church in South Carolina. The Baptist denomination is indeed a very large denomination having over 43 mi llion followers across the planet. In the United States7, the Southern Baptist convention is regarded as the largest Baptist organization since it has about 16 million followers and estimated 40,000 churches. Conversion and Ministry While he was living with his aunt, Botsford wanted to become a career soldier. So when he joined the British army he was on the verge of seeing his dream come true. However when he moved to South Carolina in 1766 that dream changed. The young English ex-soldier was converted to the Baptist faith during the time when Oliver Hart was in charge of the Charleston church and the ministry in that region especially training the missionaries and young preachers. Botsford eventually underwent a baptism on 13th of March, 1967. Later in February, 1771 he got his licensure for preaching8.Advertising We will write a custom research paper sample on Biography of Edmund Botsford specifically for you for only $16.05 $11/page Learn More Botsf ord stayed and studied with Hart for a period of about two years since February of 1769 to February 1771 when he got his license to preach. From his journal commenting on the time he spent with Hart studying religion and faith, he recorded a number of his inner struggles and questions regarding faith. He also noted down in his diaries and journal the scriptures that Oliver Hart preached about and also wrote passages of his sermons9. Botsford remained in the church where Oliver preached until June of that year before he left to Euhaw Baptist church. He held Hart in high regard fondly referring to him as Father Hart as he considered him his father in the Baptist ministry. After he was licensed to preach, His first sermon to the Baptist congregation in South Carolina was done near Tuckasee King, Ga. This happened on 27th June of 1771. He was thoroughly prepared by Mr. Hart who was a mentor at the preparatory studies of the church. In June the same year he was licensed he went out on a missionary tour to preach the gospel to other people in America. With is horse and saddlebags he went as far as Euhaw and there he preached for Mr. Pelot for quite some time10. He was later invited to Georgia. He conducted wonderful and inspiring services that were highly accepted to the Tuckaseeking congregation. In fact they solicited the minister to remain and he aggress to stay there for a year preaching to them11. Being an active individual, his labors were not confined to the Tuckaseeking area so he moved to the surrounding doing the work of God and preaching. He soon became popular preaching in Georgia and South Carolina12. During the time when Mr. Botsford was preaching in these areas, there were few Baptist at Ebenezer which was a very large settlement occupied mostly by German Lutherans. They heard about the works of Botsford and he was invited to preach to them. Permission was sought to use one of the German meeting houses and Mr. Robinson who was also a pastor but not a Baptist did not object, rather granted them permission13. However, the deacon who was in charge at the moment greatly opposed to the move by Mr. Robinson claiming that the Baptists were very bad people. However since the minister was not objecting, the deacon just gave Mr. Botsford the keys to the hall. This was happening in October 1771.Advertising Looking for research paper on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More That day, Botsford preached from the book of Matthew 9:13. This talked about having mercy on sinners and that they were being called to repent and Jesus did not come for the righteous but for the sinners. The deacon who was initially opposed to the idea became convinced that Botsford was preaching of Jesus Christ and that he was welcomed whenever he wanted to come back. During that time, there was no single Baptist in Georgia and there was not ordained Baptist preacher in the whole province14. However, there were few scatters Baptist church members across the region. This formed the foundation of building more Baptist churches. There are more that 1,700 ordained Baptist ministers preaching in the regions and the members have been able to construct over 2,750 churches in every corner of the colonies. The United States has over 16,600 Baptist ministers and over 26,000 churches with a membership of over 2.2 million people. Basically the few Baptist in the 18th century have become milli ons. Botsford was laboring faithfully preaching the word of God in Tuckaseeking but his works as usually could not be confined to a small region, he spread wings to far places. The following year in 1772, he increased the reach of his operations and he hence traveled far up and down the river Savannah15. Essentially he preached in a wider area ranging from South Carolina to Georgia persistently. Being accompanies by the spirit of God, Mr. Botsford was able to win and convert many people who were baptized by immersion by the ministers Mr. Pelot and Mr. Marshall. This is because Mr. Botsford himself was merely a licentiate therefore he could not perform the ordinance. In one of his usual preaching excursions he was able to visit a place called Augusta16. There he was made a guest to Colonel Barnard. This was the justice who had previous tried Daniel Marshall, a Baptist preacher for ministering in the parish of Saint Paul. The colonel had approached Botsford to go and preach at Kiokee and he also promised to accompany him so that he could introduce Botsford to Marshall17. The two traveled to Kiokee’s church and when they arrived, col. Barnard introduced Mr. Botsford to Marshal claiming that he was a very good gentleman, born in England but then preaching in the United States, Charleston †¦ â€Å"he is of your faith†18. The conversation that ensued after the usual greetings was recorded on a CD, Mallary’s Memoir of Botsford. Marshall asked Botsford whether he was going to preach to them19. Botsford agree using some humor that he was at a loss for a text. However, Daniel asked him to look on the lord for one. Botsford began preaching about Psalm 66:16 which he called people to come, all those who feared God and he [or anyone reading the text] would tell them what he has done to his soul. The service was excellent and after it was done, s friendship struck immediately20. Marshall was so excited by the teaching commenting never in his life h ad he ever heard a conversation better explained. He invited Botsford to visit once again. From that moment, Mr. Botsford was to visit the area more often. In order to have more time for his evangelical work and liberty to move around even to very distant places to other desolate souls, Botsford decided to end his engagement to the Tuckaseeking congregation. This was nearly at the end of 1772 and he got fully involved in missionary work21. He was therefore able to travel on his horse to Ebenezer and north of Kiokee. During that time he made more converts. The same year, he had a very inspirational encounter with one Mr. Loveless Savidge who like ten miles from Augusta towards Northwest direction. As Botsford to inquire the state of the road, Mr. Savidge asked whether he was the Baptist minister to preach at kiokee. Botsford accepted and sought to know whether Savidge was attending. In his response Savidge said he was not fond of the Baptists. He was quite tinctured with chauvinism t hough he was a staunch member of the Church of England. As Botsford sought to find out why, Savidge said that Baptist thought they were the only ones baptized22. So he asked him whether he was baptized. Savidge answered yes – according to the rubric. Botsford then asked how he knew that and he got a response†¦ ‘My parents told me’. He therefore challenged Savidge that he did not know rather relied on information from someone else as he rode away. These words implored him to rethink how he knew he was baptized or not. His conscience greatly harassed him until he began conducting an investigation over the subject of baptism. He learnt and was convinced the proper way of conversion was by immersion and he therefore had a duty to be immersed23. He confessed that the question on how he knew that he was baptized set him on the track to conversion. He was later baptized and was a very important member of Kiokee church. He became the first pastor to minister of Abil ene church. On a similar occasion, Botsford was preaching in Burke County’s courthouse, the sermon went on well though people begun losing concentration at the end of the sermon. One of the people bowled out saying that rum had come. Few others followed him and the sermon ended with very few people24. So when Botsford was mounting his horse, he saw many of his listeners drunk and fighting over rum. One of the men, elderly and very intoxicated extolled the sermon given by Botsford in a profane way and invited him to his tow to preach while offering him alcohol. He declined the alcohol but agreed the invite to preach. The sermon at that old man’s hometown lead to rediscovery of his wife and his some was converted including fifteen more people. The church in Charleston heard of the successes that Botsford was making and they decided to ordain him. This ordination was conducted on 14th March, 177325. Hus mentor and role model Rev. Oliver Hart of Charleston conducted the or dinance and was assisted by Rev. Francis Pelot of Euhaw under whom Botsford had worked for. Botsford became a continually successful preacher having many converts26. In 1773 and 1774, he recorded the highest number of converts. He was heard saying that in August of 1773, he rode 650 miles, and preached in 42 sermons where he baptized 21 people. He also administered the Lord’s Supper two times. He joked that if he travelled that way throughout the year, he would be a flying preacher27. There is one incident that happened in July 1773 when Botsford visited Stephen’s Creek. After his sermon, a number of candidates offered themselves to be baptized. However, a lady named Mrs. Clecker was worried that her husband would not allow her to go on with the baptism. So the minister asked whether the husband was among the congregation, she said yes28. Botsford then called the man forward and asked him whether he was objected to his wife’s decision. He denied and the baptism went on but he was so humiliated by the minister being questioned in public but the preacher ignored his sentiments. After baptism, Botsford was coming up through the orchard and saw the Man who was a German leaning on a tree looking like he was in trouble. When the preacher asked him what the matter was, he claimed that he feared he would die and go to hell29. Botsford took him through a process of believing and in September 1773. In November of 1773, Botsford, Oliver Hart and Francis Pelot constituted the members who had been baptized into a church located over 25 miles south of Augusta. They also styled the New Savannah church which later on was named after him –Botsford Meeting House. The meeting house did not last long since after the revolutionary war the building was shifted 10 miles and named Botsford church. This became the second church to be constituted in the state of Georgia. Marriage Mr. Botsford got married to a woman named Susanna Nun from Augusta but she was an immigrant from Ireland and a convert to Baptist. The couple then settled in 1774 on land that Mr. Botsford had purchased in Burke County30. Together with her, they had six children, however, they were not as lucky as most of them died during their early stages of life therefore only two of them survived beyond childhood. Even after marriage, Botsford did not allow the charms and care of having a wife distract his evangelism. He continues to Brier Creek and the neighboring areas where preached the good news with passion and victory. This kind of intensive preaching continued until in 1779. By that time, he had baptized about 148 people, brought up one nourishing church and had founded two more churches and was preparing materials to construct other churches31. At that time Botsford was rushing to get out of the province as a fugitive. He was escaping from the British and Tories32. This is because Georgia had been conquered and there were threats and dreadfulness of the revolutiona ry war. The war soon begun seriously and the settlers suffered a great deal33. Other marriages Throughout his life, Mr. Botsford was married to four women. His first marriage was with Susanna Nun also a convert to Baptist religion. They lived together for 27 years and she died on 9th March, 1790. In this marriage, she had a daughter called Mary who died in 1828; she was married to Thomas Park. In the following year, 1791, Botsford got married to his second wife, a woman named Mrs. Catherine Evans. The married did not last long like his first marriage since Catherine died in 1796. The two had a daughter from this marriage and she was called Catherine McIver Botsford. Their daughter married Moses Fort. He stayed for a while without a wife and in 1799; he decided to tie the note again and married his third wife – A woman by the name Mrs. Ann Deliesseline. They did not have any children in this relationship and Mrs. Deliesseline passed on in 1801. Botsford got married to his four th wife in 1803, Mrs. Hannah Goff. This was quite a journey of his love life. His wife died in 1822 three years after the death of her husband. The Revolutionary War For quite some time, England had been waging war with other nations like France and fighting the Indians in the Americas. This had begun in early 1700 but peace was not found until 176334. These wars were fought to protect their colonies and it the administration of England that had ordered them. The wars had cost the country about 300 million US dollars. On 10th March 1764, the House of Commons decided that it was proper to tax American so that they would get some relief in enduring the burden which was already causing the national debt to increase considerably. Later on, the House of Commons voted and declared it necessary to tax America and in March 1765 they consequently enacted the ‘Stamp Act’35. The American resented this move strongly and many of them not only refused to use the stamped paper but eve n tore it the threatened the enforcing stamp officers with murder. It was at this moment in November that the stamp act had been implemented that there erupted a patriotic society called ‘Liberty Boys’. The following year on 18th March, 1766, the government then decided to repeal the law but in 1767, the parliament passed a law that imposed duty on purchase of tea, papers, paint and glass among other goods which were to be imported into the British colonies. This culminated into disputes of taxation without representation, an issue that had been raging between the British colonies and parliament for over 25 years by then. The British contended to the right to increase revenue and the Americans contended that being taxed and having no representative in government was unjust and they hence declined to follow the law36. James Habersham, who was the president of the council in Savannah and also a patriot to his country declared that the Georgians were being levied more mone y on stamp act than they could afford and that was set to ruin their lives causing misery. In quick successions, there were a number of exasperations that ensued and the parliament did not heed to any of the petitions and grievances. Meanwhile, immigrants were flocking to the country and during that time, four more parishes were set apart in 1765 between the areas Atlamaha and the St. Mary’s rivers37. With increased expert from 35,000 to 680,000 dollars and with over 14,000 Negroes, the population in Georgia was ready to speak out for their right. The issues of imposing taxes, collection of duty to increase revenues and to have a standby army ready to fight people distracting peace and transportation of people accused of treason to Britain for trial were addressed. The House of Assembly redefined their right and resolved that exercising legislative powers in colonies by councils appointed by the crown could be dangerous and destructive to the American’s freedoms and ri ghts. Many people from other colonies and Georgia started to claim, demand and insist that they had indubitable rights and liberties38. These rights could not be taken away even by law, nor altered neither abridged by any power whatsoever without their assent. Crisis was looming in 1772 and there were many committees appointed ion all the colonies to determine whether submission of taxes to the British was acceptable or they were going to take a firm stance to oppose it. Daniel Marshal and Edmund Botsford were making many converts and set up churches in Georgia, there were also very many white citizens settled in Georgia. This presented and western frontier and many troops were deployed to the region. These were the dark days in Botsford’s career39. The marauding parties crisscrossed the country, killing, ravaging and taking prisoners to atrocious prison ships in Savannah. These prisoners were exiled, imprisoned and property confiscated, some were killed and there were many c alamities that followed. This greatly affected the Baptist brethren and in the spring of 1779, Botsford flew to South Carolina and to Virginia ahead of trouble40. He claimed that Georgia was never again his home41. Daniel Marshal remained at his post and through the violence and atrocities and land filled consternation, there needed to be high degree of determination. Daniel continued his work with the help of other men who were faithful to him and still had many converts and he constituted churches in during the peak of the war. The ardent preacher, Daniel Marshall had done some real faithful preaching and he got sufficient help from his lieutenants and licentiates from Kiokee42. The outcomes of these efforts begun to be seen when all the Baptist who were scattered throughout the country begun coming together in unity and they formed churches and soon they were having discussions o f forming associations. Their first meeting for this happened in 1784 at Kiokee church43. The meeting was well represented since five churches had their representatives. It is widely agreed that there can’t be doubt that Botsford was one of the founding churches that called for unity and formation of the Georgia association The Baptists in Pennsylvania and Philadelphia had formed an association already by 1708. The second association of the Baptist church was formed by the South Carolina and Georgia church. This happened in Charleston, South Carolina in 1751. A number of associations followed in rapid successions across America. The main role of these associations was to provide bigger fellowship and to give counsel concerning the common problems that faced the church44. The associations were not to have authority over the churches that were affiliate to them. Nonetheless, some Baptist did not want to affiliate to associations as they feared that these would have an effect on heir freedoms and authority. Important Ordinance When he had matured in the ministry of the Baptist church, Botsford also became a mentor, a father and a teacher to many young preachers in his church. Among the influential ones was a man named Charles O. Screven. He was very intelligent and with a religious heart. Unfortunately he died in the revolutionary war. He had been born in Charleston and at the age of twelve he united with the Baptist church which his grandfather, Reverend Wm. Screven has founded and was its first pastor in 1680s. Charles had attended Brown University in Rhode Island where he graduated and ventured into preaching. He was mentored by the early Baptist preachers like Hart, Botsford and he was later licensed by his Charleston church to preach. He began preaching in 1801 where he visited places like Sunbury and Georgia. He later founded Baptist churches in these regions. Following his great works, he was ordained and that ordination was done by Mr. Clay and Mr. Botsford45. The ceremony took place in savannah in 1804. Even though he was a very polished gentlema n, he sought mainly to preach to the Africa Americans and was very influential and effective in turning the white and black hate to light. Botsford was proud of him as he also took an active role in the revival of the religion which happened in the early years in the century. He also became the first president of Mount Enon Academy46. Charleston Association The works of Edmund Botsford had a great impact on the church in the South Carolina and Georgia that he is often mentioned among the important founding father of the church in the region. Notable among them is his participation in the Charleston association. His contribution and leadership approach when he was a member of the association is a great inspiration felt in different spheres of the Baptist church history. Firstly, Botsford was a very crucial player in the ministry and actively participated in the works of the Charleston Baptist association. Shortly following his ordination, he led his congregation, in new savannah into joining the Charleston Baptist association47. He also preached a number of sermons for the larger ministry and in 1778 after preaching to the association, he was elected as the clerk. In preceding years he served on the board of the association as a moderator. He had that chance three times first in 1788, second in 1792 and finally in 1797. As a member of the association, his role was to write circular letters, a role he played well in 1794 and in 180248. Botsford is on noted as a righteous man seemingly conservative having greatly and intently opposed the incorporatin of the association in 1785. This would have allowed it to manage the church’s funds. He supported his sentiments that the association’s role was only advisory and therefore incorporation would lead to destruction of that concept. The incorporation hence failed and the proponents hatched a new scheme. A general committee was proposed in 1790 to head management of the association. With this role, the comm ittee was to be in charge of receiving and disbursing the finances for the ministerial education49. Later on when there were suggestions to incorporate this general committee, there were no objection, Botsford signed the petition seeking incorporation and was also a member of the general committee for several years. In his later years, he was very ill that he did not attend most of the meetings that the association held. The stroke caused him to reduce his involvement. In fact in one of the meetings, he was to preach but it was announced that Botsford won’t be attending because of is heavy affliction50. After Revolution until His Death The civil war that took place in the US during the 18th century left a great deal of devastation to the Baptist church in South Carolina and Georgia. Many of the meeting houses were closed and the church lost a lot of resources. Their mission work disappeared since many missionaries fled because of the war and only soldiers remained51. The orph aned children faced serious problems and this inspired the current ‘Benevolent ministries’. However, after the war, thing begun to resume gradually and the monetary resource started accumulating. A better organization of the church was inspired even though at the initial stage, very few Baptist were affiliated to the centralized organization. During the remainder of the period when the revolution was ending, Botsford did not have a permanent home since ne had lost his home when he fled from the British soldiers52. He rejoined the army again to become a chaplain but this time round he was in the American army. He worked for both South and North Carolina and also for Virginia. Because he was getting older he settled down in Georgetown, South Carolina later on ad worked there as a pastor of the Baptist church53. Actually, Botsford moved when the British soldiers had gained control of savannah and they were extending outside the province. Botsford did not want to risk his f amily so he took his wife Ann and their daughter to South Carolina in 1779 as spring was approaching. He was welcomed by the family of Arthur Simkins who were living near Edgefield54. He was invited to the army. In order to dedicate his time working for the American army, he went ahead and left his wife and children with the Simkins family. He then worked as a volunteer for the American military. In the military, he worked as the chaplain for the general Williamson’s brigade. He however served in the position for only few months and later left. This was so because at that time, the Welsh Neck Baptist church extended a call to him. They wanted him to be their pastor, a call he had gladly anticipated. He gladly agreed and he consequently took his family to society hill. This was in November of 177955. Botsford also faced another challenge in society Hill when the British invaded Charleston and begun taking over the colony and causing mayhem. He therefore fled society Hill with his wife and children. Together with Oliver Hart, they moved as far as North in Virginia. However when the looming danger of the civil and revolutionary war has subsided, Botsford decided to return to Welsh Neck56. While there, he continued ministering to the church until February of 1797. From Welsh Neck he moved to Georgetown57. While there, he assumed a pastorate role at the Georgetown Baptist church. Because of his old age, he had stopped travelling very much, besides he was also ailing and that also limited his mobility. He therefore remained there until his death58. Botsford remains a very significant person in the history of the Baptist church in the south59. That history remains unique and it forms one important concept to this community of religious people. The Baptist church had been the mainstream Protestantism movement for over a century. In the south, when Botsford arrive, they were still minority religion but the church grew very fast to dominate the area60. Before the civil war, the south Baptist only worked in four main centers and Charleston was their center. The civil war caused the Baptist in the south to get concerns about their doctrine and the influence of philosophy that they quarreled over. They feared losing their independent identity and their strategy focused on preserving the cultural identity as well as evangelism freedom61. Even amidst the fighting, the southern Baptist worked hard to remain southern and this church played a crucial role in shaping the attitude of the region for a very long time in the 19th century. Ailment In the year 1803, he was attached with one of the most distressing diseases in the world. He suffered the ticdouloureux, which is a very painful stroke or twinge62. The diseases save for few short intervals of temporary relief, continued to wreck his body and preyed on his constitution until it finished him completely culminating into death63. The disease attached him when he had stopped travelling much and thi s therefore meant that he had to struggle with the disease just around his home, where he had settled in Georgetown. He met his death which happens to every soul on 25th December, 1819 at the age of 75 year old64. In his funeral, he was hailed as a person of good personal appearance and of energetic constitution before the disease wrecked him65. His talents were hailed too and identified as a unique person of impressive nature. He was termed as responsible and respectable human being and a man with excellent spirit. His virtues during his entire life were, loving, faithful, humble and honest and full of spirit66. Eulogy and Remembrance As an immigrant young soldier settling in South Carolina, Botsford was highly ambitious young man seeking for greener pastures since his career in the military had not gone so well. To become a minister in the Baptist church was a step that is best describe as rising from obscurity into a key figure in the Baptist church. In his funeral, he was eulogi zed as having been a faithful servant of God and his son Jesus Christ67. He was said to be a high respectable person because of his exemplary behavior. The life of Edmund Botsford was a very important time in the development of the Baptist denomination is the state of South Carolina and its people. He was a very crucial man in making critical decision in the management and progress of the church and that shaped the life of the Baptists in the south for years. Conceivably, the most satisfying part of his life was the spiritual counsel that he gave to his congregation and other listeners to his teachings68. He also wrote inspirational and encouragement letters to his friends from all over. His faith was inspirational to many young people as he was seen as a person who had strong faith in the Lords abiding presence. He also enjoyed the privileges that came with having faith which included having the spiritual guidance and power in his heart. Botsford’s ministerial and community works in South Carolina and Georgia were plentifully blessed. Because of the number of converts and the rate at which the church was growing in the region, he is now honored as one of the most illustrious and heaven-honored founders the Baptist church in the US69. He is also distinguished in many church history documents in South Carolina and Georgia. Bibliography Boykin, Samuel. History of the Baptist Denomination in Georgia, Atlanta, Baptist Standard Bearer Inc., 2001, p. 12. Boykin, Samuel. History of the Baptist Denomination in Georgia: with Biographical Compendium and Portrait Gallery of Baptist Ministers and Other Georgia Baptists Comp. for the Christian Index. Atlanta: J.P. Harrison Co., 1881. Broadus, John. The American Baptist Ministry over One Hundred Years Ago, The Baptist Quarterly, 1999. Web. Campbell, Jesse Harrison. Georgia Baptists: Historical and Biographical, Georgia. J. W. Burke Company 1874, Macon, GA. 1874 in Adiel Sherwood: Baptist Antellum Pioneer in Georgia . Bursch, Jarrett. Macon GA. Mercer University Press, 2003. Mallary, Charles D. Memoirs of Elder Edmund Botsford, Particular Baptist Press, Springfield, MO, 2004. Newman, Henry. A History of the Baptist Churches in the United States, Philadelphia, American Baptist Publication Society, 2010. Stokes, Durward. The Baptist and Methodist Clergy in South Carolina and the American Revolution, The South Carolina Historical Magazine, 1972, Vol. 73, No. 2. pp. 87-96. Weaver, Douglas. In Search Of The New Testament Church: The Baptist Story, Macon GA. Mercer University Press, 2008. pp. 66. Footnotes 1 John Broadus. The American Baptist Ministry over One Hundred Years Ago, The Baptist Quarterly, 1999. 2 Ibid. 3 John. The American Baptist Ministry over One Hundred Years Ago, 1999. 4 Douglas Weaver. In search of the New Testament church: the Baptist story, Macon GA. Mercer University Press, 2008. pp. 66. 5 Charles Mallary. Memoirs of Elder Edmund Botsford, Particular Baptist Press, Springfield, M O, 2004. 6 Ibid. 7 John. The American Baptist Ministry over One Hundred Years Ago, 1999. 8 Douglas. In search of the New Testament church: the Baptist story, 2008. pp. 66. 9 ibid 10 Jesse Campbell. Georgia Baptists: Historical and Biographical, Georgia. J. W. Burke Company 1874, Macon, GA. 1874 in Adiel Sherwood: Baptis Antellum Pioneer in Georgia. Bursch, Jarrett. Macon GA. Mercer University Press, 2003. 11 Durward Stokes. The Baptist and Methodist Clergy in South Carolina and the American Revolution, The South Carolina Historical Magazine, 1972, Vol. 73, No. 2., pp. 87-96. 12 Douglas. In search of the New Testament church: the Baptist story, 2008. pp. 66. 13 Samuel, Boykin. History of the Baptist Denomination in Georgia, Baptist Standard Bearer Inc., Atlanta, 2001. p. 12 14 Ibid, 67 15 Samuel, History of the Baptist Denomination in Georgia, 2001. p. 12. 16 Ibid 14 17 Ibid 15 18 Henry Newman. Title is A History of the Baptist Churches in the United States, Philadelphia, American B aptist Publication Society, 2010. 19 Charles Mallary. Memoirs of Elder Edmund Botsford, Particular Baptist Press, Springfield, MO, 2004. 20 Ibid 21 Jesse, Georgia Baptists: Historical and Biographical, in Adiel Sherwood: Baptis Antellum Pioneer in Georgia. 2003. 22 Charles. Memoirs of Elder Edmund Botsford, 2004. 23 Ibid. 24 Samuel, History of the Baptist Denomination in Georgia, 2001. p. 16. 25 Durward Stokes. The Baptist and Methodist Clergy in South Carolina and the American Revolution, The South Carolina Historical Magazine, 1972, Vol. 73, No. 2., pp. 87-96. 26 ibid 27 Charles Mallary. Memoirs of Elder Edmund Botsford, Particular Baptist Press, Springfield, MO, 2004. 28 Henry Newman. Title is A History of the Baptist Churches in the United States, Philadelphia, American Baptist Publication Society, 2010. 29 Samuel, History of the Baptist Denomination in Georgia, 2001. p. 18. 30 Douglas. In search of the New Testament church: the Baptist story, 2008. pp. 69. 31 Henry. Title is A History of the Baptist Churches in the United States, 2010. 32 Ibid. 33 Jesse, Georgia Baptists: Historical and Biographical, in Adiel Sherwood: Baptis Antellum Pioneer in Georgia. 2003. 34 Jesse, Georgia Baptists: Historical and Biographical, in Adiel Sherwood: Baptis Antellum Pioneer in Georgia. 2003. 35 ibid 36 Durward Stokes. The Baptist and Methodist Clergy in South Carolina and the American Revolution, The South Carolina Historical Magazine, 1972, Vol. 73, No. 2., pp. 87-96. 37 Jesse, 2003. 38 Durward, Baptist and Methodist Clergy in South Carolina and the American Revolution, 1972, Vol. 73, No. 2., pp. 87-96. 39 Henry Newman. Title is A History of the Baptist Churches in the United States, 2010. 40 ibid 41 Charles. Memoirs of Elder Edmund Botsford, 2004. 42 Henry. Title is A History of the Baptist Churches in the United States, 2010. 43 Douglas. In search of the New Testament church: the Baptist story, 2008. pp. 72. 44 Charles. Memoirs of Elder Edmund Botsford, 2004. 45 Henry . Title is A History of the Baptist Churches in the United States, 2010. 46 ibid 47 ibid. 48 ibid. 49 ibid. 50 ibid. 51 Ibid. 52 Jesse, Georgia Baptists: Historical and Biographical, in Adiel Sherwood: Baptis Antellum Pioneer in Georgia. 2003. 53 Henry. Title is A History of the Baptist Churches in the United States, 2010. 54 Charles. Memoirs of Elder Edmund Botsford, 2004. 55 Samuel, Boykin. History of the Baptist Denomination in Georgia: with Biographical Compendium and Portrait Gallery of Baptist Ministers and Other Georgia Baptists Comp. for the Christian Index. Atlanta: J.P. Harrison Co., 1881. 56 Ibid. 57 Ibid. 58 Ibid. 59 Charles. Memoirs of Elder Edmund Botsford, 2004. 60 Samuel, History of the Baptist Denomination in Georgia, 2001. p. 19. 61 Samuel, History of the Baptist Denomination in Georgia. 1881. 62 Charles. Memoirs of Elder Edmund Botsford, 2004. 63 Ibid. 64 Charles. Memoirs of Elder Edmund Botsford, 2004. 65 Ibid. 66 Ibid. 67 Charles. Memoirs of Elder Edmund Botsfo rd, 2004. 68 Ibid. 69 Ibid. This research paper on Biography of Edmund Botsford was written and submitted by user Laylah Reilly to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Dance Class essays

The Dance Class essays Edgar Degas, a French painter and sculptor whose innovative composition, skillful drawing, and perceptive analysis of movement, makes himself one of the masters of modern art in the late nineteenth century. He was acknowledged as the master of drawing the human figure in motion. Degas worked in many mediums, preferring pastel to all others. He is perhaps best known for his paintings, drawings, and bronzes of ballerinas and of race horses. One of his known particular paintings done in oil, The Dance Class, was exhibited in 1876 at the second Impressionist exhibition. Reflecting the concern for the psychology of movement and expression and the harmony of line and continuity of contour set Edgar Degas apart from the other impressionist painters. The Dance Class, one of Degass greatest pieces of artwork, portrays a dance class conducted by the famous ballet master Jules Perrot. The work is generally thought to be a tribute to the teacher rather than a depiction of an actual dance class conducted by him. The scene is a careful arrangement of what seems to be a random collection of postures and poses. He depicts a rehearsal in which the dancers are on stage, resting or waiting to perform from an oblique angle of vision. One ballerina, who is the central focus of the composition, dances while the others are practicing around her, presumably waiting for their turns. Some adjust their costumes while others just sit or stand in various postures. The women in the background that are on the right are the dancers mothers who are chaperoning their young girls during the rehearsals. Like most of the dancers in Degass works, these ballerinas are not performing but rather doing their own thing. Each ballerina is doing somethin g different. These ballerinas in different poses and postures on different grounds also bring forth movement into the composition. Interesting as it is, the dancer performs a graceful arabes...

Food hunger and Reducing food waste Research Paper

Food hunger and Reducing food waste - Research Paper Example Considering this as the major reason, hunger and malnutrition are regarded as the leading risks towards health worldwide. The positive aspect of this problem is that there is enough food available in the world for feeding everyone. Moreover there is no need of doing any special scientific research or breakthroughs. The only thing which is required is application of knowledge along with the tools in hand; once these are combined with political policies the complete problem can be solved (Sizer & Whitney, 2013). Solving the problem of hunger can be termed as the best strategy in today’s tough economy. Once individuals from different nations will come forward to solve this dilemma then eventually it will increase productivity. Opening new channel of communication will also create economic opportunities. However the controversies have revealed that the countries have lost millions of dollars in their efforts towards economic output and the effects of child under nutrition program. The best factor towards contribution of peace and stability is problem of hunger resolve. If a certain government is not able to deal properly with this problem then states are prone to fall. Volatility related with food market is translated quickly into the volatility on the streets. Once the problem of hunger is solved it will become the foundation towards other areas of development which comprises of health and education too. If women are well-nourished then they will have healthier babies who will be born with an immune system which is strong and healthy as required for leading a strong and healthy life. A healthy and well-fed child is definite to attend school in future. The head of United Nations Food and Agriculture Organization (FAO) have asked their team members to look for innovative measures for cutting down global food loss and waste. Once the food wastage is reduced all nations will be able to fight for elimination of hunger. At a

5 friends ad Essay Example | Topics and Well Written Essays - 1250 words

5 friends ad - Essay Example This article analyses how the producers of this advert use the ethos, logos, and pathos appeals in marketing their product. In addition, the article analyses the use of appeals such as the need for guidance, the need aesthetic sensations, and the need to feel safe in appealing to the emotions of the voters on the need to vote for their political leaders. Advertisers use ethos, which is the appeal to authority to convince the audience to use their product or service. Essentially, what appeal to authority does is that it relies on the credibility of the person presenting the message in the advert. Therefore, when advertisers make use of ethos in an advert, they are sure to incorporate influential personalities who are bound to convince the audience. The 5 friends advert is a star-studded affair which includes almost all American celebrities urging people to vote (5 Friends, 2014). According to Fowles, approximately 15% of every advertisement makes use of celebrities, particularly from the fields of entertainment or sports (87). The 5 friends advert features A-list celebrities such as Leonardo Di Caprio, Jamie Fox, Sarah Silverman, and Jonah Hill, among many others (5 Friends, 2014). Considering that the primary target for audience for his advert is the young generation, the presence of all these celebrities is a guarantee that many youths are bound to watch it. According to Fowles, producers are usually use celebrities in commercials in order to appeal to the need for aesthetic sensations which keep the audience interested in the advert (85). Accordingly, although the celebrities in the 5 friends advert are not experts in terms of politics, they influence most decisions made by young people. Since most young people look to these celebrities as heroes and role models, a product being advertised by them would most definitely sell. The use of

Site Contamination - Derby Pride Park Research Paper

Site Contamination - Derby Pride Park - Research Paper Example The paper tells that soil pollution is a very critical health related issue. Both soil pollution and groundwater pollution adversely affect the health of humans, plants, and marine life. â€Å"Soil contamination can also affect those who touch it†. If we talk about groundwater pollution, we can say that it is even more dangerous because it directly affects human as well as marine life. Discharged water contains such substances, which are very harmful for the health of human beings. Before going to propose a site decontamination plan for the Derby Pride Park, let us get a brief overview of sources of contamination and some methods to decontaminate the polluted sites. There are various sources of contamination production. These sources include food, dietary supplements which are very rare, drugs, industrial discharge from chemical industries, pesticides that come from farming areas, and various detergents and fertilizers. â€Å"The potable water becomes wastewater after it gets contaminated with natural or synthetic microbiological compounds†. Groundwater from the neighboring fields is also a source of contamination. â€Å"Groundwater moves slowly and continuously through the open spaces in soil and rock†. Another major source of contamination is those chemical processes, which are used to take out the required minerals from rocks because raw material containing the minerals is often stored in impure and contaminated surfaces, which results in contamination of minerals. So it is strictly advised to keep the surfaces clean on which the raw material is to be placed. Remediation Remediation means decontamination of the polluted sites. The process of

Tibialis Anterior Tendon Reconstructed With Plate and Screw

Tibialis Anterior Tendon Reconstructed With Plate and Screw Traumatic Ruptures On The Insertion Of The Tibialis Anterior Tendon Reconstructed With Plate And Screw Fixation Technique And Anterolateral Thigh Flap Running title: tibialis anterior tendon reconstructed with plate and screw fixation technique Haijun Mao M.D., Guangyue Xu M.D. Institution:Orthopedics, The Affiliated Drum Tower Hospital of Nanjing University Medical School, Nanjing, China Abstract Objective: Traumatic ruptures of the tibialis anterior tendon are rare but can cause substantial functional deficiencies. This study aimed to evaluate the effectiveness of the reconstruction of traumatic ruptures on the insertion of the tibialis anterior tendon using plate and screw fixation technique and anterolateral thigh (ANTEROLATERAL THIGH) flaps. Methods: Eight consecutive patients with a traumatic rupture of anterior tibialis tendon on the insertion were managed from February 2008 to February 2012. The insertion was reconstructed with plate and screw fixation technique, and the tissue defects were repaired with ANTEROLATERAL THIGH free flaps. Results: All flaps survived without any complications. The average preoperative and postoperative American Orthopedic Foot and Ankle Society ankle-hind foot scores of the patients were 51 and 94.7.Good ankle dorsiflexion strength against strong resistance was observed in eight ankles postoperatively, and a substantial improvement in strength was noted compared with the preoperative examination. Conclusion: Repairing a ruptured insertion of the tibialis anterior tendon using plate and screw fixation technique and ANTEROLATERAL THIGH flaps was a reliable technique and yielded satisfactory results. Level of Evidence: Level V, retrospective case series. Key words: tibialis anterior tendon; plate and screw fixation technique;rupture Introduction Ruptures of the tibialis anterior tendon, either traumatic or atraumatic, are uncommon. Traumatic ruptures are caused by an acute trauma accompanied with osseous or soft-tissue injuries in addition to pain and weakness in dorsiflexion of the ankle[1,2]. Tibialis anterior tendon is important in ankle dorsiflexion3. Ruptures of this tendon can cause functional deficiencies. A localized pseudotumor is usually present at the anteromedial aspect of the ankle, corresponding to the retracted, ruptured tendon end. Physical examination may include loss of the contour of the tibialis anterior tendon over the ankle and the use of the extensor hallucis longus and extensor digitorum communis to dorsiflex the ankle[2]. Traumatic ruptures are usually accompanied with associated injuries. Traumatic ruptures of the tibialis anterior tendon that occur in the avascular lesion within 2cm to 3cm of the insertion make an end-to-end suture impossible because bone reattachment is necessary[1,3–6]. These ruptures are caused by accidents and result in tissue defects. Consequently, island or free flaps may be required during the repair of the tibialis anterior tendon. Clear guidelines about the treatment of these injuries are currently unavailable. Reconstruction of this tendon to restore ankle dorsiflexion and inversion includes end-to-end repair, tendon transfer, or allograft augmentation[4,7–10]. The present study describes a surgical technique using plate and screw fixation with anterolateral thigh (ANTEROLATERAL THIGH) flaps to reconstruct traumatic ruptures of the tibialis anterior tendon. Patients and Methods Eightconsecutive patients with a traumatic rupture of anterior tibialis tendon on the insertion were managed from February 2008 to February 2012. These patients comprised six males and two females with an average age of 32(range,24-46) years. Five and three ruptures involved the right and left legs, respectively. This study defines traumatic rupture as a rupture that occurred because of direct blunt trauma (e.g., accident) to the tendon accompanied by osseous or soft-tissue injuries. These blunt traumatic cases were accompanied by tissue defects, which were reconstructed with ANTEROLATERAL THIGH free flaps. Early repair (3weeks after the rupture or less) was performed for all the traumatic cases, and the average time from rupture to surgery was 1.8(range: 3days to 3weeks) weeks. Rupture of tibialis anterior tendon was diagnosed based on history and physical examination. All patients had functional complaints, includingweakness in dorsiflexion or unsteady gait, limping, and increased fatigue with walking. Physical examination included a pseudotumor at the anterior part of the ankle, loss of the normal contour of the tendon, and weak dorsiflexion of the ankle accompanied by hyperextension of all toes. Magnetic resonance imaging was performed to assess the retraction of the tendon and confirm the diagnosis. All patients were available for follow-up. A retrospective review was conducted on medical records, final patient interviews, and physical examinations at an average of 2years and 3months (range: 1year and 3months to 4years) postoperatively of all cases. Postoperative manual strength testing was performed using a 0 to 5 scale (0, no evidence of contractibility; 1 (trace), evidence of muscle contraction with no joint motion; 2 (poor), range of motion with gravity eliminated; 3 (fair), range of motion against gravity; 4 (good), range of motion against some resistance; and 5 (normal), range of motion against strong resistance. 11 The American Orthopedic Foot and Ankle Society (AOFAS) ankle-hindfoot score was used for preoperative and postoperative evaluation. This 100-point standard rating system is designed to compare the results of different treatment methods in patients with the same disorder. The anti-hindfoot AOFAS scores evaluate pain (50 points), function (including gait, range o f motion, and strength) (40 points), and alignment (10 points). 12 Surgical Technique All surgical cases were performed under general anesthesia in the affiliated drum tower hospital of nanjing university medical school.A small longitudinal incision was made above the superior extensor retinaculum. The extensor retinaculum was left intact if possible to avoid adhesions of the tendon.The proximal ruptured tendon end typically retracted to the inferior edge of the retinaculum or just beneath it. Debridement was performed for the proximal and distal parts of the tendon.If the tendon could be brought to its insertion, a direct tendon repair was carried out. If the tendon ends could not be approximated or if the tendon could not be apposed onto its insertion site, an interpositional tendon graft, which included plantaris tendon (two cases), extensor digitorum longus tendon (one case), and peroneus tertius tendon (one case), was used to bridge the gap and reinforce repair . An anchor is usually used in most reported literature. However, this study employed plate and screw fixation technique to repair the tibialis anterior tendon to its anatomical insertion. Direct tendon repairs were performed in four cases. The end of the tibialis anterior tendon was placed on its anatomical insertion, and then a mini-plate was pressed on it and screwed. The harvested grafts had smaller diameter than the tibialis anterior. In most patients, this tendon could be doubled, which usually resulted in a graft with a diameter of 5mm to 6mm. The ankle and foot were held in maximal dorsiflexion and maximal supination, respectively, to determine the final length of the tendon graft. One end of the grafted tendon was fixed using plate and screw fixation technique. The tendon should surround one screw to ensure a firm insertion. When the bony attachment was performed, the tendons were sutured to each other with Vicryl using the side-to-side technique. Finally, the tissue defect was repaired with free flaps. In this study, the ANTEROLATERAL THIGH was performed in all cases. Short-leg cast immobilization was used for the first 2weeks to maintain the ankle in 0Â ° of dorsiflexion. Weight bearing in the cast was allowed in the succeeding 2weeks. The duration of cast immobilization was determined in part by the surgeon’s perception of repair quality during surgery. At 6weeks postoperatively, weight bearing and full dorsiflexion were allowed. Plantar flexion was gradually increased. Results All ANTEROLATERAL THIGH flaps survived without any complications, such as necrosis and infection, except for bloated appearance. The average preoperative and postoperative AOFAS Ankle-Hind foot scores of the patients were 51 and 94.7, respectively. Active dorsiflexion was possible after 2weeks to 3weeks. Good ankle dorsiflexion strength against strong resistance was observed in eight ankles postoperatively, and a substantial improvement in strength was noted compared with the preoperative examination. All patients were able to walk without a visible limp. However, one patient had a little residual weakness in dorsiflexion in comparison to the uninjured side. On physical examination they still had5/5 strength. This caused some symptoms of fatigue or pain after prolonged walking. One patient had 4/5 strength result in a little claudication and continued hyperextension of the toes when walking. Because of the small sample size, there was no valid statistical means to compare the results. Complications arose in one patient. She developed a regional pain syndrome. At the final assessment, we considered that the adhesion of the intermediate branch of the superficial peroneal nerve may be the cause of complication. After the operation of releasing nerve, the patient reported no residual pain and walked with a normal gait. All patients were satisfied with the final result and would undergo the procedure again. Case report A 46year-old man suffered from a tissue defect and rupture on the insertion of the tibialis anterior tendon from a motor vehicle accident (Figure 1). His preoperative AOFAS Ankle-Hind foot score and ankle dorsiflexion strength were 53 and 3/5, respectively. One week later, a complete debridement was performed. We used the plate and screw technique to reconstruct the tendon insertion without tendon grafting (Figure 2). The defect was reconstructed with ANTEROLATERAL THIGH free flap. After the operation, a short-leg cast was performed. At 2weeks after the operation, the flap was stable and the wound healed well. At a 14month follow-up, the postoperative result was 95.3 and the ankle dorsiflexion strength was 5/5 (Figures 3 and 4). He was able to walk without a visible limp. Discussion Ruptures of the tibialis anterior tendon are rare but can lead to considerable functional deficiencies. Ouzounian and Anderson[10]reviewed their clinical experience with 12 patients who had tibialis anterior tendon ruptures. Two types of ruptures were identified based on clinical presentation: (1) atraumatic ruptures, which occurred in low-demand older patients who presented late with minimal dysfunction and (2) traumatic ruptures, which occurred in high-demand younger patients who presented earlier with more disabilities. The authors concluded that patients with traumatic ruptures, regardless of the time of presentation, demonstrated better function after operative intervention.13 In our studies, the average age of the patients was 32(range,24-46) years. Therefore, correct diagnosis should be performed as early as possible. Delayed diagnosis is common because of intact ankle dorsiflexion that occurs as a result of secondary function of the extensor hallucis longus and extensor digitorum communis muscles[14-17]. The diagnosis is significantly based on physical examination, accompanying by weakness of ankle dorsiflexion and a palpable defect of the subcutaneous portion of the tendon and a peseudotumor at the anterior part of the ankle. A pseudotumor usually corresponds with the retracted ruptured tendon end, which becomes entrapped at the distal extent of the superior extensor retinaculum. Ankle dorsiflexion is weaker than that in the contralateral extremity. A steppage gait is a characteristic but is not universally present. Conservative treatment with ankle-foot orthoses, bracing, and activity modification is a viable option in inactive patients. However, we speculated that even in cases with a considerable delay, a reconstruction should still be considered regardless of the age of the patients[8]. Several operative techniques have been published. Many reports recommend an end-to-end suture, but most publications report the use of other techniques because of the difficulties of obtaining an adequate suture repair[2,3,18]. In cases where tendon stumps are often retracted and undergo degenerative changes, an end-to-end suture does not provide adequate tensile strength to transmit the forces required for function. For such cases, tendon graft is needed. In recent literature, the interpositional autografts used include plantaris tendon, extensor digitorum longus, extensor hallucis brevis, and Achilles tendon[2,13,19]. We used ANTEROLATERAL THIGH flaps for the soft tissue reconstruction in these patients. The advantages of ANTEROLATERAL THIGH flaps include consistent and reliable anatomy, long pedicle, being far from the ablative site, allowing two-team approach, the feasibility to create multiple skin paddle by recruiting additional perforators, the flexibility to reconstruct composite defect with chimeric flap by recruiting different tissue types based on a single pedicle, and low donor-site morbidity. When a muscle component is required, we preferred to elevate the flap in a chimeric fashion anterolateral thigh hough elevating the flap as a musculocutaneous flap is also a viable option and may decrease the operative time[20]. A suture anchor or a bio-tenodesis screw is often used for the reconstruction of the insertion of the tibialis anterior tendon. However, this study employed the plate and screw fixation technique to reconstruct the insertion because of its several advantages. The screw can fix the tendon to the bone as point, and the plate can fix the tendon as flat. According to the physics formula of pressure(p)=force(f)/square(s), large square results in small pressure when muscle tension is constant. The plate and screw fixation technique may increase the square and decrease the pressure, thereby improving the firmness between the bone and the tendon. Two patients removed the cast a week after the operation. At the last interview, the patients had a manual strength of 5/5 and walked without a visible limp. These results indicate that the technique decreased the duration of cast immobilization compared with previously published reports. However, no valid statistical approach could be performed bec ause of the small sample size. In our future research, we will use a large sample size to validate the results statistically. The applied technique was simple and easy to follow. During our operation, we tested different directions (perpendicular, parallel, or other angles) of the plate to the tendon and the direction of the muscular contraction. We considered that placing the plate perpendicular to the tendon is relatively easy. We speculated that a share force exists between the plate and tendon if the plate is parallel to the tendon. In addition, a cutting action may be produced on the tendon after a long time. Thus, we situated the plate perpendicular to the direction of muscular contraction. This study has few limitations. First, it is retrospective and lacks a control group of nonoperatively managed patients. The results are not representative of all patients with tibialis anterior rupture; this study only included younger patients who were symptomatic. Second, the AOFAS Ankle-Hindfoot score was used as the clinical outcome measurement, which is not a validated instrument. Nevertheless, this study allows comparison of results because AOFAS Ankle-Hindfoot score is also used in other published studies. Conclusion We recommend surgical reconstruction of the traumatic ruptured tibialis anterior tendon using plate and screw fixation technique and ANTEROLATERAL THIGH flaps. This technique allows early mobilization and yields satisfactory results.

A Town Like Alice Essay -- Character Analysis, Jean, Joe

In the novel A Town Like Alice an enduring love gets it’s foundation during WWII when Jean and Joe develop the beginning of their relationship based on needs. Needs that are manifested during the horrific times they endured as prisoners of war. During a time of isolation and degradation the barriers of social status were obliterated and they found comfort in each other as well as a momentary escape from the misery of being prisoners of war. The connection Jean and Joe formed in Malaysia, during WWII, set the foundation for an undying and enduring love that lasted a lifetime. Jean and Joe later crossed continents in order to reunite with one another. â€Å"‘Dear Joe. Of course I’m in love with you. What do you think I came to Australia for?’† (248). They had found a bond in the war based on need, a need for companionship and understanding, and in that need they later discovered an enduring love that could never die. In the novel The English Patient war temporarily eliminated the stigma attached with dark skin and allowed for another love based on mutual needs to blossom. â€Å"His only human and personal contact was this enemy who had made the bomb and departed†¦Ã¢â‚¬  (105). Kip’s connection with Hana allowed him to connect with humanity again. The love he discovered with Hana filled a need of Kip’s to never be weak. â€Å"He refused to believe in his own weakness, and with her he had not found a weakness to fit himself against† (114). The English Patient also substantiates the fact that love during war gives a reason to hope in often hopeless times. In the novel Return of the Soldier rather than unite lovers war seemed to separate a love that was meant to be between Chris and Margaret. Chris and Margaret were truly in love but war, although tempor... ...ould run down his cheeks, which was to her the most dreadful thing of all, to see a man like Septimus, who had fought, who was brave, crying† (137). His shell shock is exacerbated by the fact the medical field didn’t fully understand or acknowledge the seriousness of shell shock during that time. Neither his family nor his doctors had any idea what he was dealing with or how to help him. War and his mental illness were the cause of Septimus feeling separate from life. Separate mentally and emotionally. Septimus felt trapped, although he did not want to die he felt that there was no way to escape besides death. â€Å"’I’ll give it you!’ he cried, and flung himself vigorously, violently down on to Mrs. Filmer’s area railings† (146). Atonement and Mrs. Dalloway show that war is an unimaginable horror but it also shows that the human condition has unimaginable strengths.

Impact of Motivation on Job Satisfaction Essay

The term ‘motivation’ is derived from the word ‘motive’ which influences the behavior of individuals. Motives are the expression of needs of a human being. Motivation is a process of getting the needs of the people realized to induce them to work for the accomplishment of organizational objectives. Motivation is a behavioral psychological concept. It seeks to understand why people behave the way they do. The intention is to produce goal-oriented behavior. It aims at influencing good result and arises from within the individual. The inner feeling balances the perception of an individual and satisfaction of his needs that influence the direction, volume, behavior limitation and efforts of an individual. Hence motivation is an inducement of inner feeling of an individual. It cannot be forced upon from the outside. According to Steers and Porter (1991), there are two ways to view motivation. The traditional way is to define motivation as a process of directing (stimulating) people to action in order to accomplish a desired goal. Based on this definition, motivation is the function supervisors perform to get their employees to achieve goals and objectives. The second view looks at individual motivation. Such motivation represents an unsatisfied need that creates a state of tension (disequilibrium), causing the individual to move in a goal-directed pattern towards need-satisfaction and equilibrium. The goal of the behavior is to reduce tension by achieving a goal that will satisfy that need. Both approaches to the study of motivation are motivation. Harmer (2001) defines motivation as some kind of internal drive which pushes someone to do things in order to achieve something. This significantly refers to an individual’s desire and willingness to take action towards the accomplishment of a given task. Invariably, people’s behavior at work is controlled by their intrinsic motives that characterize the work as well as the working environment. The manager’s job becomes one of identifying the right chord to play to influence each group member to achieve the group goals. However, the study of motivation addresses the distinctiveness of each individual, for each individual has a number of motivators (Robert and Hunt, 1991). Armstrong(1998) considers motivation as ‘why people at work behave in the way they do in terms of their efforts and the direction they are taking and what the organization can do to encourage people to apply their efforts and abilities in ways that will further the achievement of the organization’s goals as well as satisfying their own needs. Cole (2002) relates this to human behavior and defines it as ‘a process in which people choose between alternative forms of behavior in order to achieve personal goals’. According to Spector (1997:2) job satisfaction is simply how people feel about their job. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As is generally assessed, is an attitudinal variable. In this context, job satisfaction can be considered as a global feeling about the job or as a related constellation of attitudes about various aspects or facets of the job. The management dilemma in many organizations in today’s fast paced technological environment is how managers can improve the motivation of employees, so that companies employ and retain a fulfilled work force that contributes optimally to organizational stakeholders. Essentially, the questions that must be answered by this study are: What makes some employees perform better than others? What makes some employees seem better satisfied in their jobs than others? In what ways can management improve the motivation of their employees? All organizations are concerned with what should be done to achieve sustained high levels of performance through people. This means that, there is the need to give close attention to how individuals can best be motivated either through such means as incentives, rewards, leadership and importantly the work they do and the organizational context within which they carry out that work. This is very important because according to Reece and Brandt (1996:234) they identified the importance of the emotional factor at work. Emotions play a critical role in the success of every organization, yet many people in key decision- making positions (leaders) with outstanding technical and financial skills fail to understand the important role emotions play in a work setting. In part, the problem can be traced to leadership training that emphasizes that doing business is a purely rational or logical process. These authors further emphasize that the cost of ignoring the emotional factor at work can be costly to companies in the form of lawsuits, resignation and death of valuable employees, etc. PROBLEM STATEMENT There are many and varied reasons why managers are continually under distress in many organizations. Resources both human and material as well as technology are but a few issues confronting managers daily. More importantly, the human aspect has questions that have perplexed and fascinated managers for a long time. These questions include: What makes some employees perform better than others? What makes some employees seem better satisfied in their jobs than others? How can we improve the motivation and overall job satisfaction of our employees? There are no easy answers to these questions, yet they plague managers in their day to day running of organizations. The reality is that the level of employee motivation affects their morale, performance and overall job satisfaction PROBLEM ANALYSIS DIAGRAM Employee Commitment Increases Profit Margins Effect of Motivation Increases Performance Job Satisfaction RESEARCH QUESTIONS 1. To what extent does motivation lead to increases in job satisfaction? 2. To what extent does motivation lead to increases in performance? 3. Is there any relationship between increases in profit margins and job satisfaction? OBJECTIVE OF THE STUDY GENERAL OBJECTIVES To establish the impact of motivation on job satisfaction and to propose alternative strategy or recommendation to enhance job satisfaction at the workplace. SPECIFIC OBJECTIVES 1. To examine whether motivation leads to an increase job satisfaction. 2. To assess whether motivation leads to an increase in performance. 3. To investigate whether motivation is the factor to increases in profit margin. SIGNIFICANCE OF THE STUDY The fundamental purpose of this research is to determine the main causes of satisfaction and dissatisfaction amongst a group of employees within the frame work of the Herzberg study. This research is important or beneficial because: 1. It will broaden management’s insight that motivation plays a key role in the overall job satisfaction of employees. 2. It will enable managers to understand the factors and processes that are internal and external to the individual employee in an organization that have an effect in his/her behavior and performance. 3. It will also assist managers to devise strategies that sustain a highly motivated workforce so that the end result is that all stakeholders are content with the performance of the enterprise. 4. By understanding motivational issues behind employees, managers can systematically develop strategies to deal with motivational problems. RESEARCH DESIGN As part of our data collection method, we intend using qualitative and quantitative techniques. The research design we are going to use will be based on the descriptive design. For a comprehensive insight into our methodology kindly see the third chapter. SCOPE OF THE STUDY The study is divided into five chapters. The first chapter looks at the background of the study, objectives of the study, the research hypothesis and significance of the study. Chapter two reviews existing literature in the area of the study, while chapter three discusses the methodology applied in collecting and analyzing data. Methodology is followed by the processing and analysis of the data as well as the findings from the study. The final chapter covers conclusions, recommendation and references. CHAPTER 2 LITERATURE REVIEW 2. 1 INTRODUCTION Understanding the theory and application of motivation is important in managing human resources for organizational success. This is more critical today due to the ever changing business environment organizations find themselves or operate. The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons’ lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does overall job satisfaction, motivation and productivity has on each other. It is also important to research the relationship between motivation and job satisfactions because it can assist businesses in designing and manufacturing an environment to maximize productivity and efficiency while keeping their employees satisfied. Finally, it is significant to study motivation and job satisfaction because it can help people better understand what job will best suit them to be motivated and satisfied while making a difference in the productivity level. As part of the research into establishing a correlation between motivation and job satisfaction, this chapter seeks to capture the relevant literature and concepts of motivation and job satisfaction. 2. 2 MOTIVATION THEORIES The fundamental approaches to motivation are underpinned by motivation theory. The most influential theories are classified as: content theories and process theories. Content theory: It focuses on the content of motivation and the nature of needs. It states that motivation is essentially about taking action to satisfy needs, and identifies the main needs that influence behavior that is those specific things that actually motivates the individual at the work place. Process theory: In process theory, the emphasis is on the psychological processes or forces that affect people’s perceptions of their working environment and the ways in which they interpret and understand it. According to Guest (1992a) in Armstrong M, process theory provides a much more relevant approach to motivation than the theories of Maslow and Hertzberg, which, he suggests, have been shown by extensive research to be wrong. Process or cognitive theory can certainly be more useful to managers than needs theory because it provides more realistic guidance on motivation techniques. MASLOW’S NEEDS THEORY The most famous need classification was formulated by Maslow (1954) in Armstrong M, a human relationist, argued that people are motivated to satisfy five need levels. Among these are: Physiological need, this talk about the basic needs of life which are need for oxygen, food, water, clothing, shelter and sex that present basic issues of survival and biological function. In organizations these needs are generally satisfied by adequate wages and work environment itself, which provides restrooms, adequate lighting, comfortable temperatures and ventilation. Safety, the need for protection against danger and the deprivation of physiological needs. Social, the need for love, affection and acceptance. A manager can help satisfy these needs by allowing social interaction and making employees feel like part of a team or work group. Esteem needs actually comprises two different sets of needs: the need for a positive self image and self respect and the need for recognition and respect from others. A manager can help address these needs by providing various extrinsic symbols of accomplishment; the manager can provide challenging job assignments and opportunities for the employees to feel a sense of accomplishment. Self-fulfillment (self- actualization), the need to develop potentialities and skills to become what one believes he is capable of becoming. The self actualization needs are perhaps the most difficult for a manager to address. In fact, it can be argued that these needs must be met entirely from within the individual. But a manager can help by promoting a culture wherein self- actualization is possible. For instance, a manager could give employees a chance to participate in decision making about their work and opportunity to learn new skills. Maslow (1954) in Armstrong M, suggests that the five needs categories constitute a hierarchy. An individual is motivated first and foremost to satisfy physiological needs. As long as they remain unsatisfied, the individual is motivated only to fulfill them. When satisfaction of physiological needs is achieved, they cease to act as primary motivational factors and the individual moves up with the hierarchy and become concerned with security needs. This process continues until the individual reaches the self actualization level. Maslow’s concept of the need hierarchy has a certain intuitive appeal and has been accepted by many managers. However, it has not been verified by empirical research and it has been criticized for its apparent rigidity. Different people may have different priorities and it is difficult to accept that people’s needs progress steadily up the hierarchy. Infact, Maslow himself expressed doubts about the validity of a strictly ordered hierarchy. Some research for example McClelland has found that, the five levels of needs are not always present and that the order of the levels is not always the same as postulated by Maslow. In addition people from different cultures are likely to have different needs categories and hierarchies. McClelland NEEDS THEORY. McClelland(1975) in Roberts,H. k. & Hunt identifies three needs that motivates managers and agrees with Maslow(1954) that needs motives are part of the personality, which he believes are triggered off by environmental factors. He further identifies these most important needs as: The need for achievement, The best known of the three, is the desire to accomplish a goal or task more effectively than in the past. People with a high need achievement have the desire to assume personal responsibility, a tendency to set moderately difficult goals, a desire for specific and immediate feedback, and pre occupation with their tasks. David McClelland, the psychologist who first identified this need, argues that only about 10 percent of the US population has a high need for achievement. The need for Affiliation Affiliation is a desire for human companionship and acceptance. People with strong need for affiliation are likely to prefer (and perform better in) a job that entails a lot of social interaction and offer opportunities to make friends. The need for power The need for power is basically a concern for influencing people- to be strong and influential. They are likely to be happy in jobs that give them control over budget, people and decision making. OTHER MOTIVATIONAL THEORIES ADERFER ERG THEORY Aderfer (1972), in John M. Ivancevich describes a three level hierarchy, compared to the five levels proposed by Maslow. These include: 1. Existence Needs- this category is grounded in the survival or continued existence, of the person. As such, it would include many of the issues covered by the physiological and safety needs identified by Maslow. . Relatedness Needs- this category is based on the need for people to live and function in a social environment. It would embrace the need to be part of a group and belong to a valued organization. It incorporates many of the issues covered by the safety, belonging and esteem described by Maslow. 3. Growth Needs- this category is grounded in the need for people to develop their poten tial. As such it would cover the self-actualization and much of the esteem needs described by Maslow. HERZBERGS TWO FACTOR MODEL The two-factor model of satisfiers and dissatisfiers was developed by Herzberg et al (1957) in Armstrong M, following an investigation into the sources of job satisfaction and dissatisfaction of accountants and engineers. It was assumed that people have the capacity to report accurately the conditions that made them satisfied and dissatisfied with their jobs. Accordingly, the subjects were asked to tell their interviewers about the times during which they felt exceptionally good and exceptionally bad about their jobs and how long their feelings persisted. It was found that the accounts of ‘good’ periods most frequently concerned the content of the job, particularly achievement, recognition, advancement, autonomy and the work itself. On the other hand, accounts of ‘bad’ periods most frequently concerned the context of the job. Company policy and administration, supervision, salary and working conditions more frequently appeared in these accounts than in those told about ‘good’ periods. These categorized into two types of motivation as Intrinsic Motivation: the self- generated factors that influence people to behave in a particular way or to move in a particular direction. These factors include responsibility (feeling that the work is important and having control over one’s own resource) autonomy (freedom to act), scope to use and develop skills and abilities. Interesting and challenging work and opportunities for advancement. Extrinsic Motivation- what is done to or for people to motivate them? This includes: rewards such as increased pay, praise or promotions, punishment such as disciplinary action, withholding pay or criticism. Frederick Herzberg theory had close links with Maslow’s and believed in a two factor theory of motivation. He stressed that, certain factors could be introduced into a business that will directly motivate an employee to work harder (Motivators) included are achievement, recognition, responsibility and advancement. However, other factors called (Hygiene factors) de-motivate an employee. The most common hygiene factors, or dissatisfies include: company policy and administration, supervision, salary, interpersonal relationship and working condition. Hygiene factors are factors which â€Å"surround the job† rather than the job itself. Importantly, Herzberg viewed pay as a hygiene factor which is in direct contrast to Taylor who viewed pay and piece-rate in particular. Herzberg believed that business should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are: Job Enlargement- workers being given a greater variety of tasks to perform (not necessarily more challenging) which should make the work more interesting. Job Enrichment- the design of jobs so that they contain a greater number of motivators which involves workers being given a wider range of more complex, interesting and challenging tasks surrounding a complete unit of work. This should give a greater sense of achievement. Empowerment- means delegating more power to employees to make their own decisions over areas of their working life. For the purpose of this research, emphasis will be laid on Herzberg two-factor model. Though recognition is identified as a motivator by Herzberg, Miller (2002:15) mentions four common incentives (money, contests and competition, recognition including praise and rewards, and disciplinary action) thought to motivate others, but they discourage intrinsic motivation. She says the key to performance is to create an environment for intrinsic motivation, using four incentives (competency, empathy, autonomy and fulfillment). Green (2000:155) captures this issue well when he says employees are motivated by what they intrinsically believe is going to happen, not by what managers promise (extrinsic) will happen. Managers can motivate employees by setting in motion the conditions required for motivation namely, confidence, trust and satisfaction and creating an environment that reinforces those conditions. Pollock (2002:10) recognizes three of Hertzberg’s motivators as being crucial in motivating people. These are recognition, interesting work and responsibility. He says, over and above monetary rewards, what people crave is praise. They need assurance that their efforts are known, valued, and appreciated. Sometimes all it takes to satisfy this deep desire is a sincere well done†, preferably delivered in front of their peers. Making peoples work interesting means driving away bore doom because it’s a great de-motivator. Make their work meaningful and you will spur them to realize their own highest potential. Giving people additional responsibilities implies not only giving them extra work, but work that is important and requires a higher level of knowledge and skill. GOAL THEORY Goal theory as developed by Latham and Locke (1979), states that motivation and performance are higher when individual set specific goals, when goals are difficult but accepted and when there is feedback on performance. The implication of goal theory is that, goals set by management should be challenging enough but realistic. Participation in goal setting is important as a means of getting agreement to setting higher goals. People strive to achieve goals in order to satisfy their emotions and desires. Goals guide people’s response and actions and also direct work behavior and performance which lead to certain consequences or feedback. The feedback should be complete, accurate and timely in order to provide a means of checking progress on goal attainment 2. 3 JOB SATISFACTION THEORY VIE THEORY This theory is derived from the expectancy theory of Vroom, by Porter and Lawler (1968)in Armstrong M. In addition to three basic components of valence, instrumentality, and expectancy, this model incorporates abilities and traits, role perceptions, intrinsic and extrinsic rewards, and the perceived equity of the rewards. The model assumes that, for an effort to translate into a desired level of performance, the person must have the ability to perform well (abilities and traits), and he must understand the demands of his job (role clarity). The model acknowledges that people work for both extrinsic rewards, such as money and promotions, and intrinsic rewards, such as pride in ones work and a sense of accomplishment. The model assumes that the level of performance a person attains will affect the level of rewards he perceives to be equitable. Specifically, if a person expends a great amount of effort that culminates in high performance levels, he will perceive that he deserves a substantial reward. (Dipboye, Smith, and Howell, 1994:( 116-177). Job satisfaction is the met expectations or desires of a job. I t is a collective term of specific attitudes about work or job and it varies as a function of other non-work attitudes (age, health, etc. ). Genetic research suggests that 30% to 40% of job satisfaction is inherited. Job satisfaction and life satisfaction are interrelated and influence each other. A Gallup poll indicates that approximately 10% to 13% of workers are dissatisfied, while about 85% of workers are satisfied. Other surveys asking questions in a different manner suggests that more workers are dissatisfied. Job satisfaction varies with the type of occupation, for example, higher management means more satisfaction. Personal characteristics of workers also have an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors. . 4 RELATIONSHIP BETWEEN MOTIVATION, JOB SATISFACTION AND MONEY The basic requirement for job satisfaction may include comparatively higher pay, an equitable payment system, real opportunities for promotion, considerate and participative management, a reasonable degree of social interaction at work, interesting and varied tasks and a high degree of autonomy: control o ver work pace and work methods. The degree of satisfaction obtained by individuals, however, depends largely upon their own needs and expectations, and the working environment. The level of job satisfaction is affected by intrinsic and extrinsic motivating factors, the quality of supervision, social relationships with the work group and the degree to which individuals succeed or fail in their work. Purcell et al(2003)in Armstrong M, believe that discretionary behavior which helps the firm to be successful is most likely to happen when employees are well motivated and feel committed to the organization and when the job gives them high levels of satisfaction. Their research found that the key factors affecting job satisfaction were opportunities, job influence, teamwork and job challenge. 2. BENEFITS OF EMPLOYEE MOTIVATION. * Increases Productivity Skilled and motivated people work harder and better in improving productivity. Incentive programs promote productivity in a number of ways . Employees are often motivated for reaching targets or for good work done in general. These motivations vary but the main aim is to encourage employees to work towards company goals. With the promise of motivation and clearly defined targets, employees are more productive and motivated. * Reduce Absenteeism The bottom line with motivation programs comes down to the very simple fact that people like been rewarded for hard work and a job well done. The rewards are only part of the equation. Motivation schemes show employees the company cares and appreciates the work they are doing. If an employee feels appreciated and has clear targets that result in rewards then they are more likely to want to come to work. * Increased Company Morale Rewards, incentives and recognition make for a happy, harmonious working environment. Goal setting and targeting objectives helps with focus and purpose . Employee motivation programs offer all of these things and are highly conducive to company morale. Increases in company morale helps reduce absenteeism and overall company cost. Public Recognition. Investor in people status brings public recognition for real achievements measured against a rigorous national standard. Investing in people helps to attract the best job applicant. It may also provide a reason for customers to choose specific goods and services. CHAPTER THREE RESEARCH METHODOLOGY 3. 1 INTRODUCTION This chapter explains how data was c ollected for the study. It also deals with the research tools used to gather the data, the method used or adopted in analyzing the data and the problems encountered during the process of data collection. The chapter distinctively discusses the following: * Sources of data * Research design * Population of the study * Sampling * Sampling procedures * Data collection techniques * Data analysis * Constraints The proposed methods adopted were structured towards the collection of data from primary and secondary sources. On the basis of the literature review, the existing acqiutance of the theme under discussion— definition, motivation, job satisfaction, motivation theories, job satisfaction theories thus its impact on employee job satisfaction fell under the following broad headings: * Definitions of motivation Job satisfaction * Motivation theories * Job satisfaction theory 3. 2 Data Sources The researchers used secondary and primary data to facilitate the data build up for the research. This was done through the use of questionnaires. The secondary sources of data collection included: * Textbooks of relevant importance to the research topic. * Published articles in Psychology and motivation journals 3. 3 Research Design The model used for this study was the descriptive research design. This design was chosen because it is on one of the best research designs which are deemed appropriate when a researcher attempts to describe some aspects of a population by selecting an unbiased sample of individuals who are asked to complete questionnaire. 3. 4 Population of the study The population of the study comprised of 50 employees of SSNIT. This population provided the researchers with all inclusive views from diverse perspectives on the effect of motivation on employee job satisfaction. 3. 5 Sample Size The sample size for the study was thirty (30) employees of the Social Security and National Insurance Trust (SSNIT). Due to responses of constraints the sample size was reduced to 20. 3. 6 Sampling procedure Because the researchers wanted to select their sample from a population which is diverse based on management hierarchy, we used stratified sampling to group our sample population into a strata based on management hierarchy at SSNIT. The population was grouped according to low level management, middle level management and top level management. After stratified sampling, we then use simple random sampling to select our target group of thirty(30) from the sample population of fifty(50). The reason was to give everybody an equal opportunity of being chosen or captured. 3. 7 Method of data collection A combination of primary and secondary data was used to acquire information. The secondary data was collected by going directly to some of the data sources. The primary data on the other hand was collected by the use of questionnaires. All the questionnaires were designed with both open ended and closed ended questions. 3. 8 Data collection All data was collected concurrently, that is both secondary and primary data were collected simultaneously. 3. 9 Data Analysis Various respondents provided series of data for the making of the research report, all data collected was coded and edited to eliminate all errors and information that did not fall within the objectives. The researchers then used the information provided by respondents and analyzed the information by the use of report, using tables, charts and so on. 3. 10 Constraints In carrying out the research, the researchers encountered some problems. Thus, the refusal of the organization to release certain important data needed for the project, especially, the historical data pertaining to human resource. The researchers could not get these data as they were deemed too confidential because of fear of competitors getting hold of them. This therefore imposed a limitation on the study. Another problem was time constraint and also inabilities to respond to the questionaires. Only twenty were responded to. Financial constraint was also a factor. CHAPTER FOUR RESULTS AND DISCUSSION OF FINDINGS 4. 1 Introduction This chapter describes the responses to a series of questions designed to examine the impact of motivation on job satisfaction. The chapter begins with the findings about motivation and its impact on job satisfaction on SSNIT. The questionnaires administered were 50 employees through stratified sampling out of which 30 was picked based on simple random sampling. 4. 2 1. LENGTH OF SERVICE AT SSNIT TABLE 1. OPINIONS| NO. OF RESPONSE| PERCENTAGE (%)| 0-1 years| 4| 20| 2-4 years| 8| 40| 5-10 years| 5| 25| Above 10 years| 3| 15| Total| 20| 100| SOURCE OF DATA (FIELD DATA) DECEMBER 2010 GRAPHICAL REPRESENTATION OF TABLE 1 The respondents length of service at SSNIT were sought to determine how long they have been working there. According to the table above, 40 % of respondents constituted those who fall within (2-4 years). That is, they have been employees for two to four years. Those who have been employees for five to ten years made up 25% which was the next highest (5-10 years). Also, 20% represented those who fell between (0-1) years. They have only served a year at the time the questionnaires were administered. Lastly, 15% of respondents were within the above ten years group. From the above, it can be observed that the organization (SSNIT) has a young and fresh workforce which constitutes the bulk or majority of their employees. . Think of a time at work when you felt especially bad about your job, an incident or incidents which had a long lasting effect on you, and which led to bad feelings. Describe the circumstances, and how your work was influenced by it or them. TABLE TWO. INCIDENTS THAT CAUSED DISSATISFACTION OPINIONS| NO. OF RESPONSE| PERCENTAGE (%)| COMPANY POLICY| 8| 40| OTHERS| 6| 30| WORK IT SELF| 3| 15| INTERPERSONAL RELATIONS| 3| 15| TOTAL| 20| 100| SOURCE OF DATA (FIELD DATA) DECEMBER 2010 GRAPHICAL REPRESENTATION OF TABLE 2. INCIDENTS THAT CAUSED DISSATISFACTION COMPANY POLICY AND ADMINISTRATION (40%) The majority of cases (40%) in the sample mentioned this factor as a major cause of unhappiness at SSNIT. OTHERS (30%) This was mentioned as the second strongest factor that contributes to job dissatisfaction and was experienced by people who did not choose any of the stated factors. They responded to none of them. WORK ITSELF (15%) This contributed to job dissatisfaction in 15% of the cases and related to the content of the job. INTERPERSONAL RELATIONS (15%) This also contributed to job dissatisfaction in 15% of the cases related alongside work itself. 4. 4 4. Which of the following gives you Job Satisfaction? TABLE THREE: CAUSES OF SATISFACTION OPINIONS| NO. OF RESPONSE| PERCENTAGE (%)| Work Achievement| 6| 30| Recognition| 4| 20| Work Itself| 2| 10| Promotion/Advancement| 3| 15| Salary| 3| 15| Others(please specify)| 2| 10| Total| 20| 100| SOURCE OF DATA (FIELD DATA) DECEMBER 2010 GRAPHICAL REPRESENTATION OF TABLE 3. Regarding the issue of which motivating factor gave them job satisfaction, 30% of respondents felt work achievement gave them satisfaction according to the table. This means they value a sense of achievement for the accomplishment of some milestone set by the individual himself or supervisor. Also, 20% of respondents felt recognition was what gave them satisfaction. They felt issues like recognition for job well done, good idea, appreciation, positive feedback and simply a tap on the back to acknowledge them was most important to them. Those who chose the work itself constituted 10% as can be seen from the table above. The design of the work and the demands is enough to keep them satisfied. Advancement and salary equally had 15%. Some based their satisfaction on increments in salaries whiles others taught promotion or advancement was their main satisfiers. They all recorded 15% each as can be seen from the table. Lastly, others represented 10% and they simply did not agree with the above motivation factors or had a different set of opinion. Bateman (2004) views motivation as forces that energize, direct and sustain a person’s effort. He says that all behaviors except involuntary reflexes like eye blinks (which usually have little to do with management) are motivated. A highly motivated employee will work hard towards achieving performance goals. With adequate ability and understanding of the job, such an employee will be highly productive. An aspect of the definition implies that people have certain beliefs about which behaviors or actions will help them satisfy their needs. This belief may or may not be accurate but they help guide behavior. From the table above, you find out that if the organization (SSNIT) wants to know whether their employees are satisfied or not then they must pursue the motivating factor of work itself. That is they have to continually design the work and its demand to suit employees. 5. which of the following gives you job dissatisfaction TABLE FOUR: CAUSES OF JOB DISSATISFACTION OPINIONS| NO. OF RESPONSE| PERCENTAGE | Lack of Recognition| 9| 45| Company Policy| 3| 15| Low Salary| 5| 25| Technical Supervision| -| -| Work Itself| 3| 15| Others(please specify if any)| -| -| Total| 20| 100| SOURCE OF DATA (FIELD DATA) DECEMBER 2010 GRAPHICAL REPRESENTATION OF TABLE 4 Respondents were also asked which of the above in table five gave them job dissatisfaction. In other words which of the above make them not fell satisfied about their work. Lack of recognition was the most important demotivator that caused dissatisfaction constituting 45% of respondents. They feel the contributions they make towards organizational accomplishment is not appreciated. They are not congratulated for good work done in the midst of their colleagues or their ideas accepted and appreciated. This was followed by 25% of respondents who felt low salary was a dissatisfier. Company policy and work itself represented 15% equally. The views were taken from a total of 20 respondents. From the above, it can be clearly seen that lack of recognition was the strongest dissatisfier. According to Herzberg (1959) this falls under extrinsic motivation. Extrinsic motivation is what is done to or for people to motivate them. This includes rewards, punishment and recognition or praise. In this case the failure of management of SSNIT to recognize their contribution is a dissatisfier. CHAPTER FIVE SUMMARY OF FINDINGS 5. 0 Introduction Motivation is a major issue in every organization. Any organization that fails to motivate its employees usually faces the severe consequence of low morale. Motivation plays a significant role in the attainment of competitive advantage and job satisfaction in every organization. Findings from the analyzed data were related to the objectives of the research in this chapter. It concluded with a general summary, findings, summary of findings, conclusion and recommendation providing suggestions on how motivation is a tool to achieve job satisfaction in SSNIT. 5. 1 SUMMARY The findings from the empirical research have indicated that 30% of the respondents ranked work achievement as number one motivator for job satisfaction from a list of five factors. This contrasts with what earlier researchers adduced that total compensation and emotions were the real motivators. The reason for this could be mainly due to the fact that workers have a desire to accomplish a goal or task. People with a high need achievement have desire to assume personal responsibility, a tendency to set moderately difficult goals, a desire for specific and immediate feedback, and pre occupation with their tasks. There is the need for a motivation model that considers work achievement as a motivator to achieve job satisfaction. On the other hand, 45% of the respondents ranked lack of recognition as number one de-motivator for job dissatisfaction from a list of five. Workers want to be recognized and their contribution and ideas appreciated and also praised for a job well done. If this is absent, then it could pose significant consequences to job satisfaction. Management should ensure that workers contributions are recognized and appreciated so that they do not feel disheartened. 5. 2 CONCLUSION The conclusions are based on the gaps in the motivation theory, the assumptions on motivation and the motivation framework. The theories reviewed in this study have not eluded criticism. Indeed none of the theories were developed in Africa. Before they are acted upon therefore their relevance should be evaluated and integrated into the local organizational circumstances. Managers (supervisors) often assume that it is difficult to motivate people and that motivated workers perform better contributing to achieve organizational goals. This study has indicated that (work achievement) is a fundamental ingredient in the motivation recipe. The question of whether work achievement should be number one motivator to achieve job satisfaction has remained complex. Jobs that provide a sense of achievement and recognition may be satisfying to some individuals, as the survey results have indicated, because there is a sense of achievement when they accomplish goals set by themselves or management. However others may ot find it satisfying as compared to salary or company policy. Motivating workers is critical to the organizations success but it is an enigmatic concept. This study has not provided specific answers given the complexity and the multi-facetted nature of motivation. Instead job satisfaction guidelines have been developed and murky areas highlighted to tri gger an innovative approach towards managing job satisfaction and motivation issues. 5. 3 RECOMMENDATIONS The points discussed indicates that debates on whether or not work achievement is a motivator are not yet resolved. Infact this study will instead set the debate in motion. In the discussion work achievement was the number one satisfier contributing 30%. For work achievement to ensure job satisfaction, certain conditions must be met: According to Frederick Hertzberg, business should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are: Job Enrichment-the design of jobs so that they contain a greater number of motivators which involves workers being given a wider range of more complex, interesting and challenging tasks surrounding a complete unit of work. This should give a greater sense of work achievement. The statistics of the responses given by the employees makes it significantly clear that motivation goes beyond work achievement to achieve job satisfaction. Many put significant premium on the work itself, recognition, advancement, salary, company policy among other needs. Managers must therefore make conscious efforts to understand the needs of employees at any point in time and meet them appropriately and not only rely on work achievement as the sole tool for job satisfaction. If the above conditions are fulfilled, then, work achievement can be used as a motivational tool for achieving job satisfaction and even competitive advantage. However, as already noted above some conditions are difficult to fulfill. On the otherhand,45% of respondents chose lack of recognition as the factor that gave them job dissatisfaction or dissatisfier. Dissatisfiers essentially describe the environment and serve primarily to prevent job dissatisfaction. This means that the workers at SSNIT feel their work is not appreciated or recognized. Workers want to be recognized whether a note or praise, for example a manager saying ‘good idea’, well done and was in the form of appreciation, positive feedback, positive compliments and admiration. The management of SSNIT should ensure that the contributions made by employees is recognized and appreciated and it will go a long way to achieve job satisfaction and competitive advantage. Skilled and motivated workforce can be a source of competitive advantage in today’s ever dynamic and turbulent business environment. 5. 4 TO FUTURE RESEARCHERS The findings in this research revealed a significant tradeoff between work achievement and other factors regarding those factors that gave them satisfaction. We recommend that subsequent research on this topic critically examines the rate of this tradeoff between work achievement and the other factors. And perhaps researchers may dare to exclude work achievement from the factors in subsequent studies in order to fairly examine the strengths of other factors against each other to achieve job satisfaction among employees.