Duke of Edinburgh Report

————————————————- Duke of Edinburgh Expedition Report Aim: Observe litter in remote areas and compare with areas accessible by motorised transport Friday Amount of litter: Minor Thoughts: Started our expedition on the top of a hill, near a cafe/ pub which is where we found the litter; a box of beers. Apart from that the route was very difficult to navigate at first because the footpaths were almost non-existent. Furthermore, because of the remote location there was little disruption to the land, grass grew long, wild and marshes were hard to spot. There were few fields for cattle and many times our group had to take bearings because any signs, footprints and the footpath were not visible. This was probably the most physically challenging day as there were many hills and inclines. Photos: Saturday Amount of litter: Moderate Thoughts: When exiting the campsite, there was visible litter on the floor. The route for this day was much easier and accessible than Friday because it was mostly over flat ground and there were very visible and well used paths to walk on. The entire group is skilled at reading a map, compass and taking bearings as we did not get lost once. There was a great amount of teamwork because we constantly checked our position, while taking it in turns to read the map and lead. This made the expedition more enjoyable as it spread responsibility evenly. We found more litter on the side roads, but none on the footpaths. Photos: Sunday Amount of litter: Large Thoughts: Most of this consisted of walking through or around deep mud and fields which contained cattle. This was not enjoyable because there were calves with their mothers; this made them aggressive and slowed our progress. Also we alked through many suburban areas that would be accessible by motorised transport and found lots of litter. In a town we found many bins next to each other, but there was still litter barely 50 meters away. The route this day took us through popular public footpaths, in which we found the most litter. Photos: Summary: Over the course of the expedition, we discovered and concluded that as a remote area becomes more accessible to motorised transpor t, amount of litter in that area increases. This was a very interesting and enjoyable expedition.

Interpreter of Maladies

Failure of Marriage Communication is one of the most important things to us keep connected to other people. If we fail to communicate with others, we will fail in many ways such as failure in romance. In the book Interpreter of Maladies with the tittle â€Å"Interpreter of Maladies† by Jhumpa Lahiri, the difficulty of communication becomes one of the problems. Mr. Kapasi feels lonely in his life and in his marriage because he lost his ability to communicate with his wife. However, Mrs. Das is a selfish woman that always hides behind her sunglasses most of the time. She doesn’t care about her family, her husband and her children. These two characters are drawn together because they both have troubled marriages. But if they still have the common sense to think about their own responsibility to their family, they shouldn’t get closer and become interested each other. Mr. Kapasi believes that his life is a failure. He can’t have a successful marriage in his life because his marriage is arranged by his parents. His wife can’t forgive him because of the loss of their young son and also because Mr. Kapasi work for the doctor who failed to save their son’s life. His career is far away from what he dreamed might be happen. Because in his past, he got scholarship and diplomatic greatness so he hoped that he would be success in his career. But now, he only be a tour guide and an interpreter for a doctor. As a tour guide, he speaks in English to the Europeans and Americans about the sights of India. And as an interpreter, he helps people from another country to communicate with the doctor. The job was a sign of his failings. In his youth he’d been a devoted scholar of foreign languages, the owner of an impressive collection of dictionaries. He had dreamed of being an interpreter of diplomats and dignitaries, resolving conflicts between people and nations, settling disputes of which he aline could understand both sides. He was a self-educated man. In a series of notebooks, in the evenings before his parents settled his marriage, he had listed the common etymologies of words, and at one point in his life he was confident that he could converse, if given the opportunity, in English, French, Russian, Portuguese, and Italian, not to mention Hindi, Bengali, Oriya, and Gujarati. Now only a handful of European phrases remained in his memory, scattered words for things like saucers and chairs. English was the only non-Indian language he spoke fluently anymore. Mr. Kapasi knew it was not a remarkable talent. Sometimes he feared that his children knew better English than he did, just from watching television† (52). In his loveless life, he meet Mrs. Das that he thinks also has trouble in marriage. And he got interested with her, imagine what will he do if he live with her, an American woman. But at the end, he feels so disgust with Mrs Das because she cheated with her husband’s friend and had a child from it. Mrs. Das is a very selfish and self-absorbed woman. She doesn’t see anyone else as they are but rather as a means to fulfill her own wishes. Her selfishness can be seen when she doesn’t share her food with her children and her husband, reluctantly takes her daughter to the bathroom, and refuses to paint her daughter’s fingernails. She feels misery in her life because of her cheated with her husband’s friend. She never talk to anyone else about it. Rather than to face her misery, she chooses to hide behind her sunglasses and stays away from her family. Like it is mention on the book â€Å"Mine too. Mommy, do mine too,†said the little girl. Leave me alone,† Mrs. Das said, blowing on her nail and turning her body slightly. â€Å"You’re making me mess up. † (48) and also â€Å"Mrs. Das continued to polish her nails. She had still not removed her sunglasses† (49). The only one person that she talks about her misery is Mr. Kapas i. She hopes that Mr. Kapasi as an interpreter can help her to give some advices. But in fact, Mr. Kapasi can’t help her because it’s not part of his job. Mrs. Das gets angry and leaves the car after she knows that it’s useless to confide about her misery with Mr. Kapasi. The communication doesn’t run smoothly in this story. There are many times communication fail to happen. Mr. Kapasi can’t communicate well with his wife because he has lost his ability for it. Mr. Kapasi also afraid to talk with his children because he fears that his English is not as good as his children. Mr. Das and Mrs. Das do not communicate, not because of the language trouble but because Mrs. Das is so selfish and Mr. Das always gets himself in the guidebook, like said in the book â€Å"He glanced up from the paperback tour book, which said â€Å"INDIA† in yellow letters and looked as if it had been published abroad† (44). The children do not listen to their parents, Mr. Das and Mrs. Das, nor to Mr. Kapasi. This can be proved with the monkey incident when Bobby is trapped with the monkeys. The children have lost the parents figure because the bad behavior of Mr. Das and Mrs. Das. All of these failing communication lead to hurt feeling each person. The Kapasis have a failing marriage. The Dases are hostile to each other. â€Å"They were all like siblings, Mr. Kapasi thought as they passed a row of date trees. Mr. And Mrs. Das behaved like an older brother and sister, not parents. It seeemed that they were in charge of the children only for the day; it was hard to believe they were regularly responsible for anything other than themselves† (49). Another problem beside the failing communication in this story is the forbidden romance between Mr. Kapasi and Mrs. Das. They both have the same loneliness in their marriage. Mr. Kapasi thinks that Mrs. Das could be a perfect companion to him in his loneliness. He puts an effort to attract Mrs. Das; he ignores many differences between him and Mrs. Das. He sees many details of Mrs. Das such as her legs. He ignores the other which is the bad behavior of Mrs. Das like dismisses her children’s desire and her selfishness with the snack. He observed her. She wore a red-and-white checkered skin that stopped above her knees, slip-on shoes with a square wooden heel, and a close-fitting blouse styled like a man’s undershirt. The blouse was decorated at chest-level with a woman, with small hands like paws, her frosty pink fingernails painted to match her lips, and was slightly plump in her figure. Her hair, shorn only a little longer than her husband’s, was parted far to one side. She was wearing large dark brown sunglasses with a pinkish tint to them, and carried a big straw bag, almost as big as her torso, shaped like a bowl, with a water bottle poking out of it. She walked slowly, carrying some puffed rice tossed with peanuts and chili peppers in a large packet made from newspapers (46). Mrs. Das wants to be a woman that can be a place to tell of Mr. Kapasi. She also wants Mr. Kapasi to help her solve her misery. Mrs. Das sees him as a good father and helper and ignores the signs that indicates he may not like to do that. For example, Mrs. Das doesn’t notice that Mr. Kapasi uncomfortable with her confession and push him to help her solve it that he can’t give it to her. Responsibility and love are the keys of successful marriage. Because when people have decided to get married means that they already promise to live with their couple and take care the family forever. When the couple already have it in their own heart and mind, infidelity will never happen. Mrs. Das should realize that she has a husband and three children that need to take care of. She has responsibility as a mother to serve her husband and gives advice to the children. If Mrs. Das could do all of it, she will definitely have a successful marriage. Works Cited Lahiri, Jhumpa. Interpreter of Maladies. New York : Houghton Mifflin Company. 1999. Print. Interpreter of maladies From the very beginning of the story the narrator depicts a very burdensome life. After leaving his homeland of India, he describes the first place he lived In London as: â€Å"a house occupied entirely of penniless Bengali Bachelors Like [himself], at least a dozen and sometimes more and all struggling to educate and establish ourselves abroad†(Lair 173). This is the perfect example of the narrator's determination to be successful in life and also the major hardships he will have to endure.This also portrays how the narrator accepts and is aware of his inevitable transformation through education and hardships. He knows that his struggles will eventually lead to the ultimate achievement of revealing over three continents. After surviving on the bare minimum in London for about flee years the narrator is offered a fulfillment job in America at the prestigious MIT, which will be his third continental move. Before he sets off abroad he must go back to Calcutta to fulfill an India n tradition of an arranged marriage.The narrator sees his marriage as Just another mundane chore and focuses instead on adjusting to his new life as an Indian immigrant In America. While he waits for his new wife's green card he looks for a cheap room to rent, which Is where he meets the first American he truly admires. Mrs.. Croft is first portrayed as an insignificant ranting old crippled woman that lives alone and rents out rooms, but when her age is revealed, the narrators whole perspective changes; after all he had assumed that she was only in her eighties.She then becomes a special and memorable person to him because he is absolutely astonished and Impressed that a one-hundred and three year old woman could still more or less be Independent or even coherent for that matter. This Is due to the fact that he mentions his own mother completely falling apart after his father passed away. He goes so far as to say: â€Å"What pained me the most was to see her so unguarded, to hear h er burp after meals or expel gas in front of company without the slightest embarrassment† (Lair 1 87 ).Seeing a widow like Mrs.. Croft so bold and quick-witted, yet so fragile, was refreshing and positively inspiring to him. The way he acknowledges her life, â€Å"As vigorous as her voice was, and imperious as she seemed, I knew that even a scratch or a cough could kill a person that old, each day she lived, I knew, was something of a miracle† (Lair 188). The significance of this quote shows that Mrs.. Croft was a big contribution to the narrators realization of an ever changing world where adaptation is the key to survival.As the the narrator waits the six weeks for his wife to arrive he is more than happy to make It a routine to simply sit down next to Mrs.. Croft each night and give her a little of his company. He feels compelled to do more but being of no relation he Crofts and find an apartment suitable for two people. It is peculiar that he not exactly anxious for his wife to Join him in America. He refers to her arrival as â€Å"the arrival of a coming month, or season – something inevitable, but meaningless at the same mime† (Lair 189). These are his feelings in the beginning when he only knew his wife for a mere five days.Once she is there she makes an effort as a dutiful wife by sprucing up the In conclusion the narrator encounters an internal conflict, he slowly becomes an Americanizes Indian with attempts to maintain his original Indian culture. His conflict comes to a head when speaking of his son because it is clear that he is afraid that his son will abandon their Indian traditions. A prime example is the following quote: â€Å"So we drive to Cambridge to visit him, or bring him home for a keen, so that he can eat rice with us with his hands, and speak in Bengali, things we sometimes worry he will no longer do after we die†(Lair 197).His attempt at being the modern American occurs when he tells his wife that she does not have to wear her sari all the time, â€Å"There is no need to cover your head, â€Å"l said. † I don't mind. It doesn't matter here† (Lair 192). Another example is when the narrator tries to retain his original traditions by eating egg curry and walking barefoot throughout his house. Egg curry seems to be the one thing the narrator holds onto which is obvious because he cooks egg curry in all three continents. Interpreter of maladies From the very beginning of the story the narrator depicts a very burdensome life. After leaving his homeland of India, he describes the first place he lived In London as: â€Å"a house occupied entirely of penniless Bengali Bachelors Like [himself], at least a dozen and sometimes more and all struggling to educate and establish ourselves abroad†(Lair 173). This is the perfect example of the narrator's determination to be successful in life and also the major hardships he will have to endure.This also portrays how the narrator accepts and is aware of his inevitable transformation through education and hardships. He knows that his struggles will eventually lead to the ultimate achievement of revealing over three continents. After surviving on the bare minimum in London for about flee years the narrator is offered a fulfillment job in America at the prestigious MIT, which will be his third continental move. Before he sets off abroad he must go back to Calcutta to fulfill an India n tradition of an arranged marriage.The narrator sees his marriage as Just another mundane chore and focuses instead on adjusting to his new life as an Indian immigrant In America. While he waits for his new wife's green card he looks for a cheap room to rent, which Is where he meets the first American he truly admires. Mrs.. Croft is first portrayed as an insignificant ranting old crippled woman that lives alone and rents out rooms, but when her age is revealed, the narrators whole perspective changes; after all he had assumed that she was only in her eighties.She then becomes a special and memorable person to him because he is absolutely astonished and Impressed that a one-hundred and three year old woman could still more or less be Independent or even coherent for that matter. This Is due to the fact that he mentions his own mother completely falling apart after his father passed away. He goes so far as to say: â€Å"What pained me the most was to see her so unguarded, to hear h er burp after meals or expel gas in front of company without the slightest embarrassment† (Lair 1 87 ).Seeing a widow like Mrs.. Croft so bold and quick-witted, yet so fragile, was refreshing and positively inspiring to him. The way he acknowledges her life, â€Å"As vigorous as her voice was, and imperious as she seemed, I knew that even a scratch or a cough could kill a person that old, each day she lived, I knew, was something of a miracle† (Lair 188). The significance of this quote shows that Mrs.. Croft was a big contribution to the narrators realization of an ever changing world where adaptation is the key to survival.As the the narrator waits the six weeks for his wife to arrive he is more than happy to make It a routine to simply sit down next to Mrs.. Croft each night and give her a little of his company. He feels compelled to do more but being of no relation he Crofts and find an apartment suitable for two people. It is peculiar that he not exactly anxious for his wife to Join him in America. He refers to her arrival as â€Å"the arrival of a coming month, or season – something inevitable, but meaningless at the same mime† (Lair 189). These are his feelings in the beginning when he only knew his wife for a mere five days.Once she is there she makes an effort as a dutiful wife by sprucing up the In conclusion the narrator encounters an internal conflict, he slowly becomes an Americanizes Indian with attempts to maintain his original Indian culture. His conflict comes to a head when speaking of his son because it is clear that he is afraid that his son will abandon their Indian traditions. A prime example is the following quote: â€Å"So we drive to Cambridge to visit him, or bring him home for a keen, so that he can eat rice with us with his hands, and speak in Bengali, things we sometimes worry he will no longer do after we die†(Lair 197).His attempt at being the modern American occurs when he tells his wife that she does not have to wear her sari all the time, â€Å"There is no need to cover your head, â€Å"l said. † I don't mind. It doesn't matter here† (Lair 192). Another example is when the narrator tries to retain his original traditions by eating egg curry and walking barefoot throughout his house. Egg curry seems to be the one thing the narrator holds onto which is obvious because he cooks egg curry in all three continents.

Participation dance Essay

On Thursday October 28th at Cardinal Carter Academy of the Arts the grade twelve’s performed their ISU pieces in the theater. It was 3:30p. m after school hours. The piece I chose to critique was called, â€Å"Beyond the Reflection. † This piece was done to the song called Primavera. Adelaide Batuk, Julianna Bissessar and Jacalyn choreographed this piece. The dancers were Josephine Di Cosmo, P. J. Elisha, Melanie Ferrara, Lauren Paul and Chelsea Santoli. In the piece Beyond the Reflection, most of the choreography was contemporary style of dance. The female dancers wore white dresses with their hair down, each in a slightly different way. The male dancer wore a white shirt and black bottoms. This group used mirrors that hung from above the stage and hovered across centre stage. They also used black curtains that were hung over the mirrors at different times in the dance. This contemporary piece had five dancers; four girls and one boy. The piece had white lighting for most of the dance. It also has some blue lighting. The choreographer chose to use top lighting and side lighting, as well as floods and spot lights. The choreographers used many of the elements in their creative piece. They used energy, time, space and shape throughout their dance. The energy of this piece was calm but fierce. The music (primavera) was slow and soft but the dance moves were strong and powerful. The choreographers used a mixture of energy qualities. They used suspension various times in their dance. For example, the dancers did a grand battement to the front and held it in a continuous motion to second, where it then grew and was lowered. Another energy type that was used was swing. The dancers used this motion as they ran across the stage swinging their arms back and forth like a runner. They raised their arms and then used a fast motion on the way down due to gravity. Sustained was another energy quality used in this piece. One of the dancers forcefully threw her arms up high in front of her and then smoothed out the motion that continued to reach forward with a sudden burst of energy. Percussive moments were also shown through out the piece, with sharp arms and legs extending. Collapse was also used in this dance. When the dancers dropped to the floor and dropped their heads they were doing a collapsed movement. In the dance another element was used; this was time. The dance was completed in a 4/4 time signature and had accents on the down beats. The music was steady like a pulse in sections of the song and sub-diving pulse in other sections. The third element used in this piece was space. The dancers used many levels. High levels when they did a split leap, medium levels when they were standing straight and low levels when they dropped to the floor. The dancers were also given small movements such a hand rolls. They were also given medium and large movements when they ran across the stage and did various jumps. The last element that was used in the piece was shape. Many shapes were used. Spacing was either lines, scattered, or groups. The movements the dancers demonstrated were straight, curved, angular, symmetrical and asymmetrical. They used straight lines and straight legs on kicks. They used curved arms on pirouettes. Angular legs when they were bending low to form a strong stance. They also showed symmetrical positions in side jetes and asymmetrical movements as they ran across the stage. The piece Beyond the Reflection had many different ways of interpreting the piece. The choreographers demonstrated the struggles and hardships in a persons life. They choreographed movement that showed the battle of their insecurities and the people that will help them along the way. They wanted to do this piece because dancers struggle with this situation all the time. They never believe their good enough or can truly make it big, but the reality is that everyone can conquer through hard times and achieve miracles. The mood of this piece was powerful and uplifting even though the song was slower. The dancers used strong movements to show they can achieve anything and come threw and recognize the positive qualities they have. I thought this piece was presented beautifully. The dancers had great technique and also strong and passionate emotion, threw their steps and in their performance. The choreographers did a fantastic job with the choreography and the staging of the performance. I thought the costumes suited the piece and the mirrors were used apparently. The energy behind the piece and was incredible. I also really enjoyed the use of the male dancer. The three choreographers used him to his advantage and showed both males and females have life struggles and both can conquered them. This piece was very well done, and I think it was a strong and deep story line to perform apiece on. The lighting and staging was effective, as well as the movement used in this piece. I really enjoyed this piece and saw many creative movements throughout it.

How soon should the US pull out of Afghanistan Essay

How soon should the US pull out of Afghanistan - Essay Example America's pledge in Afghanistan is primarily a question of responsibility the United States must take for the chaos that was bear out of years of negligence and under-resourcing for the period of the Bush period.In light of all we know regarding Afghanistan after nearly eight years, it shows solid ground for President Obama to direct the United States to pull out of Afghanistan is because the public is exhausted of war.The United States policymakers have to; assess all actions in opposition to America's global concerns and the probable prospective costs. In Afghanistan and Pakistan, economical strategies don't have a positive record of achievements."America should do no more than what can be done from offshore, using intelligence, drones, cruise missiles, air strikes and small, effective Special Forces units, focusing on the porous 1,500-mile boundary with Pakistan."As conveyed by the President of the Centre of a New American security, John Nagl. He stated that, America hasfundamenta l national security interests in Afghanistanthat makes fighting there crucial. The key objectives of the campaign are preventing Afghanistan from again serving as a shelter for terrorists with global reach and ensuring that it does not become the medium for a larger regional security meltdown. Afghanistan also a known foundation that United States uses to attack al-Qaeda forces inside Pakistan and thus assists in the broader operation against Afghanistan's terrorist organization one that we evidently must win (Stephanopolous, 2009). The United States policymakers have to; assess all actions in opposition to America's global concerns and the probable prospective costs. In Afghanistan and Pakistan, economical strategies don't have a positive record of achievements. The drone attacks are affecting the sentiments of the people of Afghanistan and Pakistan and are also greatly undermining the popularity of America. Hence, the relation of Pakistan and America is at stake. Background: As Kristol stated in his article; referring to the Op-ed's columnist George F. Will's article in which he discussed about the Afghanistan and Afghanistan's casualties he was not happy about the length of America's long shot there the dismissive of the involvement of America's NATO allies, disdainful of the Afghan central government, and struck by the country's diffident. Kristol share many of these opinions. However they are just views. It would be better to find a major change in America's nationalized security strategy on disputes--especially if they are advocating an amendment from a policy that's been sustained for eight years by a bipartisan accord, and that engages the area that was the platform for Sept. 11 (Kristol, 2009). According to a latest Rasmussen Report, a public telephone surveyed that twenty percent (20%) of United States voters say all American troops should be brought back from Afghanistan instantly. An additional 17% oppose an instant withdrawal of United States services but believe a solid timetable should be established to bring all troops home within a year. Fifty two percent (52%) see no need for a removal or a timetable right now. Eleven percent (11%) is indifferent or uncertain. Democrats are much more strongly in support of pulling out the troops, which poses perhaps a greater concern to President Obama with some in his party already discussing a possible challenge to him for the party's presidential recommendation in 2012 (Kristol, 2009). America should operate its war on terror from abroad and in order to do that it has improved its relation with Pakistan as Kristol admits in passing what seems to be an additional important national interest Pakistan, "a nation that actually matters." (Kristol, 2009). Alternative Option: The prime mistakes United States made in Iraq were the postponement in decision making and the reliability of required resources. United States managed to turn that mission around and accomplish victory because Washington

SIGNS Essay Example | Topics and Well Written Essays - 2000 words

SIGNS - Essay Example 10). While the signifier referred to the material aspect and sound image of the sign, the signified denoted the mental concept (pp. 10-12). However, for Peirce, the sign consisted of three elements not just two. According to Peirce, the sign â€Å"has a relation to an Object, which relation entails an interpretant† (pp.21). Although Peirce linked the sign to the external world, Saussure and Peirce's accounts were rather structural and linguistic. However, their successors like Roland Barthes, Jean Baudrillard and Julia Kristeva placed the systems of signs into their contexts, made the necessary correlations between the signs and contemporary culture and incorporated the semiotics into the cultural studies. Roland Barthes scrutinized the role of signs in creating modern myths in his seminal work, Mythologies (1957). Jean Baudrillard, examined the system of signs with respect to the consumer culture. The aim of this brief is to explore how signs describe the commodity fetishism and consumer culture of the contemporary society. Roland Barthes regarded myth as semiological system. He analyzed the picture of young black guy in Paris-Match as an example of mythical system (see the appendix, Figure 1). Barthes noted that although the signifier is a man giving the French salute, the signified is Frenchness itself: What he saw in this picture is â€Å"that France is a great Empire, that all her sons, without any colour discrimination, faithfully serve under her flag, and that there is no better answer to the detractors of an alleged colonialism than the zeal shown by this Negro in serving his so-called oppressors.† (pp. 115). Barthes' analysis highlights the mythical and also the ideological system that sings are produced. Indeed, for Barthes, myths are the ideological systems.For Barthes, myth reflects the dominant values of the ruling classes. He (1977, pp. 165) defined myth as the socially determined reflection, â€Å"however, in accordance with a famo us image used by Marx, is inverted: myth consists in overturning culture into nature or, at least, the social, the cultural, the deological, the historical into the 'natural'†. . Advertising is the medium of the contemporary society's myths. As Baudrillard (1996, pp. 10) stated in The System of Objects â€Å"Advertising†¦ is pure connotation’ and connotation is the domain of myth. Advertising adds mystical qualities to the objects and produces signs as commodities to be consumed. In fact, Baudrillard (1996, pp. 218) noted that â€Å"to become an object of consumption, an object must first become a sign and this conversion of objects to the signs â€Å"implies the simultaneous transformation of the human relationship into a relationship of consumption†. Baudrillard's views echo the Marxist notion of commodity fetishism, in which human relations took the form of relationship between things. Indeed, advertising is often full with the fetish objects. Baudrilla rd (pp. 203) stresses that the notion of idealized consumption is base on the substitution of human relationships by â€Å"personalized† relationships to objects and the personality of the subject and the so-called â€Å"personality† of the object merge in the buying process. Here, Baudrillard (pp. 219) find the logic of commodity as analyzed by Karl Marx: â€Å"just as needs, feelings, culture, knowledge —in short, all the properly human faculties—

Resource Environmental Economics Assignment Example | Topics and Well Written Essays - 2000 words

Resource Environmental Economics - Assignment Example Nevertheless, the opposite situation is also possible. NOX variable reflects the pollution level in the area. The 'dirtier' in terms of pollution a town is, the less would the demand for housing in it be. Therefore, I expect nitric oxides concentration variable to be negatively correlated with price of houses and the corresponding coefficient to have negative sign. For the CHARLES variable which takes only two possible values of 0 and 1 calculation and interpretation of mean and standard deviation would be misleading. Count and frequency describe this particular variable better. Out of 506 entries, 471 (93.08% of total) correspond to 0-value of CHARLES variable and houses that do not bound the river. CHARLES is equal to 1 for 35 entries (6.92% of total). LSTAT variable demonstrates absence of correlation with CHARLES. Position of houses near a river and percentage of the lower status population in the area do not depend on each other. It is quite logical because the former is determined by the geographical factors while the latter is more of social nature. LSTAT is moderately correlated with PTRATIO, CRIME, RAD (positive correlation), and DIS (negative correlation). Based on the correlation coefficient it cannot be determined which variable influences which. For example, we can assume that high percentage of lower status of the population leads to increase in crime rates because of high poverty levels. However, it can also be argued that the relationship between variables goes in the opposite direction and

Contrast & comparison Death & Dying between developed & developing Assignment

Contrast & comparison Death & Dying between developed & developing countries - Assignment Example This system has partially grown out of a societal-wide understanding in the need for ethical health care services to individuals in all stages of health. Although countries in Africa do not devote a high level of resources towards caring for the dying, the health care system in the United States sees this task as an obligation that cannot be ignored. Many African nations are of the collective opinion that existing health care services should be devoted towards those that can make the most use of them; not those that are all but certain to die. Similarly, nations within the developing world do not have the overall options of healthcare that the United States exhibits. Not only does this place an extraordinarily difficult psychological burden on the family members or loved ones of the individual, it also creates a dynamic in which the potential to earn money to support oneself or one’s family is inherently reduced. This sometimes involves a situation in which the individual is o ften required to stay home and care for the dying individual. This of course restricts such people from having the opportunity to earn a living (Ranjit, 2012). The differential in cost between death and dying United States as compared to the developing world is quite large. The overall financial hardship that death and dying represents within the United States is easier to deal with; as compared to the overall financial hardship that is exhibited elsewhere throughout the world. This is of course the result of the fact that individuals within the developing world face a situation in which the loss of employment could be potentially disastrous in terms of the overall health, standard of living, or well-being of the

Botany Essay Example | Topics and Well Written Essays - 250 words

Botany - Essay Example The research helps the natural scientists to find out things which they have not been able to study and hence the genetic engineering on plants is all the more significant. The third reason is concerned with how the industry has been able to benefit at the hands of the genetic engineering which has taken place over the years on plants. The fourth reason concerns the agricultural basis where genetically modified plants bring to light the genetically modified food forms. The genetically modified crops are also receiving significance because of their uses and advantages that are brought to the notice of all and sundry (James, 1997). The last reason is linked up with the other areas where the genetically engineered plants have been beneficial, mostly comprising of the materials science realms and the construction of the lithium-ion batteries. Hence the genetic engineering of plants is a very renowned area and one which has received attention for a number of different reasons mentioned

1986 study Essay Example | Topics and Well Written Essays - 500 words

1986 study - Essay Example They continue in that when the convicted youth in criminal court is transferred their sanctions are more severe in nature and length. The study was both experimental and qualitative. They examined both the process and outcome of youths that were charged in the juvenile justice system that were identified having violent offences and were considered to be transferred to the criminal justice system. They gathered the data as part of a research and development initiative to test the impact of an experimental treatment program for chronically violent delinquents. They wanted to investigate: â€Å"To what extent are violent youth transferred/convicted and sentenced? Is punishment in the criminal justice system harsher and longer than within the juvenile justice system? Does it occur more quickly? What are the unanticipated consequences of the transfer of certain offense types? How does the process and outcome differ by court and region? What are the legal and policy implications of such disparities? p. 79 They used a standardized protocol to gather their qualitative data on how the sites they studied officially identified the violent youth and transferred them to the criminal justice system. They stated that the, â€Å"Information was collected on juvenile court data on filing of a petition to transfer and hearings on the motion, criminal court data on processing, trying, placing, and sentencing convicted youth; and corrections alternatives for juvenile offenders. These data were analyzed to provide the qualitative description presented in this article.† p. 80 The participants were not assigned at random. They used two strategies to collect the data that were developed and implemented. They used a standardized protocol and abstracts of court processing records in three cities: Boston, Newark, and Phoenix. Memphis was excluded from this study. The sample consisted of 138 youths considered for

Freud's interpretation of the dream of Irma's Injection Essay - 1

Freud's interpretation of the dream of Irma's Injection - Essay Example When studying ideas such as Freud’s from secondary sources one may find that some of them are in conflict with each other and others even controversial; a situation that raises questions about the reliability of the sources used in such a study. An analysis of the Freud’s interpretation therefore ought to be first preceded by an analytical discussion of these sources detailing how one may discern their reliability and scenarios where imperfect sources may be used. In light of this, the first goal of this study is to analyze such sources as described previously. This will then be followed by the second goal which is to analyze some of Freud’s interpretation of the dream of Irma’s injection. The guiding theme for this study is reliability of sources that offer proper and correct analysis of Freud’s interpretation of the dream of Irma’s injection. Analysis of Sources of Study. Several descriptions of the era that the world is currently in have been put forward but one that stands out and stands strong in scrutiny is that we are living in the information era. Information is being generated at higher rates than seen before, analyzed and critiqued by several individuals followed by distribution from the primary and secondary sources involved. This results in varied perspectives of looking at even a single line of study. Furthermore, the advent of the internet has made distribution, availability and sharing of information quite easy. While this is to a large extent advantageous, the issue of information literacy crops up. That is, the lifelong capability of students and researchers to discern which source is reliable, conceptually correct and replicable (Armstrong 17). The implications of using unreliable sources include the fact that incorrect information may be amplified besides disregard of an individual’s entire work i f it is realized that their sources are

Luxury brands growth in India Essay Example for Free

Luxury brands growth in India Essay Lack of quality luxury space, environment and dearth of high street or super premium malls is a prime reason for restricted presence of luxury brands in India, thus there is a dire need for modernized and dedicated luxury retail areas in protected vicinities such as airports, according to a recent ASSOCHAM-KPMG joint study. Setting up stores in high streets affects luxury retailers profitability due to sky-rocketing rental costs, moreover, high streets are very cluttered, crowded and are unsuitable due to the absence of exclusive ambience that luxury retail demands, according to a study on Challenges highlighted by luxury retailers in India, jointly conducted by The Associated Chambers of Commerce and Industry of India (ASSOCHAM) and KPMG. The Indian luxury market grew at a healthy rate of 30% to reach $8. 5 billion in 2013 and is likely to continue growing at a healthy pace of about 20%, and reach $14 billion by 2016 owing to rising number of wealthy people, growing middle class, affluent young consumers and other related factors. Though, India currently enjoys just one-two per cent share in the global luxury market but it is the fifth most attractive market for international retailers. Fragmented and diversified consumer base in India is another significant challenge being faced by luxury retailers in India as high net worth individual ( HNI) consumers are not easy to reach, noted the ASSOCHAM-KPMG study. Luxury brands need to strategically design their growth plans to tap demand across three categories of HNIs, namely the inheritors (traditionally wealthy) who are habitual spenders; the professional elite who are discerning spenders; a large segment of business giants (entrepreneurs, owners of small and medium enterprises) who have the money but lack appreciation for fine luxury goods because of no prior exposure to such products, it added. There is a need for luxury brands to focus on expansion in the type and nature of products being offered and increasingly adopt innovative marketing plans to tap rapidly evolving consumer behavioral trends, said Mr D. S. Rawat, secretary general of ASSOCHAM while releasing findings of the study. Luxury retailers need to plan out of the box marketing strategies and come up with products that are tailor-made to suit the whims and fancies of varied Indian customers, said Rawat. Luxury is no longer a status symbol but is now a lifestyle and the global brands need to fast evolve and learn ways to adapt within the local environment so that they can get accustomed to nuances of the market by understanding the cultural identity of Indian consumers. Lack of policy support is another prominent challenge being faced by luxury brands in India, noted the ASSOCHAM-KPMG study. Despite strong demand momentum, Indian luxury market has not been viewed as policies and regulations friendly for the luxury retailers, the report said. Import duties (20-150 per cent) are relatively higher and this is considered as a key apprehension factor among the international players, who may resist them to frame aggressive growth plans for India, noted the study. Clauses such as 100% foreign direct investment (FDI) in both single and multi-brand retail requires 30% of local sourcing, announced in the liberalized FDI policy in luxury retail in November 2013 could be difficult for the international luxury players to comply with. The duties are manifold ranging from customs duty, counter veiling duty (CVD), special additional tax, education cess adding to the overall cost, said Rawat. Besides, luxury retail is also affected by the system of maximum retail price as it applies to custom duties and to cascading after the custom taxes, thereby heavily penalizing foreign brands pushing their overall entrance costs by up to 40%. Lack of trained staff is another well-acknowledged challenge facing Indian luxury retail industry which requires greater discretion and knowledge on the part of a salesperson, further highlighted the ASSOCHAM-KPMG study. Shortage of skilled labour for the industry is a major cause of concern as it is difficult to make the local workforce understand the heritage and legacy of the brand along with the specific finishes involved in the manufacturing process, said Rawat. In the absence of these requisite skill sets, brands have no option but to manufacture in their country of origin; lack of skilled workers can also be attributed to the sales function where presentation and interpersonal skills form an integral element for the business. Growing prevalence of counterfeit luxury goods and a grey market are also hampering the growth of the industry, noted the ASSOCHAM-KPMG study. Most of these products belong to segments such as apparel, perfumes and accessories, which are usually lower ticket items and can be easily placed in grey channels. Luxury players in India continue to face supply side issues such as legal loopholes pertaining tointellectual property rights, inadequate means to monitor various emerging channels, and a growing number of online portals, among other factors, the study added. A collective, industry wide effort is likely to have a far-reaching impact in dealing with the issue as seen in other industries such as films and music. Awareness and collaboration also needs to be built with authorities, who have experienced major revenue losses   due to loss of taxes and duties, on how to deal with counterfeits, further suggested the study to counter the growing menace of counterfeit luxury products. Corrective measures need to be taken to banish the growth of grey luxury goods market in India which results in sizeable revenue losses for firms, said Rawat, and added that a strong legal structure combined with effective framework of intellectual property protection would help prevent dilution of brand image and reduced consumer trust. Measures in form of effective intellectual property enforcement, plugging loopholes in the legal and judicial structure and higher conviction rates can help curb the growth of fake luxury products, said Rawat. Information collected through secondary sources such as internet and local newspapers†¦

The Making of the Middle Ages Essay Example for Free

The Making of the Middle Ages Essay Personally, when thinking of the middle Ages, I tend to have the misconception that it is a period of darkness with no progress. However, R.W. Southern’s book, ‘The Making of the Middle Ages’, offers an in depth study of the development of history in the world today. Observing that this book was published during the 1950s, Mr. Southern’s interpretation of the ‘Middle Ages’ was very distinctive in comparison to other historians of his time. He explores the significance of the Middle Ages as a separate sector in the study of history by which the audience will notice that previous categories of studied history is set aside, as we are no longer focusing on the usual ‘Classical Greece’ and ‘Rome’ in shaping the modern world, but the ‘Middle Ages’ as an entity on its own. The ‘Middle Ages’ are regarded as of equal importance in the understanding of making the modern world since the Enlightenment. Setting this book in the 1950s when traditionalist views are still the core study of history, he attempts to justify the study of the Middle Ages as important to understanding. I find myself puzzled by his misleading use of the book’s title as it does not describe the actual ‘making’ of the middle ages which is suggests, but the actual ‘formation of western Europe from the late tenth to the early thirteenth century’. It is clear that Mr. Southern acknowledges the problems during the Middle Ages and examines them in two sections. He states that these divisions in Latin Christendom and its neighbors arose from the lack of communication and the tension caused from social disorder. Another trigger of tension was the division of the two main languages in Europe. He also emphasizes that those were the main factors and that areas of authority and political divisions were too artificial and ‘too fluid to count for much’ which also suggests that ‘political boundaries didn’t survive’. Opposed to the traditional view of history, he insinuates that the middle ages have been hindered as a ‘secret revolution’. This implies that Southern’s argument tries to reaffirm the status of the middle ages as a legitimate topic of academic discourse. Of course in his attempt to convince his academic peers, he seems to be very selective in his choice of sources. When examining the index, it clearly shows that there is little written about other themes. Southern conveys a very Eurocentric attitude towards the topics that are discussed in his book, as he mentions very little of the developments in Africa, the role of women and children and when compared to people of the upper classes and serfdoms, the ratio seems bizarre. There is a large list of various Saints that Southern mentions, as well as many powerful men with high social statuses that claim more pages and notice about serfdom which concludes to my point of Southern’s poor demographic as there isn’t a chapter on women. Southern’s ‘Making of the Middle Ages’ is a history of men and powerful political men. Southern also uses imperial terms that show that his book was written for the upper classes if placed in the wider context with the books published at the same time. Mr. Southern uses five main headings for each of his discussions and it is obvious that his main interest lies within the role of religion. ‘dark ages’ no progress? Regression he argues that there are things and events that happened which form Europe as it is today †¦ Not just shaped by classical rome in shaping modern Europe. About the book in the wider context about the books in the same time about the same topic because books are not published isolated- When the book was published and then how does it compare to the books published now- outdated? Why? Compared to modern literature and then the books published at the time. Index: always a noun but mentions none in themes, another flaw in the writer as the impression it gives shows that there aren’t any interests in wider themes. Eurocentric attitude to history isn’t as important- maybe ignores development in Africa? Role of women, children or slaves (under classes) but does have ‘serfdom’ only one chapter? Imperial terms; Sort of model of Thucydidean history (which is history of political leaders) military generals none of underdogs. (power politics) theme of Enlightenment-inspired medievalism and protonationalism with a study of legendary heroes Guy of Warwick and Bevis of Hampton in seventeenth- and eighteenth-century literary circles, while articles by Helen Phillips, John Marshall, and David Mills examine gender in Chaucer’s writings, Robin Hood’s embodiment of pageantry, and the Chester Plays, respectively. Andrew Wawn expands on his earlier work by examining Victorian makers of the Viking Middle Ages active in Merseyside and Edward Morris surveys early nineteenth-century Liverpool collectors of illuminated manuscripts, devoting considerable attention to restituting the scholarly reputation of Sir John Tobin, a retired seaman, former slave trader, and pioneer in the acquisition of medieval manuscripts whose collection, amassed between 1823 and 1835, was â€Å"perhaps the most important small group of late medieval illuminated manuscripts ever assembled by a private individual† (166). Revival of secular Gothic aesthetics, a must-read for anyone interested in appreciating the urban development of one of England’s most important cities during industrialization. serves as a useful reminder that medievalism can hold historical implications as interesting and important as the Middle Ages themselves.

Social Professional And Ethical Issues Media Essay

Social Professional And Ethical Issues Media Essay Video games have become a very popular activity for people among all ages. Most of them are use computers for entertainment purpose. In entertainment these computer are given different ways to enjoy. Such as Music, Movies, games are some of them. In entertainment computer games are one of the most popular softwares of the young generation in the world. These computer games are used by teenagers, kids and most of the people are addicted to computer gaming. Sometime all family members are used to play when their leisure time. The video games have become very modern and realistic. Day by day computer game developing companies are releasing different types of computer games to the market word widely. Adventure games, shooting games, fighting games, knowledge games and simulation games are some of them. This computer games can be categorized in to two main parts such as Single player computer games and multiplayer computer games. This both game category have ethics, social issues, profess ional issues and legal issues such as, Action games (killing the people and animals) abuse drugs and using alcohol Stories of Criminal behavior Sexual photograph / videos and violence toward women In the new technology and high speed internet connections are very popular for multiplayer online games. When we are playing the online game we have to register with our personal information and financial informations. Ones the game has been updated the personal and financial informations such as credit card information, e-mail address and photos. This informations can be hacked and use for harmful things. What are the ethical issues in playing video games extensively for entertainment and recreation, as well as they can act as a catalyst in reducing tension? Due to the advancement of technology, video games evolved and grown to become a great empire affect those in this area. And thus are bringing many of the ethical issues to our attention because of this development. As a result, we must recognize how the new video games affect to the moral of the people who play them. Ethical issues for video games that affect many people as follows: violence, appreciation, education, and community profiling against women and addiction. Eventually, associated with each topic on violence participate in video games. Studies have shown most of the children who are playing violent video games are not fear to the horror of violence because their mind accustomed to the violence behaviors. Some children solve the problem using the experience gain from violent video games. Children continue playing realistic violence game arise the impact on children. Children and adolescents participate overly so obsessed with video games. They are spending more time for playing these games so in future make problems such as: Poor social skills No time to spend with family Less school homework and hobbies Less exercising and becoming overweight Less reading ability In education aspect some video games are ethical and some of them are not ethical. When we are talk about the social issues paying video games. The games who are playing in online, game servers are automatically registering the player creating profile on it. It is a one of the risk to the game player who is playing on line computer games. Such as talking, chatting and instant, massage to the players. The game players have to register online to play the games. During the game the player has opportunity to communicate with the player who is playing on line at the same time. Then the other player can get details such as email address and personal information etcetera. During the game the computer hackers can hack players profile such as face book, credit card information, e-mail address. The hackers use the players information for the illegal activities such as hackers can send virus, spy wares, Trojan houses and worms, porn site or terrorism purpose and much more bad things. Games are popular among not only young ones and adults but also children. During the game inappropriate sexual pictures and movie clips are appeared on the screen can be harmful to the gamer. GTA game is one of the examples. Try to experience these inappropriate things make social, legal, ethical and educational problems, These are some of the titles that could cause maybe a bad influence on children, preparing for war, Call of Duty is one of the most popular in the second liens out there today, then there is games that take things zombie feature to far, from, Left 4 Dead, Killing Floor, Dead Space,  Bio-shock, can be vital shock also very troublesome for young people. When we are consider on video games which can be drag person to bad situation. The violence video game can improve harmful thoughts and unusual behavior in a person attitude in society and also in laboratory setting. Some video games are more harmful than TV programs and movies including violence activities, because of interactive nature of games. The person who plays violent video games can learn and practice aggressive ideas in a short period. On the other hand for a long period of aggressive behavior leads the player to practice new aggression using new technology that can be accessed over for use when real situations of conflict appear life. Fig 1: Some longitudinal factors for youth violence Fig 2: The comparative effect sizes of violent video game effects and other well-known phenomena As video games have become increasingly realistic, and includes a subset of games. The violence and gore, antisocial behavior anxiety among parents, teachers and children advocates, medical professionals, and policy makers compared with the television video game. However, while more research is necessary to obtain accurate information and early results should be taken showed a video game help to create serious violence in mind. P. Willenz. (2000), D. Walsh., (2001) Games have taught both adults and children many things, some useful, others believes that it is immoral. Some players and developers say that video games are the best in teaching logic and problem solving skills of many school curricula. Although other says that video games impress violent thought in people mind. In order to determine whether video games are good or bad in terms of education, we need to evaluate positive and negative results. While we may have noticed that there are so many different kinds of video games like a game for children, Problem solving, fighting games, Action Games, Strategy Games, games and intended for adults only. It also explains each individual various games with the provisions of its own the players can have the same kind of skills from some types of games. For example the players have to use their logical skill to continue adventure game such as puzzle game helps to improve problem solving skills, ability to analyze the problems to solve various puzzle. Anderson, C.A. Bushman. B.J. (2001) However, there are some important questions to think about. How affect these benefits against addiction to video games? How is violence and addiction Interlinked with each other? What kind of effects the video games are done to our society? Or, how many video games obstruct peoples commitment or daily works? A computer games are also affected to the professional field. Some of the employers adduct to the games cause to neglect and delay the duties of the company. This situation is also affect to the professional progress of the employers, because they dont perform these duties well and also they  are suffering from stress when the duties are loaded. When the employers dont accomplish their duties on time cause to make bad view of the employers and company  in the society. This will badly affect to the progress of the company and also object of the company. People who are addicted to video game need to continue video game, if it over they suffer from loneliness and also spend solitary life. Moreover, there are serious consequences for those who are connected to unnecessary video games, as they can adversely affect the community as a whole, not just the people around them. They are more likely to resolve hostile situations with aggressive solutions, such as acts of violence, when these situations arise. The science of behavior through threats and violence and to engage in video games that involving others in the community. Through violence, and there are many games that involve violence, as well as other relevant content violence. This may lead to a lot of people to think that these types of playing video games can causes a person to be more aggressive. By guest games, it helps parents young and children to choose appropriate game for their children. However, others fear that this classification system doesnt prevent people from access to video games that are inappropriate for their age. Through the education point of view, and there are different things games can be taught us, and some are positive and others negative. Through stereotypes, and video game industry focus towards more men than women, so many people think stereotype is against women. Finally, through addiction and community, and participate in an enormous amount of time playing a video game caused people addicted to it. As a result, they lose the value of time in their communities and miss opportunities of other activities that can be mor e useful for them. Some of them declare video games are for entertainment not creating any ethical problem. Although we emphasize video game players and developers need ethical awareness about video games. Thus they can aware more about the issue and take prompt action to concern of violent video games. The video games which include violence may be minimizing cause the strength of any person can becoming more aggressive and to take action to prevent them. To minimize ethical problem need to activate policies and regulations. Write suggestions to the ESRB to create assessments of their effectiveness rate the content of each video and take action to aware retailers to locked up highest rated games and educate the parents to be more concern about the games which are the children playing. These are the action should be change the situation is need to be activated.

Billy Budd :: essays research papers

Billy Budd Main Characters Billy Budd- He is a bright-eyed, twenty-one year old forewoman of the British Fleet. An orphan, he is tall, athletic, friendly, innocent, and helpful. He is a loyal friend, and a fierce fighter. All the officers like him except for Claggart. Claggart- The Master-at-Arms that is envious and jealous of Billy Budd. He is out to make Billy's life miserable and is the cause of Billy Budd's execution. Captain Vere- The Honorable Edward Fairfax Vere is a bachelor of about forty. He has a nickname of "Starry Vere." Captain Vere is forced to execute Billy Budd though he knew of his innocence. But nevertheless Dansker- A veteran sailor who has taken a liking to Billy Budd. Tells Billy that Claggart doesn't like him. He is also one of the most important members of the crew. Chapters 1-7, Pages 1-27 The book starts out with the author remembering seeing a handsome man many years ago. He is reminded of this by the Handsome Sailor, Billy Budd. Billy is twenty- one, a foretopeman of the British fleet who impressed Lieutenant Ratcliffe of the H.M.S. Indomitable. Billy leaves his ship the Rights of Man, and joins the H.M.S. Indomitable. He is received well by the crew and they like him lots. An officer asks him about who his parents are and he reply's that he doesn't know. He was found in a basket hung on a man's door handle in Bristol. Billy seems to be practically perfect, but he does have one weakness. When he is strongly provoked, he is inclined to stutter, or may even become speechless. The author tells us of the uprisings in the British navy. It is later called the Great Mutiny. They sail for the Mediterranean and have an uneasiness about them as they watch for signs of trouble or discontent. Chapters 8-15, Pages 28-55 Billy had seen the gangway punishment, and was determined that he would always perform his duties well, and that his actions would never cause him to get yelled at. Though he had made that resolution, he was occasionally getting into slight trouble. He is confused by this, and goes to Dansker, who seems to have taken a liking to him. Billy asks him for his opinion, and he says that it is because Claggart doesn't like Billy. That with all evidence to the contrary, he despises him. The day after the discussion with Dansker, Billy spills soup on the freshly cleaned deck just as Claggart passes by him. Claggart notices that it was Billy that spilled the soup, and only taps him lightly with his rattan.

AA Meeting :: Free Essay Writer

12 Step Meeting   Ã‚  Ã‚  Ã‚  Ã‚  The meeting I attended took place in Bothell on a weeknight at 7:00 pm in the evening. The meeting was held in a local church and there were 17 people in attendance, excluding myself. Among the 17 people, there were 6 women and 11 men. The average attendee was approximately between the ages of 40-50, 4 people were under the age of 30, and two were somewhere around 60. Of the 17 people, 16 were white and one woman was of an Asian-American descent.   Ã‚  Ã‚  Ã‚  Ã‚  The focus of the meeting was Step #2 –humility. There were a few AA birthdays and in general the meeting consisted out of birthday-people reliving their stories and some talking about humility.   Ã‚  Ã‚  Ã‚  Ã‚  Prior to the meeting I was expecting to enter into a room filled with smoke and nervous, agitated people. My impression of AA and of alcoholics mostly came from movies and my own prior experience with population suffering from different psychiatric disorders. I was expecting a lot of smoking, coffee drinking, twitching and general nervous behaviors. To my surprise the meeting mostly was attended, by normal in appearance people, that I would never suspect of having any addiction problems. The people were not twitching (to my surprise), but instead were very calm, cool and collected. Many talked about God and holding AA as the higher power in their lives.   Ã‚  Ã‚  Ã‚  Ã‚  The meeting I attended best compares with the meetings I saw in the film 28 Days. While in rehabilitation center Gwen attends a series of inside the rehab meetings. As in the 28 Days meetings, the meeting I attended was held in a circle with people facing each other. There were no outbursts as in the movie, but there was an official â€Å"huger† who dispensed hugs as needed, be it a birthdays or a new attendee such as my self. Movie consisted of constant outbursts at therapy sessions, emotions of the film characters were all over the place, people were angry, happy or depressed. The people at the meeting I attended were mostly quiet and most seemed very depressed. I came away form the meeting, with enormous feeling of sadness, for all attending.   Ã‚  Ã‚  Ã‚  Ã‚  Many of the stories heard by me at the meeting coincided with different stories, from 28 days. Just like Gwen in the beginning of the movie crashed her car and was court ordered to go into rehab, many of the people at the meeting had similar fates.

life :: essays research papers

I felt the warmth of my mother’s hands on my soft skin while she held my face. Her soft voice whispered in my ear â€Å"good night†. It was a cold winter night after Christmas as my mother tucked me in to bed, like she always had. After telling me good night her lips hit my cheek to give me the last kiss she ever would. As she walked out, I told her â€Å"I love you with all my heart and always will.†   Ã‚  Ã‚  Ã‚  Ã‚  In the, morning the warmth of the sun hit my face and woke me up like any other morning, but something was different, something just wasn’t right. I lay in my warm bed, trying to ascertain why I wasn’t feeling right. I jumped out of bed and woke my little brother up to go eat breakfast. As we walked down the hall, I heard my dad pouring a cup of hot coffee. â€Å"Daddy is mom still sleeping,† I asked. Mom will be gone for a while but baby, don’t worry he told my brother and me in a sad voice. We will be just fine. I didn’t understand why my mom would be gone though. I asked myself â€Å" will she ever come back?†   Ã‚  Ã‚  Ã‚  Ã‚  Seven years have gone by and still my mom is gone, and my life has changed more than I thought it would. â€Å" Jess, get Drew’s clothes ready for school tomorrow,† my dad would admonish me every night before going to bed. Making sure my brother would be ready for school every morning, making sure he ate breakfast before he left for school, and making sure his homework was done everyday was what my mother used to do every morning and day; but now she is gone. Now that she is gone I have to take that place.   Ã‚  Ã‚  Ã‚  Ã‚  Now that I am the only lady in the house, I have to be the mother. No more going out on Friday nights with my friends, no more doing whatever I want. Every Friday, my friends would go out to the movies, and have fun without me. I had to stay home and make sure everything was right for my family. Now I have responsibilities like my brother who is now like my son. He thinks of me as not only a sister but a mother too. When you hear an eight year old boy call you mom and you are as young as me, it’s the scariest feeling you can have.

Employee Relations

PREFACE It is a matter of honour for me to present my findings on Employee Relations. This report is an honest earnest effort to study Employee Relations as an important tool of Human Resource Management. I got an opportunity to work at GPI for my summers which instigated initiated the idea of the project. I started with reading HRM by Ashwathapa which gave me a foundation to HUMAN RESOURCES as a function. Later I surfed the net for more specific information and browsed through a variety of HR policies of companies. It gave me a brief knowledge about Employee Relations and I formed a questionnaire for the companies I was going to research on. Some articles that caught my attention while doing research are included in my observations. To add spice to this dish, I have also scaled the practices of Employee Relations in other countries. Since I was working at GPI, gathering information was easier compared to others. I have found some interesting insights regarding Employee Relations which are mentioned in the report. So, with due respect to my patient readers, I welcome you to the unremitting process of Employee Relations. STUDY OF EMPLOYEE RELATIONS |Sr. no. |TOPIC |PAGE NO. | |I |Executive summary |3 | |1 |Human Resources Management |5 | |2 |EMPLOYEE RELATIONS |8 | |2. |Introduction |8 | |2. 2 |Overview |9 | |3 |Employee Relations in brief |11 | |3. 1 |Downward Relation (employer to employees) |11 | |3. 1. 1 |Training and induction |11 | |3. . 2 |Benefits |12 | | |Incentives and allowance | | | |Monetary benefits | | | |Medical facilities to staff | | |3. . 3 |Safety | | |3. 1. 4 |Career Development |13 | |3. 1. 5 |Recreation facilities and stress management |13 | |3. 1. 6 |Collective problem solving. bargaining) |13 | |3. 1. 7 |Involvement and engagement |14 | |3. 1. 8 | Rewards and recognition |15 | |3. 2 |Upward communication (employee to employer) |15 | |3. . 1 |Feedback |15 | |3. 2. 2 |Performance appraisal |15 | |3. 3 |Horizontal Relation (amongst Employees) |16 | |3. 3. |Annual events and magazines |16 | |3. 3. 2 |Welfare activities |16 | |4 |Advantages of maintaining Good Employe e Relations |17 | |5 |Role and scope of Human resources. 19 | |6 |GODFREY PHILLIPS INDIA LTD |20 | |7 |PARLE INDIA LIMITED |31 | |8 |TAJ LANDS END |39 | |9 |Comparative study |47 | |10 |Worldwide Employee Relations |51 | |11 |Personal observation. |58 | |12 |Conclusion |61 | I. Executive summary The objective of the report is to have an overview of HRM and Employee Relations at GODFREY PHILLIPS INDIA LTD. (Andheri), TAJ LANDS END (Bandra) and at PARLE PRODUCTS PRIVATE LTD. (Vile Parle). The objective was to analyze Employee Relations at a plant factory and in the service sector. The Human Resources Management (HRM) function includes a variety of activities, and key among them is maintaining amicable relations with the workforce. Both the sectors are such where employees become the crux of all operations. For the plant (factory), it is the employee who works on the machine. Even at PARLE, where most of the operations are automated, workers need to operate the machines. At the hospitality sector, it is the employee who communicates with the guest. The behaviour of the employee gives inkling about the company. Thus it is very important to maintain cordial relations with the workforce. The goal of Employee Relations is to end up with a productive and motivated employee that will help effectiveness. Following the introduction to Employee Relations is a brief overview of how Employee Relations has evolved as an activity. Following that in chapter 6 are the advantages of maintaining good employee relations. The importance of HR department, HR mission and the activities of the department for Employee Relations are detailed. According to me, HR department gets concerned in 3 types of relations. First the employer to the employee, second employees to employer and third is amongst the employees. There is comprehensive information on all 3 and how it benefits the company. The report gives a brief introduction about the companies. It has knowledge about the history of the company, vision, core values and the Corporate Social Responsibility activities initiated by the company. Following this is the organization structure. In addition, I have also studied the practices at other countries like Japan, UK and USA for Employee Relations. This includes the different procedures for Employee Relations, their trade unions and the laws regulating the same. The report ends with my personal observations about each company and some articles that caught my attention while research. Conclusion about employee relations ends my report In order to achieve the above mentioned objective and finish the study to perfection, the methodology used was a balance of primary and secondary sources. Primary sources were the personal visits to the companies and secondary was the information collected from websites. To facilitate this, I started with reading a few books on Employee Relations and human resources to understand the basic concept of Employee Relations. I also browsed the net to find more detailed information on specific topics. I practically saw the HR department at GPI work and Later, I formed a questionnaire on various practices to understand the functioning of HR department at other companies. A sample of these companies was chosen on the basis of their scale of operations, reputation and quick accessibility. 1. HUMAN RESOURCES MANAGEMENT Human Resource Management is an integral part of management. It helps the management in taking a strategic view of a very important resource i. e. Human Resource. It helps management in identifying key skill sets, knowledge, values required in the employee and the rewards that are needed to be given to the employees so that the organisation goals are fulfilled. Also like other management functions, it has to ensure that these resources are available at an optimal cost. It has to look into various training and development activities to ensure this. This is a key area for Human Resource Management as it shows their contribution in terms of money. The money here would be the opportunity cost incurred due to appointing of new employees instead of developing current employees for the task in hand. Functions From recruiting to orienting new employees, from writing job descriptions to tracking vacation and sick leave, and from instituting and monitoring policies to monitoring benefits, there has been a need for an HR generalist to assist senior management in both establishing a â€Å"structure† to holding down costs of administration. HRM is a function that helps manager’s recruit, select, train, and develop employees for an organization. 1. Human Resource Planning: is understood as the process of forecasting an organizations future demand for, and supply of, the right type of people in the right number. 2. Job Analysis: is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specification. 3. Recruitment: is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. 4. Selection: is the process of differentiating between applicants in order to identify (and hire) those with greater likelihood of success in a job. 5. Placement: is understood as the allocation of people to jobs. It is the assignment or re-assignment of an employee to a new or different job. 6. Training and development: It is an attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. The need for training and development is determined by employee’s performance deficiency, computed as follows: Training and development need = Standard performance – Actual performance 7. Remuneration: is the compensation an employee receives in return for his or her contribution to the organization. 8. Motivation: is a process that starts with a psychological or physiological deficiency or need that activates behavior or a drive that is aimed at a goal or an incentive. 9. Participative management: Workers participation may broadly be taken to cover all terms of association of workers and their representatives with the decision making process, ranging from exchange of information, consultations, decisions and negotiations to more institutionalized forms such as the presence of workers members on management or supervisory boards or even management by workers themselves as practiced in Yugoslavia. ((ILO) 10. Communication: may be understood as the process of exchanging information, and understanding among people. 11. Safety and health: Safety means freedom from the occurrence or risk of injury or loss. In order to ensure the continuing good health of their employees, the HRM focuses on the need for healthy workers and health services. 12. Welfare: as defined by ILO at its Asian Regional Conference, defined labour welfare as a term which is understood to include such services, facilities, and amenities as may be established in or in the vicinity of undertakings to enable the person employed in them to perform their work in healthy, congenial surroundings and to provide them with amenities conducive to good health and high morale. 13. Transfer: involves a change in the job (accompanied by a change in the place of the job) of an employee without a change in the responsibilities or remuneration. 14. Separations: Lay-offs, resignations and dismissals separate employees from the employers. 15. Employee Relations: is concerned with the systems, rules and procedures used by unions and employers to determine the reward for effort and other conditions of employment, to protect the interests of the employed and their employers, and to regulate the ways in which employers treat their employees. 16. Disputes and their settlement: Industrial disputes mean any dispute or difference between employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment or terms of employment or with the conditions of labour of any person. 2. EMPLOYEE RELATIONS 2. 1 Introduction People in organisations interact with each other during work, formally and officially as well as socially and informally. During the course of interaction, relationships develop, which are invisible connecting links, coloured by emotions of love, hate, repulsion, respect, fear, anxiety and so on. These are usually mutual but not necessarily reciprocal. If A hates B, it does not follow that B hates A. It is possible that B loves A and even sympathizes with his thoughts. Relationships imply feelings for each other. They may be positive (friendly, wanting to be close) or negative (unfriendly, wanting to be distant). Relationships always exist between interacting persons. There is no neutral point. Indifference is not neutral. Indifference tends to be negative. Relationships influence behaviours at work. Expectations of each other, perceptions of the intentions of either, distributions of assignments, readiness to conform or to rebel, enthusiasm to contribute, etc. , are to some extent outcomes of these relationships. Attitudes and motivations influence, and are influenced by, the nature of these relationships. Employees are among an organization's most important audiences with the potential to be its most effective ambassadors. Employee Relations are practices or initiatives for ensuring that Employees are happy and are productive. Employee Relations offers assistance in a variety of ways including employee recognition, policy development and interpretation, and all types of problem solving and dispute resolution. Once there was a time when â€Å"Employee Relations† meant labor relations everywhere around the world. Negotiate. Orchestrate. Dictate. HR professionals helped negotiate collective bargaining agreements. The provisions of that contract defined the relationship between management, unions, and workers. Today, Employee Relations is a much broader concept. It involves maintaining a work environment that satisfies the needs of individual employees and management. Improving employee morale, building company culture, conveying expectations 2. 2 Overview An effective employee relation involves creating and cultivating a motivated and productive workforce. People are generally motivated from within, but what can you do to help foster the type of environment where employees thrive, enabling your company to outperform the competition â€Å"Employee Relations† starts with determining the type of workplace the company wants. It starts by considering what the company wants its employees to say about working for the company. In a competitive market, it is important to that employees don’t feel that they might be treated more fairly elsewhere. After all retention is one of the major functions of HRM. By considering what the company wants employees to say about working for it gives shape to the company’s culture. The company culture conveys organization's core values to its employees, customers, vendors, and community. In addition to the workplace climate, the company also considers the types of processes or systems it wants to employ within the workplace to support the company culture and enhance the working relationship that exists between the company and its workforce. Such systems could include communications, policies, training, and development. Also, an essential step in building effective Employee Relations is to evaluate the human, financial and other resources available that reinforce the values and guiding principles the company wants echoed throughout the organization. For example, what type of supervisors and managers does it believe can bring out the best in people and projects? The company should also make certain from the start that employees are not in counter productive work environments where work is more arduous than it needs to be. Is the workplace compliant with employment law? A major source of frustration for employees is the feeling that they were treated unfairly. Good liability management tools are necessary to ensure that the company avoids unnecessary confrontations, time wasters and costly legal battles Traditionally Employee Relations programs were centered around labor union relations. Today, Employee Relations does not necessarily involve unions. However, it does involve cultivating the leadership style and workplace practices that help make union organizing activities a less attractive option for employees. Establishing workplace and management principles set the stage for fostering a successful work climate and establishing your company's culture. Effective Employee Relations is about establishing processes that address and nurture that culture. Employees in such organisations develop attitudes very different from those in another organisation that does not make any such distinction and is more secular in its policies. These different attitudes will be reflected in their behaviours outside the organisation and will either strengthen or weaken the social fabric. An organisation in which authority is highly centralised and does not allow its people enough discretion, will develop among its people tendencies for dependency and inability to take responsibility. These tendencies are handicaps in their roles as parents or citizens. The extent of concern shown for the effect of working conditions on employees’ health has an impact on the society, not merely in terms of general health and costs on medical care, but also in terms of the kind of activities that the members of the society participate in. When an organisation is sensitive to its impact on society, and responds to the society’s concerns, it is said to be socially responsive. On the contrary, if it is concerned only with its own purposes and ignores the impact that it has on society, it is said to be socially not responsive Relationships also contribute to stress and conflicts at work, which in turn, affect quality of work life of individuals as well as the quality of organizational outputs, measured in terms of customer satisfaction, competitive advantage, innovation, and so on. 3. EMPLOYEE RELATIONS IN BRIEF According to me, Employee Relations can be classified in 3 types, with HRM intervening. First is the downward communication flowing from employer to the employees Second is upward flowing from employees to employer and Third is horizontal communication amongst the employees. 1. Downward communication (employer to employees) 3. 1. 1. Training and Induction Every new employee needs a company orientation, but most supervisors forget that employees also need to be orientated to the company's VISION in addition to learning their coworkers' names, company policies, and what not to eat in the cafeteria. The company's vision statement tells the employee where the company is going, what their role will be, and how success and achievement will be measured. Achieving great performance in the company is a journey, not a destination. For any business to succeed one must first recognize that the people are the greatest asset, and service is your most valuable product. Continuous improvement by training and developing employees is critical for business survival. Recent U. S. orkforce demographics provided by the Bureau of Labor Statistics make a compelling case for businesses of all sizes to begin planning for ongoing training of employees. Experts project that 60% of new jobs in the early 21st century will require skills possessed by only 20% of to day’s workforce. Technology is raising the skill level requirements for the best and fastest growing jobs, but schools and adult learning programs are not keeping pace. The likely result is that demand for highly skilled workers will outstrip the supply of qualified workers in the coming years. These statistics would seem to move training and employee development to the list of services in high demand. 2. Benefits Benefits often have a higher impact on employee recruitment and retention than compensation. Employees who know their needs are met are also more likely to contribute to a positive morale. Besides the customary Allowance like †¢ For Workers Attendance bonus, Over Time Allowance which is double the Basic, House Rent Allowance, Education Allowance, Conveyance Allowance which is fixed as per 6 scales of the workers, and Leave Travel Allowance amongst others. †¢ For Staff (Basic)TA/DA, Attendance Bonus, Production Incentive, Over Time Allowance which is equal to one and half times, House Rent Allowance, Education, Leave Travel Allowance, and Annual Bonus amongst others. ( Sodexho Meal Vouchers, medical reimbursement ) Companies also provide Monetary Benefits, ( Insurance) and Medical Facilities to the workforce. 3. Safety Health and safety risks may arise from physically dangerous work, such as work with hazardous machinery or relate to less immediately visible factors such as exposure to pollution. Accidents and ill health may ruin or seriously impair the lives of employees and their dependents. An employer must encompass necessary safety measures for the trust from the employee. 4. Career Development and job opportunities Career Paths are constructed in order to determine the optimum movement and utilization of people in the organisation. Therefore, due care should be given to various elements of the position – including job analysis and the competency requirements at each stage. 5. Stress management and Recreation facilities Working Hours and Holidays need to reflect an adequate balance of the quality of work life of all employees. It is recognized that for certain categories of employees business related work may transcend the routine office timings; whilst for other categories business may be purely confined to the work hours and timings. The quotation â€Å"all work and no play can make jack a dull boy† is apt for the company to understand the importance of recreation facilities. 6. Collective problem solving It is the duty of the HR to find ways of resolving issues between employees on one hand and employees and Management on the other. As long as there are human beings at the work place there would always be need for arbitration amongst them. It is at this time that HR should use the â€Å"grape vine channel† to its advantage and call officers to a round table for reconciliation and if it is between workers and Management should ways of brokering peace. Although the trade unions are expected to only deal with matters concerning workers, it can be argued that everything that happens within a company, including product development and business strategies, affect workers one way or other and trade unions have gradually sought to extend their areas of concerns. The management’s attempts to contest such expansions on the ground of â€Å"management prerogative† have by and large not succeeded. These activities involve a number of skills crucial to human resource managers. HR specialists are also involved in issues which are considerably legislated and touch on home life and health as well as more familiar workplace topics such as discipline and conflict. 7. Involvement and Engagement Participation of employees has been a subject of discussion since the 1930s when Elton Mayo’s experiments led to the development of the human relations school. Participation can be and has been provided in the structure of the organisations. Participative management involves associating employees at every level in the decision making process. Participation may be at the board level, collective bargaining, job enlargement, job enrichment, suggestion schemes, quality circles, and empowered teams. Participative management is also called Employee involvement. The Industrial Disputes Act provided for participation in the management of the shop floor. Representatives of the workers would be appointed to various committees to decide upon matters affecting the worker at the shop floor. The rationale behind the concept of involving workers in bodies that decide on matters concerning them is that the principle of democracy The lesson is that the advantages from the practice of participation cannot be derived from creating appropriate structures alone. The nature of the processes within the structures, are important. At the basic level, calling for suggestions is participation. In terms of Hertzberg’s motivation-hygiene theory, participation in decision making is a powerful motivator, because in that process, there is recognition and achievement, a sense of being wanted, of being important. Employees may also reduce turnover and absences when they begin to feel that working conditions are satisfactory and that they are becoming more successful in their jobs. They identify themselves with the work and this leads to an improved performance. 3. 1. 8Rewards and Recognition The purpose of an employee recognition and reward program is to express the employer’s appreciation for a job well done. Employee recognition and rewards can take many forms, from a simple thank you note to cash to an extravagant awards ceremony, just to name a few. Generally, recognition and rewards can be distinguished in two categories. At all these companies, recognition is distinguished as a pat on the back or a word of praise, growth prospects and competent supervision amongst others. Alternative monetary rewards include incentives, bonuses, and commissions. In addition, employees put a great value on benefits such as life insurance, disability insurance, health and/or retirement benefits, and perks. Top performing companies have begun documenting â€Å"best practices† which show a direct relationship between employee morale and productivity, profitability, turnover and retention, thus measuring the value of human resources. 1. Upward relation (employee to employer) 1. Feedback It is the job of the supervisor to guide the employee into understanding which of their ideas for change will be helpful in meeting the company's goals. A good supervisor also guides each of their employees differently because similar to Pokemon, each employee offers unique talents and will evolve into different forms of advanced employees 2. PERFORMANCE APPRAISAL Most managers say they want to pay for performance, but few sit down and conduct a performance review with an employee. Raises, Career paths, training plans, and departmental productivity are impacted by an employee’s performance. In addition, a well-designed, effectively implemented appraisal system can provide solid documentation of performance accomplishments or problems that the supervisor can use to justify or defend a wide range of personnel actions or decisions. 3. Horizontal Relation (amongst Employees) 1. Annual events and magazines Annual events are a way of getting to know the employee on a personal level. It is also a team building exercise and is common in all companies Inhouse magazines too are common. They tell the employee about the company and employee participation is encouraged by articles. 3. 3. 2 Welfare activities The objective of providing welfare facilities is to ensure that employee attention is not diverted from work to maintenance activities. It also aims to provide a caring environment that enhances the satisfaction of the employee with working conditions 4 ADVANTAGES OF MAINTAINING GOOD EMPLOYEE RELATIONS. The Gallup Organization published research proved that a more engaged employee is also a more productive employee. The research also proved, that a more engaged employee is also a more profitable employee, a more customer-focused employee, a safer employee, and an employee who is more likely to withstand temptations to jump ship and in turn it is also true that the longer employees stay with an organization, the less engaged they become. Following are the advantages of maintaining good relations with the employees. 1. Reduced Absenteeism One reason, outside of illness, that employees are absent is stress, and the number one reason employees are stressed has to do with their relationship with their manager/supervisor. Management styles that are too authoritarian tend to promote high levels of absenteeism among employees also increase turnover, job burnout, and employee health problems such as backaches and headaches. Employees may also reduce turnover and absences when they begin to feel that working conditions are satisfactory and that they are becoming more successful in their jobs Absenteeism rate at GPI is around 13-14 % on an average but a little high during summer holidays. ( Does it include approved leaves?.. why elaborate/justify.. ) Absenteeism at TAJ is under control as per the norms. The absenteeism rate at PARLE is 8 % and increases by 3 % reaching to 11 % during the summer holidays. In addition, these programs help reduce turnover thereby reducing your training, recruiting, and administrative human resource expenses. 2. Improved Morale & Motivation. The secret of creating a motivating employee review lies in the relationship between accuracy and money( not a correct expression†¦ xpectations of the employee & the C) The right combination provides with a highly motivated employee. Maintaining good Employee Relations creates an environment of trust and increases morale. This improv es the motivation of the employee. A motivated employee is contagious and is beneficial for the growth of the company 3. Harmony in the organisation Increase in the level of job satisfaction has a direct relation with the smooth workflow. There will be lesser arguments and more discussions. Employees will be ready to share information and help each other out. A good relation with the employee also inculcates discipline. Thus harmony is maintained. 4. Lesser attrition – reduced cost on training, less cost of retention A reduced attrition rate will reduce the cost of training and induction. No new employees will need to start afresh. The company can save on getting to know new employees. GPI spends around Rs. 5 Lakhs( isn’t it less?.. ) on training every year with the attrition rate being less than 2 %. For TAJ, There is a bloodbath in Mumbai today, with seven hotels cheek-by-jowl near the airport. Retention of talent is the chief challenge. Staff is routinely poached by not just industry competitors but also banks, call centers and others. On the upside, they are the biggest and the most profitable chain and apparently enjoy an attrition rate which is lowest in the industry. They are most in the news, too. They must be doing something right( What are they doing?.. ) At PARLE, it seems the employees are not interested in leaving at all. The attrition rate is a minimal at 2-3% for staff, and between 1-2% for its workers. ( Please re-check the figures!! It can’t be!! Last one year it should be around 15%.. which Parle location is this?.. ) 5. Attract good talent Attracting the most qualified employees and matching them to the jobs for which they are best suited is important for the success of any organization. A good company with good Employee Relations will be talked about. There is a brand image created in the mind of the employees which attracts them to the company like a drop of honey. Like for example there are companies like TATA, HLL, Birlas, or Infosys where people would be glad to work. TAJ wants to create an image where, if 10 employees are interviewed and 1 gets selected, then the rest should feel sorry, not for being unemployed (selected) but for losing getting an wonderful opportunity to work for an interview with for TAJ Knowledge about satisfying work places with comfortable working conditions and friendly work culture and transparency in the organisation are always passed through the grapevine and thus attract employees. Later it’s the job of the recruitment cell to hire employees as per the requirements. 6. Responsible for increase in productivity. As the saying goes, a happy worker is a productive worker. Thus a satisfied worker will take lesser breaks, spend lesser time in the canteen gossiping and more time working for the company. There will be Greater commitment which means quality output. There will be loyalty and less wastage of company resources. The employee will seek for opportunities for intensifying the business and look out for new chances of expanding the company. They identify themselves with the work and this leads to an improved performance. Finally, the act of participation in itself establishes better communication, as people mutually discuss work problems. 7. Open to organizational / hierarchical changes (flexibility) The workers’ self-esteem, job satisfaction, and cooperative with the management is improved. The results often are reduced conflict and stress, more commitment to goals, and better acceptance of a change. 8. Shared learning and Continuous improvement. A satisfied employee will look for ways of continuous improvement. They will participate in programs such as kaizen and try for the better of the company. Employees in a good employee relation management will share their new learning’s and wisdom with his colleagues. 5. ROLE and scope of Human resources The key process that defines the HR strategy is ensuring an effective and efficient organisation through appropriate people-job-organisation fit Each and every HR plans thus focuses on: †¢ Productivity †¢ Performance †¢ Satisfaction, to further the business objectives of the organisation through the optimal utilization of the human resources. 6. GODFREY PHILLIPS INDIA LTD. (ANDHERI) Vision â€Å"To be the best quality cigarette manufacturing in the country, producing at optimum cost with total employee involvement and maintaining clean and safe environment inside and outside the factory premises. † INTRODUCTION GPI, the second largest player in the Indian cigarette industry with an annual turnover of over US$ 265 million is a joint venture between Modi group and global cigarette major Phillip Morris. Some of the leading brands in GPI’s portfolio are Jaisalmer, Cavenders, Four Square, Red & White and Originals. The company has a value market share of 11. 4% and a volume share of 12. 4% in the cigarette industry in 2004-2005. Godfrey Phillips has the strong backing of over 15,000 shareholders in the Country. The manufacturing of cigarettes is done in the Andheri factory in Mumbai and in Guldhar (Ghaziabad) called the ITC factory (International Tobacco Company). These constitute the manufacturing operations of the CIGARETTE DIVISION in the company. Core values Core Values are those values, which are enduring tenets of the organisation and are timeless guiding principles. Core values help the organisation to achieve its vision. Core values are those values, which are not compromised, even though they become a competitive disadvantage under certain situations. The Andheri Factory, has articulated the following Core Values. †¢ Provide Environment For Development †¢ Urge to change for Improvement †¢ Focus on Quality. The Andheri Management Team with its commitment to achieve excellence in Quality shall ensure compliance to this policy and economic competitiveness in the implementation. Nothing represents the true spirit of Godfrey Phillips more aptly than the many initiatives it has taken to be a socially responsible corporate citizen. The commitment has always been to enrich and energize the community within which it operates. †¢ Red and White Bravery Awards Started in 1990-91, the purpose of these awards is to instill in people the culture of selfless action. The awards bring into limelight extraordinary, yet little known acts of bravery and social acts of courage by the common man. †¢ Farmer Program Godfrey Phillips helped create awareness amongst the farming community about the benefits of adopting approved agricultural practices. It imparts training and knowledge to farmers in tobacco producing areas †¢ AIDS Prevention Program GPI’s participates in AIDS Prevention Programme, rehabilitation of the Gujarat Earthquake victims and Blood donation camps. However, since charity starts at home, they insist upon and ensure safe environmental practices within our factories and offices Realizing the importance of human factor in producing good quantity and quality, GPI signed an agreement with Japan Tobacco Company (an acknowledged world leader in the management of people and machines) for the improvement of its Andheri factory. The Andheri plant went 100% filter manufacturing in 1991. The modernization of the primary line at a cost of RS. 11 Crore's was done in 1990-91. Organization structure GPI believes in a flexible, business-oriented organisation structure. It follows a flat organisation structure with decentralized management. There are around 5 levels in the organisation structure making it a decently flat structure comprising of 407 employees comprising of 69 staff members, 289 workers and 47 managers. ( Hey give an organization structure as an annexure) The organizational business is built around a structure that comprises various jobs carried out by individual in the organisation Role and scope of HR at GPI Mission To facilitate the processes which create an environment where each member of GPI family is able to contribute their best. Aim: To be amongst top 10 employers in India. †¢ All HR processes are linked to Core Competency Model which was launched for GPI, 2003. Assessment Centers are launched for promoting staff into management cadre. †¢ HRIS (Human Resource Information System) launched to empower employees of Godfrey Phillips. †¢ Six-Sigma project is undertaken to create a robust performance management system. †¢ Annual training calendar is introduced which is based on the G PI competency model. †¢ Internal Recruitment is encouraged to fill vacant positions. †¢ Each management staff is entitled to training and development intervention of at least 8 days. †¢ 360-degree feedback is initiated. †¢ Variable income plan was launched in 2004 to attract the organization to raise their performance bar. GPI believes in Total Employee Involvement. This is done through small group activity including all employees in teams, whereby identified problems are resolved and presented to management. The HR department is the central point which initiates, monitors and follows up on the processes. It coordinates the task force activities of the factory. There are at present 11 task forces in the factory There is a micro site that has been created called ELIVE to generate the awareness among the employees about the concept and its benefits. Each manager should therefore evolve his or her people strategy aligned to the business strategy of the organisation DOWNWARD RELATION TRAINING AND INDUCTION An employee at GPI is placed on the job after induction. The basic induction training is a seven-day program; additional training is imparted as required. Technical personnel are given induction training in various technical departments for one month before being placed on their actual jobs. GPI at its HO follows a mentoring program for the employees. It will be implemented at the Andheri factory from July 2005. Training for the same will be conducted by the HO. Mentoring at GPI was launched on the 5th September, 2004 which is celebrated as the International Mentoring Day world wide. GPI believes that the best investment that it can make towards its people is in increasing their knowledge, skills etc. This can be done by periodically identifying the training needs, imparting training and measuring the effectiveness of the training programs thereby assessing how effective the training programs are and their contribution to the bottom line of the business. GPI places a great emphasis on training Training and Development systems focus on aspects such as continuous learning, on-the-job learning, easy access to training programs, self-managed programs. Training is controlled and monitored through a budget of around Rs. 5 Lakhs A Training Directory is created by each unit. The Directory identifies both training needs as well as training delivery in respect of all employees. The training programs include both job related technical training as well as behavioral training. Training needs of employees are decided once in a year. The factory manager identifies training needs of HOD’s. In line with the Training Activities in the Factory, Quality System Procedures of Personnel Department are documented, scope of which includes Training Need Identification, Training Plan, Training Calendar, Training Evaluation and Training Records. GPI provides the following BENEFITS: †¢ Canteen Facility – The Company has a subsidized canteen for its employees, which provides food at highly subsidized rates in all shifts. The employees working in the night shift get refreshments. Everyday in the morning, the food is tasted by the responsible person from the Personnel Department and accordingly the taste is approved or is changed if necessary. Every week, the menu is approved by the Personnel Department. Lunch is made available at 50 paisa, refreshments for 20 paisa and tea for 10 p Uniform – The Company provides free uniforms to certain categories of employees once in every year around the month of Feb-March. The washing of the uniforms is taken care by the company itself once a week. Winter and monsoon wear is also provided to selected employees. †¢ Housing facility – is provided to the security guards and workers at key position. They are highly subsidized accommodation at a pay of Rs. 7. 50 per month. †¢ Holiday Home Scheme – Each individual management staff is entitled to a stay up to one week at any of the properties available during the course of a calendar year †¢ Marriage Gift Scheme – The Company provides a gift to all its managers on the occasion of the wedding of the employees as well as their children. On all such occasions the employees shall have the option to purchase a gift of their choice at a value not exceeding an amount of Rs. 5000/- per wedding Monetary benefits GPI employees can avail Retirement Services/benefits GPI has a credit society which provides the following benefits. It was established in 1953 and membership is open to all employees working in the various establishments of GPI. It is registered under the Societies Registration Act. Its meetings are held once a month. It offers 2 savings schemes to its members †¢ Cumulative Deposit Scheme †¢ Monthly Contributory Deposit Scheme. A member can also avail of loan schemes immediately on acquiring membership in the credit society. Short term loans – for a period of 1 year, monthly installments, which are deducted from the member's salary †¢ Long term loans: for a period of 5 years and is recovered through 60 monthly installments deducted from the salary. MEDICAL FACILITY. In GPI, there are two pane ls of doctors. The company has 50 trained first-aiders which are required if any accident takes place. Every department has a first aid kit which is replenished and audited every month. The Personnel Department includes a Nurse and an Ambulance room who maintains a medical kit as well. The company carries out medical examination of all the employees once in every three years. SAFETY GPI believes that companies are responsible for ensuring the health and safety of the employees. Every employee follows operating procedures and practices are designed to protect people and equipment from risk of injury or damage to property. GPI has a Safety Department which aims â€Å"To create at all levels in the organisation a Safety Consciousness and to develop and maintain safety at work place. † HR department has to see to it that an acceptable safety standard is kept in the workplace-safety gears are provided, Fire extinguishers are placed at the right places, multiple entrances and exits are provided and possible fire/safety drills are conducted once in a while. The safety squad conducts a safety drill in the first week of March on safety day and once in two months. GPI also pursues ERP which is run by the emergency squad. The EMERGENCY RESPONSE PLAN is responsible to deal with various types of emergencies that could occur at the facility with the response organization structure being deployed in the shortest time possible during an emergency. Thus when an emergency occurs, the initial indication is by raising the alarm by the person who first notices a problem. The respective Managers is immediately notified who then assesses the severity of the condition, classifies it appropriately and directs the response actions of the facility personnel to mitigate the condition. Upon analyzing the emergency situation, if situation is beyond his control he informs the Security Main Gate who activates the ERP. GPI also has a Medical Attendant (Nurse) who during an emergency is to provide first-aid to victims of the accident, and to ensure their prompt transportation to a treatment installation such as a hospital, when required the Medical Function is responsible for the establishment of a first-aid station for the immediate treatment of possible victims, which shall be appropriately equipped with medical supplies, oxygen, resuscitators, and other supplies and the emergency response personnel are familiar with first aid administration There hasn’t been a case of sexual harassment or drug abuse. GPI is short of a policy against it, but any individual found guilty will not be allowed on the premises and will be dismissed if it continues. CAREER DEVELOPMENT OPPORTUNITIES The emphasis at GPI will be to focus on career paths rather than on career per se. GPI focuses on generic career paths as well as specific career paths for identified individual. There are 8 basic Job Bands. All grades are structured around these levels. Jobs are placed in appropriate bands, corresponding to the responsibility levels. Job bands are used for specific HR action such as promotions, career development etc. GPI recognizes that in a dynamic, fast-changing environment jobs will also be flexible Job Rotation Programs (JRP) can not only reduce turnover but they also increase learning, and provide added bench strength. At GPI, the technicians are rotated in the whole department. This helps the technicians become Almighty operators. Knowing a variety of jobs improves the worker’s self-image, provides personal growth and makes the worker more valuable to the organization. It also helps them become a trainer and fill the vacant places if some employee turns out absent. Job rotation is a way to overcome boredom and monotony. Periodic job changing can also improve interdepartmental co-operation, employees become more understanding of each other’s problems. Job enrichment too is used at GPI. It seeks to improve both task efficiency and human satisfaction by building into people’s jobs, quite specifically, greater scope for personal achievement and recognition, more challenging and responsible work, and more opportunity for individual advancement and growth. Operators become Technicians who then become supervisors who in turn become managers RECREATION AND STRESS The employees at GPI work for 8 hours with a lunch break for half an hour. The leaves allotted are different for workers and different for staff. For Workers: Workers receive Annual leave of 21 days, Casual leave of 14 days & Sick leave of 21 days. FOR STAFF: The staff members are entitled to get Annual leave of 30 days, Casual leave of 14 days & Sick leave of 20 days. GPI proudly holds interdepartmental cricket matches annually. Steps are taken by each department to send their best players and employee participation is encouraged to the fullest Various stress management programs are held by external faculty for the welfare of the employees COLLECTIVE BARGAINING The trade union at GPI is KAMGAR UTKARSH SABHA is registered under commissioner of labor and recognized under All India Trade Union Congress. Employee Relations as an activity extends through negotiation and bargaining, discipline and employee involvement. When GPI is concerned, there hasn’t been a strike ever. All are part of this union for the past 15 years. The procedure for grievance solving at GPI is followed as per hierarchy, the employee goes to the department head and the grievance is presented. If the department head is not in the condition to solve the grievance, the personnel department is informed. If the employee is still not satisfied, the grievance is then forwarded to the FM. INVOLVEMENT AND ENGAGEMENT GPI follows the technique of Quality Circle, originating from Japan and introduced in many establishments in India. In this, employees voluntarily become members of quality circles, which study various situations and problems at the work place, suggest and implement solutions. There is thus much involvement of the worker, in what happens at his work place. The participation is not of representatives. All of them could get involved. GPI follows a Suggestions scheme called Kaizen Teian. Employee can give suggestion in the field of Operation, Safety, Quality, Workplace Environment, Waste Elimination ,5 ‘S’, Energy Saving ,Cost Saving. There are department committees consisting of Dept Head, Dept Level Managers and Supervisors, who motivate employees and evaluate the suggestions and reward the employees. The factory committee meets once in a fortnight. It is involved in planning and implementing for increasing the participation and number of suggestions of the employees. It also reviews the reward at regular intervals. GPI (as per rules of KT) has star, super star and pole star. Star is felicitated with a silver medal of approximately Rs. 225. Super star is awarded with 30 Gms of silver medal of approximately Rs. 450. The pole star who must have 3 implemented Kaizens per month for 6 continuous months is awarded with Sodexho coupons worth Rs. 350. At GPI, mostly the department heads go at the employee’s workplace and congratulate them and gift them their reward. Best suggestion of the month and kaizenee of the month are recognised by displaying their photo at the canteen and at main gate entrance. And also gets a free lunch with family in a restaurant. The company has a tradition of felicitating those employees who have completed 20 years of service with the company by offering them a gift and a certificate. UPWARD COMMUNICATION FEEDBACK GPI has started taking an EMPLOYEE SATISFACTION SURVEY annually from the last two years. It is conducted, monitored and evaluated by the HR department. PERFORMANCE APPRAISAL At GPI, managers have an online Performance Appraisal. For the staff, an informal procedure is followed, the employees are monitored regularly by their immediate boss and regular feedback is given to the employees as and when required. This forms the basis for identification of training needs with respect to HOD's and management staff. ( what kind of system of PA is followed?.. ) HORIZONTAL RELATION ANNUAL EVENTS GPI holds the following: Picnics – GPI has a four squares club which carries out picnics and other excursions for the staff to nearby places like Khopoli and Virar. †¢ Dassehra Puja – The workers org anize Dassehra Puja every year with the aid of contributions collected from the employees of the company. Every department celebrates this auspicious day by carrying out pujas in their respective departments. The company distributes sweets to all the employees. †¢ House Magazine – GPI publishes a quarterly house magazine known as ‘SAMVAD’; highlighting the various events at GPI. It was started in the year 1986. This helps to encourage people for active participation in writing pros, poems, drawings. The magazine also gives information about the Kaizens given by the employees and the Kaizenee. The promotional activities, suggestions regarding Safety, Pollution Control are also included in the house magazine. The achievements of the employees and their family members are published in the magazine WELFARE ACTIVITIES GPI gives the welfare facilities as mentioned in THE FACTORIES ACT, 1948. Various incentives, cash benefits, rewards for good performance etc. are offered at GPI as a part of the commitment towards the well being of employees. In addition to these, the company has initiated several other programmes to achieve the goal of employee welfare. The Godfrey Phillips Employees' Welfare Society: It was constituted and registered under the Mumbai Trusts' Act, 1950 in 1971. The membership of the society is open to the employees of GPI. A few of the programmes organized by the society are listed below: †¢ Annual Prize Distribution: This programme is organized every year. The employees’ children who excel in academics are awarded so as to encourage them to perform better. In addition to the prizes, each awarded also gets a Textbook Gift Coupon. †¢ Note Book Distribution: Every year, before the beginning of the academic session the employees of GPI are given notebooks at concessional rates. Each employee can purchase a maximum of 4 dozen-note books from the welfare society. †¢ S. S. C. Vyakhyanamala: An expert hired by the society gives the children of employees appearing for the S. S. C. exhaustive guidance in all the aspects of these exams. If the number is inadequate, the society sends them to counseling agencies at its own expense. †¢ Career Counseling: Children of employees in the 9th and 10th standards and Jr. College are given guidance as to which career they should choose based on the results of a 5 hour test administered to them by the Maharashtra Vyavsaya Margdarshan Kendra. The society has several other activities in the pipeline such as a talk on the Union Budget, a rangoli competition, establishment of Adarsh Kamgar Puraskar, a pulse polio vaccination scheme etc. 7. INTRODUCTION TO PARLE VISION â€Å"With the unfolding of the InfoTech age, and the emergence of a borderless world, we have a quest to become the most admired group to all our stakeholders, alike customers, employees, contract manufacturers, wholesalers, C&F agents, suppliers and society. Our customer being the king we will try to exceed their expectations by pursuing world class standards in our people, products, process & performance encouraging innovation & nurturing intellectual capital. We will follow ethical & fair business practices maintaining respect for all the fellow human beings. † INTRODUCTION Mr. Mohanlal Dalal came to Mumbai in the 1880’s from pardi village. He did some work here and there to earn his living. Soon PARLE biscuits were formed in a 60 ft long and 40 ft wide tin shed with an initial investment of 1,50,000 with the help of 12 men. In the year 1929 the market was dominated by famous international brands that were imported freely. Despite the odds and unequal competition, this company called PARLE Products, survived and succeeded, by adhering to high quality and improvising from time to time. Over the years, PARLE has grown to become a multi-million US Dollar company. Many of the PARLE products – biscuits or confectionaries, are market leaders in their category and have won acclaim at the Monde Selection, since 1971. Today, PARLE enjoys a 40% share of the total biscuit market and a 15% share of the total confectionary market, in India. ORGANISATION STRUCTURE PARLE on the other hand has an organisation structure of 7-8 levels. Starting with the Factory Manager and then the Deputy Manager, but it is more on paper than for operational purpose. It has a total of 742 workers, 30 staff members and 150 managers and officers. Role and scope of HR at PARLE The HR mission at PARLE is to develop the employee behaviour, identify their training needs and help them grow in the future. They don’t have a HR Department per se, but the personnel department handles the functions of the HR. Their Personnel department handles 742 workers, 30 staff members and 150 managers and officers. Though no special steps are taken to increase employee involvement at PARLE, they have had no disputes and work goes on smoothly because of the team spirit in the e employees. The Personnel department handles all the activities amongst the employees and believes that no disputes and smooth flow of work is a live testimony of credibility to HR department. DOWNWARD COMMUNICATION TRAINING AND INDUCTION At PARLE, the nature of recruitment is purely internal. Thus training needs may be more as compared to hiring trained individuals. Here, the department Heads identify the training needs as and when required. These training needs are then sent to the Personnel department. The Personnel department checks its external brochures and the training is conducted There is internal training for the workers for KAIZEN, 5S, and other Japanese systems which are recently implemented by the company. External training is not given for workers unless critical or really required. The staff and the managers are given external training for behaviour and management. There is follow-up done after the training with the help of feedback forms. These feedbacks are submitted to the Personnel department who looks after them and implements the changes if possible. There is religious feedback taken after training and the form is evaluated by the Personnel department. PARLE doesn’t have an induction program for its workers in place. Workers are recruited and put on job, whereas the managers and staff have to go through a 15 day induction program. The employees learn about the functioning of each department. PARLE has the following BENEFITS †¢ Apart from the regular allowances, PARLE provides Production Incentive and festival allowance. †¢ Canteen facility – It too has subsidized food for all its employees. Lunch is for Rs. 2 and tea and refreshments are served at 20p. The canteen is run by contractors. †¢ Housing facility – PARLE doesn’t provide housing facilities to its employees but a few important ones like the technicians and engineers stay on the compound of the factory. †¢ Uniforms – Like in GPI, the workers wear uniforms, some also receive monsoon wear and winter wear. The uniforms are washed on a weekly basis on contract. PARLE also gives various MONETARY BENEFITS. It has an ECS (employee credit society) which offers loans short term and long term loans like GPI. MEDICAL BENEFITS There are 2 in-house doctors who conduct free medical check ups on half yearly basis at PARLE. There is a well equipped ambulance room with 3 full time nurses. Employees at PARLE also receive reimbursement of medical expenses. Compensation is also given on death of the employee SAFTEY PARLE endeavors to adequately train all employees, suitably equip them and instruct them to perform their duties in a safe and effective way. PARLE trains all its employees against safety and first aid and Fire fighting. Apart from this there is a Guard for all the machines who prevents the accident from occurring. PARLE is a non tobacco zone. Thus there is no smoking allowed in the premises or the working area. They are also strict about alcohol or drugs. Though there is no policy, but an employee is not allowed to enter the gates if he is drunk or is caught with drugs. There has never been a case of sexual harassment either. PARLE also conducts safety day competitions on safety week during March. Colourful posters and illustrations of the harms of not wearing a helmet and other such warnings are pinned on the entire lobby and the passage area all over PARLE. CAREER DEVELOPMENT PARLE doesn’t follow Job rotation, thus an employee does gains specialization. PARLE believes Moving from one job to another also gets irritating because the normal routine of an employee is disturbed and also time is wasted in adjusting to the new job. PARLE too believes that enriched job will have more responsibility and autonomy (vertical enrichment), more variety of tasks (horizontal enrichment), and more growth opportunities. Thus after receiving considerable knowledge at packing, a worker is soon promoted to charge-hand. RECREATION AND STRESS Employees at PARLE receive an annual leave of 16 days, sick leave of 10 days and CL of 7 days. The management decides the paid holidays after discussion with the Union and the list of holidays is posted on the notice board. In all, there are 14 paid holidays. Although there have been talks about health clubs and gyms. Employees at PARLE receive an annual leave of 16 days, sick leave of 10 days and CL of 7 days. And refreshment breaks of 15 minutes at PARLE. They are sanctified with a play ground. They have regular tournaments of volley ball, cricket and tennis. Employees also have the facility to play carromen, table tennis in their rest rooms. There is an annual sports day held by the ECS where employees are encouraged to participate. COLLECTIVE BARGAINING The trade union at GPI & PARLE is the same; KAMGAR UTKARSHA SABHA. There has been a strike at PARLE due to conflict of interest which lasted for 40 days, in the year 2000. The procedure for grievance solving at PARLE goes as per hierarchy too, first the employee goes to the department head and the grievance is presented. If the department head is not in the condition to solve the grievance, the personnel department is informed. If the employee is still not satisfied, the grievance is then forwarded to the FM. The grievance is further sent for conciliation. ( If you can†¦study the documents of negotiations between the two & analyse how the final draft was arrived at †¦) INVOLVEMEMNT AND ENGAGEMENT PARLE has a suggestion box which comes under the plant services manager. These suggestions are received on a weekly basis. PARLE like GPI follows the technique of Quality Circle, originating from Japan and introduced in many establishments in India. In this, employees voluntarily become members of quality circles, which study various situations and problems at the work place, suggest and implement solutions. There is thus much involvement of the worker, in what happens at his work place. PARLE has also implemented KAIZEN recently. Here, employees are expected to submit at least 6 suggestions per month. If the suggestion is creative and implemented, the employee earns 2 points. These 2 points entitle him to a gift. There is a considerable rise in the self-esteem. This helps in terms of interpersonal relationships which directly affect Employee Relations. Finally, the act of participation in itself establishes better communication, as people mutually discuss work problems. Rewards at PARLE are as per KAIZEN. No other rewards or gifts are given to the workers for making suggestions. There is a Best worker of the month who is called as the PARLE – G anmol. His picture is displayed on the notice board and he receives a small gift too. The bottom line is to increase employee productivity which contributes to making a company more profitable. UPWARD RELATION FEEDBACK PARLE doesn’t follow job satisfaction survey or any other kind of feedback for its workers or staff PERFORMANCE APPRAISAL PARLE doesn’t hold any performance appraisals for its workers, though the management and staff follows a 90 degree performance appraisals system. HORIZONTAL RELATION ANNUAL EVENTS PARLE holds the following functions for the employees †¢ PARLE does not hold picnics for its employees. †¢ PARLE has a Sports day arranged by the ECS annually. It has activities like football and volley ball and cricket