Funeral Blues Essay

Funeral Blues â€Å"A METEOR FROM the universe of Wystan Hugh Auden flashed into the atmosphere of American culture in 1994 when â€Å"Funeral Blues,† a poem written in 1936, was recited in a eulogy scene in the movie Four Weddings and a Funeral. † (Johnson) Many people have wondered what it is like to lose someone they love; if one does not know the feeling they are very fortunate. Some people think that without that certain someone, their life will cease to exist. In W. H.Auden’s poem â€Å"Funeral Blues,† a woman loses her lover and cannot even imagine how she is going to get on with her life; she puts her deceased companion on a God-like pedestal; and she loves him so much that she believes that he is her whole world. In â€Å"Funeral Blues,† Auden makes the bitter attitude of the speaker toward the subject of death apparent to the readers through the use of symbols, imagery, and metaphor. In the first verse, the speaker states â€Å"stop all t he clocks, cut off the telephone†¦Ã¢â‚¬  (Auden Line 1).The clock being stopped may signify the fact the man who died has run out of time, or possibly to ask those who knew him to stop what they are doing and grieve. With the idea of the telephone being cut off, she wants to show the deceased the respect he deserves by honoring him with a moment of silence. In the second verse the speaker states, â€Å"let aeroplanes circle moaning overhead† (Auden 5). She uses this metaphor to reveal the pointlessness of her life. What is the point of planes flying in circles? They do not get anywhere flying in a circle. She is comparing the pointlessness of flying in circles to her life without her partner.The persona in the poem talks about her deceased partner as if he is on a God-like pedestal. The reader realizes just how important the deceased is to the speaker when reading the phrase â€Å"†¦He is Dead†. (Auden 6). The use of the capital letters displays the incredib ly close relationship between the two lovers. She talks about the aeroplanes scribbling sky messages, it is very doubtful that someone that is not in the limelight is going to have sky messages at their funeral that rarely happens at a celebrity funeral, let alone at a funeral of someone who is not in the limelight.To show the God-like significance, â€Å"He† is capitalized when she is talking about the writing in the sky. She also thinks that the funeral procession is going to be so long that they will need a police officer directing traffic. The persona in the poem continues to describe the intimacy between her and her lover, claiming that he was her â€Å"North, South, East, and West† (Auden 9). She has just realized that because of her companion’s death, along with everything else, her love has also come to an end.Like before, she commands the reader to carry out impossible tasks. â€Å"The stars are not wanted now: put out every one; Pack up the moon and d ismantle the sun† (Auden 13-14). She also begs for the oceans and forests to disappear. †Pour away the ocean and sweep up the wood. † (Auden 15) Without her lover, she feels like her life is meaningless. The speaker honestly believes that because of this tragic event, â€Å"†¦nothing now can ever come to any good. (Auden 16) She cannot picture her life without him, almost like she does not want to survive without him. W. H. Auden does not want one to find the meaning of the poem, but to feel the grief on how this person does not believe in living anymore since her loved one has passed away. It shows that she wants everything to stop and for everyone to feel what she’s feeling and mourn together with her. She put her lover on a God-like pedestal and thinks that he is just as important to everyone else like he is to her.Auden’s choice of words draws the reader into a greater understanding of the intensity and depth of feelings experienced upon the loss of a loved one. The symbolism used by the poet pulls us into the actual world of grief as the speaker searches for ways to mourn this passing. Works Cited Auden, W. H. â€Å"Funeral Blues. † Literature and the Writing Process. 9th Ed. McMahan, Elizabeth, et al. Upper Saddle River: Pearson, 2011. 614. Print. Johnson, Jeffrey. Christian Century 4 September 2007: 47-48. Academic Search Premier. Web. 26 February 2013.

Reasons of Accidents and the Ways of Reducing Accidents

CHAPTER 2 LITERATURE REVIEW 1. Definition of Total Quality Management (TQM) There are numerous, widespread, diverse and often fashionable initiatives that potentially help manufacturing organisations in implementing various best practices in operations management. Examples of these initiatives include total productive maintenance (TPM), total quality management (TQM), Kanban, 5S, six sigma, Kaizen and business process re-engineering (BPR) (Ashutosh Tiwari, 2007).These criteria is a success stories to implement in this initiatives and make everything is going well. Critical factor in the success of operations management projects is a fast but comprehensive analysis of the current practices or structure in the company (Ashutosh Tiwari, 2007). Table 2: Definition of Japanese Terms. Initiative |Core Ideas | |5S |Organisation and housekeeping (Hirano, 1996) | |TPM |Continuous improvement of equipment and processes (Campbell, 1995) | |TQM |Right first time (Oakland, 2003) | |Six sigma |Sy stematic and continuous improvement (Pande, 2001) | |JIT (Kanban) |Remove inventory buffers that prevent learning (Ono, 1988) | |Kaizen |Cost reduction through the elimination of waste (Imai, 1986) | |BPR |Reduction of complexity of workflow (Hammer, 2001) | Total Quality Management (TQM) has been accepted as a disciplined management process in industry in order to cope with the changes in marketplace and to focus on quality in both their products as well as their services (Venkatraman, 2007). While applying TQM philosophy to their organisations, some managers think that quality is driven by internal productivity programs or participative management programs which may deviate from their core business and customer focus resulting in cost overruns. But this is wrong perception by managers because with TQM all the process and product quality increasing and achieve â€Å"zero defect† purpose.However, quality cannot be inspected into an individual unit of the product after it has been made. The practice of inspecting products after they are made has, therefore, been replaced rapidly by the broader view that quality must be built into a product, from the design stage through all subsequent stages of manufacture and assembly. Because products are made by using several manufacturing processes, each of which can have significant variations in its performance even within a short period of time, the control of processes is a critical factor in product quality. Thus the objective should be to control processes not products. Quality has various meanings attached and the focus varies from one educational setting to another.Among the various elements of TQM, customer focus, process orientation and continuous improvements are the most common philosophies that have direct implications for teaching and learning in higher education (Venkatraman, 2007). The general definition of total quality management (TQM) as a philosophy that would enable an organisation consistently t o meet the needs of customers is accepted worldwide by manufacturing executives as a strategic concept for organisational survival. However, reaching the TQM destination is a continuing challenge for manufacturing executives (Nwabueze, An Industry Betrayed: the case of total quality management in manufacturing, 2011).Deming notes that everyone in the organisation from top to bottom, from office to technical services, from headquarters to local sites must be involved. He further suggested that people are the source of ideas and innovation, therefore, their expertise, experience, knowledge and sense of duty have to be harnessed to the benefit of the organisation (Nwabueze, An Industry Betrayed: the case of total quality management in manufacturing, 2011). Total quality management (TQM) principles and techniques are now a well accepted part of almost every manager's â€Å"tool kit’’ (Dow, 1999). Quality is to satisfy customers' requirements continuously; total quality is to achieve quality at low cost and TQM is to obtain total quality by involving everyone's daily commitment (W. H. Ip, 1999).Henderson gives a definition on TQM to include (Henderson, 1992): a) Total means: everyone in every function within the company accepts responsibility for the quality of his own output; b) Quality means: conformance to agreed customer requirements; and c) Management means: for any major business strategy, it is management led but with a strong involvement of employees. TQM has been described as a new model of thinking in business management, a comprehensive style to improve organizational performance and quality an alternative to the â€Å"management by control† and more recently, as a change of paradigm (Fco. Javier Llore? ns Montes, 2003).TQM is one of the numerous forms of management models or concepts that emerged and took form during the 1980s and 1990s, maybe even the most commonly used concept during this period. Management concept is not only th e toolkit for â€Å"trouble shooting† and improving organisation efficiency, but can also be seen as a symbol giving the organisations higher credibility. (Harnesk, 2007) Examination of the applicability of TQM concepts to product and service organisations suggests that there is evidence of greater ease of adoption, and more apparent success, within product based companies than with service based organisations, though there is no reason in principle why this should be so. A service organisation is as much dependant on satisfying its customers as a product company, if not more so.A service organisation such as an airline will be vulnerable to immediate customer dissatisfaction with such inadequacies of performance as lateness of arrival, off-handedness of staff and the disappearance of luggage. (Reavill, 1999) This sortie into the area of marketing mature products brings us back to the points flagged at the beginning of this paper, the small/ medium sized enterprises (SMEs), a nd the newly industrialised countries (NICs). With a mature product, a marketing strategy would be to increase the share of the current market, and to find new markets. (Reavill, New applications for TQM, 1999) There is also other development connected to TQM. TQM is a concept that has traditionally been connected to business life, commercial and industrial organizations for manufacturing and production.However, the domain of TQM is changing, and TQM has been applied also to public issues. Research has been conducted in the area of managing the third sector, such as non-profit organizations (Hudson, 1995; Lyons, 2001; Nutt and Backoff, 1992; Mertens, 1999). Reavill (1999) discusses the current status and possible future of TQM as a major management concept. Consequently, the different views of the evolution of TQM and the different views of the definitions of TQM generate problems both for those practitioners who are applying TQM, and for those theorists who are studying TQM. There are consequences when discussing the effectiveness, use and utility of TQM.The development of TQM implies new definitions, or modifications of existing definitions, for instance, the interpretation of the word customer. (Bjarne Bergquist, 2005) One of the main goals of a business is to stay in business and to be profitable to its owners. Other goals may be that the work environment should be good, that customers are satisfied, that the company has a good reputation and provides jobs. If the business is a loss, the other goals are of little value, as the business will go bankrupt. The big question for companies about to implement new strategies or working methods is thus often â€Å"Will it pay? † This is a difficult question to answer, but some have tried. Bjarne Bergquist, TQM and results as profit in commercial organizations, 2005) When studying the criticism against the use of TQM in the education sector, it seems that it can be divided into at least two different forms an d that the criticism emanates from different perspectives. One of these forms is the criticism of the transfer of concepts from one context to another. One example is the introduction of methods and adaptation to ways of thinking and values that were developed in goods producing companies. Another form of criticism is also connected to the transfer of TQM to a new area, but also based upon an ideological view. In this paper the use of TQM in educational organizations is seen as a part of an economization within the education area. Bjarne Bergquist, TQM in the educational sector, 2005) Increased customer sophistication and the globalization of business activities are forcing business organizations to re-engineer their cultures, operations and systems to support customer-focused and quality-driven competitive business strategies. Manufacturing organizations have successfully deployed total quality management (TQM) practices in support of strategic choices (Spitzer, 1993; Flynn et al. , 1995; Au and Choi, 1999; Tata and Prasad, 1998; Prajogo and Sohal, 2001; Powell, 1995). In this context, however, service organizations are still lagging behind their manufacturing counterparts in terms of their strategic commitment to TQM (Au and Choi, 1999; Dotzour and Lengnick-Hall, 1996; Sohal, 1994; Shortell et al. , 1995).The apparent reluctance of service organizations to utilize TQM based-strategies is alarming, especially in light of the increased significance of the service sector to national and global economies. (Mahmoud M. Yasin, 2004) [pic] Figure 1 A conceptual framework for TQM implementation and benefit in a service operational setting (Mahmoud M. Yasin, 2004) What is quality? There are various well-known definitions of quality. (Crosby, 1979) define quality as â€Å"conformance to requirement† while (Juran, 1980) define quality as â€Å"fitness for use†. Quality as â€Å"a predictable degree of uniformity and dependability at low cost and suited to the market† is more towards quality in operation (Deming, 1986).Many organisations found that the old definition of quality, â€Å"the degree of conformance to a standard†, was too narrow and consequently have started to use a new definition of quality in terms of â€Å"customer focus†. It is reported that many companies had initially concentrated all their efforts on improving internal processes with little or no regard for the relationships between those processes and the organization’s ultimate customers. This failure to include the customer focus had resulted in companies struggling hard to survive and resorting to fire-fighting situations. (Fincher, 1994) describe how quality perspectives have evolved in higher education over the years by going through a shift from experience to technique to style and finally to process.Quality as overall is to achieve customer needs and demand where must start in the beginning process of manufacturing to meet the re quirement and fit with the machine capability to get the quality output and of course should meet the standard of conformance. Quality has a variety of meanings and it range of meanings that will confusing each individual’s perception of quality but the important things is to achieve customer needs and satisfaction. Quality also as a key attribute that customers use to evaluate products and services which has emerged as a vital point of management focus in many parts of the world. The emergence of quality as a top priority in many corporate entities is primarily due to the globalisation of world trade and the competitive pressure brought about by the escalating demands of consumers, who want better products and services (Zairi, 2001).Quality is the increased awareness of senior executives, who have begun recognising that quality is a key strategic issue and an important focus for all levels of the organisation (Crosby P. , 2001). The implication of Dr Weller's action suggest that the chief executive's attitude to TQM must be â€Å"hands on† (Nwabueze, 2001). Because our attitudes greatly influence people around us, management's attitude tells employees what is expected of them and what they can get away with. On the basis of my analysis, a new model of leadership requirements for TQM in healthcare is proposed, can see Figure 1. (Nwabueze, Chief executives  ± hear thyselves: leadership requirements for 5-S/TQM implementation in healthcare, 2001) [pic] Figure 1: Model of leadership requirements for TQM in healthcare. Nwabueze, Chief executives  ± hear thyselves: leadership requirements for 5-S/TQM implementation in healthcare, 2001) Works Cited Ashutosh Tiwari, C. T. (2007). A framework for implementing cost and quality practices within manufacturing. Journal of Manufacturing Technology Managemen , 732. Bjarne Bergquist, M. F. (2005). TQM: terrific quality marvel or tragic quality malpractice? , 311. Bjarne Bergquist, M. F. (2005). TQM and resu lts as profit in commercial organizations. TQM: terrific quality marvel or tragic quality malpractice? , 312. Campbell, J. (1995). Uptime: Strategies for Excellence in Maintenance Management (Step-by-step Approach to TPM Implementation). Productivity Press Inc. , 733. Crosby, P. (2001).Let's Talk Quality: 96 Questions that You Always Wanted to Ask Phil Crosby. International Journal of Quality & Reliability Management , 290. Crosby, P. (1979). Quality Is Free. McGraw-Hill , 94. Deming, W. (1986). Out of Crisis. Cambridge University Press , 94. Dow, D. S. (1999). Exploring the myth: Do all quality management practices contribute to superior quality performance. Production and Operations Management , 25. Fco. Javier Llore? ns Montes, A. V. (2003). Factors affecting the relationship between total quality management and organizational performance. International Journal of Quality & Reliability Management , 189. Fincher, C. (1994).Quality and diversity: the mystique of process. Institute of Higher Education , 94. Hammer, M. a. (2001). Reengineering the Corporation: A Manifesto for Business Revolution. HarperBusiness , 733. Harnesk, R. (2007). Management concepts and models. TQM: an act of balance between contradictions , 532. Henderson, G. (1992). The First Bank to Win a British Award. Quality Forum , 315. Hirano, H. (1996). 5S for Operators: 5 Pillars of the Visual Workplace (for your Organization! ). Productivity Press Inc. , 733. Imai, M. (1986). Kaizen: The Key to Japan’s Competitive Success. McGraw-Hill , 733. Juran, J. a. (1980). Quality Planning and Analysis. McGraw-Hill , 94.Nwabueze, U. (2011). An Industry Betrayed: the case of total quality management in manufacturing. The TQM Magazine , 400. Nwabueze, U. (2001). Chief executives  ± hear thyselves: leadership requirements for 5-S/TQM implementation in healthcare. Managerial Auditing Journal , 407. Nwabueze, U. (2001). Chief executives  ± hear thyselves: leadership requirements for 5-S/TQM implem entation in healthcare. Managerial Auditing Journal , 409. Oakland, J. (2003). TQM: Text with Cases. Butterworth-Heinemann , 733. Ono, T. a. (1988). Toyota Production System: Beyond Large-scale Production. Productivity Press Inc. , 733. Pande, P. a. (2001). What is Six Sigma?McGraw-Hill , 733. Reavill, L. R. (1999). New applications for TQM. What is the future direction of TQM development? , 296. Reavill, L. R. (1999). TQM, an established management. What is the future direction of TQM development? , 292 -293. Venkatraman, S. (2007). A framework for implementing TQM in higher education programs. Quality Assurance in Education , 93. W. H. Ip, K. C. (1999). Enhancing Manufacturing Information Management Through TQM. Logistics Information Management , 315. Zairi, T. T. (2001). A proposed model of TQM implementation based on an empirical study of Malaysian industry. International Journal of Quality & Reliability Management , 289.

Evolution of strategy Coursework Example | Topics and Well Written Essays - 750 words

Evolution of strategy - Coursework Example 36). It also involves the creation of a plan that details the actions, which need to be undertaken in order to achieve the organizations goals. The plan will act as the road map that outlines the actions of the organization, which must be undertaken for its objectives to be met. Planning is therefore an important function in management as it seeks to ensure that the organizations goals and objectives are implemented. This function is not restricted to the management of organizations only, as it also proves beneficial in the management of different aspects of an individual’s life. Explored below are concepts linked to management in relation to my pursuit of my academic diploma. Planning as a function necessitates the identification of detailed objectives. Goal setting is a complex process, and requires the individual or organization to set SMART objectives. SMART goals are specific in nature, measurable, realistic, and attainable within a specific timeframe. The latter is of importance in my pursuit of the Management diploma, as it helps me distinguish between short and long-term goals. For example, successfully completing this semester’s coursework is my short-term goal, which will in turn help me accomplish my long-term goal; graduating with my diploma. Planning enables me to structure my reading schedule based on the immediacy of my goals. John Locke the seventieth century philosopher was of the opinion that those who have been charged with the responsibility of managing are bound by a â€Å"social contract† since the many have given up rights and privileges in order to let them lead (Yolton, 1998, pp. 191-7). The same concept applies in management planning where management decisions when ‘in developing systems for your people (employees) to use you are touching lives† (Belke & McCormick, 2012, p. 225). Based on Locke’s supposition, I am accountable for managing my

Assessment of the child with complex needs Essay

Assessment of the child with complex needs - Essay Example Overall I feel that despite the set of abilities which the pupil demonstrates, she needs a holistic communication system that aims at making use of all the senses to support her communication, understanding and education. In addition to the diagnoses, reports dated 11.11.2010, 9.9.12.2010, 10.3.2011 by a multi-agency team based at Great Ormond Street Hospital for Children indicate that Pupil Z’s abnormalities in development impact on her motor development, and her visual and cognitive processing that support communication and learning. For example, the cerebral palsy affects her ability to control her body, head and eye movement, and this further impacts her learning and cognitive development. Due to the complexity of her needs she now attends a special school which caters for children with sensory impairments and learning difficulties. Aiming to determine the Pupil Z’s functional vision available for communication and education, led me to a review of literature and con cepts relating to assessment of learners who present significant difficulties for researchers. Addressing the issue of the heterogeneity of deaf-blind / multi-sensory impaired population was essential in selecting an assessment approach to assess functional vision for my pupil (Robson 1993 & 2002). ... There is literature relating directly to assessing vision for learners with multiply disabilities based on systematic investigation. However, I have chosen ‘Vision for Doing’ model designed by Stuart Aitken and Marianna Buultjens (1992) as this approach allows me to assess Pupil Z’s functional vision in the context of multiple disabilities. The strengths and limitations of this particular assessment model have been evaluated below. I observed Pupil Z over three weeks participating in group and one-to-one activities with different people. I noted time of the day; places (classroom, sensory room) and positioning (wheelchair, standing frame) to learn about how she uses her vision for learning. I felt that observations of Pupil Z during routine activities / tasks would be the most effective method of collecting data as it would give me first hand evidence of Pupil Z’s visual abilities. I also felt that well established routine activities will motivate her to us e her vision and try to communicate her responses more. SECTION 3 OBSERVING THE PUPIL Z Pupil Z likes / dislikes Activities: Likes / dislikes Number of observers: 1 Positioning: Pupil Z was observed in a quiet, distraction-free area as well as the busy classroom at a time of the day when she was alert and displaying neutral and communicative behaviors. She was positioned in her wheelchair / stander, 19.7 inch from the screen. Listening / watching to a story / song on the plasma screen: â€Å"We are going on a bear hunt† â€Å"Incy Wincy spider† Observations: During three weeks of observation of Pupil Z despite showing pockets of abilities, she was not consistent in her responses to these activates. We have observed mixed responses to both activities,

Problem Solving Essay Example | Topics and Well Written Essays - 1500 words

Problem Solving - Essay Example Because service quality depends on the kind of police officers, appropriate recruitment and selection is inevitable. This paper explores problems in recruitment of police using different problem solving techniques and suggest possible ways of improving the recruitment process. This technique involves disintegrating main problems into sub-problems. When dealing with complicated problems, individuals usually have the tendency to work swiftly at given points and drag in some. Smaller problems are usually easier to tackle because the underlying solution paths are usually few. This problem-solving technique is particularly useful for popular problems. For instance, in the police force, a problem of inefficiency in service delivery can be broken down into lack of diversity and improper selection and recruitment process, which can then be handled effectively in accordance with set sub-goals. This technique is usually common with individuals working in groups. It involves suggesting a wide pool of possible solutions and integrating the suggested solutions until an optimum alternative is obtained. This strategy involves putting many alternative solutions under test until the most appropriate one is obtained. The problem solver tries different possible solutions until the right solution is found. This strategy emphasizes that the problem solver should progress toward his goal. The main feature of this problem-solving technique is that a course leading to goal state. The strategy is however, frail because the right path usually winds about and far from the goal state prior to eventually returning to it. In making a decision to ensure effective recruitment process in the police with central focus on recruiting from different ethnic backgrounds, the main problem is how many recruits should be taken from different ethnic communities to constitute a perfect diverse police force. Including more recruits from minority communities

A number of different background factors have been seen to affect Essay

A number of different background factors have been seen to affect successful performance in Higher Education (HE). Identify one - Essay Example Age of students is yet another factor which has been found to be highly correlated with students’ performance in undergrad programs (Barrow et al., 2009). In the context of institutions whose population is skewed towards mature adult students, there is a strong linkage between the percentage of mature students and their non-completion percentages (Barrow et al., 2009). The main reason for this the diversity of entry routes employed by these students when they enroll into an undergrad program (Barrow et al., 2009). Interestingly, mature strata of students are found to have achieved better grades than their non-mature counterparts. Similarly, the relationship of socio-economic class and ethnicity with entry route also presumes much importance in research literature (Barrow et al., 2009). This is attributed to lower standards of pre entry qualifications of ethnic minorities, particularly those from overseas. There is, however, a large section of this relationship that remains une xplained. Perhaps, one of the most significant factors affecting higher education is gender. Research demonstrates that a larger percentage of female undergraduate students successfully achieve ‘good’ degrees (either a first or a II: i) compared to their male counterparts (Barrow et al., 2009).

Business plan Essay Example | Topics and Well Written Essays - 1750 words - 3

Business plan - Essay Example a leading bank in the United Kingdom which offers start-up loans to the tune of  £ 25000.00 for young self-employed people who intend to start a business. We have applied for the same and are eligible for the loan. We shall be using these funds for initial start-up expense as well as carrying out day-to-day expenses. This loan will be for the period of 1 year after which we intend to request the bank for an overdraft facility1 (HSBC.co.uk, 2013) I like to believe that I’ve reached a stage where I can’t let ANYTHING outside my own self responsible for my negative states. Nothing in the external environment is 100% negative. Every situation, however bad, has it’s lessons n gifts. It’s up to me to make use of any circumstance in a beneficial way We are under negotiations for the purchase of a commercial property located at 12, Regent Street, Leeds, LS6 (RIGHTMOVE.co.uk, 2013). This property will cost us  £ 4,50,000. We intend to carry out further renovation and interiors to the tune of  £ 2,50,000. The property is located is front-facing to the main road leading to Headingley Stadium and has immense potential for a restaurant business. Ensure the building is classified under class A3 category which involves use of sale of food or drink for consumption on the premises (UK Statutory Instrument 1987 No. 764, Town & Country Planning Order 1987). Agusto’s is planned to be a casual restaurant-cum-lounge targeting the varied class of people staying in Leeds. Leeds also happens to be a student city; From our research we found that people aged between 17 to 25 visits a restaurant every weekend. One of our main objectives is to provide nutritiously high-value meal at a comparatively low cost. Marketing Budget: We intend to allocate about 2 % of the start-up cost for the purpose of marketing. We mostly intend to depend on word-of-mouth publicity. We will be spending most of our budget on print media and discount coupons. We intend to do our advertising in the

Business Communication Personal Statement Example | Topics and Well Written Essays - 250 words

Business Communication - Personal Statement Example During my working hours I always try to avoid a flashy set-up with little gist or track record. Moreover, I have a good service record all along. I completed every task within deadline. For extra work to improve my knowledge, I aimed to visit different offices of my company. I always search best strategies for raising productivity of my organization. So in this search I discovered that how to manage my good position in organization. I have gone through company's manuals and in my opinion by getting raise position in my job can be helpful to fulfil my future planning. Every person has certain problems and issues in life. It is not significant of how gigantic magnitude these problems are; but the thing counts and matters is the capability to overcome these and resolve in a positive and satisfactory way. I always focused on my daily life and its other mundane aspects. This bid will enable me to explore more aspects of my being and the issues attached with it, known and hitherto unknown. The reason I am looking raise at my job is for the sole reason that I am dedicated to my work and tasks. Moreover, there is a lack of employees whom are dedicated to their work. As a practitioner such issues might well come up in my job. If I am awarded a raise at my job then I can be prepared to help other employees in my chosen area of practice.

DISCUSSION QUESTION RESPONSE Essay Example | Topics and Well Written Essays - 250 words - 24

DISCUSSION QUESTION RESPONSE - Essay Example On the other hand, technology has brought negative effects. Technology is slowly eroding our moral values due to availability of explicit content to the unintended users. The business world has experienced drastic changes over the years. I agree with you that videoconferencing has greatly improved communication in business. It has made business transactions to be more effective and efficient. Perhaps the most important improvement is on cost effectiveness. While it takes a lot of time and hundreds of dollars to travel across the globe for business meetings, web conferencing has made business operations more cost effective. However, we also need to question about the challenges brought by these technologies in modern business. For instance, what were some of the challenges that you faced during your internet meetings? What if there was internet breakdown? What about interception of sensitive information communicated over the internet? (Carroll and Buchholtz 348) Both sides of the coin need to be

Leadership and Management Styles Essay Example | Topics and Well Written Essays - 750 words

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Risk Factors That Increase Stress in Modern Day Adolescents Essay Example for Free

Risk Factors That Increase Stress in Modern Day Adolescents Essay Adolescence is a time of growth and development. It is a transitional stage between the dependency of childhood and independency of adulthood. Thus, it is not surprising that adolescence is noted to be a juncture of high distress. Risk factors and causes of stress in adolescence must be determined first and foremost, so that appropriate coping strategies can be developed to deal with this issue. Stress is defined as conditions or events that test a persons psychological capacity to adjust or respond to these circumstances (Garcia, 2009). The conditions, in which a person determines as stressful, vary depending on the individual. Adolescents experience of stress can be perceived as intolerable, due to their lack of knowledge and understanding of how to appropriately deal with their distress (George van der Berg 2011). Byrne and Mazanov (2002) established seven areas that predispose adolescents to increased stress levels. These include school, family relationships, future prospects and peer interactions (Byrne Mazanov 2002). Negative family interactions have been found to be the most compelling stressors for adolescents (McNamara 2000, pg 39). Unstable family structure, parental disagreements and inadequate child care can have a detrimental effect on an adolescents well being (Menaghan 2010). As adolescents are still developing physically and mentally, the requirement of a constant and secure home life is especially beneficial to their growth into adulthood. Most family related stressors can be classified as trivial or minor disagreements between an adolescent and parent (McNamara 2000 pg 40). When these discrepancies escalate into severe conflicts, the resultant adolescent is more inclined to have doubt in their self-worth, and depleted confidence in their ability to achieve, therefore losing all motivation to accomplish goals (McNamara 2000 pg 42). This in turn can predispose the adolescent to stress related conditions such as depression and self destruction (George van der Berg 2011). Peer relationships can be the most influential aspect on an adolescents  decision making process (McNamara 2000, pg 41). The need to fit in and feel validated by their peers can cause great distress, which can have a colossal effect on choices an adolescent makes. Peer pressure, bullying and fear of rejection are a few of the many social issues, youths face on a daily basis through school and social activities, such as youth groups and sporting events. The resources that they have access to, can either enhance their well being or cause an adolescent a great deal stress. Preconditions, such as negative family/home situations and genetic predisposition to mental illness, can increase development of problem behaviour in teens (McNamara 2000, pg 54). Poor self perception and lack of self esteem can make it difficult for an adolescent to build rapport with other peers, leading to anti-social and self-harm tendencies. Although peer interactions can manipulate an adolescents way of thinking or choices they make, lack of peer relationships can lead to depressive or aggressive attitudes (George van der Berg 2011). The burdens of school attainment includes future uncertainty with career and further education prospects, and current stressors such as the need to achieve good grades to accomplish these goals, and exam pressures (George van der Berg 2011). Added parental pressure to achieve high marks can also cause negative performance anxieties, due to the adolescents uncontrollable desire to please their parents scholastic achievement dreams of them. Competition between peers to achieve good grades for acceptance into reputable tertiary intuitions, can furthermore add to the distress caused on teenagers through education and peer rivalry (McNamara 2000). Constructive and supportive learning environments can be beneficial to an adolescents growth and development. This can support an overall higher achievement rate and feeling of satisfaction in student, teacher and parent (McNamara 2000). Research into adolescent stress has increased considerably over the past twenty years. With the ever advancing development of new technologies, Byrne and Mazanov (2002) concluded that their study into psychosocial factors that increase stress in adolescents must be modified and adjusted to suit the specific era. For example, twenty years ago issues with cyber bullying were  nonexistent. With this knowledge it is important to be aware of any new possible causes of stress in adolescents, and adapt the stress measuring apparatuses and questionnaires as required. Outlining the specific areas that youths find the most distressing, can assist adolescent professionals and parents alike to be able to recognise and treat the symptoms of stress before it gets out of control. It is important to acknowledge that stress and the ability to be able to adapt to different situations is not always a negative experience. From examining numerous case studies and experimental questionnaires on adolescent stress, I have been able to determine that there are three main significant areas that all adolescents find cause anguish in their lives. These factors are schooling, friendships and parent/child relationships. If these areas are controlled in a compassionate and understanding environment, there is greater chance of those adolescents developing appropriate coping strategies that they can continue to use into adulthood.

Case Studies of GSK

Case Studies of GSK Chapter 10 CASE STUDY 1 (GSK) Observations GSK has pursued a greenfield venture as its entry strategy in Singapore. The firm has decided to spend 190 million to build a new plant. The reasons stated for its choice of Singapore are availability of highly educated employees, sound economy and provision of government incentives. GSK plans to expand the firms operations further. There are intentions to construct a 1st of its kind RD plant at its Global Manufacturing Supply location in Jurong. Discussions Analysis The Singapore government intends to make the republic a biomedical hub. It is known that many people from Asia come into Singapore to seek medical help from our doctors. Gsk see an opportunity for profits by complementing the various medical facilities in Singapore. Asia is rising to become a global powerhouse in the biotechnology industry, with its rapidly-expanding market and enormous talent base. As a leading biomedical hub in Asia, Singapore administers entry to world-class scientific and clinical excellence, superior networks to key regional markets as well as strategic alliance connections with research institutes, corporate labs and public hospitals. In addition, as part of an ongoing effort to develop talent and leadership in Singapore, GSK is creating a $30 million endowment fund to nurture talents in the fields of green manufacturing and public health policy. The Singapore Economic Development Board (EBD) will add to the fund by a further $20 million. Singapore with its extensive infrastructure and skilled human resource is viewed by GSK as an export centre to world markets. By concentrating production of vaccines and medical supplies in one location, GSK can achieve location economies thus minimising costs. Singapore as a member of ASEAN could prove to be very useful to the firm as it set up its distribution networks across other ASEAN countries. With governments of ASEAN advocating economic integration, tariffs reductions as well as more flexible foreign direct investment policies, GSK can reduce time and money associated with burecracy and distribute its products more conveniently to neighbouring countries. Singapore possess a excellent port, coupled with extensive air freight services, products of GSK can be delivered.

Overview Of Domestic Violence Criminology Essay

Overview Of Domestic Violence Criminology Essay Domestic violence, also known as domestic abuse, spousal abuse, or intimate partner violence, is any threatening behaviour, violence, or abuse between adults who are or have been in a relationship (Saunders Barron, 2004). HM Prison Service has employed the following definition of DV: Actual, attempted, or threatened physical harm perpetrated by a man or woman against someone with whom he or she has, or has had, an intimate, sexual relationship (Kropp, Hart, Webster, Eaves, 1999). Psychological abuse has not been included in this definition because of the complexities surrounding this term. However, as other theories include this form of abuse, it will be discussed within this review. Domestic abuse accounts for 14% of all violent crimes and has more repeat victims than any other offence. Repeat victimisation accounts for two-thirds of domestic abuse incidents, and a fifth of victims have been abused on three occasions or more (Walker, Flatley, Kershaw, Moon, 2009). Spousal abuse takes place throughout society, regardless of gender, age, sexuality, race, location, or affluence; however, victims of domestic assault are more likely to be women (National Crime Victimization Survey, 2007). Children can also be severely affected by what they witness and often show the highest levels of behavioural and emotional disturbance (OKeefe, 1994). In addition, they may be accidentally injured due to being embroiled in the violence perpetrated towards their mother, they could be subjected to intentional abuse by the male perpetrator, or they may receive physical abuse from their over-stressed mother (Abrahams, 1994). Furthermore, there is a strong correlation between child abuse and DV, in that those who are abused as children are more likely to become perpetrators of abuse as adults (Walby Allen, 2004). DV can be psychological, physical, or sexual (Department of Health, 2005). Psychological abuse can include isolation from loved ones, blackmail of harm to others if they should convey contentment or self-sufficiency, humiliation, controlling what they can and cannot do, withholding information from them, restricting their finances and access to resources, or belittling them and making them feel embarrassed. Physical abuse involves contact with the intention of causing injury, pain, or intimidation (Shipway, 2004). Sexual abuse is prevalent in assaultive relationships with between a third and half of abused women being raped by their partners on at least one occasion (Myhill Allen, 2002). Sexual assault is considered to be any occasion during which force is used to acquire engagement in unwanted, degrading, or unsafe, sexual activity. Women who are assaulted both sexually and physically are also at increased risk of being seriously or fatally injured (Stark Flitcraft, 1996). Regardless of the form of abuse, it often occurs on more than one occasion. DV is generally a pattern of controlling and abusive behaviour, which a perpetrator uses to gain power over a partner (Walby, 2004). A range of studies, which follow, have examined the physical and emotional consequences of being subjected to abuse by an intimate partner. The female victims of male partner violence often experience psychological difficulties (Foa, Cascardi, Zoellner Feeny, 2000) including features of trauma (Kemp, Green, Hovanitz Rawlings, 1995). They struggle with issues such as self-esteem (Aguilar Nightingale, 1994), stress and depression (Campbell Lewandowski, 1997) and employment (National Research Council, 1996). Theories of DV There are numerous theories which attempt to explain DV. These are discussed below, along with an overview of the Healthy Relationships Programme (HRP) and its theoretical basis According to psychodynamic theory, due to an ordeal from childhood, or a personality disorder, some people are prone to violence. Therefore, their abusive behaviour is a symptom of a deep-seated psychological problem. Consequently, it claims that the issue of DV should be addressed by identifying the subconscious problem, then consciously remedying it (Saunders, 1996). Critics of psychodynamic theory argue that this simply allots a label to perpetrators of DV, which permits them to remain abusive until their emotional issues are managed (Healey, Smith OSullivan, 1998). According to Pro-Feminist theory, male to female DV is due to the patriarchal organisation of society where the male is viewed as the head of the family and other social institutions. As a result of this, perpetrators often believe that they are permitted to control the actions of their partner. Should their authority be threatened, they respond with violence in order to regain control, whilst holding the belief that their behaviour is warranted (Healey et al, 1998). Using data from the USA, Yllo and Straus (1990) examined the association between spousal abuse and patriarchy. They discovered that American states which gave women the highest and lowest standing in society had greater incidents of female intimate partner abuse. They claimed that states where females had high standing and spousal abuse figures were increased, was due to mens perception that their masculinity is threatened. Conversely, in states where women had low standing and spousal abuse figures were high, this was f elt to denote patriarchal norms. This theory has been criticised by Dutton (1994) for over-emphasising socio-cultural factors, whilst excluding individual factors. In addition, he argued that their explanation of DV was insufficient. Cognitive-behavioural theory proposes that DV is due to the re-enactment of abuse from childhood experiences or media influence, and that assaultive behaviour is rewarded. It further claims that through abuse, the perpetrator succeeds in obtaining what he wants, which is strengthened through acquiescence on the part of the victim (Hamill, Hayward, Wynn Craven, 1997). Family systems theory argues that behavioural problems derive from a dysfunctional family, where everybody is responsible for conflict. Consequently, DV is a result of intimate partners interacting together; therefore, neither is classed as the abuser, regardless of whether only one of them displays physical violence (Straus, Hamby, Boney-McCoy Sugarman, 1996). Both Pro-Feminist and Cognitive-Behavioural approaches criticise this approach by maintaining that DV does not involve joint responsibility, perpetrators are entirely responsible for their behaviour, victims are in no way to blame for the abuse they experience, and nobody provokes violence. They maintain that this approach encourages victim blaming (Browne, 1993). Disempowerment theory states that men who have low self-esteem or perceive themselves as being inadequate are at risk of using violence to assert power (Archer, 1994). Consequently, they redress this by attempting to control those they are threatened by (Gondolf, Fisher, Fisher McPherson, 1988). This theory states that individual traits, such as self esteem and psychological symptoms, increase risk of DV based on personality-oriented factors, such as attachment style. Family of origin factors, such as violence in the home and child abuse, occur during developmental years, and provide conflict resolution for the children as adults. Relationship characteristics, such as partner satisfaction and emotional dependency, can place a person at risk of being domestically abusive (McKenry, Serovich, Mason, Mosack, 2006). Attachment theory claims that DV is a result of anger due to desires that are not fulfilled. Bartholomew Horowitz (1991) developed a four-category model of attachment, which is now widely used in the research of domestic abuse. This includes a secure attachment style, displayed as an ease with independence and closeness; fearful, such as those who are socially avoidant; dismissing, those who rebuff attachment; and preoccupied, such as overly dependent and ambivalent types. Fearful and dismissing styles are typified by high attachment avoidance, or discomfort with intimacy associated with a negative other model. Preoccupied and fearful styles are typified by high attachment anxiety, or a fear of abandonment and rejection associated with a negative self model (Corcoran Mallinckrodt, 2000). The theory which underpins the HRP, Duttons (1995) nested ecological approach, incorporates varied aspects of abusive attitudes and behaviour. It explains DV as multi-determined, taking into account the interpersonal context and the characteristics of the abuser. Consequently, this then provides clinical direction to address DV. The model is composed of four levels which all have an effect on each other. The first is the culture, know as the Macrosystem beliefs which stem from ones culture, such as a womens place is in the home; second is the subculture, Exosystem surrounding social structures, such as the influence of peers; third is the family, Microsystem immediate environment, such as the issues that led to the abusive behaviour, and the effects of it; and finally, the individual, Ontogenetic level personal traits, such as learned habits. The Macrosystem incorporates societal and cultural values and beliefs and also has an influence on the Exosystem, Microsystem and Ontogenet ic level. Theories underpinning different offending behaviour programmes have received criticism for their uni-dimensional approach. Consequently, the nested ecological model addresses this by integrating the various facets of abusive attitudes and behaviour. The HRP is based on this model of change and includes elements from the Power and Control wheel (Pence Paymer, 1986), so that perpetrators abusive behaviours can be identified and challenged. The wheel demonstrates how violence is connected to male power and control. According to this model, the abuser maintains control over his partner through constant acts of coercion, intimidation and isolation interspersed with sporadic acts of violence (Healey et al, 1998). The nested ecological model also supports the cognitive-behavioural treatment approach to treatment (e.g., Andrews and Bonta, 1998). Evidence to support Duttons (1995) nested ecological model is provided by OLeary, Smith-Slep OLeary (2007) and Stith, Smith, Penn, Ward Tritt (2004) who revealed how numerous features of the different ecological levels function with each other to predict DV. OLeary et al stated that causal variables for male to female DV included the amount of social support the perpetrator felt they had, expression of anger, and being a witness to family violence. This study emphasises the importance of using an integrated approach from a range of viewpoints to research DV, in particular from ontogenetic and psychological perspectives. The Stith et al study reported that factors associated less with DV are those which are the furthest from the violent act, such as those linked to the exosystem. Conversely, when attempting to understand DV, the features that are most directly associated with the violent context and the individual are most significant. However, a limitation with this finding is that Stith et al did not consider issues that are relevant to the wider society and culture. A single-factor explanation of DV has been criticised for considering perpetrators to be an homogenous set of people and not taking into account the different individual features of the offenders and their use of violence (Graham-Kevan, 2007). Furthermore, it does not clarify why some men are abusive towards their partners, whilst others are not (Dutton, 1995). How the Healthy Relationships Programme addresses Domestic Violence The HRP is a cognitive behavioural intervention that targets moderate to high-risk adult male offenders of intimate partner violence or homicide. The High Intensity HRP has 10 modules containing 62 group sessions, with the option of adding more, and are delivered at a rate of 3-4 per week. There are also a minimum of 10 individual sessions throughout the programme. The goals of the HRP are to reduce the risk of physical and psychological abuse against intimate partners and their children by men who are currently imprisoned. Skills are taught to assist with this, and to establish healthy, non-abusive relationships. The programme deals with attitudes supportive of spousal assault, and provides group members with the skills to change the way in which they behave abusively in their intimate relationships. It is anticipated that the programme will tackle perpetrators with multiple criminogenic needs and a long-standing pattern of abusive behaviour. Both current and past partners of participants are contacted during the programme. They are cautioned that the perpetrators attendance is not an assurance that he will no longer be violent or abusive. Partners are advised of treatment resources available in their community, and offered a victims package to ensure safety. They are also provided with support and general information about domestic abuse.

Im Not Scared by Niccolò Ammaniti Essay -- Niccolò Ammaniti Im Not Sc

â€Å"I’m not scared explores the notion that only the strong will thrive.† Discuss. Thrive v.i. grow well; flourish, prosper. The characters in ‘I’m not scared’ are living, not thriving. They’re all weak in different ways and their strength is dying slowly. All of the characters have an individual battle with weakness. Many of the characters appear to be strong but are really just helpless beings, existing in a place where the strength comes from violence and abuse. Often the truly strong characters are the innocent children, who are forced to grow up because of the adult irresponsibility that surrounds them and the burdens placed upon them by the people they trust.   Ã‚  Ã‚  Ã‚  Ã‚  Michele Amitrano is a young Italian boy, who is taken advantage of, mentally and emotionally, by the people he loves and trusts. He is bullied by the local children, especially Skull, a troubled boy that follows in the footsteps of his misfit brother Felice. Michele is betrayed by his father and faced with one of the hardest decisions he would ever have to make. Although Michele deals with his situation well, he is the most vulnerable character in the novel because his family’s shame is placed upon him. When Michele’s father Pino, tells Michele that he must stand by his family and remain silent about their involvement in a kidnapping, Michele is plagued by guilt, especially since he developed a friendship with the kidnapped Prince Filippo. It is inevitable that Michele will burst inside because of the burd...

One Event Changed Everything Essay -- Personal Narrative Writing

One Event Changed Everything â€Å"Our lives are not determined by what happens to us but by how we react to what happens, not by what life brings to us, but by the attitude we bring to life. A positive attitude causes a chain reaction of positive thoughts, events, and outcomes. It is a catalyst, a spark that creates extraordinary results.† -Anon. After living in a place I loved for eleven years, I did not think that I would be able to have the same feelings or emotions towards another place. I thought everything I had was where I had been for years, but I was wrong. If you go into something new with a good attitude and know that there is always something else out there, then it works out for the best. Moving to Reno, Nevada from Glendale, Arizona defines me and is significant to my life because it made me grow as a person and it made me who I am today. In the middle of junior year, my parents told me that we were moving to Reno for my dad’s new job. I said, â€Å"Okay, I will be living with Andri then, so I can graduate from Mountain Ridge?† Boy was I wrong. I thought that since I only had a year and a half left of school before graduating that they would let me stay at my brother and sister-in-law’s house so I could graduate with my friends. They had other plans for me. They decided that I should go with them so I could make new friends and start a new life, while keeping my friends from Arizona at the same time. So I went with it. I thought that maybe the change would be good for me. I also thought that I would have a chance at living my dream of becoming a high school cheerleader; something I did not get to pursue at my old high school because of the competition. So I went into the move with... ...great time anyway. After competition, the season was coming to an end. We had a couple of basketball games to go and then my dream would be over. The friends I met and the experiences I shared with them are never going to be forgotten. Graduation was next; a time when I would have to say goodbye to everyone that I had become close to. I had a blast the year and a half I spent in Reno. Like I said before, it was a life changing event that changed me for the better, made me the person I am today, and it defines me. I am a spirited, outgoing, athletic, strong, and a willing person. All of these characteristics I discovered about myself after moving away from the place and the friends I thought I would never be able to leave. There are millions of people and places out there, all you need to do is be willing to get out there and try something new.

Case Study On NOL Essay examples -- Business Analysis Strategy

Introduction In November 1997, the acquisition of APL by NOL was successful. As compared to the larger US based APL; NOL was a small Singapore firm. Through this acquisition, it appeared that NOL was ready to become an industry leader in the shipping industry. Thus this acquisition is a strategy through which NOL buys a controlling, 100 per cent, interest in APL with the intent of making the acquired firm a subsidiary business within its portfolio. Thus APL became a wholly owned subsidiary of Singapore based NOL, a global transportation and logistics company engaged in shipping and related businesses. Below is the study of the problems and strategies that NOL faced or is facing during the acquisition and integration of APL. Issues/Challenges facing NOL/APL 1) Agency Relationships There were separate management structures maintained in the group with the CEO of NOL in Singapore and CEO in the United States reporting to the group CEO. This separation between owners and manager creates an agency relationship. This exist when one or more persons (the principal or principals) hire another person or persons) as decision making specialist to perform a service. In the modern corporation, managers must understand the links between these relationship and the firms effectiveness. The agency relationship between managers and their employees is important as this is related directly to how the firm’s strategies are implemented. This separation between ownership and managerial control in this instance can be problematic as the principal and the agents have different interests and goals. In a large publicly traded corporation such as NOL/APL, shareholders (principals) lack direct control when the CEOs (agents) make decisions t... ...el – with its focus on yield, value-added services, high asset utilization and cost management In Terminals, we are focused on boosting productivity and capacity in areas targeted by our Container Shipping business. Our Logistics unit is driving for synergistic growth, developing and securing its links to Container Shipping Core competency Best in the world at moving and managing containerized trade, providing a lifeline for the global economy. APL Resources Tangible Technological State of the art information technology Intangible Reputational 150 years of shipping tradition Capabilities Provide worldwide coverage across all the major trade lanes. Industry-leading schedule reliability Human Resources Excellent customer service Core competency Seamless global connectivity

Low Employee Morale And High Employee Turnover Rates Commerce Essay

Hira Group comprises of two province of the art fabric units by the name of ‘Hira Textile Mills limited ‘ and ‘Hira Terry Mills Limited ‘ located adjacent to each other at 8km from Manga Raiwand Road, Lahore. Hira Textile produces cotton narration with the installation of an in house deceasing unit and Hira Terry manufactures towels.A The units, apart from bring forthing and exporting their several merchandises all across the universe, are besides a all right illustration of perpendicular integrating where at times the merchandise narration is obtained from Hira Textile and optimally weaved to do towels in Hira Terry. Hira Textile Mills has three offices, Corporate HQ in Lahore and one office in US and Canada, severally. ( Hira Textile Mills company web site )VisionA dynamic profitable and professionally managed successful concern organisation. ( Hira Textile Mills Annual Report, 2011 )MissionHira Textile Mills Ltd is committed to the highest criterions of uni ty, honestness, openness and professionalism in all of its activities whenever they are undertaken. We, the Management Team of HTML are endeavoring to better the quality of narration by continuously bettering its fabrication installations. We are committed to positioning the Company at the vertex of the industry by fulfilling our valued clients, file awaying superior returns for stockholders, by supplying congenial work environment where the employees feel portion of the organisation and be a good corporate citizen by carry throughing our societal duties. ( Hira Textile Mills Annual Report, 2011 )Future PlansAlthough the public presentation of the company is rather satisfactory during the twelvemonth but the future market state of affairs is altering to adversely due to diminish in the narration monetary values, and increase in rewards, markup rates and other input costs. The direction is taking the position of consolidation for the minute and taking advantage of new fabric policy 2 009 by moderately heightening its direct and indirect exports by bettering productiveness and quality. Aggressive selling scheme has been the major factor in HTM consistent profitableness over the last old ages. In the visible radiation of the Company ‘s overall objectives the Board of Directors on a regular basis review the Company ‘s scheme concern programs and put public presentation marks consequently. ( Hira Textile Mills Annual Report, 2011 )Businesss and MerchandisesHira Terry Mills is a province of the art Terry merchandises fabricating works apparatus in Lahore, Pakistan. The works was set up in late 2006-early 2007 with new machinery comprising of chiefly European machinery from Germany ( Dornier Air Jet Looms, Theis Dyeing, Schumale uninterrupted Double-Needle Side Hemming, Spain ( Anglada Continuous Finishing line ) , Switzerland ( Benninger Weaving readying ) and Japan ( Kindai Continuous Side Hemming, Barudan Cross Hemming and Infinity Continuous Slitting ) . The Plant is a vertically incorporate Terry maker, which has the production capableness of fabrication, all in house, yarns to towels. A The works has a big assortment of cottons in its spinning operations and is a certified manufacturer of Supima, Egyptian and Organic Cotton narrations. In add-on, it carries a assortment of other cottons such as Australian, Brazilian, California ( US ) and Turkish Cottons in medium basic and Pima and Egyptian in long staple fibres. This gives it a alone place in the market to serve better-best quality towels. The scope of merchandises extends to: Cotton Towels made from Supima, Pima, Giza and Pakistani cottons with possibility in Combed, Zero Twist, Soft Twist narrations. Merchandises range to Bathrobes, Bath towels, Hand towels and Face towels. Density in towel scopes from 400GSM to 1100GSM. Hira Textile Mills is equipped with the most modern machinery in whirling, duplicating and yarn dyeing. The whirling units comprises of 40,000 spindles. The merchandise scope varies from coarse counts to ticket counts runing from 4/1cd to 80/1cm, bring forthing Ringing Spun every bit good as Compact spun narrations, Slub and Lycra narrations. Draw frames with car levellers and conditioning machine from Xorella have besides been installed for farther betterments in the quality of narration in the of all time increasing international criterions of the universe market. Cotton Combed Carded Slub Pakistani 8/1-40/1 6/1-10/1 5.5/1-20/1 Egyptian 10/1-100/1 6/1-13/1–American 16/1- 40/1––Australian 16/1- 40/1––Organic ( Skal Certified ) 10/1-30/1––Pima ( Supima Certified ) 13/1-100/1 6/1-13/1–Beginning: Hira Textile Mills company web site ( hypertext transfer protocol: //www.hiramills.com.pk/ )Purpose of the StudyAt the start of this thesis study an explorative meeting was held with Hira Textile Mills ‘ ( HTM ) CEO, Mr. Nadeem Butt in order to research how the human resources section can be improved and whether there were any on-going HR related issues that the house was confronting. It was brought to attending that one of the most of import assets of the company was its employees and had it non been for them the company would non hold been successful in the past, particularly after the new Terry unit was installed. In order to guarantee its uninterrupted growing HTM wants to safeguard its most of import plus, its people. Mr. Nadeem Butt brought into visible radiation the issue of employee morale non being what it one time you used to be, one indicant he had was an increasing employee turnover rate. As the company grew and more people were inducted, it became harder and harder to keep the same degree of ardor, motive and trueness which was one time shared across all direction degrees, in the starting yearss of the company. Larger groups of companies like Nishat, Crescent, Sapphire, Nakhshbandi etc. have become more organized and commercial and hence attract good employees. But if HTM is to last among the giants, it is indispensable to develop and retain a pool of efficient human resources. With the senior direction approaching retirement, it has become of all time more of import to concentrate on retaining and beef uping its well trained in-between direction for sequence planning. I was asked to look into ( I ) Whether low employee morale even exists or is it merely the managers perceptual experience and ( two ) IF it does be, what is doing it and ( three ) how to cover with high employee turnover.Research QuestionTherefore my research inquiry is:â€Å" Is the employee morale depression, IF so, what are the grounds behind low employee morale and high employee turnover rates at Hira Textile Mills? †Research AimsWhat are the current fiscal and non-financial techniques being used by HTM. Determine the several importance assigned by employees to these fiscal and non-financial inducements. Determine how satisfied employees are with their several fiscal and non-financial wages. What is the current degree of employee motive and trueness. How attractive an employer HTM is in its employee ‘s eyes. Determine the consequence of fiscal inducements versus non-financial inducements on employee trueness and motive. Importance of fiscal inducements versus non-financial inducements at different organisational degrees ( lower direction, in-between direction and upper direction ) .Research MethodologyThis survey was conducted utilizing a matter-of-fact attack, that is, assorted methods were used. The start of this research survey was explorative research, in which the job was discovered, defined and agreed upon through informal meetings with the CEO and the HR section ; the descriptive portion of the survey consisted of garnering informations to fundamentally find what is presently go oning, the position quo that is ; and the explanatory portion of this survey was the illations derived based on the analysis of the gathered informations. A combination of qualitative and quantitative research was undertaken to roll up first-hand informations for this survey. Merely first manus informations will be collected for the intent of this research undertaking because no secondary informations beginnings exist as this is a house specific issue, but a thorough literature reappraisal was conducted to polish and enrich the research methodological analysis and to heighten the research worker ‘s apprehension of the research subject. For qualitative research the undermentioned technique was used: In-depth Interviews The chief ground for taking in-depth interviews was the consideration that since the participants belong to the same company, they will non portion their unfastened and honest positions with the group, had the focal point group treatment technique been used. Besides, in-depth interviews provide a opportunity to the research worker to examine deeper in to apparent on the surface issues in order to uncover the nucleus jobs. However, the most of import restriction of this technique is that the point of position received is of merely an person. It is best to utilize in-depth interviews to research the general job country or to travel profoundly into a job, e.g. specifying which variables to include in the quantitative phase of the survey and which 1s to exclude. The tool used to carry on quantitative research was: Survey Questionnaire This study questionnaire was administered via electronic mail. This was done because ( a ) This method was more convenient, ( B ) respondents were all educated plenty to understand inquiries in the written signifier and ( degree Celsius ) since merely a selected figure of employees were to be questioned, on the topographic point in the flesh questionnaire filling would hold made the respondents cautious and brought prejudice in their sentiments. Other grounds for taking questionnaires as the informations aggregation instrument are ( Khan, 2007 ) : The usage of questionnaire for aggregation of informations is comparatively inexpensive compared to other methods. Questionnaire can easy be coded and analyzed. They were more conformable to statistical analysis. They can be speedy to administrate, enabling feedback on many things to be gathered in a few proceedingss. They can be used anonymously, leting scholars the opportunity at least of giving negative feedback without the embarrassment of giving it publically. The opportunity of prejudice would be minimum because the respondent would liberate of any force per unit area of being observed through these tools. However, questionnaire technique of informations assemblage besides has some disadvantages ( Khan, 2007 ) : The Ticky Box syndrome: Peoples become conditioned to do instant responses to inquiries. Geting through the questionnaire rapidly becomes a virtuousness. Responses are made on a surface degree of believing instead than as a consequence of contemplation and critical thought. The Performing Dogs syndrome: Many people make fulling in questionnaires tend to delight the research worker. They can normally state which responses will delight the people giving them the questionnaire and the people whose work is involved in the issues covered by the questionnaire. If they like the people, they are likely to notice favourably on things. Lost Learning chances syndrome: Questionnaires are frequently used after the event instead than during it. This tends to minimise any existent acquisition results of the procedure of finishing questionnaires. The ‘wysiwyg ‘ syndrome: ‘What you see is what you get ‘ . Questionnaires produce feedback on the peculiar issues covered but frequently non on other of import issues. There is a inclination to plan questionnaires which will give positive feedback. Blue, Rosy and Purple, questionnaire: A major restriction of most questionnaires is that responses are colored by how people feel at the minute of make fulling them in. If the same questionnaire were used a few yearss subsequently, some responses may be wholly different. Yet the consequences are frequently statistically analyzed as though they reflected lasting reactions to inquiries and issues instead than fleeting, transeunt reactions. This survey was executed in three parts: Part I: Qualitative Research – In-depth interviews conducted with employees at assorted degrees of HTM and from different sections. Part II: Quantitative Research – Using the qualitative research findings a questionnaire was developed to prove these findings. Once the field work completed and informations was tabulated in excel format, ready for use and extraction, it was analyzed to reply the research inquiry and accomplish the stated research aims. Part III: Report Writing, Formatting and Referencing – This is the concluding phase of the research survey. In this phase all the tabulated informations, its research consequences and analysis are articulated into a standardised study format with proper citing to avoid plagiarism.Literature ReviewThe relevancy of this thesis subject can be derived from the get downing lines of Rihova ‘s article ( 2009 ) which argues that â€Å" The basis of a company ‘s success is aA chiseled and enforced corporate scheme which the whole company lives † In order for a company to successfully make its strategic ends, its employees need to â€Å" experience closely connected to the ( corporate ) scheme ‘s values and way and motivated to carry through the company ‘s designated ends † . Two of import things have been mentioned here by the writer, foremost, holding a well defined corporate scheme is polar to any company ‘s success and secondly, unless there is a strong connexion between the employees and these ends, employees are non likely to be motivated. In other words, the employer needs to do corporate ends as unambiguous ( this will assist in giving â€Å" way † ) and relevant for the employees as possible, so that a strong connexion can be made, hence, giving manner to motive for employees. However, this entirely does non incite motive but instead it is the necessary status which needs to be fulfilled for other motive techniques and tools to work efficaciously. Therefore, doing the thesis ‘ re search inquiry, ‘Which compensation technique reaps the highest degree of motive and trueness towards the organisation? ‘ a cardinal subject to be looked into. Ivana Rihova farther states that: â€Å" To find the outlooks, the company ‘s strategic ends are broken down in item to the degree of ordinary employees. Employees so seek motive to run into the designated ends in which the company is able to assist them by puting come-at-able conditions and steps. Hence, the public presentation of employees corresponds to how the work and wagess ( both fiscal and non-financial ) meet the employee ‘s demands. † â€Å" Conditionss and steps † here refer to the substructure, regulations & A ; ordinances and the criterion operating processs that define how work is done in a company and besides serve to enable the employees to transport out their occupations efficaciously. This is synonymous to the 7-S model ‘s â€Å" hardware and package † . The point that the writer intends to foreground here is that wagess should be based on employees demands ; otherwise it will non be able to actuate them. At this occasion the writer challenges the conventional belief that ‘the higher the fiscal wagess, the higher the motive of an employee ‘ by saying that many studies and experiments have been conducted over the old ages which yield a different consequence. Although fiscal wagess are a hygiene factor and make lend towards motive, it does non intend that they are the most optimum motive accelerator. Fiscal wagess can merely actuate employees up to a certain point, after which non-financial wagess are more utile in making motive. This decision is besides validated by economic sciences ; the labour curve of a individual employee is a downward ‘U ‘ form curve with figure of labour hours on the X-axis and the corresponding wage on the Y-axis. This downward ‘U ‘ form of the curve depicts that up to a certain point an employee is willing to work more hours for more wage, but beyond the extremum of the downward ‘U ‘ curve the employee really pre fers to work less hours for each increase in salary. It is particularly at this point that non-financial motive comes in ready to hand. Hence, there is a demand to plan a balanced compensation system which includes fiscal aswell as non-financial wagess. â€Å" Indeed, the HR map can be expected to put regulations, have knowledge and supply support, yet non-financial motive is the duty of direction, viz. senior direction and line direction. Management is truly incorrect to believe that except for direct assignment of undertakings to employees, which is ensured by the direction, the HR map can take attention of and be responsible for all other reactions of employees at work and associated with work. † The writer here talks about the wide-spread misconception among organisations today where directors assume that all types of wagess, may it be fiscal or non-financial, are the duty of the human resource section. In the writer ‘s sentiment it is merely the fiscal wagess which are the exclusive duty of the human resource section but the load of non-financial wagess should fall chiefly on direction ‘s shoulders more frequently than non.HR Trends of Employee Motivation around the WorldBy and large, in America the growing of Employee Stock Ownership Plans over the past 25 old ages have played a polar function in the compensation agreements of employees, associating employees pay construction with companies overall public presentation, including wide based stock options, addition sharing, net income sharing etc. Over the old ages, research has shown that on norm, employee ownership houses are in a place to either lucifer or to transcend the public presentation of similar houses ; nevertheless with considerable scattering of consequences. An illustration can be of United Airlines where employee ownership failed to present its promise in certain fortunes while the outstanding success of companies such as SAIC high spots that ownership helps to accomplish long term growing specially in extremely competitory industries. In order to cut down rule agent job, it is really of import to bind employee wage with the house public presentation and affect employees in decision-making procedure. In this manner non merely the employee ownership agreements will cut down any jobs accruing, but besides it would increase the public presentation of the company. One of the most common expostulations to employee ownership inducement programs is the free rider job. It arises due to the weak connexion between an person ‘s public presentation and fiscal wagess, as the work squad gets larger. As there seems no possible solution to the free rider job, many research workers agree with Weitzman and Kruse ; â€Å" something more may be needed-something kindred to developing a corporate civilization that emphasizes company spirit, promotes group cooperation, encourages societal enforcement mechanisms, and so forth † ( 1990: 100 ) . The cardinal improving factors through employee ownership plans are the inducements, engagement and work topographic point environment. The inducements given to employees must be sufficient to actuate them, engagement must be meaningful for employees to do critical determinations and environment provided should look closely at the free rider job. Consistent with this, researches that have compared workers attitude under employee ownership give a assorted image. Few of the research done have found out higher committedness, motive and satisfaction among employee-owners, while harmonizing to other researches, there no important difference before and after an employee buyout. Some research workers suggest that organisation designation and committedness are higher under employee ownership. However, consequences vary significantly from favourable to impersonal on occupation motive, satisfaction, employee absenteeism, turnover, grudges, hurts and tardiness. A successful organisation is the 1 that is able to get by with the altering demands of its employees and do them experience an of import portion of the organisation. It is the duty of the top direction to hold strong trust relationship with the lower degree employees so that the employee plants at their maximal capablenesss. Organizations expect the workers to follow the regulations and ordinances of the house and work consequently. They need to maintain in head the criterions set for them ; the employee expects regard, good wage construction, safe working environment, just intervention and unafraid calling along with engagement in determination devising procedure. The outlooks of the employees and organisational caputs vary from one house to another. For the houses to turn to such outlooks, it is really of import to hold a thorough apprehension of employee motive.Understanding MotivationHarmonizing to a research done at Piketin Ressearch and Extension Center and Enterprise Center, t here are certain factors impacting the motive degree of any employee. These factors include interesting work, good wage construction, grasp of work done, occupation security, nice working conditions, publicities and growing chances, tactful subject, being an of import portion of the organisation, personal truenesss to workers, and sympathetic aid with personal jobs. The article farther relates these factors with Maslow ‘s need-hierarchy. The top most graded incentive is interesting work, which is besides a ego -actualizing factor. Second incentive is a good wage construction that is a physiological factor. Third is the grasp factor that can besides been seen as self-esteem. Fourth incentive is the occupation security that is the safety factor. Therefore harmonizing to Maslow, out of all, the most of import factors that must be satisfied first are interesting work, physiological, safety, societal and esteem factors. Harmonizing to another survey conducted by Kovach ( 1987 ) , the order of motivational factors for the industrial employees was interesting work, grasp of the work done and experiencing an of import portion of the organisation. On the other manus, another survey conducted by Harpaz ( 1990 ) ranked the motivational factors as interesting work on figure one, nice wage construction as figure two and occupation security as the 3rd of import factor to actuate the employees of the administration. Pay construction was non ranked as an of import motivational factor by Kovach, nevertheless, it was ranked 2nd by Harpaz. Similarly grasp of work done was non ranked as an of import motivational factor by Harpaz, nevertheless, it was tanked 2nd by Kovach. This proves that the motive of employees differ amongst assorted types of work done in legion organisations. However, interesting work is considered as the most of import factor for employee motive in about any sort of work topographic point. Harmonizing to Butkus and Green ( 1999 ) , motive is derived from the word ‘motivate, ‘ which means to carry for fulfilling a demand. Harmonizing to Baron ; â€Å" Motivation is a set of procedure concerned with a child of force that energizes behaviour and directs it towards accomplishing some specific ends. † Many authors have suggested motive as the end directed behavior. Harmonizing to Kreitner and Kinicki ( 2001 ) , â€Å" Those psychological procedures that cause the stimulation, continuity of voluntary actions that are end directed † . In other words, a motivated person has the consciousness of accomplishing a specific end in some specific manner and so he puts his attempt in order to accomplish such end. Therefore, the function of the directors is to steer the lower degree employees about organisational dockets of how to accomplish its aims. It is really of import to distinguish between motion and motive. Motion does the work for compensation and wage whereas motive is the entire engagement of an person in the work given out to him. Motion can do an employee compel to make the work whereas motive is self realized jubilant of transporting out different undertaking. The research worker emphasized on motive and non motion as motive is the requirement for success because the individual is happy and satisfied with the work irrespective of the compensation. He carries out the undertaking voluntarily without any greed. Motivation is the ground for the achievement of single in any facet of work. Once the directors understand and agree that employees are of course motivated, they need to supply a nice environment for the employees to heighten their motive.Importance of MotivationPeoples motivate themselves to fulfill their ain personal ends, and hence they invest and give their best in accomplishing the organisational aims in ord er to run into with their personal ends besides. It would intend that organisational ends are linked to personal ends every bit good. The director ‘s occupation is to acquire work done from the employees under him but it is merely possible if the workers are self motivated instead than directed. The director ‘s engagement is non that of import in the motive of employees, in fact the workers should actuate themselves to work hard. Irrespective of being skilled, unskilled or professional work force, the major job organisations face is the deficiency of motive by the employees. It is besides one of the major issues faced by commercial Bankss. In this competitory universe, it is a challenge for the disposal to maintain the employees motivated so that they offer efficient services to the clients. The employee ‘s enthusiastic, energetic behaviour and their motive towards their undertaking play a polar function in successes of any organisation. One of the maps of human resource director is to guarantee employee ‘s workplace motive. They should help the director in maintaining the workers satisfied with their occupations. The service director should be able to develop motivated workers and promote their work morale. If the employees are unsated and unhappy about their workplace, their public presentation is normally hapless.Degrees of Employee MotivationBy and large, there are three degrees of employee ‘s motives. Direction of an employees ‘ behaviour ; it is the behaviour that a individual choose to execute. Degree of attempt ; it relates to how much attempt can be put by the individual to act in a certain manner Degree of continuity ; it related to individual ‘s willingness to act despite obstructions faced. Every employee has a different background in footings of instruction, experiences and household category, nevertheless the primary involvement of all is to fulfill their personal demand and desires. They want to fulfill their basic necessities of life, linked to survival and security along with a desire to bring forth positive feelings about oneself and to be self fulfilled. Most employees want just company policies in affairs impacting them ; favourable occupation position direction they can be trusted good working relationships with senior directors and colleagues ; nice wages and good working environment ; equal occupation security The article measures the consequence of Human Resource Strategies on occupation satisfaction, specifically in Pakistan. It is mentioned in the article wage, publicity and preparation has positive consequence on occupation satisfaction, nevertheless in instance of Pakistan, the employees give more importance to pay and publicity instead than developing. Significant differences were found between work forces and adult females occupation satisfaction degree. The service based industry is traveling through legion alterations for the last twosome of old ages. Due to these alterations, the minutess are increasing along with the scope of services provided. As a consequence, different sectors such as educational institutes, telecommunication houses, Bankss are sing high turnover.Motivational TheoriesHarmonizing to Maslow hierarchy of demands, people are motivated by unsated demands. The lower degree demands need to be fulfilled before traveling on to higher degree demands. In general, there are six types of demands ; physiological, survival, safety, love, respect and self-actualization. Peoples can move unselfishly merely if the first five demands are fulfilled. Maslow called theses demands as lack demands. Equally long as people are motivated to fulfill their desire for demands, they will be traveling higher towards self-actualization. Satisfying our demands is a healthy behaviour whereas forestalling satisfaction makes us act diabolic. Harmonizing to different researches, people have jobs in cognizing that precisely they want from a occupation. This is the ground why the supervisors ignore what the employee wants from the occupation, and in fact enforce on employee what they themselves want from the occupation. As the individual grows through any organisation, his employer provides chances for him to travel higher up the Maslow ‘s pyramid. Frederick ( 1959 ) modified Maslow ‘s demand Hierarchy theory and came up with the two factor theory ; Hygiene Theory. Harmonizing to Frederick, there are some satisfiers and dissatisfies for employee in any workplace. These are the intrinsic and extrinsic factors. Intrinsic factors are associated with occupation satisfaction whereas extrinsic factors are related to occupation dissatisfaction. Frederick wanted to cognize what do people want from their occupations. He asked people to depict state of affairss where they felt exceptionally good or bad. From the consequences he concluded that the antonym of satisfaction is non dissatisfaction. This means that taking the dissatisfying features from any occupation experience does n't do the occupation fulfilling. Existent of certain factor in a house is natural and presence of the same does n't take to motive. However, their non being possibly leads to de-motivation. Similarly there are few factors, the absence of which does n't do d issatisfaction, but their being has a motivational impact on the employees of the organisation. Harmonizing to Skinner ( 1953 ) , employees can be motivated by decently planing the environment. Alternatively of taking into consideration the internal factors like feelings, attitudes, feelings etc, and people are directed by what happens in their external environment. This is besides known as the support theory. The work topographic point environment should be suited and nice plenty to actuate the employees of the organisation. Victor Vroom ( 1964 ) presented anticipation theory which is widely accepted. The theory says that an employee can be motivated plenty to execute better when they believe that the better public presentation gets them a good public presentation assessment and that in bend leads to realisation of personal end in form of some wages. Therefore an employee is:Motivation = Valence x ExpectancyThe focal point of this theory is on three cardinal variables: Attempts and public presentation relationship ; Performance and wages relationship ; Wagess and personal end relationship. The Adams ‘ Equity ( 1965 ) Theory theoretical account incorporates non merely single ego but besides the influence and comparing of other people ‘s state of affairss in organizing a comparative position and consciousness of equity. When employees feel that they are treated reasonably, they are more likely to be motivated. When employees are treated below the belt, they are extremely prone to demotivation. The manner people measure this sense of equity is the bosom of Equity Theory. Therefore, equity is non dependent upon by how much the wagess exceed the attempt, it is dependent wholly on the equity of the game. It is the comparing that one makes between his wages and investing ratio with the ratio enjoyed or suffered by other employees. Harmonizing to the article, the eight top most motivational factors include safe work topographic point, just salary, publicity and growing chances in the organisation, disputing work, nice working status, sympathetic aid by people, grasp of work done and personal trueness to workers. Comparing these motivational factors to Maslow need hierarchy it can be seen that the top most motivational factor, safe work topographic point, is one of the safety needs whereas just wage is related to physiological factors. Traveling on publicity and growing chances are esteem factors and disputing work is associated with self-actualization. If we compare Vrooms anticipation theoretical account with highest ranked incentive life in a safe country, it is believed that the degree of attempt a individual puts in alterations with the value they attach to the results they get from the procedure and their thought of the strength of the relation between attempt and result. Therefore, this theory is non wholly about opportunism in wagess but the links people make between expected results and the input they feel they can give towards those results. While comparing the 3rd highest motivational factor, publicity and growing chances, to Adam ‘s equity theory, it is clear that directors want to actuate employees by supplying growing chances in equity bases. Bing unfair leads to dissatisfied employees and the public presentation will diminish.Increasing Motivation via RewardsFinancial and Non Financial RewardsIvana Rihova tackles the issue of how a good managed and effectual fiscal wagess bundle should be designed which will be just and reflective of employee public presentation and competency. The underlying thought which the writer tries to advance is associating public presentation to fiscal wagess. So foremost the writer shows how the entire income of an employee should be broken down ; entire income should consist of a ‘base wage ‘ , or minimal fixed wage that the employee receives at the terminal of each month irrespective of how he/she performs ; so comes the ‘variable wage ‘ or ‘bonus â₠¬Ëœ , this is the portion of the wage which is dependent on how good the employee is able to accomplish the set ends and marks ; and in conclusion, 'employee benefits ‘ . The degree of ‘basic wage ‘ depends on ‘external fight ‘ , that is, the traveling market pay rate which other similar companies are offering and on ‘internal equity ‘ which is the degree of rewards the company can afford to offer to its employees. However, a proviso should be kept within the basic salary graduated table for employees with a higher competence degree which will interpret into higher productiveness. Such employees ‘ wages lie at the higher terminal of the basic salary spectrum. Whereas, the influencing factors for the sum of ‘variable wage ‘ or ‘bonus ‘ are non merely the employee ‘s single public presentation, but besides the team/department and overall corporate public presentation of the company. And in conclusion, the em ployee benefits can be seen as a ‘competitive advantage ‘ for the company over its rivals. Susan M. Heathfield gives an penetration into how different companies should steer fiscal wagess in different times: â€Å" A growth, entrepreneurial company, with variable gross revenues and income, may be better off commanding the degrees of base wages. When times are good, the company can bind bonus dollars to ends achieved. In thin times, when money is limited, the company is non obligated to high base wages. A longer-term company, with reasonably stable gross revenues and net incomes, may set more money in base wage. † ( Heathfield ) So far the writer has concentrated on the design of a fiscal wages bundle ; following comes execution or expense of that bundle. Here the writer introduces two really of import constructs ; the ‘knock-out standards ‘ and ‘reward cap ‘ : â€Å" Wagess can frequently be paid merely when aA certain value in carry throughing ends is reached, i.e. , when knock out standards are met†¦ Once the company achieves its chief, normally fiscal ends, merely so can the wagess of single employees be considered. Under measure 2, the knock-out standards are applied to the single public presentation of employees. Under an interim measure, the knock out standards can be established for the public presentation of single organisational sections or squads.Once the fulfilment of ends ranges aA certain degree, the higher value of end fulfilment is no longer translated into aA higher wages, i.e. aA reward cap. The reward cap should protect the company against inordinate fulfilment of ends which might non be covered by aA proportionately higher sum of fiscal financess, for illustration, in the instance of qualitative ends. † The nucleus thought behind these constructs is protecting the house while keeping the unity of the nexus between wagess and public presentation. The knock-out standards pushes the employees to make more than merely the bare lower limit to have a fillip and the wages cap protects the house against ill set ends which may ensue into inordinate wagess. Employees exceling their ends by 10s of per centum are an indicant that the ends have non been set suitably. The writer so turns her attending towards the non-financial wagess. Ivana states that â€Å" non-financial motive is defined by corporate civilization and corporate values † . An analysis of merely this statement reveals how diverse and intangible non-financial wagess can be, therefore doing it really hard, if non impossible, for rivals to retroflex them. Harmonizing to Ivana, the first measure towards making a favourable environment for non-financial motive is, â€Å" aˆÂ ¦direct and unfastened communicating and atmosphere across the company and continues with supplying constructive provender back to employees and following aA personalized attack where possible. Non-financial motive includes basic company values such as ethical attack, trueness, empathy, bravery, leading and squad spiritaˆÂ ¦Other non-financial motive drivers of employees which the company and direction can utilize include: power – decision-making chances – duty ; self-fulfillment chances ; strong and clear vision of the company ; relationships in the group ; certainty ; acknowledgment – congratulations ; feed-back ; and esteem – relationship to authorization † Basically, non-financial motive has much to make with how an employee feels at the occupation and how he/she is treated by higher-ups and colleagues. All the non-financial motive drivers mentioned by the writer are qualitative in nature and based on the employee ‘s perceptual experience. Therefore, an inclusive and active attack by senior direction and line directors is polar in acknowledging as to which of these drivers apply to which employees. This is the individualized attack that directors must hold in order to efficaciously actuate employees in today ‘s epoch. In writer ‘s sentiment, the new coevals of employees come ining the market, the generation-Y, is acute on larning and self development. This means that on the occupation mentorship plans can be an effectual non-financial motive driver for new employees. The writer recommends that companies should implement an â€Å" incorporate public presentation direction system † . This system will profit the human resource direction via regular â€Å" employee rating and monitoring † , associating employee compensation with â€Å" employee competences † in short-term and long-term and hence enable the direction to place â€Å" above-average endowment and developing the endowment direction plan † .Net income Sharing and Employee MotivationBarf Kuvaas ( 2003 ) references in his article that there is a lifting involvement of employee ownership and net income sharing among practicians and research workers. In industrialised states and some emerging economic systems have shown really high degree of involvement in the connexion between fiscal portion, employee attitudes and steadfast public presentation. Financial wages systems have received much unfavorable judgment in the past but this new tendency of affecting the employ ees in the net income of the company and passing them a portion of the net income in signifier of fillips has its advantages. First, this sort of a program includes no excess control of employee ‘s work behaviour. If a net income is gained by the company it would be shared by the employees at the terminal of the twelvemonth. This reduces the opportunities of demotivating an employee due to his sensed degree of competency of himself therefore sabotaging their intrinsic motive ( Deci, Ryan, & A ; Koestner, 1999 ; Kohn, 1993a ) . Second, since this system links the organisational accomplishments to single accomplishments, it ensures that the bureau job is kept at a minimum degree. Employees do non seek to derive single ends as the wages is on how good the organisation does as a whole. This encourages cooperation instead than internal competition ( Kendrick, 1987 ; Kohn, 1993b ) .Thirdly, this sort of an agreement heightens employee committedness to the organisation and ensures th at the long term ends of the company are good in sync with the ends of the employees. The system gives a sense of ownership, partnership and psychological fond regard to the proprietors of the organisation and the workers. Not does it merely have a positive impact on the morale of the squads within the organisation ; it besides enhances organisational public presentation ( Pendleton et al. , 1998 )Wage and Employee MotivationAssociating employee motive to the payment of the employees, Sara L. Rynes ( 2004 ) states that human resource professional normally give a really high grade of importance to the nexus between the wage construction of an employee and his motive to execute on occupation, this belief is far from true as wage is a general incentive of an employee and non the chief ground behind his/ her motive. The paper identifies the state of affairss in which wage is more or less of import for an employee and besides grounds why directors might pay less importance to it. The tab ular array below contains findings of some major surveies that have been conducted to find the importance of wage to employees compared to other possible incentives. The first column shows the consequences of people being asked to rank the importance of wage compared to other incentives, the right manus side shows consequences of existent surveies in ongoing organisations that examine the work end product ensuing in the debut of different incentives like work redesign, increases in employee engagement, alteration in wage constructions etc. first column concludes that when people are asked straight to rank wage as a incentive, they tend to put it at a 5th degree ( range second to eighth ) in lists of possible incentives. In comparing, the existent behaviours in response to the incentives, about ever show wage as the most influential incentive of all.Specifying Job SatisfactionJob satisfaction is a term used widely and normally, yet there is n't any general understanding as to what it truly entails. Satisfaction covers a batch of different aspects and can intend different to different people. Different writers have used different attacks to specify occupation satisfaction, many of which will be covered in this literature reappraisal. Hoppock ( 1935 ) explains occupation satisfaction as â€Å" Any combination of psychological, physiological and environmental fortunes that cause a individual truthfully to state I am satisfied with my occupation † This definition adheres to the fact that although occupation satisfaction has alot of external factors impacting it, it is still an internal matter that defines the feelings of the employee. This means occupation satisfaction is a consequence of a figure of factors that create satisfaction. Vroom ‘s ( 1964 ) definition of occupation satisfaction involves the function an employee dramas in his workplace. He defines occupation satisfaction as an â€Å" Affectional orientations on the portion of persons toward work functions which they are soon busying † Harmonizing to Spector ( 1997 ) , occupation satisfaction has to make with how people feel about their occupation and its other facets. The degree to which they like or dislike the occupation that creates occupation satisfaction or dissatisfaction in a work state of affairs. Positivity and negativeness of an employee towards his work, are both are a portion of occupation satisfaction. When an employee joins an organisation, he comes with preconceived impressions about the sort of occupation he is acquiring into. He harbours certain demands and outlooks about his work and his satisfaction depends on the extent to which his outlooks are met, whether or non the existent awards match the 1s in his belief. An person ‘s workplace behavior is really closely linked to his satisfaction towards his occupation ( Davis et al.,1985 ) . Harmonizing to kaliski ( 2007 ) an employee ‘s sense of accomplishment and his success on his occupation is a portion of occupation satisfaction. This is thought to be straight linked to productiveness and personal well being. It besides implies making the occupation one enjoys and is suitably rewarded for. Job satisfaction is non merely the key to acknowledgment, publicity, and income and feeling of fulfillment, it is besides enthusiasm and felicity with one ‘s work. Statt ( 2004 ) defines occupation satisfaction as the degree of contentment of an employee with the wagess he gets for his work particularly in footings of intrinsic motive. Armstrong ( 2006 ) relates the positive and favourable attitudes towards the occupation as occupation satisfaction and the negative and unfavourable feelings to occupation dissatisfaction. Goerge et Al ( 2008 ) depict occupation satisfaction as ; â€Å" Job satisfaction is the aggregation of feeling and beliefs that people have about their current occupation. People ‘s degrees of grades of occupation satisfaction can run from utmost satisfaction to extreme dissatisfaction. In add-on to holding attitudes about their occupations as a whole, people besides can hold attitudes about assorted facets of their occupations such as the sort of work they do, their colleagues, supervisors or subsidiaries and their wage † Whereas Mullins ( 2005 ) is of the position that ; â€Å" Job satisfaction is a complex and multifaceted construct which can intend different things to different people. Job satisfaction is normally linked with motive, but the nature of this relationship is non clear. Satisfaction is non the same as motive. Job satisfaction is more of an attitude, an internal province. It could, for illustration, be associated with a personal feeling of accomplishment, either quantitative or qualitative † The efficiency and effectivity of a concern organisation is frequently related to occupation satisfaction of its employees. The new managerial paradigm believes that employees should be treated as human existences that they are and their single demands, outlooks, personal desires be kept under consideration as these guarantee occupation satisfaction. The logic behind analysing occupation satisfaction is that a satisfied employee is a happy employee and a happy employee is a successful/efficient/effective employee. The importance of occupation satisfaction is heightened when the drawbacks of an unsated employee are seen, that is disloyalty, high absenteeism and higher figure of accidents etc. Spector ( 1997 ) provinces three cardinal characteristics of occupation satisfaction as Human values should be kept as the guidelines for organisational policies. Organizations following this are more likely to handle their employees with regard and equity. Appraisal of the employee occupation satisfaction in such instances is a good manner of cognizing employee effectivity. High occupation satisfaction means the employees have a good emotional and mental province. The operation and activities of an organisation are mostly affected by the behavior of its workers and their degree of satisfaction. This implies that a positive behavior consequences from satisfaction whereas the negative behavior of employees is a consequence of their dissatisfaction. Job satisfaction can be an index of organisational activities. Job satisfaction ratings present fluctuations in satisfaction degrees of different units within a company. This, in bend, serves as an indicant as to which organisational unit alteration can hike public presentation. The undermentioned figure given by Christen, Iyer and Soberman ( 2006 ) provides a theoretical account of occupation satisfaction and its elements: Job related factors Role perceptual experiences Job public presentation Firm public presentation Figure 1 – Christen, Iyer and Soberman â€Å" Model of Job Satisfaction † ( 2006 ) Figure 2 shows Lawler and Porter ‘s ( 1967 ) theoretical account of occupation satisfaction which unlike Christen ‘s theoretical account puts high accent on wagess impacting occupation satisfaction. This theoretical account represents intrinsic and extrinsic wagess as indirect factors impacting occupation satisfaction and the perceptual experience of the sort of wage the employee deserves as the chief factor. Figure 2- Lawler and Porter ‘s â€Å" Model of Job Satisfaction † ( 1967 ) Locke and Latham ( 1990 ) supply a wholly different thought of occupation satisfaction in their theory. Their theory is that undertakings set at higher degree or in other words, the undertakings that are non easy come-at-able and supply a challenge to the employees and put high outlooks for success create high satisfaction degrees. Figure 3 shows their theoretical account of occupation satisfaction Figure 3 – Locke and Latham ‘Model of Job Satisfaction ‘ ( 1990 )Industry AnalysisThe importance of the fabrics sector for Pakistan ‘s economic system can be exhibited by merely reexamining a few facts: The fabric sector of Pakistan employs about 40 % of the entire labour force ( Beginning: Pakistan Board of Investment ) . For the twelvemonth 2011, fabric sector ‘s part towards Pakistan ‘s GDP was 8.5 % . ( Beginning: APTMA Chairman Review Report 2011 ) The portion of fabric exports out of entire Pakistan ‘s export is about 52.8 % presently. ( Beginning: State Bank of Pakistan, Economic Data ) These figures are more than plenty to set up what an of import sector fabric is for Pakistan ‘s economic system. Now let us reexamine what is presently go oning in this sector. Below is the break-up of the current figure of textile units in the state, courtesy Ministry of Textile Industry:Large SectorNO OF UNITSSizeSpining Unit of measurements458 a ) 10.906 M. Spindles B ) 202356 RotorsComposite Unit of measurements50 10416 LoomsIndependent Weaving Unit of measurements150 27500 Shuttle less LoomsCompleting Unit of measurements115—Garments Unit of measurements800—Small and Medium SectorNO OF UNITSSizeIndependent Weaving Unit of measurements425 50,000 LoomsPower Looms245442 Looms 295442 Looms ( Conventional )Completing635Terry Towels800 10000 Looms 700 bird lessCanvas2000 Looms 300000 ( Industrial )Garments5000 450000 ( Domestic ) ( Sewing Machine )Knitwear1200 18000 However, Pakistan ‘s fabric sector has been, and for the most portion still is, traveling through a period of convulsion. â€Å" The fabric ministry has acknowledged closing of 90 large units in 2008 entirely. Each company employed a lower limit of 1,000 workers. â€Å" Hundreds of 1000s have lost occupations, † Federal Adviser on Textile Dr Mirza Ikhtiar Baig, told The News. † â€Å" Baig said that the higher mark-up rates, energy crises, jurisprudence and order state of affairs and the planetary recession were the major grounds behind occupation cuts from fabric sector. A company can non prolong itself if the production units are unopen 15 yearss a month due to power outage, he said. The import of readymade garments from China has besides affected the local maker. â€Å" It started from places, pencils and ballpen pens and now go oning with the garments, † Baig said. The record of Pakistan Hosiery Manufacturers Association ( PHMA ) shows closing of 245 companies from the hose and knitwear sub-sector entirely in last five old ages. Of which 99 units were closed in 2008 entirely. These units employed 100 to more than a few thousand workers each. † [ Beginning: The World Trade Review, 2009 ] All in all around 350 units were closed with many more merely hardly lasting. The major jobs being faced by Pakistan ‘s fabric sector are: Energy Crisis – deficit of gas and electricity may hold reduced for families, but industry still suffers from an acute shortage of supply. Law, Order & A ; Terrorism – fabrics sector has suffered greatly because of abysmal jurisprudence and order state of affairs in the state. Rampant and frequent terrorist onslaughts in the yesteryear have left foreign purchasers scared of even come ining Pakistan, allow alone visit mills in distant industrial countries. Poor Country Image Perception – due to terrorism studies on and in Pakistan, foreign purchasers and consumers have developed a negative image of Pakistan in heads, hence doing its merchandises seem inferior in quality. Market Access – with Bangladesh having the GSP+ position from EU in 2010, Pakistan ‘s entree to market is farther reduced. A GSP+ position means that Bangladesh ‘s merchandises would confront a lower duty rate in EU, doing them cheaper for the purchasers. Increased Competition – While Pakistan ‘s fabric sector is stuck contending at several foreparts, India, Bangladesh, China and even Sri Lanka ‘s markets are eating up our market portion and hammering new bonds with foreign purchasers. High Interest Rate Regime – Harmonizing to APTMA Chairman Mr. Gohar Ejaz â€Å" Regional rivals, from 2005 onwards induced investing to develop ample capacity and as a consequence the fabric exports of our chief rival increased from $ 12 billion to $ 30 billion. The instrument used was the Technology Up-gradation Fund Scheme ( TUFS ) that provided for a remittal of involvement rate up to 50 % for investing. Similar strategies visualised here did non happen because of the characteristic spread between policy and execution. † [ Beginning: APTMA Chairman Review Report 2011 ] As a consequence, smaller companies who have limited economic systems of graduated table are confronting the brunt of competition in Pakistan. Larger companies who can afford to do immense substructure investings are accommodating to these jobs by constructing their ain independent beginning of power supply, while some other have even started to contemplate switching their units to Bangladesh or Turkey in order to bask the same benefits as their planetary rivals are basking.