How to Amend the Constitutionâ€About the Process

Amending the Constitution was never meant to be simple. Although thousands of amendments have been discussed since the original document was approved in 1788, there are now only 27 amendments in the Constitution. Though its framers knew the Constitution would have to be amended, they also knew it should never be amended frivolously or haphazardly. Clearly, their process for amending the Constitution has succeeded in meeting that goal. Constitutional amendments are intended to improve, correct, or otherwise revise the original document. The framers knew it would be impossible for the Constitution they were writing to address every situation that might come along. Ratified in December 1791, the first 10 amendments—The Bill of Rights—list and vow to protect certain rights and freedoms granted to the American people and speak to the demands of the Anti-Federalists among the Founding Fathers by limiting the power of the national government. Ratified 201 years later, in May 1992, the most recent amendment—the 27th Amendment—prohibited members of Congress from raising their own salaries.   Two Methods Article V of the Constitution itself establishes the two ways in which it may be amended: The Congress, whenever two thirds of both Houses shall deem it necessary, shall propose Amendments to this Constitution, or, on the Application of the Legislatures of two thirds of the several States, shall call a Convention for proposing Amendments, which, in either Case, shall be valid to all Intents and Purposes, as Part of this Constitution, when ratified by the Legislatures of three fourths of the several States, or by Conventions in three fourths thereof, as the one or the other Mode of Ratification may be proposed by the Congress; Provided that no Amendment which may be made prior to the Year One thousand eight hundred and eight shall in any Manner affect the first and fourth Clauses in the Ninth Section of the first Article; and that no State, without its Consent, shall be deprived of its equal Suffrage in the Senate. In simple terms, Article V prescribes that amendments may be proposed either by the U.S. Congress or by a constitutional convention when and if demanded by two-thirds of the legislatures of the states. Method 1: Congress Proposes an Amendment An amendment to the Constitution may be proposed by any member of the House of Representatives or the Senate and will be considered under the standard legislative process in the form of a joint resolution. In addition, as ensured by the First Amendment, all American citizens are free to petition Congress or their state legislatures to amend the Constitution. To be approved, the amending resolution must be passed by a two-thirds supermajority vote in both the House and the Senate. Given no official role in the amendment process by Article V, the president of the United States is not required to sign or otherwise approve the amending resolution. Presidents, however, typically express their opinion of proposed amendments and may attempt to persuade Congress to vote for or against them. States Ratify the Amendment If approved by Congress, the proposed amendment is sent to the governors of all 50 states for their approval, called â€Å"ratification.† Congress will have specified one of two ways by which the states should consider ratification: The governor submits the amendment to the state legislature for its consideration; orThe governor convenes a state ratifying convention. If the amendment is ratified by three-fourths (currently 38) of the state legislatures or ratifying conventions, it becomes part of the Constitution. Congress has passed six amendments that never received ratification by the states. The most recent was to give full voting rights to the District of Columbia, which expired unratified in 1985. Resurrecting ERA? Clearly, this method of amending the Constitution can be lengthy and time-consuming.  However, the U.S. Supreme Court has stated that ratification must be completed within â€Å"some reasonable time after the proposal.† Beginning with the 18th Amendment granting women the right to vote, it has been customary for Congress to set a maximum time period for ratification. This is why many have felt the Equal Rights Amendment (ERA) is dead, even though it now needs only one more state to ratify it to achieve the required 38 states. The ERA was passed by Congress in 1972, and 35 states had ratified it by its extended deadline of 1985. However, in 2017 and 2018, two more states ratified it, concerned about the constitutionality of setting those deadlines. An effort in Virginia to become the 38th state to ratify the ERA failed by a single vote in February 2019. Pundits expected a battle to ensue in Congress over whether to accept the late ratifications had Virginia succeeded. Method 2: The States Demand a Constitutional Convention Under the second method of amending the Constitution prescribed by Article V, if two-thirds (currently 34) of the state legislatures vote to demand it, Congress is required to convene a full constitutional convention. Just as in the Constitutional Convention of 1787, delegates from every state would attend this so-called â€Å"Article V Convention† for the purpose of proposing one or more amendments. Though this more momentous method has never been used, the number of states voting to demand a constitutional amending convention has come close to the required two-thirds on several occasions. The mere threat of being forced to surrender its control of the constitutional amendment process to the states has often prompted Congress to preemptively propose amendments itself. Although not specifically mentioned in the document, there are five unofficial yet legal ways of changing the Constitution  used more often—and sometimes even more controversially—than the Article V amendment process. These include legislation, presidential actions, federal court rulings, actions of the political parties, and simple custom. Can Amendments Be Repealed? Any existing constitutional amendment can be repealed but only by the ratification of another amendment. Because repealing amendments must be proposed and ratified by one of the same two methods of regular amendments, they are very rare. In the history of the United States, only one constitutional amendment has been repealed. In 1933, the 21st Amendment repealed the 18th Amendment—better known as â€Å"prohibition†Ã¢â‚¬â€banning the manufacture and sale of alcohol in the United States. Though neither has ever come close to happening, two other amendments have been the subject of repeal discussion over the years: the 16th Amendment establishing the federal income tax and the 22nd Amendment limiting the president to serving only two terms. Most recently, the Second Amendment has come under critical scrutiny. In his opinion piece appearing in The New York Times on March 27, 2018, former Supreme Court Justice John Paul Stevens controversially called for the repeal of the Bill of Rights amendment, which guarantees â€Å"the right of the people to keep and bear Arms, shall not be infringed.† Stevens argued that it would give more power to peoples desire to stop gun violence than the National Rifle Association. Sources The Constitutional Amendment Process The U.S. National Archives and Records Administration. November 17, 2015.Huckabee, David C. Ratification of Amendments to the U.S. ConstitutionCongressional Research Service reports. Washington D.C.: Congressional Research Service, The Library of Congress.Neale, Thomas H. The Article V Convention to Propose Constitutional Amendments: Contemporary Issues for CongressCongressional Research Service.

Effect And Relationship Between Agenda Setting And News...

Abstract This study examined the effects and relationship between agenda setting and news framing having significate weight within newspaper articles on portraying Australian political issues. The media content analysis is based on findings from news articles within the Courier Mail over a period of four weeks using journalistic, communication and theoretical explanations. The main question is the effects and relationship between agenda setting and news framing within newspaper articles. The study seemed to show framing was different over the period. However, the study indicates that any differences in framing and agenda setting are not related and that news articles remained slightly removed from a direct stance on key Australian political issues. Introduction Understanding how print media is formulated is critical, exceptionally as print serves as a primary source of retrieving information. Identifying the key relationships between such formations and how information is presented to the public as well as the interactions and engagement of conveying such messages has influence relating to government legislation and public perceptions towards Australia’s political spectrum. The following analyses’ aim is to provide an in-depth understanding of defying agenda setting and news framing by researching methodological and theoretical conventions and their effects within shaping Australian political issues, as Hocking describes media â€Å"as important players in anyShow MoreRelatedThe Concepts Of Agenda Setting And Framing1620 Words   |  7 PagesThe concepts of agenda setting and framing are widespread and prevalent within mass media and in everyday forms of life. 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By examining narrative, semiotics, framing, agenda setting and gate keeping, we will develop a better understanding of how media has shaped our culture, value, and ideas. In a society dominated by constant access to media, our view ofRead MoreMedia and Politics: Agenda Setting and Framing Essay examples863 Words   |  4 Pagesinfluenced public perception of political figures, issues, and institutions? Through agenda setting and framing, media has the power to set the agenda for political discussion by providing public attention to political figures, issues, and institutions. In addition, the media can frame political agendas by influencing public perception and interpretation. (Ginsberg, Lowi Weir, 1999) Agenda Setting and Framing Political Figures and Candidates In campaigning, media coverage plays a large roleRead More Media And Politics: Agenda Setting And Framing Essay871 Words   |  4 Pagesinfluenced public perception of political figures, issues, and institutions? 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Motivation Essay

Question: Write an Essay on Motivation. Answer: Introduction It is believed that the overall productivity of employees depends on the motivation level of employees. Therefore, it is important that the organizations should develop a culture where employees can work with high productivity levels. The Maslow hierarchy suggests that people can have different needs and likewise the motivation factors could also differ for different employees. The organizational leaders should be able to realize the motivation drivers for employees at different levels. It is correctly said that employees are an organizations best assets and without motivated employees, organizations cannot achieve their overall objectives. The objective of this paper is to analyze and discuss the impact of motivation on organizational effectiveness. Analysis It would be correct to say that communication and leadership play an enormous role in keeping employees motivated and this does affect productivity. As relayed in the textbook, Daft (2013) explains not only does effective communication lead to better bottom-line results, but also managers spend 80 percent of the day in communication with others. It is up to the manager to know what method of communication will offer the clearest understanding. The manager is also responsible for engaging the team and providing a strategic vision that motivates them. By asking questions and seeking clarity managers can not only build trust and critical thinking skills, but they can also get people to accept responsibility for solving problems (Daft, 2013). In recent times, organizations and leaders have realized that it is still easy to manage the team in a local region or small company. Motivating virtual teams is a difficult challenge because every team member has responsibilities but not all team members are invested as others this leaves the members that are truly invested in the team willing to go the extra to pick up any slack. By rotating responsibility for planning and setting goals individuals become more invested in the team. Different approaches work on different people. It is important that a leader must be firm and have conviction, but also flexible to adjust to different situations and personalities. A leader should have many tools at his disposal and pull out the appropriate tool at the appropriate time. The foundation of the leadership is built on relationships between the leaders and the subordinates (Dion, 2012). These relationships are two-way streets with mutual respect and communication that is open and honest; thi s helps establish strong ties between the leader and the subordinates. Virtual teams can optimize their work together by learning how to use a variety of electronic communication media strategically. In an organizational setting, motivation of employees would also depend on the abilities of leaders to keep employees motivated. In recent times, leaders have started to focus on value-based leadership to keep employees motivated. According to Trevio, Brown, and Hartman (2003), it is critical for leaders to have deeply instilled values and beliefs in order to mold organizational culture where employees can have high productivity levels. However, in addition to strong individualized codes of ethics, leaders must utilize an effective communication strategy and rewards system to promote ethical culture among organizational members. Leaders develop context for personnel within the organizational structure by communicating a clear, concise vision of expectations (Schneider, Ehrhart, Macey, 2013). Value based leadership enables leaders to effectively cultivate ethical organizational cultures. Value focused leadership corrects many of the potentially detrimental effects of high-paced commu nication and technology by bringing valued focus to organizational culture and empowering organizations to take ethically correct courses of action even when it would be more profitable to do otherwise (Mody Mody, 2012). It is believed that there has to be some type of structure within an organization and the leadership to enhance the motivating moral of the employees. The leader and manager must believe in his or her team they just as the team has to have their backs he must have theirs. It is believed that this is the path to take to building motivation between within a team, which brings on innovation. In an organizational setting, employees can work with high motivation level only when employees are involved in the organizational planning, stage. Planning would involve more of a management role such as metrics, numbers and graphs. However the leadership and innovation role is just as important. Using innovation to create the necessary motivation to get staff to work to a goal is important (Reidenbach Robin, 2013). This is where leadership and innovation come into play. A leader must be able to understand what makes his/her team go and then be able to execute the plan to achieve that goal. Being able to connect with employees helps to earn employees respect and foster good working relationships. Creating new ways to get to know employees and getting employees to know one another and work better together are innovative ideas to help increase morale and potentially the collaboration from the team members.It is important to keep employees motivated so that they can give their best to the job. When they (employees) are motivated on a personal level, they seem to work harder and are more readily adaptable to change and innovations throughout the business. Plucknette (2014) identifies it is important to engage and motivate them to help achieve personal and business goals, as that is something my organization also teaches. Practicing conscious capitalism is the idea of motivating employees from the inside and naturally developing, the difference being that a corporation looks with in for its decision and motivation of their ethical practices, instead of being pushed to make ethical decision based on external action and therefore being reactive to situations (Legaula, 2012). It is important for organizations and leaders to keep employees motivated so that organization can achieve its goals and objectives. The impact on an organizations management tactics while applying ethics from conscious capitalism is that the management tactics start to impact employees on all levels, customers and society as it drives value, shows that corporations are interdependent and an ever changing system (Legaula, 2012). The impact on these manager tactics is development, training, outlook and decision-making, which can them lead employees to further success within an organization (Legaula, 2012). Conclusion With the above discussion it can be said that motivating the employees and engaging them is most effective when it is done consistently, and not just in times of change. It can be said that the motivation level of employees has a direct impact on organizational effectiveness. The employees can work with 100% commitment and dedication only when they are motivates enough. Therefore, motivation of the employees is a direct driver of organizational productivity. It can be said that organization is the combination of employees and the performance of the organization depends on the individual performance of employees. Therefore, it is important that the employees should be motivated enough to work with high productivity levels. The organization would be able to achieve its short-term and long-term plans only when it has got a consistent support from employees and it can happen only when employees remain motivated towards their job and responsibilities in the organization. References Daft, R. L. (2013). Management (11th ed.). Mason, OH: South-Western Cengage Learning. Dion, M., 2012. Are ethical theories relevant for ethical leadership?.Leadership Organization Development Journal,33(1), pp.4-24. Legault, M.(2012) Conscious Capitalism: Leaders and Organizations with a World View.Integral Leadership Review. 12(2), p1-9 Plucknette, D. (2014). 4 differences between managers and leaders. Plant Engineering, 68(10), 16-18. Mody, M., Mody, M. (2012). Value based leadership and organizational effectiveness.EXCEL International Journal of Multidisciplinary Management Studies,2(12), 216-219. Schneider, B., Ehrhart, M. G., Macey, W. H. (2013). Organizational climate and culture.Annual Review of Psychology,64(1), 361-388. Trevio, L. K., Brown, M., Hartman, L. P. (2003). A qualitative investigation of perceived executive ethical leadership: Perceptions from inside and outside the executive suite.Human Relations,56(1), 5-37. Reidenbach, R.E. and Robin, D.P., 2013. Some Initial Steps Toward Improving the Measurement of Ethical Evaluations of Marketing Activities. InCitation Classics from the Journal of Business Ethics(pp. 315-328). Springer Netherlands.

Motivation Essay

Question: Write an Essay on Motivation. Answer: Introduction It is believed that the overall productivity of employees depends on the motivation level of employees. Therefore, it is important that the organizations should develop a culture where employees can work with high productivity levels. The Maslow hierarchy suggests that people can have different needs and likewise the motivation factors could also differ for different employees. The organizational leaders should be able to realize the motivation drivers for employees at different levels. It is correctly said that employees are an organizations best assets and without motivated employees, organizations cannot achieve their overall objectives. The objective of this paper is to analyze and discuss the impact of motivation on organizational effectiveness. Analysis It would be correct to say that communication and leadership play an enormous role in keeping employees motivated and this does affect productivity. As relayed in the textbook, Daft (2013) explains not only does effective communication lead to better bottom-line results, but also managers spend 80 percent of the day in communication with others. It is up to the manager to know what method of communication will offer the clearest understanding. The manager is also responsible for engaging the team and providing a strategic vision that motivates them. By asking questions and seeking clarity managers can not only build trust and critical thinking skills, but they can also get people to accept responsibility for solving problems (Daft, 2013). In recent times, organizations and leaders have realized that it is still easy to manage the team in a local region or small company. Motivating virtual teams is a difficult challenge because every team member has responsibilities but not all team members are invested as others this leaves the members that are truly invested in the team willing to go the extra to pick up any slack. By rotating responsibility for planning and setting goals individuals become more invested in the team. Different approaches work on different people. It is important that a leader must be firm and have conviction, but also flexible to adjust to different situations and personalities. A leader should have many tools at his disposal and pull out the appropriate tool at the appropriate time. The foundation of the leadership is built on relationships between the leaders and the subordinates (Dion, 2012). These relationships are two-way streets with mutual respect and communication that is open and honest; thi s helps establish strong ties between the leader and the subordinates. Virtual teams can optimize their work together by learning how to use a variety of electronic communication media strategically. In an organizational setting, motivation of employees would also depend on the abilities of leaders to keep employees motivated. In recent times, leaders have started to focus on value-based leadership to keep employees motivated. According to Trevio, Brown, and Hartman (2003), it is critical for leaders to have deeply instilled values and beliefs in order to mold organizational culture where employees can have high productivity levels. However, in addition to strong individualized codes of ethics, leaders must utilize an effective communication strategy and rewards system to promote ethical culture among organizational members. Leaders develop context for personnel within the organizational structure by communicating a clear, concise vision of expectations (Schneider, Ehrhart, Macey, 2013). Value based leadership enables leaders to effectively cultivate ethical organizational cultures. Value focused leadership corrects many of the potentially detrimental effects of high-paced commu nication and technology by bringing valued focus to organizational culture and empowering organizations to take ethically correct courses of action even when it would be more profitable to do otherwise (Mody Mody, 2012). It is believed that there has to be some type of structure within an organization and the leadership to enhance the motivating moral of the employees. The leader and manager must believe in his or her team they just as the team has to have their backs he must have theirs. It is believed that this is the path to take to building motivation between within a team, which brings on innovation. In an organizational setting, employees can work with high motivation level only when employees are involved in the organizational planning, stage. Planning would involve more of a management role such as metrics, numbers and graphs. However the leadership and innovation role is just as important. Using innovation to create the necessary motivation to get staff to work to a goal is important (Reidenbach Robin, 2013). This is where leadership and innovation come into play. A leader must be able to understand what makes his/her team go and then be able to execute the plan to achieve that goal. Being able to connect with employees helps to earn employees respect and foster good working relationships. Creating new ways to get to know employees and getting employees to know one another and work better together are innovative ideas to help increase morale and potentially the collaboration from the team members.It is important to keep employees motivated so that they can give their best to the job. When they (employees) are motivated on a personal level, they seem to work harder and are more readily adaptable to change and innovations throughout the business. Plucknette (2014) identifies it is important to engage and motivate them to help achieve personal and business goals, as that is something my organization also teaches. Practicing conscious capitalism is the idea of motivating employees from the inside and naturally developing, the difference being that a corporation looks with in for its decision and motivation of their ethical practices, instead of being pushed to make ethical decision based on external action and therefore being reactive to situations (Legaula, 2012). It is important for organizations and leaders to keep employees motivated so that organization can achieve its goals and objectives. The impact on an organizations management tactics while applying ethics from conscious capitalism is that the management tactics start to impact employees on all levels, customers and society as it drives value, shows that corporations are interdependent and an ever changing system (Legaula, 2012). The impact on these manager tactics is development, training, outlook and decision-making, which can them lead employees to further success within an organization (Legaula, 2012). Conclusion With the above discussion it can be said that motivating the employees and engaging them is most effective when it is done consistently, and not just in times of change. It can be said that the motivation level of employees has a direct impact on organizational effectiveness. The employees can work with 100% commitment and dedication only when they are motivates enough. Therefore, motivation of the employees is a direct driver of organizational productivity. It can be said that organization is the combination of employees and the performance of the organization depends on the individual performance of employees. Therefore, it is important that the employees should be motivated enough to work with high productivity levels. The organization would be able to achieve its short-term and long-term plans only when it has got a consistent support from employees and it can happen only when employees remain motivated towards their job and responsibilities in the organization. References Daft, R. L. (2013). Management (11th ed.). Mason, OH: South-Western Cengage Learning. Dion, M., 2012. Are ethical theories relevant for ethical leadership?.Leadership Organization Development Journal,33(1), pp.4-24. Legault, M.(2012) Conscious Capitalism: Leaders and Organizations with a World View.Integral Leadership Review. 12(2), p1-9 Plucknette, D. (2014). 4 differences between managers and leaders. Plant Engineering, 68(10), 16-18. Mody, M., Mody, M. (2012). Value based leadership and organizational effectiveness.EXCEL International Journal of Multidisciplinary Management Studies,2(12), 216-219. Schneider, B., Ehrhart, M. G., Macey, W. H. (2013). Organizational climate and culture.Annual Review of Psychology,64(1), 361-388. Trevio, L. K., Brown, M., Hartman, L. P. (2003). A qualitative investigation of perceived executive ethical leadership: Perceptions from inside and outside the executive suite.Human Relations,56(1), 5-37. Reidenbach, R.E. and Robin, D.P., 2013. Some Initial Steps Toward Improving the Measurement of Ethical Evaluations of Marketing Activities. InCitation Classics from the Journal of Business Ethics(pp. 315-328). Springer Netherlands.

Motivation Essay

Question: Write an Essay on Motivation. Answer: Introduction It is believed that the overall productivity of employees depends on the motivation level of employees. Therefore, it is important that the organizations should develop a culture where employees can work with high productivity levels. The Maslow hierarchy suggests that people can have different needs and likewise the motivation factors could also differ for different employees. The organizational leaders should be able to realize the motivation drivers for employees at different levels. It is correctly said that employees are an organizations best assets and without motivated employees, organizations cannot achieve their overall objectives. The objective of this paper is to analyze and discuss the impact of motivation on organizational effectiveness. Analysis It would be correct to say that communication and leadership play an enormous role in keeping employees motivated and this does affect productivity. As relayed in the textbook, Daft (2013) explains not only does effective communication lead to better bottom-line results, but also managers spend 80 percent of the day in communication with others. It is up to the manager to know what method of communication will offer the clearest understanding. The manager is also responsible for engaging the team and providing a strategic vision that motivates them. By asking questions and seeking clarity managers can not only build trust and critical thinking skills, but they can also get people to accept responsibility for solving problems (Daft, 2013). In recent times, organizations and leaders have realized that it is still easy to manage the team in a local region or small company. Motivating virtual teams is a difficult challenge because every team member has responsibilities but not all team members are invested as others this leaves the members that are truly invested in the team willing to go the extra to pick up any slack. By rotating responsibility for planning and setting goals individuals become more invested in the team. Different approaches work on different people. It is important that a leader must be firm and have conviction, but also flexible to adjust to different situations and personalities. A leader should have many tools at his disposal and pull out the appropriate tool at the appropriate time. The foundation of the leadership is built on relationships between the leaders and the subordinates (Dion, 2012). These relationships are two-way streets with mutual respect and communication that is open and honest; thi s helps establish strong ties between the leader and the subordinates. Virtual teams can optimize their work together by learning how to use a variety of electronic communication media strategically. In an organizational setting, motivation of employees would also depend on the abilities of leaders to keep employees motivated. In recent times, leaders have started to focus on value-based leadership to keep employees motivated. According to Trevio, Brown, and Hartman (2003), it is critical for leaders to have deeply instilled values and beliefs in order to mold organizational culture where employees can have high productivity levels. However, in addition to strong individualized codes of ethics, leaders must utilize an effective communication strategy and rewards system to promote ethical culture among organizational members. Leaders develop context for personnel within the organizational structure by communicating a clear, concise vision of expectations (Schneider, Ehrhart, Macey, 2013). Value based leadership enables leaders to effectively cultivate ethical organizational cultures. Value focused leadership corrects many of the potentially detrimental effects of high-paced commu nication and technology by bringing valued focus to organizational culture and empowering organizations to take ethically correct courses of action even when it would be more profitable to do otherwise (Mody Mody, 2012). It is believed that there has to be some type of structure within an organization and the leadership to enhance the motivating moral of the employees. The leader and manager must believe in his or her team they just as the team has to have their backs he must have theirs. It is believed that this is the path to take to building motivation between within a team, which brings on innovation. In an organizational setting, employees can work with high motivation level only when employees are involved in the organizational planning, stage. Planning would involve more of a management role such as metrics, numbers and graphs. However the leadership and innovation role is just as important. Using innovation to create the necessary motivation to get staff to work to a goal is important (Reidenbach Robin, 2013). This is where leadership and innovation come into play. A leader must be able to understand what makes his/her team go and then be able to execute the plan to achieve that goal. Being able to connect with employees helps to earn employees respect and foster good working relationships. Creating new ways to get to know employees and getting employees to know one another and work better together are innovative ideas to help increase morale and potentially the collaboration from the team members.It is important to keep employees motivated so that they can give their best to the job. When they (employees) are motivated on a personal level, they seem to work harder and are more readily adaptable to change and innovations throughout the business. Plucknette (2014) identifies it is important to engage and motivate them to help achieve personal and business goals, as that is something my organization also teaches. Practicing conscious capitalism is the idea of motivating employees from the inside and naturally developing, the difference being that a corporation looks with in for its decision and motivation of their ethical practices, instead of being pushed to make ethical decision based on external action and therefore being reactive to situations (Legaula, 2012). It is important for organizations and leaders to keep employees motivated so that organization can achieve its goals and objectives. The impact on an organizations management tactics while applying ethics from conscious capitalism is that the management tactics start to impact employees on all levels, customers and society as it drives value, shows that corporations are interdependent and an ever changing system (Legaula, 2012). The impact on these manager tactics is development, training, outlook and decision-making, which can them lead employees to further success within an organization (Legaula, 2012). Conclusion With the above discussion it can be said that motivating the employees and engaging them is most effective when it is done consistently, and not just in times of change. It can be said that the motivation level of employees has a direct impact on organizational effectiveness. The employees can work with 100% commitment and dedication only when they are motivates enough. Therefore, motivation of the employees is a direct driver of organizational productivity. It can be said that organization is the combination of employees and the performance of the organization depends on the individual performance of employees. Therefore, it is important that the employees should be motivated enough to work with high productivity levels. The organization would be able to achieve its short-term and long-term plans only when it has got a consistent support from employees and it can happen only when employees remain motivated towards their job and responsibilities in the organization. References Daft, R. L. (2013). Management (11th ed.). Mason, OH: South-Western Cengage Learning. Dion, M., 2012. Are ethical theories relevant for ethical leadership?.Leadership Organization Development Journal,33(1), pp.4-24. Legault, M.(2012) Conscious Capitalism: Leaders and Organizations with a World View.Integral Leadership Review. 12(2), p1-9 Plucknette, D. (2014). 4 differences between managers and leaders. Plant Engineering, 68(10), 16-18. Mody, M., Mody, M. (2012). Value based leadership and organizational effectiveness.EXCEL International Journal of Multidisciplinary Management Studies,2(12), 216-219. Schneider, B., Ehrhart, M. G., Macey, W. H. (2013). Organizational climate and culture.Annual Review of Psychology,64(1), 361-388. Trevio, L. K., Brown, M., Hartman, L. P. (2003). A qualitative investigation of perceived executive ethical leadership: Perceptions from inside and outside the executive suite.Human Relations,56(1), 5-37. Reidenbach, R.E. and Robin, D.P., 2013. Some Initial Steps Toward Improving the Measurement of Ethical Evaluations of Marketing Activities. InCitation Classics from the Journal of Business Ethics(pp. 315-328). Springer Netherlands.