Terms Every Aspiring Journalist Needs to Learn

Terms Every Aspiring Journalist Needs to Learn News coverage, similar to any calling, has its own arrangement of terms, its own dialect, that any working correspondent must know so as to comprehend what individuals are discussing in a newsroom and to help produce an incredible report. Here then are 10 terms that you should know. Lede The lede is the principal sentence of a hard-report; a brief rundown of the story’s central matter. Ledes ought to ordinarily be a solitary sentence or close to 35 to 40 words. The best ledes are ones that feature the most significant, newsworthy and intriguing parts of a report while forgetting about auxiliary subtleties that can be remembered later for the story.​ Modified Pyramid The modified pyramid is the model used to portray how a report is organized. It implies the heaviest or most significant news goes at the highest point of the story, and the lightest, or least significant, goes at the base. As you move from the top to the base of the story, the data introduced ought to progressively turn out to be less significant. That way, if an editorial manager needs to slice the story to make it fit a specific space, she can cut from the base without losing any indispensable data. Duplicate Duplicate just alludes to the substance of a news story. Consider it another word for content. So when we allude to a duplicate supervisor, were discussing somebody who alters reports. Beat A beat is a specific region or point that a journalist covers. On a normal nearby paper, youll have a variety of journalists who spread such beats as the police, courts, city lobby and educational committee. At bigger papers, beats can turn out to be considerably progressively particular. Papers like The New York Times have columnists who spread national security, the Supreme Court, cutting edge ventures and human services. Byline The byline is the name of the journalist who composes a report. Bylines are generally positioned toward the start of an article. Dateline The dateline is the city from which a report starts. This is normally positioned toward the beginning of the article, directly after the byline. On the off chance that a story has both a dateline and a byline, that for the most part shows that the journalist who composed the article was really in the city named in the dateline. Yet, on the off chance that a journalist is in, state, New York, and is expounding on an occasion in Chicago, he should pick between having a byline however no dateline, or bad habit versa.â Source A source is anybody you meet for a report. Much of the time, sources are on-the-record, which implies they are completely distinguished, by name and position, in the article for which they have been met. Mysterious source This is a source who wouldn't like to be recognized in a report. Editors for the most part disapprove of utilizing unknown sources since they are less believable than on-the-record sources, yet in some cases mysterious sources are vital. Attribution Attribution implies telling perusers where the data in a report originates from. This is significant in light of the fact that columnists dont consistently have firsthand access to all the data required for a story; they should depend on sources, for example, police, investigators or different authorities for data. AP Style This alludes to Associated Press Style, which is the normalized configuration and use for composing news duplicate. AP Style is trailed by most U.S. papers and sites. You can learn AP Style for the AP Stylebook.

FBT Stands Fringe Benefits

Question: Talk about the FBT Stands for Fringe Benefits. Answer: Presentation: This is a duty case identified with FBT. FBT represents Fringe benefits. It is the significant piece of business. It assists with drawing in quality staffs to the business. When an organization chooses to give incidental advantage charge, the organization ought to know about the tax assessment suggestion in the hands of the organization (S 32.20). The accompanying advantages are principally considered as incidental advantage; The advantages as far as giving; Vehicle Costs identified with vehicle administrations like upkeep, fuel, and escort. Vehicle leaving office Low intrigue credit Diversion costs Installment or repayment of individual use (S 32.25). Al most all business related types of gear are that are given to the worker in the proper way of his work and utilized by the representative for the official reason then the advantages are not to be considered as FBT. There is some gear and defensive dressing which is being utilized by the worker corresponding to his work isn't considered as incidental advantages. The rundown of incidental advantages is permitted to be treated as special case and henceforth the accompanying costs are not charged under FBT; Telephones, tablets, workstations, GPS route PC programming Folder case Different things utilized in the administration only2. The duel use things are considered as FBT. When the organization chooses to give those advantages to the worker that can be either utilized for business related reason and for individual reasons those advantages pull in FBT like; Utilization of vehicle for the private reason Offering representative the limited advance Paying for the rec center enrollment Diversion tickets For this situation study these elements which are identified with FBT is seen; Here for this situation Mary Jackson, an advertising expert was moved to Brisbane on 10 February 2016. The organization given her following advantages; Move for furniture $4000 Amusement remittance $5000 PC $2400 and cell phone $800 Home Telephone $330, half utilized for individual reason An organization vehicle esteemed $30,000 A stipend for proficient membership $1500 Low intrigue advance of $500,000 utilized for buying property Here, the assessment obligation of Mary Jackson incorporates her compensation and diversion stipends. The amusement stipend is fixed recompense paid to her and included with pay. In this manner this remittance can't be considered as incidental advantage (S 32.20). Duty Liability of Mary Jackson Compensation $120,000 Include: Diversion stipend $5,000 Proficient Subscription $1,500 All out Salary $126,500 Duty Liability on Salary $18,201 $37,000 @19% $3,572 $37,001 $80,000 @32.5% $13,975 $80,001 $126,500 @ 37% $17,205 All out Tax Liability $34,751 FBT in the hand of Elite Retail Phone 165 Low Interest Free credit 500000 (Benchmark enthusiasm during the period is 5.65%) Enthusiasm as per benchmark rate @5.65% 28250 Less: Actual Interest paid @4% 20000 Advantage 8250 Complete Fringe advantage 8415 FBT @49% 4123.35 It is to be comprehended that Laptop esteemed $2400 and cell phone of $800 is utilized for the official reason and it additionally under the exclusion of FBT standards. The vehicle esteemed $30,000 gave to the representative is to authentic reasons. Thusly this advantage won't be considered as incidental advantage. The lower intrigue credit is anyway is to be viewed as incidental advantage by the sum lower intrigue paid. Here the case is identified with calculation of capital addition. It is only the contrast between the cost of the advantage and at the cost at which the benefit is arranged off. When the assessee pays the capital increase charge, it is considered as the typical annual duty, however it is alluded as CGT. On the off chance that the assessee makes capital misfortune, it can't modify it against ordinary salary or misfortune, it must be dealt with independently. The assessee has the choice to convey forward the capital misfortune in the following expense year. It might be balanced against the capital addition in the following year (S 100.10). The majority of the individual resources are not secured under capital increase charge. The benefits like home, vehicle and other individual resources can't be considered as the capital resources. CGT is likewise not relevant for deteriorating resources. The capital increase earned in other piece of the world will be available in the hand of an Australian occupant. The finding out of private status is significant in this respect5. There are two techniques that can be utilized to learn capital addition, one is indexation strategy and another is rebate technique. Indexation advantage will be given to those benefits procured before 21September 1999. The shopper value list (CPI) is utilized for the indexation. Indexation is basically used to expand the cost base of the asset4 (S 100.20) As per the rebate technique for estimation of capital increase charge, the duty risk of the benefits under capital addition will be diminished by half. This is a significant part of estimation of capital increase charge count. The significant factor that should be considered in the assessment count is the date of responsibility for resource (S 100. 30). Here for this situation Scott bought a square of land on 1980 in Brisbane. He built a house for $60000 and property was leased from that point forward. The capital increase and the capital misfortune can be determined dependent on markdown technique. The rebate strategy for computation is better for people and it spares cost. Capital Gain Tax indexation Deal cost $800,000 Less: Recorded expense of land $225,417 CPI 30 Sept 1986 43.2 CPI 31 March 2016 108.2 Less: Indexed cost of development $150,278 Capital Gain $424,306 Capital Gain Tax Discount Deal cost $800,000 Less: Cost of land $90,000 Less: cost of development $60,000 Capital Gain $650,000 Capital increase would be diminished by half $325,000 The rebate technique for the figuring would be increasingly satisfactory to Scott. Regardless of whether the property was moved to his little girl at lower cost, it would be treated as the capital increase. The market estimation of the advantage must be determined and afterward the capital addition charge must be determined as needs be. The assessment computation will be same as Scott sold the property at $800,000. Thusly he needed to pay same capital increase charge regardless of whether he had moved the resource for his little girl at $200,000. References: Australian Taxation Office, Types of incidental advantages (25 September 2016) https://www.ato.gov.au/General/incidental advantages charge (fbt)/kinds of-incidental advantages/ Australian Taxation Office, FBT exceptions and concessions (25 September 2016) https://www.ato.gov.au/General/Fringe-benefits-charge (FBT)/FBT-exclusions and-concessions/ Australian Taxation Office, Work-related things absolved from FBT (25 September 2016) https://www.ato.gov.au/General/incidental advantages charge (fbt)/do-you-have to-pay-fbt-/business related things excluded from-fbt/ Australian Taxation Office, Capital additions charge (25 September 2016) https://www.ato.gov.au/General/Capital-gains-charge/ Australian Taxation Office, Working out your capital addition (25 September 2016) https://www.ato.gov.au/General/Capital-gains-charge/Working-out-your-capital-increase or-misfortune/Working-out-your-capital-gain/ Australian Taxation Office, The indexation strategy for ascertaining your capital addition (25 September 2016) https://www.ato.gov.au/General/Capital-gains-charge/In-detail/Calculating-a-capital-increase or-misfortune/The-indexation-technique for computing your-capital-gain/ Australian Taxation Office, Why do you need a market valuation? (25 September 2016) https://www.ato.gov.au/General/Capital-gains-charge/In-detail/Real-domain/Transferring-land to-family-or-companions/?page=3

Individual Reflective Journal on Group †Myassignmenthelp.com

Question: 1. What has been your experience of gathering/collaboration? What positive/negative angles you confronted? - Please give answer to this one. 2. How did your gathering decide? What worked and what didnt? How might it be improved? - With this inquiry you can discuss how we met over Skype and had conversations and afterward designated assignments because of qualities and reasonableness. Answer: It is constantly said two heads are superior to one, filling in as a group brings about better dynamic and thinking of the best choices which couldn't have acknowledged when functioning as a person. Filling in as a group has numerous preferences, and one can likewise become familiar with a great deal as you get the chance to cooperate with individuals from various social foundations, characters, and characters. Working or directing a gathering work is additionally done by meeting truly or working on the web, over the web stages. Our group was comprised of three individuals examining on the web, so we utilized Skype to talk about. There is an encounter you obtain when functioning as a gathering or group. Gathering/cooperation requires managing or working with people of various, character, perspectives, singularity, and now and again of differed social foundation. Working with individuals from various nations or social foundation is experimental yet in addition tumultuous; this is because of the distinctive degree of comprehension and the social contrasts among the gathering or the colleagues. It requires great correspondence and comprehension. Toward the start of the work, all can be seen simple however as the work gets extraordinary, and somewhat perplexing, it gets riotous as everybody begins to show their character types and eagerness starts setting in, this is where you begin knowing each other better and comprehension gets in. The key thing in a gathering or collaboration is seeing every others character, character, perspectives and social foundation. This cooperation, despite the fact that for scholastic purposes, has prepared me numerous impacts, collaborating with people of various culture and nature, an exciting information, however, now and again, it very well may be unpleasant. It is acceptable that I am experiencing this at this period since, it will be of much assistance later in the later days when I will be working in an in various nation outside my homeland with various individuals from different nations, with an alternate customs and of an alternate character. A portion of the positive viewpoints we experienced as a gathering incorporate, Sense of Ownership, Teamwork or gathering work urge colleagues to feel glad for their commitments to the gathering and feel satisfied. Chipping away at accomplishing groups objectives permits colleagues to feel they own the group/gathering. It makes commitment, prompting trust among colleagues. Advances Healthy Risk-Taking, taking a shot at a venture alone will most likely not permit you to thoroughly consider of the container (Hanna Nooy, 2009). On the off chance that the venture turns out badly, you assume the entire fault. While you may not get full acknowledgment for an effective group venture, working with others as a group the obligation regarding a bombed task is shared among them. One learns Conflict Resolution Skills when struggle emerges in collaboration circumstances; colleagues are compelled to determine the contentions by their own other than going to others (Alle-Corliss Alle-Corliss, 2009). Encountering compromise direct is an aptitude that gathering/colleagues can use to turn out to be efficient people there after. Filling in as a group additionally manufactures Trust among bunch mates, inclining toward others assembles trust, and gathering work sets up solid connection with colleagues. Undertakings not being finished by the cutoff time, this is experienced when might be a part presents their doled out work late as we did over mail. At the point when the gathering experiences issues in beginning, this emerges when the group doesn't have a group chief who can guide the gathering on what to do or begin with (Atkins, Stockham, Phillips Atkins, 2011). Thoughts not completely talked about as a group, colleagues contribute focuses yet neglect to expound more on the point to draw out the necessary significance, or the individuals present thoughts shallowly deserting high focuses this might be on the grounds that we examined on the web, absence of physical contact. A few individuals contribute less, different individuals from the gathering moonlight trip in the gathering. Incapable correspondence, when the group chief requires a gathering and not many individuals turn up, implies there is insufficient correspondence among the individuals. The chief should ensure that every single part gets the message (Capuzzi, Gross Stauffer, 2010). The contention between colleagues. Individuals have various characters; others are too enthusiastic that a little misjudging among the colleagues brings about a contention which in any case could resolve among them. Tyrannical characters. Equivalent open doors ought to be given to every individual from the gathering with the goal that everyone can contribute similarly to the group to keep away from different individuals commanding the gathering (Alessi, 2013). In our gathering, we settled on choices through the accompanying techniques; First, Decision made by the force without a gathering conversation. The pioneer of the group settling on all the choices without talking with bunch individuals. Also, Decision by a specialist. Choosing a specialist from the group and let that person settle on the choice thinking about their method of mastery (McLean, 2010). Thirdly, Decision by averaging people's feelings, this is finished by independently asking each colleague his/her supposition and normal the outcomes. Fourth, Decision made by the authority after gathering conversation, the gathering or the group makes thoughts and has conversations, however the gathering chief settles on an official conclusion (Hanna Nooy, 2009). The group chief assembles a conference, for our situation, the gathering head made calls and presents the issue, tunes in to the conversation from the group, and declares her/his choice over Skype. Fifth, Decision by a minority, a minority of the group, not exactly 50% of the group, settle on the choice, on account of our gathering one part would do as such as we were just three individuals (Pat, 2013). 6th, Decision by greater part, the choice is examined until the greater part of the colleagues settle on the choice, in our gathering two individuals fit the bill to do as such (Heck, 2009). Seventh, Decision by accord, all individuals from the gathering talk and being tuned in to, and all the choices set up. To have a functioning gathering or collaboration the accompanying ought to be improved or done; For the situation of trouble to begin during a gathering or cooperation, it could be useful to get an opportunity for all partners to present themselves by name. Broaden a shared comprehension of the obligation by conceptualizing. Ensure each offshoot is allowed to talk and decide. Concoct a calendar and furthermore a timetable. Prescribe one part to go about as the pioneer of the group (Alyce, 2012). Trade names and contacts. Concur on employments and errands for each gathering part. End Filling in as a group or having a gathering work is critical as the group consistently concocts the best choices at any point when contrasted with working exclusively. The most magnificent choice portrayed as a choice that (a) would not have thought of by somebody working alone, (b) a wide-going answer for a condition, (c) made from each partner, additionally (d) communicates the gathering objective for the goals c. References McLean, R. J. (2010). Cooperation: Forging joins between genuineness, responsibility and victory. Camberwell, Vic.: Penguin. Alyce Cornyn-Selby (2012). Whatever happened to cooperation?: new gander at the group idea. Neal Fisher - Beynch Press Pub. Top of Form Base of Form Top of Form Base of Form Human Resource Development (2010) Team Work 20 Steps to Success Pat Williams (2013).The enchantment of collaboration. Thomas Nelson Publishers. Capuzzi, D., Gross, D. R., Stauffer, M. D. (2010). Gathering work. Denver: Love Pub. Alle-Corliss, L., Alle-Corliss, R. (2009). Gathering work: A handy manual for creating bunches in organization settings. Hoboken, NJ: Wiley. Atkins, J., Stockham, J., Phillips, M., Atkins, J. (2011). Cooperating. Cheltenham: Nelson Thornes. Hell, T. (2009). Pipe tape teambuilding games: 50 fun exercises to enable your group to stick together. Asheville, NC: Life Coach. Hanna, B. E. Nooy, J. D. (2009). Learning language and culture by means of open Internet conversation discussions. Basingstoke: Palgrave Macmillan. Alessi, L. (2013). Collaborating: A handbook for the multi-age study hall. Mt. Waverley, Vic.: Dellasta.a

World Emoji Day 😃

   It was late in the evening on July 17, and I was mindlessly scrolling through my news feed on my tablet when a small blurb caught my eye. It was World Emoji Day. Since when did the world begin to celebrate emojis? I wondered. Although I frequently sprinkle the little pictures in my own texts, I had never stopped to ponder what statement they actually make about modern communication. Until then, that is. Musing on the increasing frequency of emojis and other visual formats in our digital conversations, I realized they are an indicator of our increasing reliance upon visual media to tell stories. Beginning with the arrival of â€Å"movies† and television around a century ago, our society has flirted more and more with reliance upon visual stimuli to communicate ideas.Through it all, though, the printed word still stood in a position of prominence and uniqueness by creating visual pictures in the reader’s mind solely with words. Now that emojis have arrived on the scene, that line is becoming more and more blurred. I continued to ponder. Vocabularies are shrinking more and more these days. There are many articles written about the phenomenon, and one doesn’t have to look too far to discover some of the reasons why. It is endemic of a society that is heavily dependent upon digital media. All of our shortened â€Å"text-speak† and emoji sharing has cost us as a society. Words are disappearing. Adjectives and adverbs are especially affected by it. How thankful I am that IEW exists in a world where â€Å"text-speak† reigns! Because of the years I have invested in educating my children in the art of style insertion, they have a legacy of rich vocabulary in their possession. Even better, they use it! This legacy will continue to richly bless them as they move from high school to college and into their career paths. It will enrich their scholastic and pleasure reading. It will enliven their conversations. It will empower their writing. I will continue to use emojis. After all, they are a lot of fun and can communicate tone effectively in a brief text, but I will also continue to share my love of language and vocabulary through IEW in my home and my classes. And in doing so, I will feel a bit like the child who stuck her finger in the dike to stem the flood. It is a tremendous comfort to me to know that I am not alone in my efforts and that I am joined by so many others who also utilize IEW in their homes and schools. Let’s stem that tide together!    Jennifer Mauser  has always loved reading and writing and received a B.A. in English from the University of Kansas in 1991. Once she and her husband had children, they decided to homeschool, and she put all her training to use in the home. In addition to homeschooling her children, Jennifer teaches IEW classes out of her home, coaches budding writers via  email,  and tutors students who struggle with dyslexia.

Film, Nancy Ghertner, And Each Of The Five Immigrant

After I Pick the Fruit records the lives of five immigrant farmworker women, only two of them are documented over approximately a ten-year span. This film shows the development of several friendships made between the filmmaker, Nancy Ghertner, and each of the five immigrant farmworker women. This documentary illustrates the struggle these women go through to satisfy their roles as workers, as well as wives and mothers. As the filmmaker learned more about these women, she made it her goal to raise awareness in the United States about the cost of having fresh produce at their grocery store. Nancy also made me look at what is found at the dining halls on campus, and how they got there. One impactful theme conveyed in After I Pick the Fruit†¦show more content†¦Another trend is also illustrated in this film is the cheap labor force of these immigrant workers. Thus, this trend depicted in this film resembling the trends found in domestic work. Since these women are misrepresented in politics, small programs within the U.S. must create awareness for these low wages. For instance, one worker stated that she was paid $.28 per tree, making it way below what the average American would make doing the same job. Another theme is illegal immigration. During the Bush Administration, there was a major post-9/11 crackdown on illegal immigration, which was pivotal and shown in this film. Although this film represents an increase regulation, it still had the same impact deregulation had during the Reagan Administration by hindering the success of the poor in foreign countries. There were a series of raids, depicted in this film, by Immigration and Customs Enforcement (ICE) agents to attempt to crackdown on illegal immigration. These raids affected more than just these women immigrants; it also affected their families, other farmers, and residents near Sodus, NY. One attempt to crackdown on illegal immigration that really moved me was when one woman learned that ICE detained her husband at their local grocery store during an early morning raid. In addition, this film documents the shocked reaction of a farmer, whose employee is detained at the corner of a coffee shop. These people are just trying

Corporate Social Responsibility in the Marketplace

In understanding the subject of social responsibility in business, there are many varying views and theories presented. The argument, at the extremes, is one that is purely economic in nature and the other that requires corporation’s responsibility to society. Today society demands social responsiveness of businesses in the marketplace. A businesses’ failure to act socially or ethically responsible, in some cases, could form the foundation for its own peril. My paper attempts to define social responsibility, discuss views and theories, and provide case examples where businesses respond to situations in the global marketplace. The argument that corporation’s responsibility to shareholders to maximize profits as a sole objective is no longer†¦show more content†¦This is the voice of the laisser-faire 1980s. Elaine Sternberg, a classicist advocate, who argues that there is a human rights case against Corporate Social Responsibility (CSR), which is that a st akeholder approach to management deprives shareholders of their property rights. She states that the objectives sought by conventional views of social responsibility are absurd. Not all aspects of CSR are guilty of this, however. Sternberg states that ordinary decency, honesty, and fairness are expected of any corporation† (Baker). â€Å"The corporate citizen theory argues that businesses have an obligation to do good for society (Cheeseman 160). Businesses have a duty to society to help solve problems that they did not cause. This theory aligns best with the socioeconomic view of social responsibility. â€Å"The socioeconomic view requires management’s responsibility to surpass making profits to include protecting and improving society’s welfare. This view sees that corporations are not independent entities, responsible only to stockholders. Corporations also have the responsibility to the larger society that endorses their creation through laws and regulation s and supports them by purchasing their products and services. Organizations are expected and encouraged to become involved socially, politically, and legally† (Robbins/Coulter 100-01). From the classic economic or maximizing profits view to theShow MoreRelatedLiving Up to Ethical and Social Responsibilities: The Case of Occidental Petroleum Corporation1394 Words   |  6 PagesLiving Up to Ethical and Social Responsibilities: The Case of Occidental Petroleum Corporation Introduction The recent assassination of a U.S. ambassador in Libya and the rampant anti-American sentiments being expressed in other parts of the world is proof positive that many American-based multinational are faced with a hostile operating environment that demands informed and timely responses. 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Critically Evaluate the Role of Leaders free essay sample

Critically evaluate the role of leaders and managers contributes to employee motivation and engagement within organisations Introduction As Anderson says (2010), organizational success not only requires project managers not only handle projects, but also lead employees. Managers and leaders must possess knowledge, skills, tools, and experiences therefore employees will to follow them. For organization, to gain and sustain employees can not only create value and high levels of performance, but also as the only vehicle through which an organizational goals are accomplished. More importantly, the best style of leaderships is more than one style; it depends on followers’ needs. As we know that management engages in the process of integrating work activities therefore people can complete work more efficient. According to Mullins (2005), management is a process with enables organizations to set and achieve objectives by planning organization amp; controlling their resources, including their resources, including gaining the commitment of their employee. The process of management involves sets of ongoing decisions and action in which managers engage as they plan, organize, lead and control. As Laurie (2005) says, management strives for high efficiency and high effectiveness. Management exists in different kinds of organization. Organization is more likely a tool used by people by coordinate their different actions to obtain something they desire to. In terms of Otara (2001), a good organization structure does not by itself produce good performance without leaders and mangers. Leaders and managers in organization need to know the main influences on behaviour in work organizations and the nature of the people. According to Otara (2011), managers and leaders in organization are entrusted with employees whom they must work with and through to realize organizational objectives. In organizations, perceptions of leaders, managers and employees shape the climate and effectiveness of the working environment. This paper firstly focus on the critical review the role of leadership and management in supporting employees’ motivation with relevant motivation theory, and then critical review how leaders and managers in achieving employee engagement today. The reason of leaders and mangers in motivating individuals In terms of the study of Robert (2001), a leader or a manager must first be motivated within in order to inspire others to action. A good leader and manager can motivate others can turn a difficult situation into a learning experience. In terms of motivating, Mullins (2005) has identified four common characteristics of motivation. First, motivation is typified as an individual phenomenon. This means that everyone is unique and all the major theories of motivation allow for this uniqueness to be demonstrated in one way or another. Second, motivation is usually as intentional, which means that motivation is assumed to be under the workers’ control and behaviours are influenced by motivation. Third, motivation is multifaceted and the fourth is that motivational theory is to predict behaviour. Motivation concerns action, and the internal and external forces which influence a person’s choice of action. Leadership in supporting individual motivation Leader is the people telling people do the right things and manager is the people who telling people do the things right. Mathis (2007) emphasizes that effective leaders build bridges, which means that a good leader not only connect past but also present future to employees. A good leader is always keeping employee performing at high levels in their work. Moreover, there are two important styles of leadership: transactional and transformational. Transformational is about leaders raise individual’s motivation, while transaction focuses on exchange between leaders and individuals.. Both of Caldwell, Truong, and Tuan (2011) have suggested that transformational leadership require leaders keep a commitment to motivate individuals to achieve excellence. In terms of Mathisen, Einarsen, and Mykletun (2010), leaders are treated as role models, who always requiring followers inspired by them. In this sense, leaders directly influence individual motivation through their behaviour, personality, encourage and discourage. Leaders can also indirectly influence individual motivation through building a favourable work climate. Management in motivating individuals According to Hindle (2008) emphasizes Fayol’s management theory includes planning, organizing, commanding, coordinating, and controlling. This approach differs from others since from the bottom up. Fayol starts with the most elemental units of activity, worker’s actions, and then to study the effects of their actions on productivity, discover new methods to make employees more efficient, and applied what he learns at lower levels to the hierarchy. Fayol also looked for management principles which could be applied to wider organizations. In terms of motivation, this paper focuses on Maslow’s hierarchy of needs model and Herzberg’s two-factor theory with relevance examples. In terms of Maslow’s theory, employee always wants more. This hierarchy of needs include five in total, which are physiological, safety, love, esteem, and self-actualization. Physiological comes from human nature. Safety likes working safety and security. Love refers to receive and give love. Esteem includes self-respect and esteem of others. Self-actualization needs are about development of person’s full potential. All these five needs display in a pyramid structure. After lower needs been achieved, leaders and managers need to transfer to focus on higher ones. Moreover, Maslow indicates that the hierarchy is not necessarily a fixed order and it relatively universal among different cultures. So there still exist some difficulties to relate this theory to real word. In terms of manager and leaders, they not only need to understand employees’ life during work, but also need an overview understanding of employees’ family and social life. Even so, different individual means that people may place different values on the same need, for example, motivation factors may not the same for people at the same level of needs. In terms of Herzberg’s two-factor theory, the hygiene factors are factors which causing working dissatisfaction. Hygiene factors connect to job environment. Dealing with hygiene factors is aiming to avoid dissatisfaction in work. Motivating factors relate to works. Hygiene factors associated with low needs of Maslow’s theory and motivators factors associated with high level of Maslow’s theory. For leaders and managers, they need give attention to the motivators or hygiene factors. Moreover, this theory suggests that if leaders and managers are ready to provide positive motivation, they need to pay attention to both of these two factors instead of one only. The requirements in leaders and managers in engaging employees In general, there are four phases in process of engagement. First, satisfaction with the job, employee who overall enjoys the job, satisfied with the terms and conditions. Second, employees energetic with jobs and strive to achieve personal goals more than team ones. Third, employees usually work well in teams. Final, employees contribute defending the organization. According to Yukl (2008), leadership is about setting a new direction for a group, while management is about directing and controlling according to established principles. In terms leaders and mangers, Otara (2011) has emphases that in general, leaders and managers are possessing three major skills within organizations, these four skills include vision, interpersonal skills, perception skills and technical skills. Moreover, Simanskene and Trarasevicius (2010) emphasize that without these four skills from employers, employees are likely to be low productivity in the whole engagement. Therefore if leaders and managers access to achieve engagement, it is necessary for them to possess all of these four skills. Non-core role engagement as a new solution Study of Trahant (2007) has argued employee engagement tends to be a leading indicator in working performance, especially in public sectors. The more engaged employee, the more effective the organization will be. However, the study of Welbourne (2007) has shown only 14 per cent to 30 per cent of employees are engaged at work today. In terms of leaders and manages in achieving employee engagement, many people may think that engagement means long-term commitment, marriage, and family. In 1980s, Japanese employers expected loyalty therefore offered lifetime employment to employees. But now, globalization has changed workforce and skilled employees are not willing overtime and extra effort. This leads to productivity decrease. In terms of Woodruffe (2006), many leaders and managers are outdated and simply thinking that employees would give good work performances just since company hires them. Actually, there are some non-financial factors which determine employees’ working place besides money factor. As Welbourne (2007) states, role-based performance model is a new option to provide employee engagement in the respect of behaviours. This model helps leaders and managers to identify types of behaviours needed from employees and the result of employee’s engagement in non-core job role would be new ideas today. The process of leaders and mangers in achieving engagement According to Welbourne (2007), in today’s employment market, employers concern on where they work since they may go somewhere else if they do not feel being developed. Therefore leaders and managers need to understand training and development to their employees, especially to talented employees. As mention before, in order to promote good environment in core and non-core roles, these following things are necessary for leaders and managers to do. First, leaders and managers need to be engaged first, this requires they need familiar with core and non-core roles. Second, leaders and managers need to how role of core and non-core roles help to support the organization’s strategy and plan, therefore can give correct and effective orders. Moreover, leaders and managers need to remove barriers to employee’s working between core and non-core roles. According to the role-based model, leadership education is necessary for employers to create an environment that core and non-core roles are treated as the same. Moreover, to engage employees in the right roles at the right time, leaders and managers can conduct assessments to understand the determinants of engagement. Oppositely, disengaged employees can costs as much as billions. Conclusion Towards to the leadership and management in motivating individuals within organization, transactional and transformational leadership styles are essential for leaders. In terms of managers, Maslow’s hierarchy of needs model, leaders and managers need to motivate their employees from physiological needs, safety needs, love needs, esteem needs, and self-actualization needs. In terms of Herzberg’s two-factor theories, leaders and managers need to motivate their employees from hygiene and motivating factors. General speaking, the hygiene factors equal to lower Maslow’s theory and motion factors equal to higher Maslow’s theory. Towards to the leaders and managers in contributing employee engagement, it has been argued that leaders and managers themselves are required to posse’s vision skills, interpersonal skills, and technical skills, and perception skills. After that, the role-based performance model provides useful ideas that employee’s engagement in non-core job role would be new ideas today. Leaders and managers not only need to close the gap between core and non-core job roles, but also need to conduct from a transformative leadership angle to achieve employee engagement and act as model roles. Engaging talented people needs to be a top organizational priority because they likely to find another organization if not feel satisfaction and sense of self-worth. More importantly, it is worth for leaders and mangers to distinguish the differences between engaging employees through helping them and simply want to give their best for the jobs.