The Body s Internal Conversations - 1899 Words

Guided imagery is a method for entering the body’s internal conversations, along with other altered states of consciousness-based techniques (i.e. hypnotherapy, meditation, biofeedback). While in the altered state, one is able to consciously intervene in the body’s biochemical interactions. Guided imagery is based on the concept that your body and mind are connected. Using all of your senses, your body seems to respond as though what you are imagining is real. Studies done at George Washington Medical Center showed that the immune system can directly affect one’s state of mind, as well as vice versa. In fact, the body can’t distinguish between a vivid mental experience and an actual physical experience! Let’s do an experiment: Imagine a lemon being sliced in half. You may get a sense of the juices spurting out and the tangy citrus scent wafting into your nostrils as you bring half the lemon up to your mouth and begin to suck. Most people will immediately start salivating even though it’s just a mental image. The body simply follows the instructions being given by the mind. Narration #7 Same as above on first part. Extended script for experiment: Imagine that you are given a beautiful bright yellow lemon and that you are placing it on the table in front of you. Using a gleaming sharp knife, you slice into that lemon, releasing a spray of the fresh juice. The pleasant citrus scent reaches your nostrils, smelling clean and bright and fresh. As you bringShow MoreRelatedThe Communication Can Be Verbally Or Non Verbally946 Words   |  4 Pagesand internal. External are the five senses such as sight, sound, taste, smell, and touch. Internal is the somatosensory system such as pain, temperature, movement, and vibration (Satterfield). Internal and External provide you unique information about the other person, place, or thing. For example, sound can provide general information about culture, emotion, and age. Internal somatosensory explain how are the individual s responding to the external force. Moreover, â€Å"whenever an internal representationRead MoreAnalysis of Chapter 3 of Kurth Vonneg uts Slaughter House Five1553 Words   |  7 Pagesengage in any conversation are Wild Bob and Billy. When the arguably mentally as well as physically unstable Wild Bob first speaks, he speaks directly to Billy. ‘You one of my boys?’ (Vonnegut 1969: 55). However, rather than replying; Billy stays silent. ‘Billy didn’t reply.’ (Vonnegut 1969: 55). This could be viewed as Billy flouting Grice’s maxim of quantity as he is not providing the right amount of information Wild Bob is looking for; he is withholding participation in the conversation. This unwillingnessRead MoreMy Personal Life With My Family And Friends816 Words   |  4 Pagesdirections or a recipe, I don’t have to store it in my internal memory. I just need to remember where to locate the information. Dr. Sparrow says that we typically rely on external memory systems for information that we don’t use in our everyday lives. The amount of information at our fingertips has grown exponentially because of the internet and search engines like Google; we have learned to adapt by prioritizing what we must store in our internal memory and what we can store in external memory systemsRead MoreChief Complaint : Left Knee Pain1227 Words   |  5 Pagesmedicine specialist. Some of these include, morphine extended release, acute morphine tabs and Norco. He continues to say none of this is effective in controlling his symptoms. An attempt to gather a more specific history is blocked by the patient s historical reference to knee problems going back 30 years. He states this began at the age of 10 secondary to a football injury, intermingled with multiple stories of knee instability complaints are stories of heavy athletic duty and full use of theRead MoreTransactional Analysis1180 Words   |  5 PagesIn the Chilg Ego there are recordings of internal events (feelings) in response to external events ( mostly mother and father) between birth and age five While external events are being recorded as that body of data we call the Parent, there is another recording being made simultaneously. This is the recording of internal events, the responses of the little person to what he sees and gears. This ‘seeing and hearing and feeling and understandings’ of body of data is called Child Ego. Since the littleRead MoreUnderstanding Nonverbal Cues At The Workplace Essay1260 Words   |  6 Pagesperception of Messages. Body Language Body language is an aspect of communication that s often overlooked within the work environment. Studies have shown that verbal communication only contributes to around 7% of the meaning being understood. Humans use many types of nonverbal communication to help aid the transcription of the meaning. Body language of employees also help determine statuses within the the office, or work space. However, the best way to grasp the importance of body language in the workplaceRead MoreCommunication At A Business Environment Essay1719 Words   |  7 Pagesinteractions with internal and external audiences and, run through all the units in the overall qualification as a thread. Competency In this unit you will develop the knowledge and skills of communication needed in a business environment. You will explore different methods of how to communicate with others, including verbal and non-verbal communication and effective written business communication. You will look at how to use spoken language appropriately, tone of voice, and the body language usedRead MoreRelationship Between Biological Sex And Gender Communication917 Words   |  4 Pages whereas gender is socially and psychologically constructed according to Gendered lives chapter 1. Sex and Gender are paired so that most men are masculine and most women are feminine. A person is designated male or female based on external and internal sex organs. The physical forms such as ovaries, penis, clitoris and prostates make up sex in a person. Sexual development is also influenced by hormones. This occurs even when we are still in our mothers wombs. Biology also doesn t determineRead MoreMan and smartphones In today’s day and age practically everybody possesses a smartphone. We600 Words   |  3 Pagescan easily lead to misinterpretation, as not seeing their facial expressions, body language and hearing their intonation may in fact cause confusion in contrary with communicating face to face. Texting can also ruin spoken conversation and can be the reason of losing our conversation etiquette, which is becoming a lost art as people are starting to pull out their smartphones from their pockets in the middle of a conversation with a person just to check why their phone buzzed, which may offend many peopleRead MoreGender Separation As A Part Of Our World858 Words   |  4 Pagesdoes not seem to downgrade his wife’s abilities. He even continues the conversation with saying that he wishes she would work in the orchard, to work her green thumb magic on the apples (Steinbeck 243). With a partner like this it seems strange that Elisa would ever doubt that she could be more than w hat she is. The story was written after the suffrage movement and even though women were more free, this story shows the internal struggles many women faced. Elisa very clearly has a passion for something

Florida Public Health And Statutes Health And Social Care Essay Free Essays

1 ) Discuss the subdivision of the public wellness legislative acts that is of greatest involvement to you. Explain why it is of import and depict what you learned as new information. The public wellness legislative act covering with Substance Abuse Services ( Chapter 397 ) is of great involvement to me. We will write a custom essay sample on Florida Public Health And Statutes Health And Social Care Essay or any similar topic only for you Order Now The chapter fundamentally trades with substance maltreatment bar, intercession and intervention services. Substance maltreatment is a major wellness job and leads to deeply upseting effects as serious damage, chronic dependence, condemnable behaviour, vehicular casualties, gyrating wellness attention costs, AIDS. It is the purpose of the Legislature to guarantee within available resources a full continuum of substance maltreatment services based on projected identified demands, delivered without favoritism and with equal proviso for specialised demands. It is recognized that a substance maltreatment damage crisis is destructing the young person and is the underlying cause of many juveniles come ining the juvenile justness system, and that substance maltreatment damage contributes to the offense the school dropout rate, young person self-destruction, adolescent gestation, and substance-exposed neonates and that substance maltreatment damage is a community job, a household job, a socia l job, and a judicial job and that there is a critical demand to turn to this exigency instantly. Therefore, it is the purpose of the Legislature that scarce financess be invested in bar and early intercession plans. The economic cost of substance maltreatment damage to the province drains bing resources, and the cost to victims, both economic and psychological, is traumatic and tragic. The end of the legislative assembly to deter substance maltreatment by advancing healthy life styles and drug free schools, workplaces and communities. The Legislature besides intends to supply authorization for the section to spread out bing services to juveniles, to contract with community-based substance maltreatment service suppliers for the proviso of specialised services, and to hold paradigm theoretical accounts developed prior to statewide execution. The new subjects I came across in this chapter are: ( a ) Duties of the Department ( B ) Treatment-based drug tribunal plans. Duties of the section: A comprehensive province program has been designed for the proviso of substance maltreatment services which includes: Designation of incidence and prevalence of jobs related to substance maltreatment, description of current services, need for services, cost of services, precedences for support.It besides provides on a direct or contractual footing public instruction plans and an information clearinghouse to circulate information about the nature and effects of substance abuse. , developing for forces who provide substance maltreatment services, a information aggregation and airing system, in conformity with applicable federal confidentiality regulations. , basic epidemiological and statistical research and the airing of consequences, research in cooperation with qualified research workers on services delivered. The Department plans to set up a support plan for the airing of available federal, province, and private financess through contractual understandings with community-based orga nisations or units of province or local authorities which deliver local substance maltreatment services. Treatment based drug tribunal plans The treatment-based drug tribunal plans include curative law rules and adhere to the 10 cardinal constituents, recognized by the Drug Courts Program Office of the Office of Justice Programs of the United States Department of Justice and adopted by the Florida Supreme Court Treatment-Based Drug Court Steering Committee. : ( a ) Drug tribunal plans integrate intoxicant and other drug intervention services with justness system instance processing. ( B ) Using a non adversarial attack, prosecution and defence advocate promote public safety while protecting participants ‘ due procedure rights. ( degree Celsius ) Eligible participants are identified early and quickly placed in the drug tribunal plan. ( 500 ) Drug tribunal plans provide entree to a continuum of intoxicant, drug, and other related intervention and rehabilitation services. ( vitamin E ) Abstinence is monitored by frequent proving for intoxicant and other drugs. ( degree Fahrenheit ) A co-ordinated scheme governs drug tr ibunal plan responses to participants ‘ conformity. ( g ) Ongoing judicial interaction with each drug tribunal plan participant is indispensable. ( H ) Monitoring and rating step the accomplishment of plan ends and gauge plan effectivity. ( I ) Continuing interdisciplinary instruction promotes effectual drug tribunal plan planning, execution, and operations. ( J ) Forging partnerships among drug tribunal plans, public bureaus, and community-based organisations generates local support and enhances drug tribunal plan effectivity The support of a treatment-based drug tribunal plan under which individuals in the justness system assessed with a substance maltreatment job will be processed in such a mode as to suitably turn to the badness of the identified substance maltreatment job through intervention services tailored to the single demands of the participant. ( 2 ) Identify two different types of attacks or methods used to progress the wellness of Floridians ( e.g. , service bringing, ordinance ) . For each, describe an illustration from the Florida public wellness legislative acts and place a possible restriction that could discourage accomplishing the intended result. The two different types of attacks or methods used to progress the wellness of Floridians are: ( a ) Health Insurance Access. ( ss.408.90-408.910 ) ( B ) Delivery of disease control services-Tuberculosis Control ( Delivery of Tuberculosis control services ) ( chapter 392 ) ( A ) Health Insurance Access: The Legislature finds that a important figure of the occupants of this province do non hold equal entree to affordable, quality wellness attention because the premiums are unaffordable The Legislature intends to supply a province wellness insurance plan for those people who are without wellness insurance so that they may hold entree to preventive and primary attention services. The province wellness insurance plan programs to offer basic, low-cost wellness attention services to those Floridians who have non had entree to the private wellness insurance market. The Legislature intends that the province plan shall aim the uninsured and non those who presently have private wellness insurance coverage. . The Legislature farther discoveries that increasing entree to affordable, quality wellness attention can be best accomplished by set uping a competitory market for buying wellness insurance and wellness services. It is hence the purpose of the Legislature to make the Florida Health Choices Program to: Expand chances for Floridians to buy low-cost wellness insurance and wellness services, preserve the benefits of employment-sponsored insurance while easing the administrative load for employers who offer these benefits, enable single pick in both the mode and sum of wellness attention purchased, supply for the purchase of single, portable wellness attention coverage, disseminate information to consumers on the monetary value and quality of wellness services, Sponsor a competitory market that stimulates merchandise invention, quality betterment, and efficiency in the production and bringing of wellness services Every occupant of this province who has a gross household income that is equal to or below 250 per centum of the federal poorness degree and who meets the demands of this subdivision is eligible to inscribe in the Med Access plan. Every eligible individual who enrolls in the Med Access plan is entitled to have benefits for any covered service furnished within this province by a take parting supplier which include physician services, hospital inmate services, hospital outpatient services, research lab services, household planning services, outpatient mental wellness services Registration in the Med Access plan is capable to eligibility and financial restrictions and shall be renewed yearly. Restrictions of Med Access Program: ( 1 ) The Med Access plan shall non cover benefits that are provided as portion of workers ‘ compensation insurance. ( 2 ) The Med Access plan shall except coverage for preexisting conditions, except gestation, during a period of 12 months following the effectual day of the month of coverage every bit long as: ( a ) The status manifested itself within a period of 6 months before the effectual day of the month of coverage ; or ( B ) Medical advice or intervention was recommended or received within 6 months before the effectual day of the month of coverage. ( 3 ) The Med Access plan shall non include coverage for outpatient prescription drugs, spectacless, dental services, tutelary attention, or exigency services for non emergent conditions. ( 4 ) Any member of the Med Access plan who is determined to be at â€Å" high hazard † by a take parting primary attention supplier shall, upon reclamation, hold to be placed in a instance direction system when it is determined by the plan to be in the best involvement of the member and the Med Access plan. ( 5 ) No individual on whose behalf the plan has paid out $ 500,000 in covered benefits is eligible for continued coverage in the Med Access plan. ( B ) Delivery of Disease Control Services: TUBERCULOSIS CONTROL ( Delivery of TB control services ) Active TB is a extremely contagious infection that is sometimes fatal and constitutes a serious menace to the public wellness. There is a important reservoir of TB infection in this province and that there is a demand to develop community plans to place TB and to react rapidly with appropriate steps. Some patients who have active TB have complex medical, societal, and economic jobs that make outpatient control of the disease hard, if non impossible, without presenting a menace to the public wellness. The Legislature finds that in order to protect the people from those few individuals who pose a menace to the populace, it is necessary to set up a system of compulsory contact designation, intervention to bring around, hospitalization, and isolation for contagious instances and to supply a system of voluntary, community-oriented attention and surveillance in all other instances. The Legislature finds that the bringing of TB control services is best accomplished by the co-ordinated attem pts of the several county wellness sections, the A.G. Holley State Hospital, and the private wellness attention bringing system. Community TB control programs. — The section operates, straight or by contract, community TB control plans in each county in the province. Community TB control plans trades with the: Promotion of community and professional instruction about the causes and dangers of TB and methods of its control and intervention to remedy ; Community and single showing for the presence of TB ; Surveillance of all suspected and reported instances of active TB, including contact probe as necessary and as directed by the section ; Reporting of all known instances of TB to the section ; Development of an individualised intervention program for each individual who has active TB and who is under the attention of the section, including proviso of intervention to remedy and follow up, and the distribution of medicine by agencies of straight observed therapy, if appropriate, to eligible individuals under regulations and guidelines developed by the section ; and Provision of guidance, periodic retesting, and referral to allow societal service, employment, medical, and lodging bureaus, as necessary for individuals released from hospitalization or residential arrangement. The section plans to develop, by regulation, a methodological analysis for administering financess appropriated for TB control plans. Standards to be considered in this methodological analysis include, but are non limited to, the basic substructure available for TB control, caseload demands, laboratory support services needed, and epidemiologic factors. The end of the intervention program is to accomplish intervention to bring around by the least restrictive agencies. The section shall develop, a standard intervention program form that must include, but is non limited to, a statement of available services for intervention, which includes the usage of straight observed therapy ; all findings in the rating and diagnostic procedure ; mensurable aims for intervention advancement ; and clip periods for accomplishing each aim. Each intervention program must be implemented through a instance direction attack designed to progress the single demands of the individual who has active TB. The in dividual ‘s advancement in accomplishing the aims of the intervention program must be sporadically reviewed and revised as necessary, in audience with the individual. Restrictions of Tuberculosis control services: Disobedience to anti tubercular therapy is a major restriction to the TB control plans. The failure to take prescribed medicine is a cosmopolitan perplexing phenomenon. This fact must be taken into consideration when one enterprises to handle a patient or control diseases in a community. Terbium is a catching disease necessitating drawn-out intervention, and hapless attachment to a prescribed intervention increases the hazard of morbidity, mortality and spread of disease in the community The curative regimens given under direct observation as recommended by WHO have been shown to be extremely effectual for both forestalling and handling TB but hapless attachment to anti TB medicine is a major barrier to it ‘s planetary control. Factors associated with patients for hapless conformity in the pre-DOTS ( Directly Observed Treatment Short-course ) epoch are alleviation from symptoms, inauspicious reactions to drugs, domestic and work-related jobs. In an urban TB control plan, disobe dience with DOTS was common and was closely associated with alcohol addiction and homelessness. Disobedience is associated with an addition in the happening of hapless results from intervention and accounted for most intervention failures. Advanced plans are needed to cover with alcohol addiction and homelessness in patients with TB. [ 1 ] 3 ) Select a wellness profession of involvement to you. Discourse the chief elements of how the profession is regulated, how the ordinances benefit the profession and the community, every bit good as any restrictions A wellness profession that involvements me the most is medical pattern ( chapter 458 ) .The profession is regulated by a set of regulations and the primary legislative intent is to guarantee that every doctor practicing in this province meets minimal demands for safe pattern. It is the legislative purpose that physicians who fall below minimal competence or who otherwise show a danger to the public shall be prohibited from practising in this province. Any individual wanting to be licensed as a doctor, who does non keep a valid licence in any province, is supposed to use to the section on signifiers furnished by the section. The section provides a licence to each applier who the board certifies: has completed the application signifier and remitted a nonrefundable application fee non to transcend $ 500, Is at least 21 old ages of age, is of good moral character, has non committed any act or discourtesy in this or any other legal power which would represent the footing for training a ph ysician pursuant and meets one of the undermentioned medical instruction and graduate student preparation demands: ( A ) Is a alumnus of an allopathic medical school or allopathic college recognized and approved by an accrediting bureau recognized by the United States Office of Education or is a alumnus of an allopathic medical school or allopathic college within a territorial legal power of the United States recognized by the recognizing bureau of the governmental organic structure of that legal power or Is a alumnus of an allopathic foreign medical school registered with the World Health Organization and certified pursuant to s. 458.314 as holding met the criterions required to recognize medical schools in the United States or moderately comparable criterions ( B ) Has had his or her medical certificates evaluated by the Educational Commission for Foreign Medical Graduates, holds an active, valid certification issued by that committee, and has passed the scrutiny utilized by that committee ; and ( C ) Has obtained a passing mark, as established by regulation of the board, on the licensure scrutiny of the United States Medical Licensing Examination ( USMLE ) ; or a combination of the United States Medical Licensing Examination ( USMLE ) . The section and the board assures that appliers for licensure meet all the standards through an fact-finding procedure. When the fact-finding procedure is non completed within the clip set and if the section or board has ground to believe that the applier does non run into the standards, the State Surgeon General or the State Surgeon General ‘s designee may publish a 90-day licensure hold which shall be in composing and sufficient to advise the applier of the ground for the hold. Furthermore, the section may non publish an unrestricted licence to any person who has committed any act or discourtesy in any legal power which would represent the footing for training a physician pursuant to s. 458.331. When the board finds that an person has committed an act or discourtesy in any legal power which would represent the footing for training a physician pursuant to s. 458.331, so the board may come in an order enforcing one or more of the footings set Forth in subdivision. The section besides issues punishments for go againsting regulations and ordinances such as: The pattern of medical specialty or an effort to pattern medical specialty without a licence to pattern in Florida, the usage or attempted usage of a licence which is suspended or revoked to pattern medical specialty, .attempting to obtain or obtaining a licence to pattern medical specialty by cognizing deceit, trying to obtain or obtaining a place as a medical practician or medical occupant in a clinic or infirmary through cognizing deceit of instruction, preparation, or experience. Restrictions of medical pattern are: The Legislature recognizes that the pattern of medical specialty is potentially unsafe to the populace if conducted by insecure and unqualified practicians. The Legislature finds further that it is hard for the populace to do an informed pick when choosing a doctor and that the effects of a incorrect determination could earnestly harm the public wellness and safety. ( illustration: inauspicious incidents in office pattern scenes. the term â€Å" inauspicious incident † means an event over which the doctor or licensee could exert control and which is associated in whole or in portion with a medical intercession, instead than the status for which such intercession occurred, and which consequences in the undermentioned patient hurts: The decease of a patient, encephalon or spinal harm to a patient, lasting disfiguration, the public presentation of a surgical process on the incorrect patient, The public presentation of a wrong-site surgical process ; the public presentation of a i ncorrect surgical process or the surgical fix of harm to a patient ensuing from a planned surgical process where the harm is non a recognized particular hazard as disclosed to the patient and documented through the informed-consent procedure ) . The section reviews each incident and determine whether it potentially involved behavior by a wellness attention professional who is capable to disciplinary action and disciplinary action, if any, will be taken by the board under which the wellness attention professional is licensed. When the board determines that any applier for licensure has failed to run into, to the board ‘s satisfaction, each of the appropriate demands set Forth in this subdivision, it may come in an order necessitating one or more of the undermentioned footings: ( a ) Refusal to attest to the section an application for licensure, enfranchisement, or enrollment ( B ) Certification to the section of an application for licensure, enfranchisement, or enrollment with limitations on the range of pattern of the licensee ; or ( degree Celsius ) Certification to the section of an application for licensure, enfranchisement, or enrollment with arrangement of the doctor on probation for a period of clip and capable to such conditions as the board may stipulate, including, but non limited to, necessitating the doctor to subject to intervention, attend go oning instruction classs, submit to redirect examination, or work under the supervising of another doctor. 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Teamwork Failure at the Royal Bank of Canada †MyAssignmenthelp.com

Question: Discuss about the Teamwork Failure at the Royal Bank of Canada. Answer: Introduction It is evident that most organizations in current market situations do not go around and eventually end up with failing teams. It is really a daunting task whether one is managing a startup or an already established firm in identifying a staff of all superstars individually and compiling them into one team that still yields undesirable results (Project Management Institute, 2013). Therefore, we set forth to conduct a case study about the Royal Bank of Canada. It is evident enough that the firm has qualified and a sufficient staff of employees but still undergoes some major institutional challenges in terms ofmanagement and team coordination. Among the challenges that stood out at the Royal Bank of Canada was the minimal team playing among the staff members. Additionally, there is the problem of integration of the different business systems of which many branches of the Royal bank haven't been employing in coordinating their activities as those of one firm (Yukl, 2012). Moreover, there has been lack of job shadowing to enable one worker learner another worker's job. This is paramount in that when one has had the opportunity to learn what a colleague does then he/she can easily stand in for the colleague who may not be in or out for other duties. Also in the different groups of the firm, there is lack of sharing of numbers. Similarly, other challenges that were identified during the study were weak communication among the members, lack of networking and partnering with other organizations, visionless leadership and lack of proper planning. Findings Lack of coordination and motivation. We found out that there is a big void that needs to be worked on which constitutes coordination failures. The firm is in a ramshackle state and no renovations have been done yet managers are conscious of this. The staff members also do lack the virtue of team playing a factor that leads to some of the core activities not being attended to the later (Turner Mller, 2010). The reason behind this is the reluctance by the team heads that fail to organize their members in harmonized relationships. In addition, most employees also lack motivation from the part of the management. It is close to impossible trying to achieve some objectives with an unmotivated employee. Employees have high expectations from their employers that they expect to meet their various needs. These are articulate in the Maslow's pyramid of needs, a theory by Abraham where he explained that motivational need range from the basic psychological needs to self-fulfillment. Therefore, the puzzle remains on how to motivate a 21st -century worker (Carter, 2009). The theory explains that when one is comfortable then he/she can achieve every goal set forth in an organization. Furthermore, the Herzberg Two-Factor Theory has also attempted to answer the question, what can be done to end up with a team of motivated personnel (Gamble Thompson, 2009). It asserts that certain job satisfaction may be in consistence with certain characteristics of a workplace while dissatisfaction at workplace is associated with other factors that create discomfort. He then explained that one should create those conditions that ensure job enrichment and eliminate those of dissatisfaction. Poor communication among members Communication in any organization is a key element in the success of any that organization. In case there is a breakdown in communication channels, then that firm is bound to have hiccups in the course of its operations and this may hamper its quest to success. In the same sense, communication breakdown also brings about the challenge of lack of team playing among employees (Riaz Haider, 2010). Thus, in a situation where there are communication problems, then even having personal contact with the customers becomes a problem, therefore, a personnel ends up having not much information about his/her clients. This, in turn, may be undesirable when one loses a clientele due to lack of trust as a result of the absence of personal contact (Yudhvir Sunita, 2012). It was also found that those that have served for long in the Bank had accumulated good knowledge of their customers. Therefore, it is prudent enough for an organization to have proper ways of communication among employees and betwe en an employee and the clients. Information needs to flow smoothly from and into the firm through properly installed channels and right processes. Lack of job shadowing. Job shadowing is another factor that was so evident to be lacking among the managers of the bank. This comes out clear when one personnel was capable of performing a duty that was not in line with his department. In one way or another, one may perceive it as multitasking but very useful when it comes to proper management of an organization to ensure it realizes the set goals and objectives (Allen, 2013). It, therefore, becomes important for an organization to have some internal programs that enable its employees to learn more about their colleague's areas of performance. Importantly, there will be fewer errors committed and also less time wastage as these teams of personnel will be consulting and assisting one another. Lack of networking and partnering with other organizations In every line of production and service provision, there are usually more other organizations that are also offering the same or closely related services. These firms need to have closer contacts, hence networking. They need to harmonize their activities in such a way that they do not realize negatives in their books of accounts after sales. They also need to partner in different aspects of the market in order to reduce unhealthy competition among them. This partnering could either be through coming together as cartels and amalgamation. Poor operating strategies It is as well realized that the team fails because of poorly stated strategies by the team leaders. These team plans are not owned by the team members themselves hence the problem of non-corporation from some members (Winkler, 2010). This happens when members aren't involved in the plan setting processes and thus sometimes tend to resist implementing such plans. It is, therefore, more beneficial when personnel are engaged in the decision-making processes so that they be part and parcel of the implementation stages. Conclusion In conclusion, for most organizations that have been successful in their lines of production, teamwork has been one of their norms. It is a factor that has seen most firms thrive and go to a level higher. This spirit of team playing has to commence from the top- level managers down to the support staff. The most important factor that the Royal Bank of Canada needs to work on is building the spirit of working together among the teams and eliminating any other factors that pose challenges to the success of the Bank. In addition, it is also evident that the organization managers don't practice job shadowing, inclusive decision-making processes, and strong communication channels. Recommendation From the findings concerning the case study that was conducted, we recommend that themanagement ensure employee motivation, which entails providing for their needs and ensuring a favorable environment. Also, there should be a properly coordinate communication in the organization, job shadowing programs like in-service training (internal training), and inclusive strategies planning and organizing for networking and partnering ideas with others. Bibliography Allen, P. A., 2013, Management: Meeting and Exceeding Customer Expectations. (10thEd.). Thomson Southwestern Publishing: Mason, MA. Gamble, G. Thompson, A. A., 2009, Essentials of strategic management: the quest for competitive advantage. McGraw Hill: Boston, MA. Project Management Institute. 2013, A guide to the project management body of knowledge (5thEd.). Project Management Institute, Inc.: Newton Square, PA. Riaz, A. Haider, M. H., 2010, Role of transformational and transactional leadership on job satisfaction and career satisfaction, Business and Economic Horizons, Vol. 1, no. 1, pp. 29-38. Turner, J. Mller, R., 2010.Project-Oriented Leadership.Gower Publishing, Ltd: Burlington, VT. Winkler, I., 2010,Contemporary Leadership Theories: Enhancing the Understanding of the Complexity, Subjectivity and Dynamic of Leadership, Physica-Verlag: Heidelberg. Yudhvir, M. R. Sunita, M. S., 2012, Employees motivation: theories and perspectives,Asian Journal of Multidimensional Research, Vol. 1, no. 2, pp. 56-64. Yukl, G. 2012, Effective Leadership Behavior: What we know and what questions need more attention, Academy of Management Perspectives, Vol. 26, no. 4, pp. 66-85.

The Real McCARTHY Essay Example For Students

The Real McCARTHY Essay Cormac McCarthy, the author of many American styled novels such as Blood Meridian, All the Pretty Horses, and The Crossing, writes very good stories that appeal to the senses and the soul. He doesnt have famous writing heroes that give him an inspiration to write, nor give him ideas of what to write. Because of this lack of models, McCarthy has some characteristics of other famous American authors, but for the most part he uses a unique style of writing that is shown in all of his novels, and ties together The Crossing and its predecessor All the Pretty Horses using expressive theme, obscure symbols, eerie motifs, and a unequaled prose. We will write a custom essay on The Real McCARTHY specifically for you for only $16.38 $13.9/page Order now When looking at McCarthys writing as a whole, one can see a style that is beyond the norm. Critics compare his work to life in our world, his singular ability to convey the world not so much as a place of pigeon holes but rather of endless questions, none more clearly explained than another (Young 100), and they compare his work to life beyond the realm of our world, McCarthys metaphysical assumptions are existential. Human consciousness of the past exists within each person in memories and contacts, held in an ongoing meaning by individuals as fragments, subject to loss as memory dims and subject to arbitrary changes without order or meaning (Richey 141). These same critics compare McCarthys writing to past writers saying that McCarthy shares some aspects of his writing with Thomas Pynchon, Edmund Wilson, Saul Bellow, and James Joyce. A sophisticated reader on first looking into Joyces Ulysses might well wonder about the meaning of what is going on. A reader on first looking into McCarthys fiction might well wonder, just what is going on (Aldridge 90). Aldridge also goes on to say that McCarthy is fantastically gifted. Critics also state that: Aristotle and E.M. Forster would not have approved with McCarthys style (Aldridge 96). The classic authors may not have approved with McCarthys style because of his use of extreme violence. Sociopaths, serial killers, necrophiliacs, and murders populate pages wherein mayhem, blood, and generally malevolence dominate his works (Richey 140). The most perfect example of McCarthys original style is visible through his latest two novels entitled All the Pretty Horses and The Crossing, the first two installments of the Border Trilogy. These books show a transformation of McCarthys style from an utter non-stop violent rampage (Blood Meridian), to a style that contains morals, theme and heart. McCarthy possesses an extremely narrow vision condition of the human and almost no vision of the subtler complexities of human feeling and thought. These deficiencies began to be evident in the early fiction but were to a degree camouflaged by the high elegance of the prose and the idiosyncratic originality of the fictional forms. In the first two books of the Border trilogy they have become more clearly visible, because the prose is no longer elegant and the form is wide open and relentlessly picaresque (Aldridge 97). Another bond between the two novels, is the sharing of character traits. The protagonists, John Grady Cole, and Billy Parham from All the Pretty Horses and The Crossing, respectively, share similar quests and themes. The two Border Trilogy novels have shown characters who love and weep and seem to have much in common with that part of the human species not labeled as murderers and evildoers (Richey 141). John and Billy both traveled to Mexico on multiple occasions, giving the novels the label The Border Trilogy. However even though they had alike characteristics, their purposes for traveling were different and they both went about achieving their goals in different manners. While Billy focused on the need to mete out a personal justice, John rushed headlong into the swirling chaos which surrounds him (Young 99). McCarthy, being the genius that he is, also tied the two books together with character, by ending both novels in the same fashion. At the end of The Crossing Billy, like John Grady, is on the road again, drifting from one menial job to another, having nothing to show for his wandering and presumably destined to come to nothing (Aldridge 96). How does McCarthys use of character tie into his style? Its simple. McCarthy is able to use parallel themes between these novels which gives the sense of a sequel. The Crossing is not a traditional sequel; it is not a continuation of a story in the normal sense, but an extension of themes, setting and character (Young 99). Theme will be explored more deeply later in this essay, but to show the parallels which create the notion of a sequel, John Grady and Billy Parhams connection in terms of theme should be investigated. Two of these such themes are Young men in search of their place in the world fate versus destiny (Young 99), and The mystery of the bond between siblings/ friends (Ryan 1822). McCarthys style of putting men against the rest of the world is evident throughout all of his novels. The strong bond between men is really only explored in The Border Trilogy, but McCarthy does a beautiful job of it. .u64b7de49195698d616fd488f5e8b104d , .u64b7de49195698d616fd488f5e8b104d .postImageUrl , .u64b7de49195698d616fd488f5e8b104d .centered-text-area { min-height: 80px; position: relative; } .u64b7de49195698d616fd488f5e8b104d , .u64b7de49195698d616fd488f5e8b104d:hover , .u64b7de49195698d616fd488f5e8b104d:visited , .u64b7de49195698d616fd488f5e8b104d:active { border:0!important; } .u64b7de49195698d616fd488f5e8b104d .clearfix:after { content: ""; display: table; clear: both; } .u64b7de49195698d616fd488f5e8b104d { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u64b7de49195698d616fd488f5e8b104d:active , .u64b7de49195698d616fd488f5e8b104d:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u64b7de49195698d616fd488f5e8b104d .centered-text-area { width: 100%; position: relative ; } .u64b7de49195698d616fd488f5e8b104d .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u64b7de49195698d616fd488f5e8b104d .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u64b7de49195698d616fd488f5e8b104d .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u64b7de49195698d616fd488f5e8b104d:hover .ctaButton { background-color: #34495E!important; } .u64b7de49195698d616fd488f5e8b104d .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u64b7de49195698d616fd488f5e8b104d .u64b7de49195698d616fd488f5e8b104d-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u64b7de49195698d616fd488f5e8b104d:after { content: ""; display: block; clear: both; } READ: Rwanda Genocide EssayCormac McCarthy utilizes many literary techniques in his writing. Original symbols, motifs, and themes appear throughout the pages of McCarthys writing. Not only are the techniques original, but McCarthy has a unique way of bringing these techniques forward. To show how McCarthy brings forth symbols, motifs, and themes, we must first explore his original use of these techniques within his writing. The Border Trilogy, contains all of these techniques so, all of the examples will be coming from either All the Pretty Horses or The Crossing. Strong writing, needs strong bonds. The bonds that hold together McCarthys works are the themes of his novels. Not only does McCarthy have themes that are found in other authors novels, but he has themes of his own. Common themes are Fate versus destiny and familial separation (Young 95), whereas one of his original themes is Adolescent boys riding into Mexico and finding themselves caring, losing and learning what dimensions of life mean (Richey 140). Themes can be found sporadically or placed in certain orders throughout a novel. McCarthy utilizes both of these particular style, yet he also use motifs to show his original form. A motif is a recurrent thematic element in an artistic or literary work (Microsoft). Motifs are not new by any means. However, McCarthys use of them is somewhat new and original in nature. He is able to not only create motifs throughout singular novels, but have multiple novels tied together with the same motif. The major events in the remainder of The Crossing are apparently intended to serve as counterpoint to those of the first section, since they involve a reoccurrence of the opening motifs of violent death and the transport and burial of a corpse, this time human rather than animal (Aldridge 96). In The Crossing, McCarthy tied together the wolfs gut-wrenching thematic death to Boyds violent climactic death. In All the Pretty Horses, McCarthy tied together John and Rawlins stupid choice to find work in Mexico to their heroic run from the law. McCarthys best examples of motifs arent just tied into the Border Trilogy. McCarthy has one motif that is shared in all of his novels. This not only makes him a unique author, but a literary genius. For McCarthy, blood clearly symbolizes life as a mean end, and for him its connection is constantly threatened by the reality of evil portrayed in violence (Richey 141). Characters play important roles in expressing theme in McCarthys novels. In the Border Trilogy, McCarthy uses small characters to express morals and lessons to John Grady and Billy Parham. In All the Pretty Horses, John meets a grand panjandrum of a jail gang who teaches him to live life carefully and trust no one, not even himself. In The Crossing, Billy meets an old blind man who tells Billy about the changing times. McCarthys use of these types of characters is found throughout all of his novels and are unique to his style. Literary techniques are not all of McCarthys unique aspects. He writes with a unique use (or lack of use) of punctuation and grammar. Commas, quotation marks and sentence endings are very hard to find. In fact, there are no quotation marks in his novels. The following passage shows one sentence that is obviously run-on, but it flows in such a way that it doesnt need periods to separate it. He heard in the melee a staple pop and he suddenly saw as in an evil dream the specter of the horse at full gallop on the plain with the wolf behind at the end of the rope and the dogs in wild pursuit and he snatched the rope from about the saddlehorn just as the reins broke and the horse wheeled and went pounding and he turned with the rifle and the wolf to stand off the dogs suddenly all about him in a bedlam of howling and teeth and whited eyes (McCarthy 64). .u63a5bafd6216b18d19404e26655c82f3 , .u63a5bafd6216b18d19404e26655c82f3 .postImageUrl , .u63a5bafd6216b18d19404e26655c82f3 .centered-text-area { min-height: 80px; position: relative; } .u63a5bafd6216b18d19404e26655c82f3 , .u63a5bafd6216b18d19404e26655c82f3:hover , .u63a5bafd6216b18d19404e26655c82f3:visited , .u63a5bafd6216b18d19404e26655c82f3:active { border:0!important; } .u63a5bafd6216b18d19404e26655c82f3 .clearfix:after { content: ""; display: table; clear: both; } .u63a5bafd6216b18d19404e26655c82f3 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u63a5bafd6216b18d19404e26655c82f3:active , .u63a5bafd6216b18d19404e26655c82f3:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u63a5bafd6216b18d19404e26655c82f3 .centered-text-area { width: 100%; position: relative ; } .u63a5bafd6216b18d19404e26655c82f3 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u63a5bafd6216b18d19404e26655c82f3 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u63a5bafd6216b18d19404e26655c82f3 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u63a5bafd6216b18d19404e26655c82f3:hover .ctaButton { background-color: #34495E!important; } .u63a5bafd6216b18d19404e26655c82f3 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u63a5bafd6216b18d19404e26655c82f3 .u63a5bafd6216b18d19404e26655c82f3-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u63a5bafd6216b18d19404e26655c82f3:after { content: ""; display: block; clear: both; } READ: Solutions For Social Security EssayThe images produced by this passage are ones that are so compelling, that punctuation is not needed to break it apart. The National Book Award winning author, Cormac McCarthy has his own unique style that is clearly evident when reading his work: His use of violence, blood, and human growing are themes and motifs that he uses to produce a message that appeals to all senses; His own style of prose and punctuation; The pictures drawn by his words; These things may not seem so significant apart, but when McCarthy puts them together, he creates a masterpiece of writing that only he could do. Works CitedAldridge, John W. Cormac McCarthys Bizarre Genius. Atlantic Monthly 274 (1994): 89-98. Iyer, Pico. Leaning Toward Myth. Partisan Review 62 (1995): 309-14. McCarthy, Cormac. The Crossing. New York: Vintage Books, 1995. Microsoft Interactive Dictionary, 1995. Richey, Jean. The Crossing Like Horses, But Different. World Literature Today November 1994: 140-41. Ryan, William G. The Crossing. American Journal of Psychiatry 151 (1994): 1822. Young, Glen D. The Border Trilogy. English Journal 84 (1995): 99-100.

Jasper Johns essays

Jasper Johns essays Born on May 15, 1930 in Augusta Georgia, Jasper Johns is one of the most renowned American pop artists of his era. He spent much of his early life stationed in Japan with the United States Army. Later, he became a student at the University of South Carolina in Columbia. Johns first major piece was a painting he did in 1954 entitled Flag (Jasper Johns 1). It is simply a reproduction of the American flag on canvas. Much of his early work was of plain, flat symbols. He did so because he found that he did not have to design them...they were things the mind already knows. That gave [him] room to work on other levels (Crichton 1). The painting to be discussed in this paper is one of his simple works as mentioned above. It is entitled Target with Four Faces, and it was completed in 1955. Target with Four Faces is mainly a design piece. It is made up of sharp curves and lines. Most of the lines are thick, others are horizontal as well. The circles of the target in the lower half are practically perfect around. He uses several shapes in his work, including rectangles and squares (in the plaster faces up top) and circles (in the target). The color group used in Target with Four Faces is that of the triadic group, specifically the primary colors. The target and the background are made up of solid reds, yellows, and blues. Various surfaces can be found in Jasper Johns piece. The canvas used gives it somewhat of a rough texture, while the wood towards the top give it a smooth texture. The only objects seen in this work other than the main target are the plaster faces lined up at the top of the canvas. Other than those, there really are no other objects. With the basic facts represented, the next thing to look at is the design of Target with Four Faces. Since it is a simple piece, it has symmetrical balance for the most part. The four faces at the top are symmetrical, a ...

Argumentative Essay on Cigarette Smoking

time now many people have different views about smoking inpublic places. Smokers feel it is their right to smoke where and when theywant. On the other hand non-smokers feel smokers violate their rights and endanger there life. Smoking causes heart disease, lung cancer and otherserious illnesses. Cigarette smoking is the number one cause of lungcancer. A substantial number of lung cancers that occur in non-smokers canbe attributed to involuntary smoking. There are some parts in the UnitedStates where†¦ Biology 101 Should Cigarette Smoking Be Banned? Should there be a ban on cigarette smoking in the United States? Since cigarettes were introduced to Americans, questions have been raised concerning the legality of smoking and if it should be allowed everyone, in public places, or not at all. Recently, with the increase knowledge in cost and healthcare, the controversy with cigarette smoking has significantly risen. Across the country, states have banned smoking in public areas and inside buildings†¦ Caraga State University Ampayon, Butuan City ADDICTION OF CIGARETTES SMOKING INSIDE THE CSU CAMPUS Mu , Jamael C. 09070123796 Jhon Mark C. Gomez, Anchie G. Ruperto,Bompat Tagupa, Eunilyn R. Villafaà ±e, Junalyn G. Cuevas, Kate Ariane A. I. Introduction a. Definition Nicotine is one of more than 4,000 chemicals found in the smoke from tobaccoproducts;it is the primary component that acts on the brain. Smokeless tobacco products(for example,snuffand chewing tobacco)†¦ Cigarette Smoking 1 The effects of cigarette smoking on the American public are of significant concern in America. This effect is harmful to the body’s major organs, causing many diseases and generally†¦ 42.1 million people, or 18.1% of all adults (aged 18 years or older), in the United States smoke cigarettesâ€Å"(â€Å"Adult Cigarette Smoking in the United States: Current Estimates†). A long time ago in the 1960s, The Flintstones had a sponsor by the name of Winston cigarettes whom had television commercials depicting famous cartoon characters Fred Flintstone and Barney Rubble â€Å"on breakâ€Å" smoking cigarettes while their wives are doing all of the work. Back then, that wasn’t perceived in the same way had†¦ Taxation on Cigarette Smoking In economics the demand elasticity refers to the sensitivity of the quantity demand for a product to the changes in price. This relationship correlates to the basic law of demand which states that if the price of a product or good increase, then the consumer demand would fall and decrease because of the change. However not all products follow this fundamental theory. In fact products that are considered addictive substances, such as tobacco and cigarettes can be the†¦ knowledge of cigarettes and their harmful nature is expanding all the time. Studies and experiments are being performed all the time to figure out what cigarettes are really all about. There is influence from media and entertainment that promote smoking more than ever, even though we know more than ever how harmful they are. We already know smoking cigarettes is detrimental to health, yet people continue smoking them. We are becoming more aware of the awful chemicals put into cigarettes that should†¦ a great argument against smoking in her short essay, â€Å"My Daughter Smokes†, by sharing with the reader a personal experience that she had concerning cigarette smoking. She describes what happened to her father because he was a smoker for most of his life. Walker talks about what happened to his appearance and his health because of smoking. She also makes a point in showing how society and Hollywood make smoking out to be attractive. Walker wrote this essay against smoking for one purpose, to try to†¦ Some people feel that our society is moving toward regarding cigarette smoking as deviant. Before determining whether it is true or not, there is a need to define what is deviant. According to the Oxford dictionary (2008), deviant means â€Å"different from what most people consider to be normal and acceptable† (p. 547). What does it mean? To tell what is deviant and how to determine if an act is deviant, different scholars would use different approaches, for example: biological, psychological, and†¦ Should Cigarette Smoking be Made Illegal? Name Institution Date A cigarette is a small cylinder like filled with cut tobacco leaves and rolled in a paper and ignited for smoking. In most countries, tobacco smoking is legal due to the businesses motives and also the people who are addicted. They cannot do without it. It has immense consequences, and it should, therefore, be illegal from the effects to the smokers, passive smokers and all the human beings due to the pollution of the environment†¦

Analysis of an Ethical dilemma part #3 Essay Example | Topics and Well Written Essays - 250 words

Analysis of an Ethical dilemma part #3 - Essay Example The role of nurses is to assist patients recover in line with the principle of beneficence. As such, assisting in euthanasia is in contrary to bioethics. In cases of a severe chronic disease, nurses should invoke personal values and professional ethics and propose palliative care rather than assisted euthanasia. Such moves show a pro-life policy that all nurses subscribe to. Severely ill patients have no capacity to make rational decisions regarding their health. Thus, the nurse should take the role of advisors to show the patients the most rational method of dealing with their situations. The interview shows that the society is also against assisted euthanasia due to the wider effects. Social problems arise as a result of a voluntary death of family members. The nurses are also members of the society and share the same views. In this regard, they should strengthen the societal reliance and trust on the healthcare system. This can be done by abstaining from assisted euthanasia. American Nursing Association. (2013). Position Statement: Euthanasia, Assisted Suicide and Aid in Dying. Retrieved from ANA website:

Power Analysis in the Workplace Essay Example | Topics and Well Written Essays - 1000 words

Power Analysis in the Workplace - Essay Example He commands within 230 employees under his department. Pratt is responsible for company production, supervises employees under him, order productions materials of the company, and he liaises with top management. Interpersonal power The power that head of production in Coca Cola company has is positioned based power owing to the position he hold in the company. Head of production uses legitimate power to influence workers serving under his command to complete various task as per the company requirement. He is able to exercise the powers conferred in his office to bring positive or negative results in company’s production. Workers serving under his docket are answerable to him. He schedules various production activities in the production line as deemed best. He grants permissions and leaves to employees after reviewing their demands. The head of production had legitimate powers to exercise coercive power in the company. He could fire an employee who fails to uphold standards of the company after several warnings. Coercive power is evident when head of production has to make tough decisions, which would influence the life of an employee serving under him. It is not surprising to see some employees granting in the company following measures taken against them. When a worker fails to discharge his duties as expected in the company, the head of production would sound a warning depending on the amount of wrong committed by the employee. Sometimes a worker may commit a felony, which warrants suspension. In this case, the head of production reviews the file of the worker, identifying the workers attitude and out put to the company. When the file of the worker indicates that he is not prone to such kind of felony, the head of operation gives a warning. Head of production exercises reward power in the company by influencing promotion of employees in the company. Head of production uses his reward power to appreciate hard working employees in production departmen

The Reasons We Drink Beer Essay Example for Free

The Reasons We Drink Beer Essay There are most likely hundreds of reasons, good and bad, why people drink beer. Everyone who drinks beer has their own personal reasons. Beer is a worldwide commonly known and used beverage that has become a part of our society. It’s been brewed and consumed for over several thousand years. Why is this drink so popular? Today we’ll explore a handful of reasons why people drink beer. Taste – Beer is an acquired taste. I doubt there are many people who admit that the very first beer they ever tried in life tasted very good. But those who kept trying beer grew accustomed to how it smelled, felt in the mouth and tingled the tongue. Once your taste buds lose their training wheels a whole new world of flavors are opened up to you. Buzz – Let’s face it, alcohol is a big reason why many people drink beer. It provides mind altering capabilities that offer some people enjoyment, others a distraction, and still for others nothing more than problems. Getting a beer buzz is an attraction for many as well as a regrettable side affect. Everyone has different limits, so get to know just how much beer is enough to get your buzz on. Social – Sharing a beer with friends or acquaintances is one way of sparking conversation and just being, well, sociable. It becomes a common bond between partakers. Not only does it loosen the tongue a bit, but also causes some to open up a bit. Identity – It’s funny how some people find a beer they like and stick to it. For some, it becomes part of their identity. Brand loyalty is hard to break for some. The beers you started drinking when you were a young adult often become the beverage of choice later in life. Many beer drinkers will try other beers for a new experience and find a new brand to identify themselves with. The type of beer you drink may say something about you that you didn’t realize. Variety – Beer comes in over 100 different styles and in thousands of different brands. No one beer brand is identical to the next. You could spend your entire life trying to sample all of the beers that are available in the world and still not be able to try them all. Very few beverages can claim this kind of variety. Health – This could be an entire subject in of itself. There must be dozens of reasons why beer is healthy for you. Taken in moderation, beer: †¢ is good for your liver. It expands the blood vessels and helps speed up metabolism. †¢ can help lower your risk of heart attacks and stroke. †¢ prevents cholesterol from oxidizing. Some hop compounds prevent LDL from oxidizing and clogging arteries. †¢ boosts vitamin B5, B12, folate and other valuable mineral levels. Unfiltered beers have more of this benefit. †¢ may help in combating cancer. The compounds in some hops are showing promise for preventing certain types of cancer. (Bingham report 1998) †¢ helps ensure healthy bones. Bone improving nutrients are leached from the brewing process in a form that is readily accessible to the body. †¢ helps you relax and sleep more easily. Two vitamins, lactoflavin and nicotinic acid are present in many beers and helps to promote sleep. Beer is also a natural sedative. †¢ Contains antioxidants that can help slow the aging process. †¢ Contains fiber. A liter of beer can have up to 60% of your daily recommended fiber. †¢ Helps fend off gallstones and kidney stones. Peer Pressure – One of the sad reasons why many drink beer. The pressure to conform and fit in with others is a constant issue. Many people, especially teens, drink beer just because their friends are doing it. For others, drinking beer is a right of passage in life. Heritage – Breweries have been part of communities for generations and generations. Many communities in ancient and modern society rally around their local brewpubs and breweries throughout the world. Beer was one of the many bounties of a year long harvest. Locally made beers garner more loyalty. Colorado – we live in one of state’s that produces the most amount of beer in the nation. With nearly 100 different breweries and brewpubs, the availability of hundreds of quality craft beers simply can’t be ignored. Colorado is a travel destination for many of the world’s beer drinkers. Even one of the biggest beer festivals in the world, the Great American Beer Festival, is held here each year in October. Food – Beer makes the perfect compliment for lots of different kinds of food. Pairing food and beer is becoming quite popular, just as it has been for wine. There are beers that go well with just about every type of food, from meats, appetizers (cheeses, breads, snacks) and desserts.

Enemy at the Gates :: essays research papers

Enemy at the Gates Cast: Jude Law, Joseph Fiennes, Rachel Weisz, Bob Hoskins, Ed Harris, Ron Perlman, Gabriel Thomson Written by: Jean-Jacques Annaud and Alain Godard Directed by: Jean-Jacques Annaud Running Time: 131 minutes Synopsis: Enemy at the Gates was inspired by a true story and set against the siege of Stalingrad during World War II. This is the tale of a young Russian sharpshooter, Vassili, who becomes a legend by shooting numerous high-ranking German officials. When his friend, Danilov, a soviet political officer, realizes the propaganda value in Vassili's skill as a sniper and makes him the hero of his propaganda campaign and the hero of Russia with the help of Khrushchev, who was sent by Stalin to oversee the Russian effort. Stalin ordered that the city not fall†¦whatever the cost. It was a battle that the Russians had to win. To not overcome would have meant the complete collapse of Russia and its ultimate takeover by the German forces after Russia had already lost numerous battles to the Germans. So thousands of poorly trained and ill-equipped (many actually unarmed) Soviet troops were poured into battle, motivated by Russian security forces who followed with orders to kill anyone who might try to flee or retreat. Russia was in need for a hero. The Germans outnumbered in men and weapons compared to Russia. Everyday numerous Russians were being killed, either by Germans bullets or Russian. Vassili gave the Soviet troops the courage and bravery to fight despite the overwhelming odds. The friendship between Danilov and Vassili is threatened when Danilov become jealous of the man he created and he too falls in love with an attractive, and intelligent female soldier, Tania. As the battle for the city continues, Vassili faces his ultimate challenge when the Nazi command dispatches its the best marksman of the German army, Major Konig, to hunt down and kill the man who has become the hope of all Russia. Though out the movie they remain in a cat and mouse chase both showing extreme patience and skill and setting traps for each other. While Sasha, a young Russian boy, passes between the Russian and German camps passing information to Major Koenig by bribes and using Sasha as bait and then passes information to the Russians. From this Sasha gets hung by Major Koenig, upsetting Vassili and Tania because Sasha was so close to them. When Tania and Vassili go to tell his mother what has happened Tania is was hit with shrapnel.

Expository essay abt traveling

Mark Jason Barias Expository Essay 2-13 sept. 11, '13 I'm not really into travelling but I love to experience living in another country and discover new things. I always wanted to try something different. I have been to Malaysia last Christmas vacation. Honestly, it was the first time in my life going out of the country. I missed some of the fun visiting other countries because of my busy high school life. I am studying as a seminarian back then and my schedules Just won't come together. It was so disappointing knowing that my family re enjoying their summer vacation while I do my homework.Malaysia, I would say is more like the Philippines. There were old taxis, like those in Manila. I won't forget when we rode a taxi and the driver asked for an expensive fare (which we didn't know at that time), taking advantage of the tourists' ignorance. For me, vacation isn't complete without tasting their best delicacies. Though the food is expensive, it was worth it because of the unique taste and aroma of their food. In our country, food is also expensive depending on the type and quality. Pagkaing Pinoy is also delicious.Singapore, which is Just a six-hour bus ride from Malaysia is breath-taking. The tall infrastructures tell that Singapore is a very successful country. I would say that the surrounding is cleaner there compared here in the Philippines specifically Manila. You won't be late in going to your work or school because there are no traffic. You'll be amazed to be able to tour the whole Singapore in 45 minutes, yes, it is smaller than our capital city, yet, it's more organized. People. Singaporeans are more disciplined.Normal people live in apartments ecause if they buy a property in Singapore, it will take them millions of dollars. Only rich people have private properties there. Malaysians are more warm and friendly. Us, Filipinos are the most hospitable. In terms of the natural resources, we are the richest. Though the others also have forests, our forests ar e much larger. We also have the Philippine Eagle while Singapore has the white tiger. Some would say that living in other countries is better than staying here but I would still say, â€Å"It's more fun in the Philippines! † Expository essay abt traveling By ceeshore

Voluntary turnover

Chapter NO.1IntroductionBackground1.01 Employee turnover is a much-studied phenomenon. There is a huge literature on the causes of voluntary employee turnover dating back to the fiftiess. 1.02 Voluntary turnover is a major job for many organisations in many Asiatic states ( Barnett, 1995 ; Chang, 1996 ; Syrett, 1994 ) . Employee turnover is giving insomniac darks to human resource directors in many states in Asia ( Naresh Khatri ) . Organizations are passing tonss of money to cut down employee turnover. Employee turnover is besides one of the issues faced by many organisations in Pakistan.Aim of the Research Study1.03 The aim of the survey is to cognize the factors of employee turnover, why employee quit the occupations and leave the organisations and which factor influence the most while go forthing the organisation. 1.04 The aim of the survey is to cognize the factors, which influence the most in employee turnover in, name centre industry in Pakistan.Problem statement1.05 What are the factors of employee turnover in the organisations?Research Questionsa ) What are the grounds ; employees quit their occupations and leave the organisations? B ) What is the function of the factors ( options, purpose to discontinue, occupation satisfaction, organisational committedness, rewards and conditions, employee features, preparation and development and influence of colleagues ) in employee turnover? degree Celsius ) Which factors cause the most in the employee turnover? Rational Of the Study 1.06 The intent of the research survey â€Å"Factors of employee turnover† is to assist out the directors to calculate out the factors of employee turnover in the organisations. So that the directors easy can happen, why employee is go forthing the organisation? Harmonizing to the consequences they can do the programs to cut down the employee turnover in the organisations.Definitions of the Footings1.07 â€Å"Employee turnover is defined as, the ratio of figure of workers that had to be replaced in a given clip period to the mean figure of workers† .Chapter NO 2Literature Review2.1 Over clip there have been a figure of factors that appear to be systematically linked to turnover. An early reappraisal article of surveies on turnover by Mobley ( 1979 ) revealed that age, term of office, overall satisfaction, occupation content, purposes to stay on the occupation, and committedness were all negatively related to turnover ( i.e. the higher the variable, the lower the turnove r ) . In 1995, a meta-analysis of some 800-turnover surveies was conducted by Hom and Griffith, which was late updated ( Griffith, 2000 ) . Their analysis confirmed some well-established findings on the causes of turnover. These include: occupation satisfaction, organisational committedness, comparing of options and purpose to discontinue. 2.2 The top factor cited in most surveies is low compensation and unequal benefits. Lack of grasp and feeling that the employer values the employees ‘ parts besides ranks high on the list of grounds for employee turnover. Another lending factor to employee turnover is hapless direction. This includes such factors as hapless communicating from leading, deficiency of preparation, excessively much alteration, deficiency of resources necessary to make the occupation, deficiency of acknowledgment that an employee is dissatisfied with calling development chances, torment, take downing behaviour, and a deficiency of flexibleness toward employees. Lifestyle alterations, such as the transportation of a partner, birth of a kid, or the demand for a shorter commute will besides do employee turnover. ( Kathleen Goolsby ) 2.3 Some variables and factors are examined and discussed in more item below.Comparison of Options2.4 The comparing of options is a factor that plays a function in employee turnover. The relationship between options and turnover on an single degree has been researched widely since March & A ; Simon ‘s 1958 seminal work on easiness of motion. 2.5 Much of the subsequent research focused on the nexus between occupation satisfaction, perceived alternate chances and turnover. Subsequently, research workers began to concentrate on the function of both existent and sensed chances in explicating single turnover determinations. 2.6 Subsequent research has indicated that existent options are a better forecaster of single turnover than sensed chances. Research on the impact of unemployment rates as a placeholder for existent chances in employee turnover revealed that unemployment rates affected the job-satisfaction/turnover purpose relationship but non existent turnover ( Kirschenbaum & A ; Mano-Negrin, 1999 ) . They concluded that macro degree analysis predicted turnover forms but perceptual experiences of chances did non. This point was reinforced in their survey on medical centres in assorted locations used steps of perceived and nonsubjective chances in internal and external labour markets. The writers concluded that aims chances were a better set of accounts of existent turnover behaviour than either sensed internal or external labour market chances. 2.7 Nevertheless, while existent options appear to be a better forecaster of turnover, there is besides well-established grounds of the nexus between perceived options and existent turnover. In their most recent meta-analysis, Griffith ( 2000 ) confirmed that perceived options modestly predict turnover.Purposes to Discontinue2.8 Intension to discontinue is one of the factors that play a function in employee turnover. Mobley ( 1979 ) noted that the relationship between purposes and turnover is consistent and by and large stronger than the satisfaction-turnover relationship, although it still accounted for less than a one-fourth of the variableness in turnover. Much of the research on sensed chances has been found to be associated with purposes to go forth but non existent turnover ( Kirschenbaum & A ; Mano-Negrin, 1999 ) .Organizational Committedness2.9 Many surveies have reported a important association between organisational committedness and turnover purposes ( Lum, 1998 ) . Tang à ¢â‚¬Ëœs ( 2000 ) survey confirmed the nexus between committedness and existent turnover and Griffith ‘s ( 2000 ) analysis showed that organisational committedness was a better forecaster of turnover than overall occupation satisfaction. 2.10 Research workers have established that there are different types of organisational committedness. Allen & A ; Meyer ( 1990 ) investigated the nature of the nexus between turnover and the three constituents of attitudinal committedness: affectional committedness refers to employees ‘ emotional fond regard to, designation with and engagement in the organisation ; continuation committedness refers to commitment base on costs that employees associate with go forthing the organisation ; and normative committedness refers to employees ‘ feelings of duty to stay with the organisation. Simply, employees with strong affectional committedness stay with an organisation because they want, those with strong continuation committedness stay because they need to, and those with strong normative committedness stay because they feel they ought to. Allen and Meyer ‘s survey indicated that all three constituents of committedness were a negative index of turnover. In general, most research has found affectional committedness to be the most decisive variable linked to turnover.Job Satisfaction2.11 The relationship between satisfaction and turnover has been systematically found in many turnover surveies ( Lum, 1998 ) . Mobley 1979 indicated that overall occupation satisfaction is negatively linked to turnover but explained small of the variableness in turnover. Griffith ( 2000 ) found that overall occupation satisfaction modestly predicted turnover. In a recent New Zealand survey, Boxall ( 2003 ) found the chief ground by far for people go forthing their employer was for more interesting work elsewhere. It is by and large accepted that the consequence of occupation satisfaction on turnover is less than that of organisational committedness.Features of Employees2.12 Despite a wealth of research, there look to be few features that meaningfully predict turnover, the exclusions being age and term of office. Age is found to be negatively related to turnover ( i.e. th e older a individual, the less likely they are to go forth an organisation ) . However, age entirely explains small of the variableness in turnover and as age is linked to many other factors, entirely it contributes small to the apprehension of turnover behaviour. 2.13 Tenure is besides negatively related to turnover ( the longer a individual is with an organisation, the more likely they are to remain ) . Mangione in Mobley concluded that length of service is one of the best individual forecasters of turnover. ; Griffith besides found that age and term of office have a negative relationship to turnover. 2.14 There is small grounds of a individual ‘s sex being linked to turnover. Griffith ‘s 2000 meta-analysis re-examined assorted personal features that may be linked to turnover. They concluded that there were no differences between the quit rates of work forces and adult females. They besides cited grounds that gender moderates the age-turnover relationship ( i.e. adult females are more likely to stay in their occupation the older they get, than make work forces ) . They besides found no nexus between intelligence and turnover, and none between race and turnover.Wagess and Conditionss2.15 Wagess and conditions is one of the variables of the employee turnover. Mobley ( 1979 ) concluded that consequences from surveies on the function of wage in turnover were assorted but that frequently there was no relationship between wage and turnover. Other surveies found no important relationship. 2.16 On the other manus Campion ( 1991 ) cited in Tang suggests that the most of import ground for voluntary turnover is higher wages/career chance. Martin ( 2003 ) investigates the determiners of labour turnover utilizing establishment-level study informations for the UK. Martin indicated that there is an reverse relationship between comparative rewards and turnover ( i.e. constitutions with higher comparative wage had lower turnover ) .Pay and Performance2.17 Griffith ( 2000 ) noted wage and pay-related variables have a modest consequence on turnover. Their analysis besides included surveies that examined the relationship between wage, a individual ‘s public presentation and turnover. They concluded that when high performing artists are insufficiently rewarded, they leave. They cite findings from Milkovich and Newman ( 1999 ) that where corporate wages plans replace single inducements, their debut may take to higher turnover among high performing artists.Attitudes to Money2.1 8 For some persons pay will non be the exclusive standard when people decide to go on within an bing occupation. In the survey of mental wellness professionals, Tang ( 2000 ) examined the relationship between attitudes towards money, intrinsic occupation satisfaction and voluntary turnover. One of the chief findings of this survey is that voluntary turnover is high among employees who value money, irrespective of their intrinsic occupation satisfaction. However, those who do non value money extremely but who have besides have low intrinsic occupation satisfaction tended to hold the lowest existent turnover. Furthermore, employees with high intrinsic occupation satisfaction and who put a low value on money besides had significantly higher turnover than this 2nd group. The research workers besides found that puting a high value of money predicted existent turnover but that backdown knowledges ( i.e. believing about go forthing ) did non.Training and Career Development2.19 Martin ( 200 3 ) detected a complex relationship between turnover and preparation. He suggested that constitutions that enhance the accomplishments of bing workers have lower turnover rates. However, turnover is higher when workers are trained to be multi-skilled, which may connote that this type of preparation enhances the chances of workers to happen work elsewhere. The literature on the nexus between lower turnover and preparation has found that off-the-job preparation is associated with higher turnover presumptively because this type of developing imparts more general accomplishments ( Martin, 2003 ) .Consequence of Vocational Training2.20 In a survey analyzing the consequence of apprenticeships on male school departers in the UK, Booth and Satchel ( 1994 ) found that completed apprenticeships reduced voluntary job-to-job, voluntary job-to-unemployment and nonvoluntary occupation expiration rates. In contrast, uncomplete apprenticeships tended to increase the issue rate to these finishs rela tive to those who did non have any preparation. Winkelmann ( 1996 ) reported that in Germany apprenticeships and all other types of vocational preparation cut down labour mobility in malice of the fact that the German apprenticeship preparation is intended to supply general and therefore more movable preparation.Career Commitment2.21 Chang ( 1999 ) examined the relationship between calling committedness, organisational committedness and turnover purpose among Korean research workers and found that the function of calling committedness was stronger in foretelling turnover purposes. When persons are committed to the organisation they are less willing to go forth the company. This was found to be stronger for those extremely committed to their callings. The writer besides found that employees with low calling and organisational committedness had the highest turnover purposes because they did non care either about the company or their current callings. 2.22 Persons with high calling committedness and low organisational committedness besides tend to go forth because they do non believe that the organisation can fulfill their calling demands or ends. This is consistent with old research that high calling committers consider go forthing the company if development chances are non provided by the organisation. However, this group is non disposed to go forth and is likely to lend to the company if their organisational committedness is increased. Chang found that persons become affectively committed to the organisation when they perceive that the organisation is prosecuting internal publicity chances, supplying proper preparation and that supervisors do a good occupation in supplying information and advice about callings.Influence of Colleagues2.23 A 2002 survey by Kirshenbaum and Weisberg of 477 employees in 15 houses examined employees ‘ occupation finish picks as portion of the turnover procedure. One of their chief findings was that colleagues ‘ purposes have a major important impact on all finish options – the more positive the perceptual experience of their colleagues desire to go forth, the more employees themselves wanted to go forth.Chapter NO 3MethodResearch Procedure3.01 The research is a descriptive survey. A descriptive survey can be defined as, â€Å"A survey that focuses on a peculiar state of affairs or set of state of affairss, studies on of import facets observed, and efforts to find the interrelatednesss among them.† 3.02 The end of the descriptive research survey is to offer to researcher a profile or to depict relevant facets of the phenomena of involvement from an person, organisational, industry- oriented, or the other prospective. ( Uma Sekran ) 3.03 The intent of the research survey â€Å"Factors of employee turnover† is to assist out the directors to calculate out the factors of employee turnover in the organisations. So that the directors easy can happen, why employee is go forthing the organisation? Harmonizing to the consequences they can do the programs to cut down the employee turnover in the organisations. Sampling 3.04 The sample for the research is taken through the random sampling. The type of sampling is cluster trying. In this type of trying I have chosen 100 employees as a sample to make full out the questionnaire. These employees are from different sections and their places in the sections are besides different. The sample of the employees consists of top degree directors, in-between degree directors and non directors. Data CollectionSecondary Datas3.05 Secondary informations is collected from the diaries, newspapers, and publications and pervious research surveies. Most of the information is taken from the old research documents on employee turnover, which are available on the Internet libraries.Primary Data3.06 For the primary informations, I have designed a questionnaire harmonizing to factors described above in the literature reappraisal. The questionnaire is filled by 100 employees from different organisations. The employees are from top degree direction, middle flat direction and no managerial degree. Datas Analysis 3.07 Each inquiry is analyzed by utilizing informations tabular matter method ; tabular matter consists merely numbering the figure of instances that fall in to assorted classs.Tabulation Frequency Distribution3.08 Frequency distribution is method to reason the questionnaires, frequence distribution method merely reports the figure of responses that each inquiry received and is the simplest manner of discouraging the empirical distribution of the variable. A frequence distribution organizes informations in to categories or group of values and shows the figure of observations. 3.09 The presentation of tabular matter frequence distribution is done by column charts, saloon charts and pie charts etc.Chapter NO 4Consequences and DiscussionWhat is your gender?Table 1GenderFrequencyPercentageValid PercentageCumulative %Male75757575.00Female252525100.00Entire100100100Pie Chart 1 4.1 This tabular array shows that the sample of 100 questionnaires was distributed indiscriminately among male and female employees. In which we observed that 75 % were male pupils and 35 % were female employees.What is your age?Table 2AgeFrequencyPercentageValid PercentageCumulative %20-2424242424.0025-2931313155.0030-3421212176.0035-3913131389.0040-4466695.0045-Above555100.00100100 %100 %Pie Chart 2 4.2 The above tabular array shows that questionnaires were divided into six different age groups i.e. from 20-24, 25-29, 30-34, 35-39, 40-44 & amp ; 45-Above. Out of this 31 % employees were aged from 25-29. 24 % were aged from 20-24. 21 % were form 30-34. 13 % were from 35-39. 6 % from 40-44 % , & A ; 5 % from 45-above.What is your section?Table 3DepartmentFrequencyPercentageValid PercentageCumulative %Administration11111111.00Selling15151526.00Operationss77733.00Customer Servicess31313164.00Finance10101074.00Human Resource17171791.00Technical999100.00Entire100100100Pie Chart 3 4.3 The above tabular array shows that the questionnaire was divided in six different sections ‘ i.e. disposal, selling, operations, client services, human resource and proficient. Out of this 31 % employees are from client services, 17 % from human resource, 15 % from selling, 11 % disposal, 10 % from finance, and 9 % are from proficient sections.What is your place in the occupation?Table 4PositionFrequencyPercentageValid PercentageCumulative %Top direction14141414.00Middle direction21212135.00Supervisor34343469.00other313131100.00Entire100100100Pie Chart 4 4.4 This above tabular array shows that the questionnaire divided in the employees of top direction, in-between direction, supervisors, and other degree of employees. Out of this 34 % employees are from supervisory degree, 31 % are from other degrees, 21 % employees are from in-between degree direction, & A ; 14 % are from top direction.What is your monthly wage?Table 5SalaryFrequencyPercentageValid PercentageCumulative %Below 1500017171717.00Between 15001-2000027272744.00Between 20001-2500021212165.00Between 25001-3000015151580.00Between 30001-3500014141484.00Between 35001-above666100.00Entire100100100Pie Chart 5 4.5 This above tabular array shows that the questionnaire was divided to the employees in six different wages ranges i.e. Below 15000, between 5001-20000, between 20001-25000, between 25001-30000, between 30001-35000, & A ; between 35001-above. Out of this 27 % employees are acquiring the salary between 15001-20000,21 % acquiring the salary between 20001-25000, 17 % acquiring the salary below 15000,15 % are acquiring the salary between 25001-30000,14 % are acquiring the salary between 30001-35000, & A ; 6 % are acquiring the salary 35001-above.For how long do you work for the organisation?Table 6Time periodFrequencyPercentageValid PercentageCumulative %Less than 3 months5555.00Between 3-6 months27272732.00Between 6-12 months21212153.00Between 1-2 old ages15151568.00Between 2-4 old ages17171785.00More than 4 old ages151515100.00100100100Pie Chart 6 4.6 This above tabular array shows that the questionnaire divided in to employees are from six different classs i.e. less than 3 months, between 3-6 months, between 6-12 months, between 1-2 old ages, between 2-4 old ages, More than 4 old ages. Out of this, 21 % employees are working for between 6-12 months, 27 % are working for between 3-6 months, 17 % are working for between 2-4 old ages, 15 % are working for between 2-4 twelvemonth ‘s & A ; More than 4 old ages. 5 % are working for less than 3 months.Rate the following about your occupation satisfaction.My occupation means a batch more to me than merely money.Table 7FrequencyPercentageValid PercentageCumulative %Strongly Disagree26262626.00Disagree19191945.00Neither Agree nor Disagree77752.00Agree30303082.00Strongly Agree181818100.00Entire100100100Pie Chart 7 4.7 This above tabular array shows that 26 % employees are strongly disagree that their occupation means a batch to them than merely money. 30 % disagree, 7 % neither disagree nor agree, 30 % are agree, & A ; 18 % are strongly agree that their occupation means a batch to them than merely money.The major satisfaction in my life comes from my occupationTable 8FrequencyPercentageValid PercentageCumulative %Strongly Disagree24242424.00Disagree16161640.00Neither Agree nor Disagree99949.00Agree34343483.00Strongly Agree171717100.00Entire100100100Pie Chart 8 4.8 This above tabular array shows that 24 % employees are strongly disagree that the major satisfaction in their life comes from their occupations. 16 % disagree, 9 % neither agree nor disagree, 34 % are agree, & A ; 175 are strongly agree that the major satisfaction in their life comes from their occupationsI am truly interested in my work.Table 9FrequencyPercentageValid PercentageCumulative %Strongly Disagree37373737.00Disagree23232360.00Neither Agree nor Disagree00060.00Agree19191979.00Strongly Agree212121100.00Entire100100100Pie Chart 9 4.9 This above tabular array shows that 37 % employees are strongly disagree that they are interested in their work. 23 % employees disagree. 21 % employees agree, & A ; 19 % employees strongly agree that that they are interested in their work.How much satisfied are you with the calling development in the organisationI am committed with my calling instead than the organisation.Table 10FrequencyPercentageValid PercentageCumulative %Strongly Disagree19191919.00Disagree14141433.00Neither Agree nor Disagree37373770.00Agree17171787.00Strongly Agree131313100.00Entire100100100Pie Chart 10 4.10 This above tabular array shows that 19 % employees strongly disagree that they are committed with the calling more that the organisation. 14 % employees disagree, 37 % employees neither agree nor disagree, 17 % employees agree, & A ; 13 % employees strongly agree that they are committed with the calling more that the organisation.I have tonss of chances of calling development in the organisation.Table 11FrequencyPercentageValid PercentageCumulative %Strongly Disagree27272727.00Disagree21212148.00Neither Agree nor Disagree17171765.00Agree22222287.00Strongly Agree131313100.00Entire100100100Pie Chart 11 4.11 This above tabular array shows that 27 % employees strongly disagree that they have tonss of chances of calling development in the organisation. 21 % employees disagree, 17 % neither agree nor disagree, 22 % agree, & A ; 27 % strongly agree that that they have tonss of chances of calling development in the organisation.I am satisfied with calling development in the organisationTable 12FrequencyPercentageValid PercentageCumulative %Strongly Disagree27272727.00Disagree26262653.00Neither Agree nor Disagree77760.00Agree23232383.00Strongly Agree171717100.00Entire100100100Pie Chart 12 4.12 This above tabular array shows that 26 % employees strongly disagree that they are satisfied with calling development in the organisation. 17 % employees disagree, 7 % employees neither agree nor disagree, 23 % employees agree, & A ; 27 % employees strongly agree that they are satisfied with calling development in the organisation.Rate your committedness with the organisationI am committed with my organisationTable 13FrequencyPercentageValid PercentageCumulative %Strongly Disagree13131313.00Disagree10101023.00Neither Agree nor Disagree37373760.00Agree19191979.00Strongly Agree212121100.00Entire100100100Pie Chart 13 4.13 This above tabular array shows that 13 % employees strongly disagree that they are committed with their organisation. 10 % employees disagree, 37 % employees neither agree nor disagree, 19 % employees agree, & A ; 21 % employees are strongly agree that they are committed with their organisationI value my organisation more than my occupationTable 14FrequencyPercentageValid PercentageCumulative %Strongly Disagree16161616.00Disagree20202036.00Neither Agree nor Disagree13131349.00Agree30303079.00Strongly Agree212121100.00Entire100100100Pie Chart 14 4.14 This above tabular array shows that 16 % employees strongly disagree that they value their organisation more than their occupation. 20 % employees disagree, 13 % employees neither agree nor disagree, 30 % employees agree, & A ; 21 % employees strongly agree that they value their organisation more than their occupation.I value organisation more than rewards paid by the organisationTable 15FrequencyPercentageValid PercentageCumulative %Strongly Disagree10101010.00Disagree13131323.00Neither Agree nor Disagree35353558.00Agree25252583.00Strongly Agree171717100.00Entire100100100Pie Chart 15 4.15 This above tabular array shows that 10 % employees strongly disagree that they value the rewards paid by the organisation. 13 % employees disagree, 35 % employees neither agree nor disagree, 25 % employees agree, & A ; 17 % employees agree that they value the rewards paid by the organisationAre you paid harmonizing to your attempts in the organisation?Table 16FrequencyPercentageValid PercentageCumulative %More than your attempts42424242.00Equal to your attempts37373779.00Less than your attempts212121100.00Entire100100100Pie Chart 16 4.16 This above tabular array shows that 42 % employees are paid harmonizing to their attempts in the organisation. 37 % employees are paid equal to their attempts in the organisation, & A ; 21 % are paid less than their attempts in the organisationRate the rewards and benefits, given you by the organisation.I am paid harmonizing to my public presentation.Table 17FrequencyPercentageValid PercentageCumulative %Strongly Disagree20202020.00Disagree17171737.00Neither Agree nor Disagree77744.00Agree25252569.00Strongly Agree313131100.00Entire100100100Pie Chart 17 4.17 This above tabular array shows that 20 % employees strongly disagree that they are paid harmonizing to their public presentation. 17 % employees disagree, 7 % employees neither agree nor disagree, 25 % employees agree, & A ; 31 % employees strongly agree that they are paid harmonizing to their public presentation.I value money more than my occupation.Table 18FrequencyPercentageValid PercentageCumulative %Strongly Disagree29292929.00Disagree26262655.00Neither Agree nor Disagree66661.00Agree23232384.00Strongly Agree161616100.00Entire100100100Pie Chart 18 4.18 This above tabular array shows that 29 % employees strongly disagree that they value money more than their occupation. 26 % employees disagree, 65 neither agree nor disagree, 23 % agree, & A ; 16 % strongly agree that they value money more than their occupation.I am satisfied wit the benefits given by the organisationTable 19FrequencyPercentageValid PercentageCumulative %Strongly Disagree17171717.00Disagree21212138.00Neither Agree nor Disagree99947.00Agree23232370.00Strongly Agree303030100.00Entire100100100Pie Chart 19 4.19 This tabular array shows that 17 % employees strongly disagree that they are satisfied with the benefits given by the organisation. 21 % employees disagree, 9 % employees neither agree nor disagree, 23 % employees agree, & A ; 30 % employees strongly agree that they are satisfied with the benefits given by the organisation.Rate preparation and development in your organisationI am satisfied with the preparation given in the organisationTable 20FrequencyPercentageValid PercentageCumulative %Strongly Disagree25252525.00Disagree17171742.00Neither Agree nor Disagree00042.00Agree21212163.00Strongly Agree373737100.00Entire100100100Pie Chart 20 4.20 This above tabular array shows that 25 % employees strongly disagree that they are satisfied with preparation and development given in the organisation. 17 % employees disagree, 21 % employees agree, & A ; 37 % employees agree that they are satisfied with preparation and development given in the organisation.Training dramas of import function in my calling developmentTable 21FrequencyPercentageValid PercentageCumulative %Strongly Disagree23232323.00Disagree13131336.00Neither Agree nor Disagree66642.00Agree23232365.00Strongly Agree353535100.00Entire100100100Pie Chart 21 4.21 The above tabular array shows that 23 % employees strongly disagree that preparation and development dramas of import function in their calling development. 13 % employees disagree, 6 % neither agree nor disagree, 23 % employees agree, & A ; 355 employees strongly agree that preparation and development dramas of import function in their calling development.If you want to discontinue the occupation, which factor influences the most?Table 22FrequencyPercentageValid PercentageCumulative %Job satisfaction12121212.00Alternatives/Opportunities13131325.00Wages & A ; Benefits16161641.00Career Development26262667.00Organizational committedness10101077.00Training & A ; Development19191996.00Influence of coworkers444100.00Entire100100100Pie Chart 22 4.22 This above tabular array shows that 34 % employees want to discontinue the occupation because of occupation dissatisfaction. 13 % employees want to discontinue the occupation because of alternatives/opportunities, 16 % employees want to discontinue the occupation because of low rewards & A ; benefits, 26 % employees want to discontinue the occupation because they are non satisfied with calling development, 10 % employees want to discontinue the occupation because they are non committed with organisation, 19 % employees want to discontinue the occupation because they are non satisfied with preparation & A ; development, & A ; 4 % employees want to discontinue the occupation because of influence of coworkers.Chapter NO 5Decision and RecommendationsDecision5.01 The research based on â€Å"factors of employee turnover† , the research is conducted on call centre industry, for this a sample of 100 questionnaires was developed and divided indiscriminately into the employees to c ognize the factors of employee turnover. The respondents were from different age groups, different section, and from different occupation places. 5.02 The questionnaire was divided among the employees, in which 75 % employees were male and 25 % employees were female. Most of employees were the age of 20-34 about 74 % . These employees were from top direction, in-between direction, supervisory degree and others. Most of the employees were from supervisory degree or others i.e. 65 % . 5.03 The employees were asked about the occupation satisfaction, calling development, preparation and development, organisational committedness, rewards & A ; benefits and influence of coworkers. 5.04 Through this research it is concluded that the factor, which influences the most in employee turnover is career development. 26 % employees said that they want to discontinue the occupation because of calling development. 19 % employees quit the occupation because of fewer chances of preparation & A ; development. 16 % employees wanted to discontinue the occupation because of low rewards & A ; benefits. 13 % wanted to discontinue the occupations because they have