Environmental Sustainability Essay Example | Topics and Well Written Essays - 1500 words

Ecological Sustainability - Essay Example Moreover, moving science, research, instructive and preparing priority is a chance to help strategy usage of a green economy. New information is basic for government strategy producers, laborers, experts and the network. Another open door for strategy usage is the asset and land rights that safeguard the interests of those with casual rights. The explanation is that most governments favor strong entertainers who are in a situation to guarantee rights, and underline viable effectiveness of assets distribution, overlooking others who have extraordinary reliance on the asset being referred to. This is especially conclusive for ensuring rights to water and customary terrains (Harris, 2003, p 12). Formation of empowering circumstance for conduct and mental change offers an open door for strategy usage. This involves confining natural supportability as a social goal, diminishing decisions towards greener procedures, just as, making data to coordinate with partner ways to deal with learning. At long last, facilitating business to totally consolidate manageability and value concerns is another open door for executing strategy for practical turn of events. This emerges through arrangement of data and synchronizing research on idle chances, especially to grasp the best accessible advances and meet rules that empower innovation get to. Facilitating business likewise includes exchange boundary decrease where conceivable, offering funds and open private associations that cut up dangers and spread forthright overheads, just as, upgrading responsibility. Be that as it may, a portion of the vital imperatives incorporate neighborhood network mentalities and hesitance to acknowledge a few arrangements focused on natural supportability. Clashes may emerge corresponding to usage of manageable advancement in a

The Right Grammar for the Personal Statement

The Right Grammar for the Personal Statement Language structure implies a ton. Simultaneously, it tends to be extremely precarious. On the off chance that your fantasy is to turn into a high class supporter, columnist or expert author, the capacities to both †compose and talk well are the unquestionable requirements. Customers, partners just as every other person you will interface with will decide how shrewd you are by how well you can talk and compose. Brilliant composition and talking abilities are basic for the individual explanation that you might be breaking on with now. Ensure you realize how to dazzle your coach with the best possible sentence structure of your undertaking. Use Commas You will be amazed to realize that commas are significant. Make a point to utilize them when composing an individual articulation. Above all else, you need comma when composing a rundown or an arrangement. In the event that there are just two components in the rundown, no compelling reason to utilize comma. Do you have multiple components in the rundown? Don’t neglect to put comma after every one of them, including the one preceding the â€Å"and†. Short Sentences Avoid long sentences. Keep your composing brief. On the off chance that you see that a portion of the sentences of the individual are excessively long, and isolated by commas just †or more regrettable, there are no accentuation sings at all †put forth a valiant effort to separate the sentences with all the more full stops. Me, Myself I On the off chance that you happen to be the subject of the sentence, â€Å"myself† and â€Å"me† are not the best thought. Have you at any point heard the sentences such as â€Å"myself likes green† or â€Å"me strolls into the kitchen†? Utilizing â€Å"I† is the correct decision for the models referenced previously. One of the most noticeably awful missteps for this situation is the mistaken plural possessive like the accompanying: â€Å"My auntie and I’s vase†. Sounds horrible, don’t you think? The correct variations will be to state â€Å"our vase†, â€Å"my vase† or even â€Å"the container my auntie and I use/possess†. Right Foreign Names and Words When managing the obscure words and remote names, try to keep the by and large acknowledged principles †either utilization of the first type of the names or the English interpretation. Generally speaking, understudies face with this sort of issues, when managing the language like Latin, Greek and Danish, and so on that have diagraphs. For instance, investigate Oedipus and Edipus. While these structures are similarly right, the first is all the more by and large known and acknowledged when the inquiry is about the English language. The main recommendation for each exposition author may sound as READ THE ESSAY OUT LOUD. That’s right. Cause sure to peruse what you to have composed from a to z so anyone can hear. Does the exposition sound ideal for you? Indeed, even the most unpracticed essayists can generally say that something doesn't satisfies our ears regardless of whether they can't state what precisely isn't right. It is prescribed to circle all the sections of the content that appear to require some rectification. Remember to concentrate on the referenced territory. CustomWritings.com individual proclamation composing administration can furnish you with proficient composing help on any theme and order. Get in touch with us now!

Does Your Brain Need More Positivity Theres Hope.

Does Your Brain Need More Positivity Theres Hope. Stinking Thinking. I was introduced to the concept of “Stinking Thinking” (ST), first coined by Dr. Albert Ellis in the 1950s, through the Wright Foundation for the Realization of Human Potential. As you might guess, stinking thinking is the stream of negative thoughts that runs through pretty much every human being’s head as they go through life. Last Tuesday, Election Day, I noticed quite a bit of stinking thinking flying around. I wanted to address that in some way, without taking sides, more in the spirit of the speeches Hillary and Donald delivered following the results that created a positive vision for the future. How to Identify Stinking Thinking Here are some categories of stinking thinking, along with an example of each: Overgeneralization: All men are [insert favorite term]! All or Nothing: If I can’t win, I quit. Magnification: I gained 5 pounds. I’m a whale. Cant/Wont: I cant do it! Always/Never: You never take out the garbage. Jumping to Conclusions: He said he was busy this weekend, so he must not want to see me. Mind Reading: She hates me. I know it. Fortune Telling: If Trump wins the election, [insert conclusion here]. Projection: You are all judging me! You must think I’m a total idiot. Prejudice: I could tell he was a thief just by looking at him. Dismissing the Positives: 10 good things happened, but it’s the one bad thing that counts. Magical Thinking: I am sure it will all work out somehow. Helpless/Hopeless: No matter what I do it wont make a difference. Emotional Reasoning: I feel bad, so I must be bad. Should Statements: I should have thought of that. I need to do better. Blame and Shame: Its your fault we can’t pay the bills. Looped Thinking/Obsession/Perseveration: I can’t believe I did that again. What was I thinking? I’m stupid. I can’t believe I did that again. Do any of these sound familiar? I know I’m really great at a lot of these categories, as are most humans. This might be a depressing thought for some (watch your stinking thinking about stinking thinking!) but there are up sides too. What are the positives of stinking thinking? I’m encouraged that once we acknowledge we all have stinky thoughts, we can feel less alone and judgmental of ourselves when we have them. We can watch out for them in ourselves and others, actually noticing them instead of having them run us entirely. And once we realize we’re engaging in ST, we can come up with more fragrant thinking to replace it. What if you were to choose thoughts that are more reflective of what is actually happening, outside of the ST in your head? They would likely be humorous, compassionate or forgiving. For example: Sometimes things go wrong. It’s human. I wonder what he meant by that. Ill ask him. The soup didnt turn out, but the rest of the meal was great. I will keep an open mind. I can do it. I feel upset, but that doesnt make me a bad person. I am excited to learn from this mistake. I can see how this will turn out OK. This second set of possible thoughts leaves a lot more room for possibility, doesn’t it? Pick one… or two… Perhaps there’s an area in your life where you’ve noticed some stinking thinking? Maybe it’s the election, a relationship, your work or career, your family, or even the way someone looked at you when you walked down the street today. Notice the thoughts you’re having, and notice that those are just thoughts. They are not the truth. If you identify the category of thought you’re engaged in then maybe, just maybe, you’ll be able to come up with a new thought to replace the stinky one. Regardless of political preferences, I think that’s what our country needs right now. And I’m grateful to all the speech writers and leaders who are focusing on the relationships and future we want. It takes wisdom and vulnerability to move away from stinking thinking, and I’m hoping we can do it. Perhaps thats magical thinking on my part, but I really do believe that this can all turn out OK. Click here for more on the categories of ST. - And here’s a quote that inspired me this week â€" free of odorous thoughts. I’ll leave you with this inspiring message from a wise Buddhist teacher: This is part of the magic of turbulent times: if we feel our tenderness, we will discover our deep strength. This allows for bravery Rather than cower, we have the courage to join with others in responding from the heart and mind of goodness. â€" Sakyong Mipham Rinpoche Save Save Save Save

Free Volunteer Income Tax Clinics Canada

Updated: 03/06/2014 If you need help completing your Canadian income tax return and you cant afford an accountant or commercial income tax preparation service, take advantage of the Volunteer Income Tax Preparation Clinics offered by the Canada Revenue Agency. These free clinics are offered every year between February and April at locations across Canada. Eligibility Requirements Trained volunteers can help you with your taxes if you have a straightforward income tax return and your income is low. The program has basic eligibility requirements, including maximum income levels. Community organizations can adapt their own eligibility criteria depending on their economic location and capabilities, so check with the individual clinic. They can not help with income tax returns for: deceased individualsbankruptciescapital gains or lossesemployment expensesbusiness or rental income and expenses See Also: Filing Your Canadian Income Taxes - The BasicsHelp With Your Canadian Income Taxes

Organizational Culture by Charles Handy - 29094 Words

STUDENT REFERENCE NOTE Food Cost Control CUL2106 ATI College 85 Gaya Street 88000 Kota Kinabalu Sabah Table of Contents | | |Page | |Table of Content | |1 | |Course Outline | |2 | |Chapter 1 – Cost and Sales Concepts | |5 | |Chapter 2 – The Control Process†¦show more content†¦b. Course Work (Total: 10%) To be based on submission of all exercises given during the class lecture. 2. Objective of Course Unit The objective of this unit is to introduce food cost control to students preparing for careers in the food and beverage management as well as hotels and other enterprises where this knowledge is necessary. 3. Synopsis The subject consist of 10 topics with the earliest topics touching on fundamentals issues such as understanding the definition of the cost terms that will be applied throughout the learning process. The first three topics also introduce students to the common formulas used in controlling cost, which will also be applied throughout the learning process. The remaining chapters’ touches on other form of controls applied in the industry with the final chapter summarizing the importance of cost control and touching on sales control as well. 4. Topics Chapter 1 – Cost and Sales Concepts Chapter 2 – The Control Process Chapter 3 – Cost/Volume/Profit Relationships Chapter 4 – Purchasing/Receiving/Storing/Issuing Control Chapter 5 – Food Production Control 1 - Portion Chapter 6 – Food Production Control 2 - Quantities Chapter 7 – Monitoring Foodservice Operations 1 – Monthly Food Cost Chapter 8 – Monitoring Foodservice Operations 2 – Daily Food Cost Chapter 9 –Show MoreRelatedTaking a Look at a Shamrock Organization1051 Words   |  4 PagesA Shamrock Organization Charles Handy is an author and philosopher who specializes in organizational behavior and management. He has written several books that help companies succeed in creating relationships with their employees that are similar to communities rather than just entities on a mission for profit. Most of his working life was spent in Britain, where he became a spokesperson for management. Charles Handy was rated among the Thinkers 50, a list of the most influential management thinkersRead MoreEssay about Leadership Within Ambulance Services679 Words   |  3 PagesThis assignment will focus on; the NHS organisational cultures and theories, leadership cultures and theories, leadership styles, the effect leadership cultures have upon organisational cultures and will address the requirements for modernisation of the ambulance service. All of which will be supported by relevant literature and research. Since 1930 authors have focused on organizational culture as a system of â€Å"socially transmitted behaviour patterns that serve to relate human communities to theirRead MoreGods of Management1444 Words   |  6 PagesManagement Charles Handy, in â€Å"Gods of Management†, attempts to classify four distinct management cultures that exist within all organizations. He uses the ancient Greek gods to symbolize these management cultures or philosophies. There are four types of management cultures or philosophies present within all organizations. The four cultures are the club (Zeus), role (Apollo), task (Athena), and existential (Dionysus) cultures. The first culture Handy discusses is the club or Zeus culture. He usesRead MoreBusiness777 Words   |  4 Pagesworkers to handle each element in a pre-determined manner (instead of basing their work on their own personal discretion) and set up an equitable system of rewards for improved productivity. * Taylors theory brought numerous improvements to organizational management during a period when an autocratic management style was the norm. Some developments that resulted from the Taylor theory of management are these: 1. Significantly improved productivity; 2. Increased employee incentive; 3. WidespreadRead MoreHandys Culture and Deal Kennedy Culture1140 Words   |  5 PagesOrganizational culture is the collective behaviours of humans that are portion of an organization, it is additionally industrialized by the association benefits, visions, norms, working language, signal, system, beliefs and habits. Hofstede’s research displays that organisational cultures differ generally at the level of practices. These are extra shallow and extra facilely learned and unlearned than benefits growing the core of nationwide cultures. Charles Handy (1999) has introduced us about organisationalRead MoreHandys Culture and Deal Kennedy Culture1147 Words   |  5 PagesOrganizational culture is the collective behaviours of humans that are portion of an organization, it is additionally industrialized by the association benefits, visions, norms, working language, signal, system, beliefs and habits. Hofstede’s research displays that organisational cultures differ generally at the level of practices. These are extra shallow and extra facilely learned and unlearned than benefits growing the core of nationwide cultures. Charles Handy (1999) has introduced us about organisationalRead MoreOrganizational Culture Is The Most Important Variable That Influences The Organizational Performance1601 Words   |  7 Pagescaptivating organizational culture. Organizational culture creates a unique identity that diversifies an organization from its opposition. Ogbonna Lloyd (p, 32, 2002) defines organizational culture as â€Å"the collective sum of beliefs, values, meanings and assumptions that are shared by a social group and that help to shape the ways in which they respond to each other and to their external environment†. Organizational Culture is the most important variable that influences the organizational performanceRead MoreManagement of Change: Charles Handy.2126 Words   |  9 PagesTask: The key theme of this module is change. What did Charles Handy mean when he commented that change could not be managed? If he was right what can a manager do in the face of change? Explain the responsibilities of a manager to their organisation and its employees during periods of change. Essay: Introduction Inventions, new technologies, abolition of trade barriers, rapidly changing markets - the world is continuously passing from one state into another: The world is changing. But how canRead MoreManaging Change2556 Words   |  11 PagesPrinciples of Management Assignment 2003/ 2004  ¡Ã‚ §The key theme of this module is change. What did Charles Handy mean when he commented that change could not be managed? If he was right what can a manager do in the face of change? Explain the responsibilities of a manager to their organisation and its employees during periods of change. ¡Ã‚ ¨ Word Count: 1940 Pages: 10 Contents Page Page Front page 1 Contents page 2 1. Introduction 3 Read MoreThe International School Of English2844 Words   |  12 Pages This report will provide an organizational analysis of the International School of English (ISE) as my past work profession. The framework used is from Burrell and Morgan (1979), as they identified that people see the universe from four clear paradigmatic perspectives, radical humanist, and radical structuralist, functionalist and interpretative. From my paradigm questionnaire, it highlights that the researcher is a radical humanist. The report will be conducted through the lenses of a radical

Should the Coast be Managed Free Essays

Every year land is both lost and gained in coastal areas due to physical processes, including the action of the sea. Much time and money is spent in an attempt to limit the change, seen as â€Å"damage†, that occurs. More advanced methods of coastal defence are tested and put into place and research is carried out. We will write a custom essay sample on Should the Coast be Managed? or any similar topic only for you Order Now Yet coastal management remains as a piece-meal approach, with different areas of coast dealt with using widely varying methods, some of which are the cause of this â€Å"damage† further along the coast. â€Å"Coastal defences, by their very nature, disrupt the natural processes operating on the coastline† (www. orth-norfolk. gov. uk) and it is this fundamental fact that should be considered by all those responsible for coastal management. Although this disruption is sometimes intentional, often it is not and thus more coastal defences must be put in place in order to correct the harm done by the original scheme. Conversely, there exists much land that is considered to be valuable in terms of its economic, social and environmental significance. It may seem a waste to simply watch this land being taken by the sea when there are preventative measures that can be employed. This essay will look at why the coast is protected, from what, and will give some examples of how as well as the advantages and disadvantages of coastal management strategies including taking no action against the work of the sea. The uses of the coastal area are numerous and diverse, making it difficult to prioritise on what should and should not warrant protection. Land that is situated close to the sea is often the location of homes with a high economic value in addition to the obvious emotional attachment of the owners. Historically valuable features such as buildings or monuments are important in terms of heritage and in turn tourism. Land that provides an income, i. e. farmland and camping ground is often situated along the coast and due to the natural beauty of coastal areas, attracts tourists as well as being aesthetically appealing for those that live close to it. Another natural feature is, of course, the precious habitats that are contained by the cliffs, and the scientific interest in those habitats. Settlements were originally located close to the sea for the purpose of transport and for many coastal locations, the import and export of both people and goods remains their principal function. Indeed, it is estimated that around 60 percent of the global population live within 50 km of the sea (Briggs, Smithson, Addison and Atkinson 1997). Consequently all of these activities and uses have strong arguments as to why they justify the time, expense and risk of affecting other locations in a detrimental way, that coastal defence schemes entail. The purpose of this essay is not to evaluate which of these is the most deserving but simply to acknowledge that all of these valuable features can be found in coastal locations and are therefore at risk from erosion by the sea. The processes that affect the coastline involve the action of the sea against the vulnerable beach and cliffs. Waves attack the coast in two fundamental ways. Firstly waves are formed and their energy increased by a combination of wind, tide and current. The force of this wave action is often enough to cause fractures in the rock and sometimes failures and de-stabilization through the trapping of air. The structure and geology are obviously major contributing factors when the severity of â€Å"damage† is considered. The second way in which the waves attack the coastline is really a strengthening of the first method and this is by the transport of sediments in the water. A wave that is carrying material that it has eroded or that is originally from the seabed has more power to potentially erode. This shoreline abrasion relies on both wave energy as well as a supply of material with which to attack (Summerfield 1991). Another coastal process is weathering which also occurs inland but is exacerbated at the coast due to the very nature of the area. This includes the wetting and drying cycles and also the existence of salt. Salt weathering has a greater effect on rock that can absorb seawater as this allows the salt to penetrate the rock and so work on its structure as opposed to only the external surfaces. Coastal defences obviously do not directly combat weathering as even if the land behind is protected from the sea, salt is ubiquitous and so will still reach it. So it is this persistent force from which the shoreline is, in some locations, protected. The methods used in this protection vary in construction and purpose but also in their efficiency, with each method exhibiting both positive and negative aspects. The best defence against erosion†¦ by the sea is a natural wide beach topped off at the inshore end with either high deep sand dunes or a shingle bank† (www. north-norfolk. gov. uk). Unfortunately not every coastal location has this advantage either for natural reasons or where the beach material has been removed for human use, for example building. In the case where there is erosion occurring and shoreline assets are threatened, artificial defences are put into place. One example of a coastal engineering method is the sea wall. These were widely used in the early stages of coastline management and some modern designs have since emerged which now play a major role in defence from the sea. The sea wall is intended to reflect the wave away from the land behind as opposed to a natural beach which absorbs and dissipates the wave energy. Another form that is frequently seen is the utilization of groynes. Groynes prevent the loss of beach material by creating an obstacle. They also encourage the build-up of sediment by interrupting and thus slowing the inshore tidal current. Combined, this means that there is a â€Å"natural† defence in the form of a more substantial beach in order to dissipate wave energy, consequently less erosion occurs at that particular site (see figure 1). Revetments are another commonly employed type of defence, constructed mainly from wood or concrete. The idea is that a surface sloping towards the beach dissipates wave energy meaning that less energy is available for erosion and also that sediment builds up in front of the revetment (www. north-norfolk. gov. uk). Type of defence Cost per metre (i) Revetment 500 Seawall 5000 Groyne 1000 There are, of course, many more coastal engineering methods but for the purpose of this essay, only three have been outlined. All methods, however, have their advantages and disadvantages. Management of the coastline in the UK, in terms of erosion, is generally taken as a piece-meal approach. That is to say each area is dealt with almost in isolation, and only relatively recently have the r elevant authorities become aware that the interference in one place is likely to have a considerable effect on another, further along the coast. An example of this is the implementation of groynes. The prevention of material loss and the subsequent build-up of sediment through interruption of the inshore tidal current can, in some cases, starve beaches further along, of the material that is required to maintain size and stability. So although one area is benefiting and a â€Å"problem† being solved, other areas can lose out and thus another problem is created. Conversely if groynes are correctly designed, they can work very well and they essentially do exactly what they are designed to. As many were constructed before it was realised that harm could be caused as well as good, the knock-on effects were not taken into account. Modern groynes are designed to be permeable in order that some sediment may pass through them and reach beaches further along. These have been used successfully on the north Norfolk coast where erosion and its prevention is of great significance. Sea walls work best on large beaches, where the sea only reaches the highest point of the beach during a storm (www. orth-norfolk. gov. uk). Then, should it happen that high tide and a storm coincide, the land behind the sea wall is protected from flooding and erosion. Sea walls require regular maintenance such as in the case of Ostend in north Norfolk, where annual maintenance is required (see figure 2 for approximate cost of initial building of sea defences). In addition to the costliness, there exists the situation of beach scouring caused by the waves reflected from the sea wall. This can, over time, lead to the collapse of the wall but also means that valuable sediment is being taken away from the beach – so reducing what little natural defence there was. A controversial approach to coastal management is that of leaving it to nature. This â€Å"do nothing† strategy has been adopted in numerous locations on the north Norfolk coast, including the area between Cromer and Overstrand where the present groynes are not being maintained and will eventually fail and be removed (see figure 3). A variation of this â€Å"do nothing† policy is the so-called managed retreat. This is where, again, the existing defences are no longer maintained or their maintenance is limited but in some locations a method of soft engineering is employed for example beach replenishment. The issues surrounding these types of â€Å"management† are not as simple as may be first thought. For example the financial benefit arising from either no defence being put in place or no longer maintaining the existing defence seems rather insignificant when the loss of valuable assets is taken into consideration. It is, however, almost completely natural, with material that is eroded form one location being accreted at another. The natural processes are, in this way, allowed to continue and the lack of interference would eventually ensure that there are no negative consequences at other locations as a result of coastal defence action. Despite this, it must be considered that once action is taken to defend the coast from the erosive power of the sea, it creates an issue as to at what point the management should cease and where. To suddenly no longer protect an area of coast may generate new problems and perhaps more expense. So the proposal of an integrated shoreline management strategy seems appealing. This is looked at in much depth by Karen Nichols in her paper â€Å"Coming to terms with Integrated Coastal Management†. Fundamentally, it would involve the linkage of all areas of the coastline in terms of action taken upon them. One possible solution could consist of a review followed by the implementation of a fully integrated coastal defence scheme combined with managed retreat. If this was undertaken on a national scale, with the co-ordination of all resources and authorities, perhaps loss of important assets and further damage in the course of protecting those assets would gradually be reduced to a minimum. It seems to be that the protection of our coastal locations will remain a much-debated issue, with the needs and wants of people contrasting greatly with the power of the sea’s natural activities. It is interesting that the focus of coastal management is to reduce coastal erosion yet it is the erosion of coastal land that supplies the beach with much of its material. As discussed earlier, a natural beach is the best form of shoreline defence†¦.. In conclusion it can be said that coastal protection is essential in certain localities but that it is an integrated management plan that will be most likely to succeed. How to cite Should the Coast be Managed?, Papers

Spider Man in Real Life free essay sample

Everyday citizens serve citizens and sometimes without realizing it. Just like people in today’s society they would help a random stranger just because they are in need. How much spider silk will it take to produce just one long enough strand to swing on? In Madagascar there were two guys that collected spiders every morning get the silk from them then release them back in to the wild. What they would do with the silk was pull it out of the spider then put it on a spindle its then put on a hand loom and weave it into a tapestry. Its called dragline silk; a spider can produce up to seven different types of silk. The dragline is what frames the web; its the thicker silk on the outside. Also, its extremely strong. The first panel that they wove, they were quite stunned by the fact that it sounded like guitar strings, pinging like metallic guitar strings. We will write a custom essay sample on Spider Man in Real Life or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is a very, very unusual material. Over the course of four years and the help over one million spiders they finished the tapestry. To finish the tapestry it took over one million spiders. One spider would take about 20 minutes to collect the silk. Each spider usually produced 400 yards. To make a long strand to swing on it would take quite a bit of spiders. Is there a way to shoot strands of spider silk form a hand or wrist? Yes we have all seen Spiderman shoot webs out of his wrists or even a device he makes to shoot them. But can this become a reality? In my own opinion I do not think his could be possible. Even with all the technology we have today I don’t think it could be possible. One reason is because, where would you store all the webbing? There is not a way to hold a long rope-like spider web in a device that fits on a wrist. And also, to have it shoot out with a press of a button and stick to a nearby surface. Conclusion, no there is not a way to shoot webbing out of someone’s wrist. Is the spider silk strong enough to hold a man? Spider silk can stretch up to 140 percent of its length before ripping. It remains flexible even under very cold conditions. Spider silk is so light weight that a mere pound of it could form a single strand to stretch around the earth’s equator. Spider silk it’s very soft but it is like holding a light weight flexible strand of steel; very strong. Is it strong enough to hold up a man? Spider silk equals that of polyaramid filaments which are fibers that a class of heat-resistant and strong synthetic fibers. Which themselves are benchmarks of modern polymer fiber technology. Over all yes there is enough evidence that spider silk can withstand the weight of a human. To conclude, I would like to restate my questions and answers. First, how much spider silk will it take to produce a long strand? One spider would produce 400 yards of silk. Second, is there a way to shoot it? No there is not a way. Third, is it strong enough to hold a man? Yes spider silk is about the strength of steel. Over all yes I think it would be possible to create a real life spider man in today’s world.

Transgenic Mammals and Gene Targeting †Biology Research Paper

Transgenic Mammals and Gene Targeting – Biology Research Paper Free Online Research Papers Transgenic Mammals and Gene Targeting Biology Research Paper Molecular biotechnology has been one of the most prospective fields of science for more than three decades. Its applications are numerous and have not even come close to reaching the limit. Since discovery of genes scientists have been researching a way to temper with them to achieve a desirable effect. In last two decades technology became available which allows introduction of specific genetic material from a donor into a host organism. Organisms which have altered or foreign genetic material, are now being referred to as transgenic. (Wang, 2003) Several methods have been devised for introduction or modification of genetic material. Most common and most controversial is embryonic stem-cell mediated gene transfer. It involves introduction of modified DNA into embryonic stem-cells, which will take up the DNA and hopefully express the desired genes. Application of this kind of technology is practically limitless. It scope spans across multiple industries, varying from agricultural uses to medical applications. (Westphal, 1989) Latest achievements involve production of medically important proteins like anti-clotting factors through expression of the gene in lactating cows, goats and pigs. (William 1997) Industries like agriculture have been desperate to express desired traits in livestock in order to increase production and the quality of the product in order to meet the demand of growing population. The most common fields in transgenic livestock that are being researched are: growth, pathogen resistance and quality of meat products. Many more applications of transgenic technology are now being considered as the field expands almost exponentially. However the most important application of this technology so far is identification of gene function. Function of the gene can be found by â€Å"turning it off† and studying the effect on the organism. This approach is known as gene targeting or gene knockout. (Capecchi, 1994) Background: Genomes of several mammals have been sequenced so far and few more are under way. Knowing the base pair composition of the genome is only half the task done, the other half would be the identification of gene function. Most common genes are present in all species, thus they are identified with relative ease. Genes that are completely unknown are much harder to identify as very little is known about them. Gene targeting is a most common technique being used to identify the function of the gene. It involves introduction of a mutation into the â€Å"unknown† gene which will suppress its expression. Usually it is a mutation of the start codon or promoter region, however many more possibilities are available. The genome with inactivated gene is introduced into embryo and then selected for. Embryo that has taken up the DNA is then introduced into surrogate mother who will give berth to a transgenic offspring. Offspring is then mated with each other in order to create a homozygote of the mutation. Homozygotes are then studied for the effect of the mutation on the functioning of the organism. (Capecchi, 1994) DNA microinjections is a common technique used for gene targeting as it involves manipulation and reintroduction of the genetic material into the same species. Many genes have been identified through loss of function. For example, recently it was found that a transcription factor is responsible for mammalian cold sensation. Transgenic mice that were created that had a mutation in the gene which codes for the transcription factor (NGFIB). They were unable to respond to cold stimuli which provided strong evidence that a transcription factor is indeed required in the cold response pathway. (Kim, 2005) A discrepancy in the metabolic pathway of the organism would indicate that a gene coding for a â€Å"missing factor† isn’t functioning thus will allow its isolation and identification. Major Topic: First transgenic experiments were carried out on mice. In 1981 first transgenic mammal was created. The animal had a copy of human growth hormone integrated into its genome. It was hypothesized that a growth hormone gene would speed up and increase overall growth of the mice. The outcome was as expected, a mouse which grew quicker and was much bigger in size. Today application of the technology is expanding. Human growth hormone was also introduced to pigs. (Westphal, 1989) The experiment was a success as produced pigs had larger carcasses and less body fat. However there was a downside to the outcome, transgenic pigs were infertile. However research is being carried out to solve the infertility problem. There also was a huge public opinion formed on transgenic animals. Public view of transgenic animals is that they maybe harmful to both humans and the environment. Some critics say that scientist accelerate â€Å"selection† through transgenic technologies. In the end all comes down to ethics, which will have a final word on use of transgenic animals. One aspect of technology that have bypassed both ethics and public opinion was use of transgenic mice of identify unknown genes. Mice are perfect for study of gene function. They have high reproduction rate, a lot is known about mouse genome and they are relatively easy to handle. Gene targeting allowed identification of the function of genes which were previously unknown. In early 1990s research was conducted on function of Insulin-like growth factors. Knockout mice were created with a mutation in the insulin-like growth factor gene. Produced mice showed delayed bone development, retarded post-natal growth, growth deficiency and infertility. (FBS) Hence it proved that insulin-like growth factor plays an important role in fetal development. (DeChiara, 1990; Baker J, 1993) IGF2 gene is located on chromosome 11, p15.5 in mice. Further knockout experiments proved that IGF2 is jointly regulated with H19 and INS2 genes and all theses genes play vital role in fetal development. (Strachan, T 1999) In 2004 group of Japanese and Korean scientist were successful in creating a parthenogenetic mice which survived and grew into adulthood. They were successful through careful manipulation of IGF2, H19 and INS2 genes. These genes are imprinted during early embryonic development as on copy comes from a father and one from a mother. Through manual imprinting of the gene (introduction of the deletion in the promoter region) in prepared oocyte, they were successful in creating an offspring without a physical father. (Kono, 2004) This emphasizes the result gene knockout technique can have on the outcome of the study. Knowledge of a single gene function contributed to discovery which had a world wide impact. Discussion: Transgenic animals so far have proven to benefit humanity in every way. Medical applications have proved to be a great benefit and thus created a positive public opinion. On other hand use of transgenic animals in agriculture is considered dangerous to us and the environment. Agricultural applications of transgenic animals would be a great asset to the industry as costs will be cut and product produced will have higher quality. Industrial uses are not under direct criticism as they are mostly controlled by the private sector. The private applications are have lesser exposure. For example in Canada, scientists in private sector have introduced silk spider genes into lactating goats. The experiment was a success as goats were producing silk from mammary glands. The company, Nexia Biotechnologies also has claimed that they are aiming to produce other industrially important products from lactating goats (Nexia). General public doesn’t really have an opinion on use of this controversial technology as its opinion is force fed by individuals who obviously don’t like the idea. Many topics have been brought up as scientists and governments have made ground rules on what is allowed and what’s not. Topics like ethics, morals, god and human responsibility as only morally capable and accountable creatures on this planet have been the major weapon of hypocrites against technology that will be saving lives and providing us with better quality products at reduced cost. (Outka, 2002) Future applications of the technology would range from production of important proteins to release of wide range of transgenic farming animals. Research is being carried out on pigs to create spare organs that will be compatible with human physiology. Research is also underway to manufacture milk through transgenesis for treatment of debilitating diseases such as phenylketonuria (PKU), hereditary emphysema, and cystic fibrosis. (Margawati, 2003) Conclusion: Insertion or manipulation of genetic material is a system that gives rise to transgenic animals. Several methods have been devised for introduction of the genetic material into the host. Most commonly DNA is directly inserted into the pronuclei of the egg through the technique called microinjection. The following egg is introduced into the surrogate mother. Identification of the offspring that have taken up the DNA is a next logical step. (Capecchi, 1994) Using the following technique scientists have been able to create â€Å"super† animals which have traits that are superior to other animals. The technology has unlimited amount of applications in fields of medicine, agriculture and industrial biotechnology. Transgenic mammals are widely found in agriculture where traits like increased carcass size, product quality and disease resistance are in high demand. Medical applications of the technology involve production of proteins which are essential for survival of people with blo od clotting disorders. (Westphal, 1989) Identification of gene function is probably the most important exploit of the transgenic technology. Genomes of several animals have been successfully sequenced, but function of the identified genes is at most a guess. Gene targeting is a technique in which the gene under question is disabled through various means and then introduced into the pronucleus of the egg. The egg is then inserted into surrogate mother who will hopefully give birth to the offspring lacking the functional gene. The identified mutant is then studied, whether it’s looking for discrepancy in the metabolic pathway or the gene end product. (Capecchi, 1994) Mice have been used extensively in gene targeting as they produce a lot of progeny, easy to maintain and handle. Today many previously unknown genes have been identified using gene targeting technique. Technology is on the rise as more genomes are being sequenced and more genes are found. Uses of transgenic animals are vast and are proving to benefit the humanity greatly. References: Baker J, Liu JP, Robertson EJ, Efstratiadis A: Role of insulin-like growth factors in embryonic and postnatal growth. Cell 1993 Oct 8;75(1):73-82 Strachan, T. Read, 1999 A.P. Human molecular genetics. John Wiley Sons, Singapore, pp. 198-200 Kono et al. 2004, Birth of parthenogenetic mice that can develop to adulthood. Nature 428: 860-864 DeChiara TM, Efstratiadis A, Robertson EJ: A growth-deficiency phenotype in heterozygous mice carrying an insulin-like growth factor II gene disrupted by targeting. Nature 1990 May 3;345(6270):78-80 Gene Outka, 2002, The ethics of stem cell research, Kennedy Institute of Ethics Journal, vol. 12, No. 2 (2002), pp. 175-213 S.J. Kim, 2005, A transcription factor for cold sensation!, Molecular Pain (Short Report) 1:11 Capecchi, Mario R. Targeted Gene Replacement Scientific American, March 1994:52-59 FBS, A Journal and Virtual Library, bioscience.org/knockout/igfii.htm, Search in database for background information of IGF gene function B. Wang, J. Zhou, Nov 2003, Specific genetic modifications of domestic animals by gene targeting and animal cloning, Reproductive Biology and Endocrinology, 1:103 H. Westphal, 1989, Transgenic Mammals and Biotechnology, FASEBJ. 3: 117-120; 1989. William H, Velander, Henryk Lubon, William N. Drohan, Transgenic Livestock as Drug Factories, Scientific American, 1/97, page 54, 1997 Nexia Biotechnologies, www.nexiabiotechnologies.com E. T. Margawati, 2003 Transgenic Animals: Their Benefits to Human Welfare, An ActionBioscience.org original article Research Papers on Transgenic Mammals and Gene Targeting - Biology Research PaperGenetic EngineeringBionic Assembly System: A New Concept of SelfRiordan Manufacturing Production PlanIncorporating Risk and Uncertainty Factor in CapitalOpen Architechture a white paperDefinition of Export QuotasThe Project Managment Office SystemInfluences of Socio-Economic Status of Married MalesMarketing of Lifeboy Soap A Unilever ProductPETSTEL analysis of India

Powerful Tactics That Will Increase Conversion Rates With Lance Jones

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109SAM Essay Example | Topics and Well Written Essays - 1500 words

109SAM - Essay Example Research indicates that bureaucracy is one of the key indicators for a civilized society/ organisation (Flohr, 2010). Some of the merits of democracy include: it act as a tool for ensuring success and efficiency within an organisation. It furthers helps to coordinate different people to work together to achieve a common goals. In addition, bureaucracy helps to define roles that of each person in an organisation should execute. For example, some of the key roles hire include: finance role, managerial roles, human resource roles, accounting roles, legal roles, marketing roles to mention just but a few. In addition, less time is consumed in a bureaucratic structure because there are fewer consultations involved. Bureaucracy provides the top level managers with an opportunity to exercise greater control of organisation decision and strategies this further helps towards proper implementation of organisation decisions. Bureaucratic organisation structure tends to have a clear chain of comm and as well as define lines of reporting. Other merits of democracy may be observed from the government perspective. For example in case of a country, bureaucracy helps to protect it against external and internal aggression via establishment of central intelligence units and armed forces. In above connection, it helps to sustain a strong economy through the establishment of Export-Import bank, securities as well as protection of public goods (Media and Ingram, 2013). On the contrary, bureaucracy tends to have some disadvantage. Among disadvantages of bureaucracy include; it denies the participants an opportunity to think independently and hence, discouraging creativity and innovativeness. Bureaucracy tends to be so mechanistic and rigid; this discourages adaptability to contemporary market, legal and industrial changes. In addition, in a bureaucratic organisation, employee in lower levels of management tends to be less satisfied with the decisions made by top, management because the y are not involved in making those decisions and hence they tend to lack accountability in implementing those decisions. In addition, bureaucratic structures tend to be so much centralized rather than decentralized and hence making it difficult for people with a brilliant ideas to contribute. Bureaucratic organization denies employees morale due to repetitiveness in the nature of task undertaken. This it is rare for employees to shift from one job to the other. Additionally, bureaucracy may not be suitable for a small organisation because it. In a bureaucratic organisation there is usually an aspect of goal displacement as because instead of pursuing overall organisation objectives individuals tend to pursue their own goals and interest (Media and Ingram, 2013). There are various theories of bureaucracy for example, max Weber theory, monopolistic model and the theory of acquisitive. Marx Weber theory of democracy comprises of five characteristics that include: specialization, whereb y, employees should be allotted that task that they can do perfectly. The second characteristic involves division of labor; this implies that work should be divided into smaller and manageable task. The third characteristic entails hierarchical whereby, an organisation should have a clear chain of authority where employees can report to one senior. The fourth characteristic entails standardization of operating procedures. This involves explaining employees on how they are suppose to execute the task (Spark notes, 2013). PORTFOLIO ITEM 2: Culture Cultural awareness entails the ability to think not only about ourselves but

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Corporate law - Case Study Example The exception to this is that the reserve may be applied by the company in paying up its unissued shares which are to be allotted to company members as fully paid bonus shares. Further, if the permissible capital payment exceeds the nominal amount of the shares redeemed or purchased, the amount of any capital redemption reserve, share premium account or fully paid share capital of the company, and any amount representing unrealised profits of the company for the time being standing to the credit of any revaluation reserve, may be reduced by a sum not exceeding, or by sums not in the aggregate exceeding, the amount by which the permissible capital payment exceeds the nominal value of the shares.4 Where, however, the proceeds of a fresh issue are applied by a company in making any redemption or purchase of its own shares in addition to a payment from its capital under these provisions, the references to the permissible capital payment are to be read as referring to the total amount of that payment and those proceeds. The CRR is mainly used to ens... The CRR is mainly used to ensure that the company's capital is not reduced by the redemption of its shares. If the company was to redeem its shares, and the CRR was not used, then there would be a reduction in the company's capital in line with the reduction of the amount of shares redeemed. Although the CRR cannot be distributed out to shareholders by way of dividend in the same way that profits would be utilised, they would be available for issuing bonus issues of share capital should such a scenario arise. Accordingly, the CRR plays an important role in maintaining the value of the company, by both keeping shareholders of redeemable preference shares happy in allowing them to redeem their shares, while also keeping the other shareholders content as the value of the share capital in the company is maintained. This means that there shareholding will be in no way diminished as a result of the redemption. Revaluation Reserves Revaluation reserves arise when the value of an asset becomes greater than the value at which it was previously carried on the balance sheet, increasing shareholders funds.5 Not every increase in value is added to the revaluation reserve, and the exact treatment depends on the history of the asset. Revaluations are carried out when there is a material difference between the current market value of an asset and the value at which it is carried on the balance sheet. Revaluation reserves are not distributable, but may be used for scrip issues, where there is an issue of new shares to existing shareholders at no charge, pro rata to their existing shareholdings. A scrip issue is essentially when one shareholder moves their money from one account to another account belonging to the

Strategies for Job Satisfaction

Strategies for Job Satisfaction Introduction Job satisfaction is one of most important fields of study in the subject of human resource management. This important role of job satisfaction function leads the way in assuring high level of job satisfaction among the employees. Job satisfaction function of any HR vertical of an organization is primarily responsible for productivity of employees and the employee turnover. Since these two aspects can make or break the organizations performance in all areas, it requires attention from top management. (Lovelace Rosen, 2006) Job satisfaction function generally is part of the HR vertical with a clear mandate of motivating employee and continuously striving for higher employee job satisfaction through introduction of new policies and frameworks. The topic forms an integral part of organizational effectiveness and that has instigated me to choose this topic of job satisfaction. I shall try to study the existing literature on job satisfaction and will choose multinational companies to stud y their varied job satisfaction strategies and make analysis. (Parkes et al, 2001) Job satisfaction function is a vast topic and cannot be completely covered in this dissertation. Various researchers have already published their research articles on this subject. I shall be developing on it through understanding the different strategies used by MNCs in todays business environment for maintaining better levels of job satisfaction. Job satisfaction as stated earlier is a complex topic and hence I will try to break it down to simpler and more realistic frameworks to understand the thought process of an organization to ensuring better job satisfaction amongst its employees. (Gruneberg, 2009) According to Wood (2003), job satisfaction is the condition of contentment with ones work and its environment, denoting a positive attitude. Locke (2006) stated that, job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. In other words, it can also be stated that, job satisfaction was simply a function of the degree to which a job provided the worker with positively values outcomes. Wanous (2000) said that, job satisfaction was a match between a persons need and the reinforcement received from work performed in an organization. The HR vertical of any organization shall try to achieve higher levels of job satisfaction through various techniques like awards program, job rotation, internal promotion scheme, family tours and training processes. (Rounds et al, 2007) There is no destination to achieving job satisfaction but the journey is perpetual in nature. Continuous improvement is the name of the game in achieving relatively good job satisfaction amongst the employees. The measure of job satisfaction can only be achieved through comparison in similar industries and through the employee turnover and productivity data. (Jackson et al., 2001) Job satisfaction is one of the most widely discussed and enthusiastically studied constructs. However, job satisfaction is among the most difficult constructs to define. A review of literature shows that constituted definitions of the construct vary from one researcher to the next. Wood (2003) describes the job satisfaction as the condition of contentment with ones work and its in my mind, denoting a positive attitude (p.8.). Locke (2006) stated that job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. (p.1300) There are several reasons for studying job satisfaction. Organizations major job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absences, errors, and turnover. (Cranny et al, 2002). Levels of job dissatisfaction have been found to be related to job turnover, absences, and tardiness. Turnover rates have been the most consistent major associated with job satisfaction. The potential negative consequences of employee turnover in terms of the impact of organizations. Negative effects of job turnover can include: increased costs to recruit, select and train new employer; demoralization of remaining employees; decreased social relationships among employees; negative public relations; disruption of a hi-fi and two-day activities; and decreased organizational possibilities to pursue growth strategies. In fact, several researchers reported a significant relationship between absenteeism and job satisfaction. According to Lawler (2007), the research evidence clearly shows that employees decisions about whether they will go to work on any given day and whether they will quit as affected by their feelings of job satisfaction. All the literature reviews on the subject have reached the same conclusion. The fact that present satisfaction influences future absenteeism and turnover clearly indicates that the commercial direction is from satisfaction to behavior. The literature also reveals that there is a correlation between job satisfaction and variables such as achievement, recognition, the word itself, responsibility, advancement, policy and administration, supervision, salary, interpersonal relations, working conditions, age, Tenure, educational level, job activities, and gender. The Purpose of the Study The purpose to choose this topic is to analyze the importance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I will try to analyze the causes and effect relationship between the employee and the factors behind job satisfaction in a given MNC. Aim of the Study The main aim of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC. The Objectives of the Study The key objectives of the chosen topic are: Estimating the causes of employee attitudes. Adjudging the results of positive or negative job satisfaction Measuring the employee attitude To assess facet-specific levels of job satisfaction To measure general job satisfaction, Literature Review There are several reasons for studying job satisfaction. Organizations measure job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absenteeism, errors, and dissatisfaction has been found to be related to job turnover, absenteeism and tardiness. (Glisson Durick, 2008) Turnover rates have been the most constraints measure associated with job satisfaction (Atchison Lofferts, 2002; Brayfield Crockett, 2005, Dawis Lofquist, 2001). Mowday (2004) recapitulate the probable pessimistic significance of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such as: Increase in the recruitment cost. Recruiting new employees and then training them as well. It can lead to reduced social relations ships among employees. No or only few public relations. Reduction in companys prospects which can hamper the growth. According to Lawler (2005), the research evidence clearly shows that employees decisions about whether they will get to work on any given day and whether they will quit are effected by their feelings of job satisfaction. The fact that present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior. There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender. Research Methodology Saunders et al (2005) Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. (Ryan, 2009) The sources used shall be of international repute and will be trustworthy. The main source will be case study and also some books, journals, articles and publications including Internet sources. Chapter-2: Literature review An Overview Job satisfaction in considered to ones sensation or circumstances of intelligence regarding environment of their work. Job can be prejudiced by diversity of features like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. (Cherrington et al, 2009) In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for encouragement and progression (prospects), eventually system, attention in work, substantial background, and machines and apparatus. Management- managerial behavior, contribution, rewards and sentence, congratulate and responsibility, leaves strategy and preference. Social relations- associates and acquaintances, neighbors, approach towards populace in society, contribution in social activity scalability and background barricade. Personal adjustment-health and emotionality. Job satisfaction is an indicator of employee productivity and employee behavior at work. This may include inter employee relations, pro-activeness of employee, employee absenteeism no. of feedbacks from employees. These all factors are a direct measure of employee satisfaction of the job. The direct correlation has been established by earlier researchers and more so there is logical evidence to it in any business or industry. (Adams, 2003) The higher levels of job satisfaction is evident in an organization through lower absenteeism rates, low employee turnover, high employee productivity , proactively level of employees, labor unrest issues and participation in managerial decisions. (Saks Ashforth, 2007) Obviously, every organization desires for higher levels of employee job satisfaction; however it is a long drawn process with continuous improvement and direct focus from the senior leadership team of the organization. Job satisfaction cannot be used interchangeably with organizational morale; which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. (Bedeian et al, 2002) Morale is the by-product of the group, while job satisfaction is more an individual state of mind. Definitions of job satisfaction Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below: As per Weiss, Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. For Blum and Naylor, Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Precise occupation features. Personal distinctiveness Group association exterior from the work According to Glimmer, Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job. Mr. Smith stated, Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs According to Locke, Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. History of job satisfaction The term job satisfaction was brought to lime light by hoppock (2005). He revived 35 studies on job satisfaction conducted prior to 2003 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by Pestonjee (2003) as a job, management, personal adjustment social requirement. Morse (2003) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness. One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (2004-2003), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. Hawthorne Studies It is considered to be one of the best researches done on the job satisfaction. It was conducted by Mayo, Roethlisberger Dickson during the late 2000s and early 2000s at the Western Electric Company. Western Electric Management enlisted the help of Harvard business School professor is Elton Mayo, F.J Roethlisberger, and William Dickson, to help increase the output of workers assembling telephone release. The research started out as an investigation of the effects of physical working conditions on worker productivity, but ended up very differently. Mayo, Roethlisberger Dickson originally begin experimenting with the amount of lighting, expecting that productivity would rise as elimination increased to an optimum level. However, the hypothesis that productivity would write just as elimination increased to an optimum level was strongly disapproved why, after several experiments in large departments of the plant, it was discovered that changes in productivity occurred quite independently of B level of elimination. Mayo, Roethlisberger Dickson then started experimenting by introducing rest pauses of different lengths and different frequencies during the work day, supplying coffee breaks at various points in the day, and shortening the length of the world today at the work week. The results of the second part of the experiment were more amazing there was an upward trend in output, regardless of the introduction or withdrawal of rest periods, lunches, coffee breaks, shorter workdays, or shorten workweeks. Furthermore, avoid the experiment ended after a year, and the original conditions of work were restored in all previous privileges withdrawn, the daily and weekly output rose to our point higher than at any other time. (Mayo, 2003, pp.62-63) In addition, morale among the relay assembly room workers improved dramatically. There was a sharp increase in the amount of socializing among workers after ours. Moreover, absenteeism decreased 80% (Roethlisberger Dickson 2009). According to Dawis Lofquist (2001), the Hawthorne studies have been credited with limiting research into the causes of job satisfaction and dissatisfaction. These researches eventually illustrated that original alterations in job situations provisionally enhanced efficiency (called the Hawthorne Effect). Maslows hierarchy of needs Abraham Maslow, in a classic paper published in 2003, outlined the elements of an overall theory of human motivation. Maslow viewed human motivation in terms of a hierarchy of five needs: physiology needs; safety needs; belonging there is an alarm needs; S team needs; and, the need for self actualization (Maslow, 2000). According to Maslow, 2000, in the majors are motivated to fulfill whichever need was pre-potency, almost fourfold, for them at a given time. The pre-potency of the meat depended on the given current situation and recent experiences. Starting with physical needs, which were most basic, each member must be at least partially dissatisfied before the Indian visual experience to the desire to satisfy a need at the next higher level. Maslows need hierarchy is illustrated in figure 2.1. According to Sergiovanni (2004) and Davis and Newstrom (2009), physiological needs more likely to serve as motivators among workers in todays society, as most jobs issue or the fulfillment of physiological needs, such as food and shelter. However, higher level needs (belonging is and loved needs, S team needs, and the need for self actualization) may influence levels of employee motivation (Davis Newstrom, 2009). Figure 2.1: Maslows need hierarchy Levels of job satisfaction Level can be defined as an extent, major, or degree of achievement. Job satisfaction is a difficult construct a defined. Job satisfaction can be defined generally as the degree to which individuals feel positively or negatively about their jobs. Importance of job satisfaction Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. Job Satisfaction: Importance to worker organization Job contentment and work-related achievement are main factors in individual satisfaction, self-worth, sense of worth, and self-development. (Bruce Blackburn, 2002) To the employee, job satisfaction brings a pleasant expressive state that can often lead to an affirmative work attitude. (Schneider, 2001) A pleased worker is more likely to be imaginative, flexible, innovative, and dependable. For the organization, job satisfaction of its workers means a work force that is enthused and dedicated to high quality performance. (Carrell Elbert, 2004) Augmented output- the quantity and quality of output per hour worked seem to be a by creation of enhanced class of working life. It is vital to note that the literature on the association between job happiness and output is neither definite nor consistent. (Glisson Durick, 2008) On the other hand, research dating back to Herzbergs time (2007) has shown at least low association between high confidence and high efficiency and it does seem logical that more satisfied workers will be likely to add more worth to an organization. Discontented employees, who are stimulated by fear of loss of job, will not give 100 percent of their effort for a very long time. Although apprehension is a powerful motivator, it is also a brief one, and also as soon as the threat is lifted performance will decline. Employment satisfaction profits the organization and includes reduction in complaints and grievances, employee absenteeism, work force turnover, and termination; as well as improved regularity and worker morale. (Ryan, 2009) Job liking is also linked with an improved work force and has been found to be a good pointer of prolonged existence. Even though only slight connection has been found amongst job satisfaction and productivity, Brown (2006) writes that few employers have discovered that satisfying or delighting work force is one of the most important prerequisite to satisfying or delighting customers, thus ensuring the growth of bottom line of the organization. Job Satisfaction: Employees Responsibility If job contentment is a worker advantage, certainly the employee must be talented to add to his or her own contentment and comfort on the job. (Joplin et al, 2007) The following suggestions can assist an employee to find his or her own satisfaction at job: search for opportunities to display skills and aptitude. This repeatedly leads to even more demanding work and higher responsibilities, with assistant increases in salary and other recognition and rewards. Build up extraordinary communiquà © skills. Companys value and rewards excellent reading, listening, writing and speaking skills. Be acquainted with more. Obtain new work related information and skill that helps you to complete job more economically and effectively. This will take off monotony and often gets one noticed. Reveal creativity and initiative. Merits like these are respected by most companies and often come with in recognition as well as improved responsibilities and promotions. Initiate teamwork and man management skills. A big part of job related achievement is the aptitude to work well with others to get the job done. (Lyons et al,2003) Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. (Peterson Gonzalez, 2009) See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques. Factors of job satisfaction Hoppock, the earliest investigator in this field, in 2005 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herzberg, mausaer, Peterson and capwell in 2007 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. Company management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. Reasons of low job satisfaction Reasons why employees may not be completely satisfied with their jobs: Conflict between co-workers. Conflict between supervisors. Not being opportunity paid for what they do. Have little or no say in decision making that affect employees. Fear of losing their job. Effects of low job satisfaction High absenteeism Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. In the above diagram line AB shows inverse relationship between job satisfaction and rate of turnover and rate of absenteeism. As the job satisfaction is high the rate of both turns over and absenteeism is low and vive a versa. High turnover In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. Training cost increases As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases. Key parameters for Job Satisfaction Training and Job Satisfaction- Most of the literature in this area has focused on the impact of education and skills on job satisfaction rather than the effect of training as such. The relationship between skill acquisition and job satisfaction is not straightforward. First, there is the distinction between general and specific skills. (Quinn Staines,2009) The portability of general skills may raise job satisfaction as it is easier to move to other jobs where satisfaction is higher. In contrast, specific skills bind the worker to the firm and may reduce satisfaction by creating a barrier to exit as workers will lose a portion of the return on such skills if they move. (Near et al, 2003) This leads on to the question of the matching of individual skills and levels of education with job requirements. If workers are mismatched in terms of skill and education requirements, this may lower job satisfaction, as evidenced in the earlier literature. In one of the few studies to focus on skilling, Allen and van der Velden (2001) differentiated between education and skill mismatches, finding only a weak relationship between the two. Importantly, they found a significant negative relationship between skill mismatch and job satisfaction, while the link between educations mismatches and job satisfaction was insignificant. Training may influence workplace performance directly by raising output per worker, or be measured indirectly through its impact on the wage on the assumption that this is equal to the marginal productivity of labor. (Peterson Gonzalez, 2009) However, this will not be the case if there are imperfections in the product or labor markets. The nature of training has been examined in a number of studies. Thus Barrett and OConnell (2008) found that specific training had a bigger impact on wages and productivity than general training. Mason et al. (2006) found that both value added and product quality was higher where workers were trained to take charge of several production lines at once. Cosh et al. in a series of papers (2008, 2000 and 2003) found that training had a strong and significant effect on employment growth in small firms when it was undertaken regularly rather than on an ad hoc basis. Especially for larger firms there was also an association between intensity of training and profitability. Training may also stimulate innovation in the workplace (Bartle and Lichtenberg, 2007). Therefore it is doubtful whether different types of training impact either equally or positively on performance. Finally, training can have an indirect effect on performance if it increases job satisfaction by, for example, making it easier for employees to perform the job or feel more valued (as in Akerlofs 2002 conceptualization of the labor contract as a gift-exchange). Petty et al.s 2004 meta-analysis confirms such outcomes. In contrast, if workers feel dissatisfied they may react in a number of ways (Farrell, 2003): through a sense of loyalty they may stick it out; use a voice mechanism (Freeman, 2008, Freeman and Medoff, 2004); neglect their responsibilities to the employer by absence, lateness, striking or reduced effort (Akerlof and Yellin, 2006); or exit (Jovanovic, 2009, Burdett and Mortenson, 2008). Quits and Job Satisfaction- Until recently there had been relatively few studies by economists examining the role played by job satisfaction in quitting decisions. The main reason for this was the lack of large sample longitudinal data which could be used to identify job satisfaction in one period and job turnover in subsequent periods. Locke (2006) provided an extensive review of the literature in the psychology field, concluding that a negative correlation coefficient between job satisfaction and employee turnover was almost always obtained. However, correlation does not always imply causation and most of the studies cited by Locke used simple univariate analysis. In one of the seminal papers on job satisfaction, Freeman (2008) was one of the first economists to analyze the connection between quits and job satisfaction. Based on panel data from two different US sources, the National Longitudinal Survey (NLS, 2006-2001) and the Michigan Panel Survey of Income Dynamics (PSID, 2002-73 ), Freeman showed that job satisfaction was positively and significantly related to the probability of quitting. Moreover, he found not only that job satisfaction was quantitatively more important than wages, but also that the causality ran from job satisfaction to future quitting behavior. This relationship was confirmed by Akerlof et al. (2008) using data from the NLS Older Men Survey. Job Satisfaction and Absenteeism-Absenteeism is the term generally used to refer to unscheduled Strategies for Job Satisfaction Strategies for Job Satisfaction Introduction Job satisfaction is one of most important fields of study in the subject of human resource management. This important role of job satisfaction function leads the way in assuring high level of job satisfaction among the employees. Job satisfaction function of any HR vertical of an organization is primarily responsible for productivity of employees and the employee turnover. Since these two aspects can make or break the organizations performance in all areas, it requires attention from top management. (Lovelace Rosen, 2006) Job satisfaction function generally is part of the HR vertical with a clear mandate of motivating employee and continuously striving for higher employee job satisfaction through introduction of new policies and frameworks. The topic forms an integral part of organizational effectiveness and that has instigated me to choose this topic of job satisfaction. I shall try to study the existing literature on job satisfaction and will choose multinational companies to stud y their varied job satisfaction strategies and make analysis. (Parkes et al, 2001) Job satisfaction function is a vast topic and cannot be completely covered in this dissertation. Various researchers have already published their research articles on this subject. I shall be developing on it through understanding the different strategies used by MNCs in todays business environment for maintaining better levels of job satisfaction. Job satisfaction as stated earlier is a complex topic and hence I will try to break it down to simpler and more realistic frameworks to understand the thought process of an organization to ensuring better job satisfaction amongst its employees. (Gruneberg, 2009) According to Wood (2003), job satisfaction is the condition of contentment with ones work and its environment, denoting a positive attitude. Locke (2006) stated that, job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. In other words, it can also be stated that, job satisfaction was simply a function of the degree to which a job provided the worker with positively values outcomes. Wanous (2000) said that, job satisfaction was a match between a persons need and the reinforcement received from work performed in an organization. The HR vertical of any organization shall try to achieve higher levels of job satisfaction through various techniques like awards program, job rotation, internal promotion scheme, family tours and training processes. (Rounds et al, 2007) There is no destination to achieving job satisfaction but the journey is perpetual in nature. Continuous improvement is the name of the game in achieving relatively good job satisfaction amongst the employees. The measure of job satisfaction can only be achieved through comparison in similar industries and through the employee turnover and productivity data. (Jackson et al., 2001) Job satisfaction is one of the most widely discussed and enthusiastically studied constructs. However, job satisfaction is among the most difficult constructs to define. A review of literature shows that constituted definitions of the construct vary from one researcher to the next. Wood (2003) describes the job satisfaction as the condition of contentment with ones work and its in my mind, denoting a positive attitude (p.8.). Locke (2006) stated that job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. (p.1300) There are several reasons for studying job satisfaction. Organizations major job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absences, errors, and turnover. (Cranny et al, 2002). Levels of job dissatisfaction have been found to be related to job turnover, absences, and tardiness. Turnover rates have been the most consistent major associated with job satisfaction. The potential negative consequences of employee turnover in terms of the impact of organizations. Negative effects of job turnover can include: increased costs to recruit, select and train new employer; demoralization of remaining employees; decreased social relationships among employees; negative public relations; disruption of a hi-fi and two-day activities; and decreased organizational possibilities to pursue growth strategies. In fact, several researchers reported a significant relationship between absenteeism and job satisfaction. According to Lawler (2007), the research evidence clearly shows that employees decisions about whether they will go to work on any given day and whether they will quit as affected by their feelings of job satisfaction. All the literature reviews on the subject have reached the same conclusion. The fact that present satisfaction influences future absenteeism and turnover clearly indicates that the commercial direction is from satisfaction to behavior. The literature also reveals that there is a correlation between job satisfaction and variables such as achievement, recognition, the word itself, responsibility, advancement, policy and administration, supervision, salary, interpersonal relations, working conditions, age, Tenure, educational level, job activities, and gender. The Purpose of the Study The purpose to choose this topic is to analyze the importance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I will try to analyze the causes and effect relationship between the employee and the factors behind job satisfaction in a given MNC. Aim of the Study The main aim of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC. The Objectives of the Study The key objectives of the chosen topic are: Estimating the causes of employee attitudes. Adjudging the results of positive or negative job satisfaction Measuring the employee attitude To assess facet-specific levels of job satisfaction To measure general job satisfaction, Literature Review There are several reasons for studying job satisfaction. Organizations measure job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absenteeism, errors, and dissatisfaction has been found to be related to job turnover, absenteeism and tardiness. (Glisson Durick, 2008) Turnover rates have been the most constraints measure associated with job satisfaction (Atchison Lofferts, 2002; Brayfield Crockett, 2005, Dawis Lofquist, 2001). Mowday (2004) recapitulate the probable pessimistic significance of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such as: Increase in the recruitment cost. Recruiting new employees and then training them as well. It can lead to reduced social relations ships among employees. No or only few public relations. Reduction in companys prospects which can hamper the growth. According to Lawler (2005), the research evidence clearly shows that employees decisions about whether they will get to work on any given day and whether they will quit are effected by their feelings of job satisfaction. The fact that present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior. There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender. Research Methodology Saunders et al (2005) Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. (Ryan, 2009) The sources used shall be of international repute and will be trustworthy. The main source will be case study and also some books, journals, articles and publications including Internet sources. Chapter-2: Literature review An Overview Job satisfaction in considered to ones sensation or circumstances of intelligence regarding environment of their work. Job can be prejudiced by diversity of features like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. (Cherrington et al, 2009) In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for encouragement and progression (prospects), eventually system, attention in work, substantial background, and machines and apparatus. Management- managerial behavior, contribution, rewards and sentence, congratulate and responsibility, leaves strategy and preference. Social relations- associates and acquaintances, neighbors, approach towards populace in society, contribution in social activity scalability and background barricade. Personal adjustment-health and emotionality. Job satisfaction is an indicator of employee productivity and employee behavior at work. This may include inter employee relations, pro-activeness of employee, employee absenteeism no. of feedbacks from employees. These all factors are a direct measure of employee satisfaction of the job. The direct correlation has been established by earlier researchers and more so there is logical evidence to it in any business or industry. (Adams, 2003) The higher levels of job satisfaction is evident in an organization through lower absenteeism rates, low employee turnover, high employee productivity , proactively level of employees, labor unrest issues and participation in managerial decisions. (Saks Ashforth, 2007) Obviously, every organization desires for higher levels of employee job satisfaction; however it is a long drawn process with continuous improvement and direct focus from the senior leadership team of the organization. Job satisfaction cannot be used interchangeably with organizational morale; which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. (Bedeian et al, 2002) Morale is the by-product of the group, while job satisfaction is more an individual state of mind. Definitions of job satisfaction Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below: As per Weiss, Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. For Blum and Naylor, Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Precise occupation features. Personal distinctiveness Group association exterior from the work According to Glimmer, Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job. Mr. Smith stated, Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs According to Locke, Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. History of job satisfaction The term job satisfaction was brought to lime light by hoppock (2005). He revived 35 studies on job satisfaction conducted prior to 2003 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by Pestonjee (2003) as a job, management, personal adjustment social requirement. Morse (2003) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness. One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (2004-2003), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. Hawthorne Studies It is considered to be one of the best researches done on the job satisfaction. It was conducted by Mayo, Roethlisberger Dickson during the late 2000s and early 2000s at the Western Electric Company. Western Electric Management enlisted the help of Harvard business School professor is Elton Mayo, F.J Roethlisberger, and William Dickson, to help increase the output of workers assembling telephone release. The research started out as an investigation of the effects of physical working conditions on worker productivity, but ended up very differently. Mayo, Roethlisberger Dickson originally begin experimenting with the amount of lighting, expecting that productivity would rise as elimination increased to an optimum level. However, the hypothesis that productivity would write just as elimination increased to an optimum level was strongly disapproved why, after several experiments in large departments of the plant, it was discovered that changes in productivity occurred quite independently of B level of elimination. Mayo, Roethlisberger Dickson then started experimenting by introducing rest pauses of different lengths and different frequencies during the work day, supplying coffee breaks at various points in the day, and shortening the length of the world today at the work week. The results of the second part of the experiment were more amazing there was an upward trend in output, regardless of the introduction or withdrawal of rest periods, lunches, coffee breaks, shorter workdays, or shorten workweeks. Furthermore, avoid the experiment ended after a year, and the original conditions of work were restored in all previous privileges withdrawn, the daily and weekly output rose to our point higher than at any other time. (Mayo, 2003, pp.62-63) In addition, morale among the relay assembly room workers improved dramatically. There was a sharp increase in the amount of socializing among workers after ours. Moreover, absenteeism decreased 80% (Roethlisberger Dickson 2009). According to Dawis Lofquist (2001), the Hawthorne studies have been credited with limiting research into the causes of job satisfaction and dissatisfaction. These researches eventually illustrated that original alterations in job situations provisionally enhanced efficiency (called the Hawthorne Effect). Maslows hierarchy of needs Abraham Maslow, in a classic paper published in 2003, outlined the elements of an overall theory of human motivation. Maslow viewed human motivation in terms of a hierarchy of five needs: physiology needs; safety needs; belonging there is an alarm needs; S team needs; and, the need for self actualization (Maslow, 2000). According to Maslow, 2000, in the majors are motivated to fulfill whichever need was pre-potency, almost fourfold, for them at a given time. The pre-potency of the meat depended on the given current situation and recent experiences. Starting with physical needs, which were most basic, each member must be at least partially dissatisfied before the Indian visual experience to the desire to satisfy a need at the next higher level. Maslows need hierarchy is illustrated in figure 2.1. According to Sergiovanni (2004) and Davis and Newstrom (2009), physiological needs more likely to serve as motivators among workers in todays society, as most jobs issue or the fulfillment of physiological needs, such as food and shelter. However, higher level needs (belonging is and loved needs, S team needs, and the need for self actualization) may influence levels of employee motivation (Davis Newstrom, 2009). Figure 2.1: Maslows need hierarchy Levels of job satisfaction Level can be defined as an extent, major, or degree of achievement. Job satisfaction is a difficult construct a defined. Job satisfaction can be defined generally as the degree to which individuals feel positively or negatively about their jobs. Importance of job satisfaction Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. Job Satisfaction: Importance to worker organization Job contentment and work-related achievement are main factors in individual satisfaction, self-worth, sense of worth, and self-development. (Bruce Blackburn, 2002) To the employee, job satisfaction brings a pleasant expressive state that can often lead to an affirmative work attitude. (Schneider, 2001) A pleased worker is more likely to be imaginative, flexible, innovative, and dependable. For the organization, job satisfaction of its workers means a work force that is enthused and dedicated to high quality performance. (Carrell Elbert, 2004) Augmented output- the quantity and quality of output per hour worked seem to be a by creation of enhanced class of working life. It is vital to note that the literature on the association between job happiness and output is neither definite nor consistent. (Glisson Durick, 2008) On the other hand, research dating back to Herzbergs time (2007) has shown at least low association between high confidence and high efficiency and it does seem logical that more satisfied workers will be likely to add more worth to an organization. Discontented employees, who are stimulated by fear of loss of job, will not give 100 percent of their effort for a very long time. Although apprehension is a powerful motivator, it is also a brief one, and also as soon as the threat is lifted performance will decline. Employment satisfaction profits the organization and includes reduction in complaints and grievances, employee absenteeism, work force turnover, and termination; as well as improved regularity and worker morale. (Ryan, 2009) Job liking is also linked with an improved work force and has been found to be a good pointer of prolonged existence. Even though only slight connection has been found amongst job satisfaction and productivity, Brown (2006) writes that few employers have discovered that satisfying or delighting work force is one of the most important prerequisite to satisfying or delighting customers, thus ensuring the growth of bottom line of the organization. Job Satisfaction: Employees Responsibility If job contentment is a worker advantage, certainly the employee must be talented to add to his or her own contentment and comfort on the job. (Joplin et al, 2007) The following suggestions can assist an employee to find his or her own satisfaction at job: search for opportunities to display skills and aptitude. This repeatedly leads to even more demanding work and higher responsibilities, with assistant increases in salary and other recognition and rewards. Build up extraordinary communiquà © skills. Companys value and rewards excellent reading, listening, writing and speaking skills. Be acquainted with more. Obtain new work related information and skill that helps you to complete job more economically and effectively. This will take off monotony and often gets one noticed. Reveal creativity and initiative. Merits like these are respected by most companies and often come with in recognition as well as improved responsibilities and promotions. Initiate teamwork and man management skills. A big part of job related achievement is the aptitude to work well with others to get the job done. (Lyons et al,2003) Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. (Peterson Gonzalez, 2009) See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques. Factors of job satisfaction Hoppock, the earliest investigator in this field, in 2005 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herzberg, mausaer, Peterson and capwell in 2007 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. Company management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. Reasons of low job satisfaction Reasons why employees may not be completely satisfied with their jobs: Conflict between co-workers. Conflict between supervisors. Not being opportunity paid for what they do. Have little or no say in decision making that affect employees. Fear of losing their job. Effects of low job satisfaction High absenteeism Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. In the above diagram line AB shows inverse relationship between job satisfaction and rate of turnover and rate of absenteeism. As the job satisfaction is high the rate of both turns over and absenteeism is low and vive a versa. High turnover In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. Training cost increases As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases. Key parameters for Job Satisfaction Training and Job Satisfaction- Most of the literature in this area has focused on the impact of education and skills on job satisfaction rather than the effect of training as such. The relationship between skill acquisition and job satisfaction is not straightforward. First, there is the distinction between general and specific skills. (Quinn Staines,2009) The portability of general skills may raise job satisfaction as it is easier to move to other jobs where satisfaction is higher. In contrast, specific skills bind the worker to the firm and may reduce satisfaction by creating a barrier to exit as workers will lose a portion of the return on such skills if they move. (Near et al, 2003) This leads on to the question of the matching of individual skills and levels of education with job requirements. If workers are mismatched in terms of skill and education requirements, this may lower job satisfaction, as evidenced in the earlier literature. In one of the few studies to focus on skilling, Allen and van der Velden (2001) differentiated between education and skill mismatches, finding only a weak relationship between the two. Importantly, they found a significant negative relationship between skill mismatch and job satisfaction, while the link between educations mismatches and job satisfaction was insignificant. Training may influence workplace performance directly by raising output per worker, or be measured indirectly through its impact on the wage on the assumption that this is equal to the marginal productivity of labor. (Peterson Gonzalez, 2009) However, this will not be the case if there are imperfections in the product or labor markets. The nature of training has been examined in a number of studies. Thus Barrett and OConnell (2008) found that specific training had a bigger impact on wages and productivity than general training. Mason et al. (2006) found that both value added and product quality was higher where workers were trained to take charge of several production lines at once. Cosh et al. in a series of papers (2008, 2000 and 2003) found that training had a strong and significant effect on employment growth in small firms when it was undertaken regularly rather than on an ad hoc basis. Especially for larger firms there was also an association between intensity of training and profitability. Training may also stimulate innovation in the workplace (Bartle and Lichtenberg, 2007). Therefore it is doubtful whether different types of training impact either equally or positively on performance. Finally, training can have an indirect effect on performance if it increases job satisfaction by, for example, making it easier for employees to perform the job or feel more valued (as in Akerlofs 2002 conceptualization of the labor contract as a gift-exchange). Petty et al.s 2004 meta-analysis confirms such outcomes. In contrast, if workers feel dissatisfied they may react in a number of ways (Farrell, 2003): through a sense of loyalty they may stick it out; use a voice mechanism (Freeman, 2008, Freeman and Medoff, 2004); neglect their responsibilities to the employer by absence, lateness, striking or reduced effort (Akerlof and Yellin, 2006); or exit (Jovanovic, 2009, Burdett and Mortenson, 2008). Quits and Job Satisfaction- Until recently there had been relatively few studies by economists examining the role played by job satisfaction in quitting decisions. The main reason for this was the lack of large sample longitudinal data which could be used to identify job satisfaction in one period and job turnover in subsequent periods. Locke (2006) provided an extensive review of the literature in the psychology field, concluding that a negative correlation coefficient between job satisfaction and employee turnover was almost always obtained. However, correlation does not always imply causation and most of the studies cited by Locke used simple univariate analysis. In one of the seminal papers on job satisfaction, Freeman (2008) was one of the first economists to analyze the connection between quits and job satisfaction. Based on panel data from two different US sources, the National Longitudinal Survey (NLS, 2006-2001) and the Michigan Panel Survey of Income Dynamics (PSID, 2002-73 ), Freeman showed that job satisfaction was positively and significantly related to the probability of quitting. Moreover, he found not only that job satisfaction was quantitatively more important than wages, but also that the causality ran from job satisfaction to future quitting behavior. This relationship was confirmed by Akerlof et al. (2008) using data from the NLS Older Men Survey. Job Satisfaction and Absenteeism-Absenteeism is the term generally used to refer to unscheduled