Pulse and Heart Rate Essay

1. Determine your heart rate by taking your radial pulse and then your carotid pulse. What was your heart rate in each instance? For my radial pulse my heart rate was 86 beats per minute. For my carotid pulse my heart rate was 90 beats per minute. Explain which artery you found easier to use and why. The artery that I found easier to use was the carotid artery and my reason for that is because the pulse felt stronger. 2. Which two websites did you use to determine your target heart rate? The two websites I used to determine my target heart are www.active.com/fitness and www.webmd.com/body-bmi-calculator 3. What was your target heart rate zone on each of these websites? Were the zones the same? According to Active.com my target heart rate is between 101-131 beats per minute. Webmd.com determined my target heart rate to be between 101-131 beats per minute. Yes, the heart rate zones were very similar. 4. Do you think the range for your target heart rate zones identified by these websites is reasonable? Why or why not? Yes, I do think that the range of my target heart rate zone is reasonable because my heart rate should be faster when I am exercising. 5. How does understanding your target heart rate zone help you improve your physical fitness? Understanding your target heart rate zone can help improve your physical fitness because it can help you maintain your intensity level when exercising. 6. Describe a physical activity you have done before when you have failed the talk test. What would you change about that activity in order to pass the talk test? One physical activity that I have done before where I had failed the talk test was when I had to swim out to a marking point in a lake. What I would change about that activity so I can pass the talk test is to practice more on my swimming.

Doppelganger and King Kong English Speech

Introduction: â€Å"Good morning/afternoon class and *teacher*, today I will be speaking about how Michael Parker, the author of Doppelganger and Peter Jackson, the director of the film King Kong, accurately portray the main concept of the Beast Within through the symbolism of masks and the notions of betrayal and duplicity. I will be talking about Josh and Andrew from Doppelganger, Carl Denham and the people that he manipulated and affected through his deception, from King Kong and explain their contributions to the main idea of the Beast Within, how they wear a mask and how they portray the concepts of Duplicity and Betrayal. Body Paragraph 1: (Doppelganger) â€Å"In Parker’s novel, Doppelganger, a key character, Josh, shows that he has a cunning and devious side in the dystopic Sydney when he premeditatedly (purposefully) gives Andrew a Raksi that is spiked with the drug QZ45. Andrew drinks the Raksi without any knowledge of the ‘added ingredient’ and when he drinks it he realises that it tastes different to how it did previously, when he tried some with Josh in the bar.He noticed that Josh was acting in an expectant manner, as if he was waiting for something to explode on him, the simile in the text, â€Å"It had a slightly different taste – as if sand was added to it,† is used by Parker to indicate that Andrew had a suspicion that something was wrong with the Raksi. Regardless of this, he trusted Josh enough to go on to have even another shot of the â€Å"ethanol† smelling Raksi, with the foreboding sandy substance half dissolved into it.After this second shot, Andrew begins to feel something â€Å"Jolting the neurones†, and when Andrew finally finds out what Josh did, Josh very casually mentions that he â€Å"Just added something to the Raksi† and smiles. Josh wears a metaphorical mask in this situation, because he has to act as if there is nothing wrong with the Raksi, he even talks nonchalantly ab out how the Hallboys will be â€Å"yelling for† the QZ45, in an attempt to make it seem less suspicious to Andrew.Josh portrays the theme of betrayal because he literally betrays the trust of Andrew by spiking the drink, because Andrew at least had ‘some’ trust for Josh in the Dystopic Sydney. The fact that Josh gave Andrew the QZ45 meant that there is now a whole new series of events that affect the storyline; Andrew ends up killing ‘boy’ because the QZ45 has a mental and physical effect, where the taker feels ‘ready to fight or kill’.In this case, boy makes Andrew angry, by slashing him with a knife during the chase in the tunnels, and Andrew goes on a crazy rampage and kills boy. Andrew soon becomes very guilty that he killed boy because he realises that in the normal Sydney ‘boy’ is a kid named Derek, who dies in a car crash, which makes Andrew logically believe that if one person is killed in the Dystopic Sydney, this s ame happening will reflect in a slightly different manner, in the normal Sydney.Josh also demonstrates the concept of the Beast Within through the plain evil of what he did to Andrew, the evil intentions of Josh were the reason why he did it, it wasn’t to save anyone’s life, like Andrew ends up doing later on in the text, but it was all part of Josh’s scheme to become the owner of the metsin factory so that he could become the richest and most famous person in the Dystopic Sydney, he was willing to kill many people to get his desire and he managed to get a whole gang of ‘hallboys’ to listen to him and do it.Body Paragraph 2: (King Kong): In the film, King Kong, Ann Darrow, a key character, is first seen as a nice girl who is struggling to pay her way through life. This is because she ends up losing her job at the theatre; she is portrayed as a desperate unemployed actress, reduced to homelessness by the Great Depression. Ann is given the opportunity to be a stripper to get her some money, but she ends up leaving because she doesn’t want to resort to something as immoral as that.Carl Denham, another key character, is a wannabe film director on the verge of bankruptcy. He is treated with contempt by all of the movie studios in New York, despite having some excellent footage of natural wildlife. Carl ends up having to make split second decisions on a new film that he is planning to create, based on an idea that there is an island and a mythical beast out in some ocean, that he isn’t even sure about completely.He is missing a lead actress, because his first one is working on another film. Carl needs a girl that fits into a size 4 dress. He ends up looking at the strip club where it just so happens that Ann Darrow, a now former Vaudeville actress, is also standing, directly behind him, because she is looking for a place where she can earn some money. He is just about to walk in, when he seems to notice the figure in t he reflection of the door window.He notices that she walks off. Soon after, Ann attempts to steal an apple from a fruit stand and is caught. Carl jumps in just as it starts to get heated, and he saves the day! He makes it seem like she dropped the money by saying â€Å"Excuse me, Ma’am, I think you dropped this. † This shows that Carl is very nifty in the manner of getting what he wants. He picked the perfect opportunity to get Ann’s attention, in a seemingly good way.This confirms that Carl does in fact wear a metaphorical mask, because he has to act like he is some wonderful, lovable person, who can’t do anything wrong, but soon after, all of the crew and actors that he dragged along on the pitfall of a journey to an island that he didn’t even know was there in the first place, realise that he is an illusory and scheming character whom will put anyone’s life at risk to get what he wants†¦ FAME, GLORY AND RICHES through the â€Å"pric e of an admission ticket† as he very clearly said after good friend and cameraman – Herbert – was killed by a horde of hungry Velociraptor-like dinosaurs that came and nibbled him away into the shadows.Even after Herbert was killed, he continues to go on about how he will continue the movie and get the money that he needs to apparently â€Å"donate it to the wife and kids,† of the deceased, Peter Jackson changes the music as Carl says this to make it seem that he is misleading everyone. This technique through music allows leads us into the thought that Carl is in fact a deceptive person. Although it may be quite easy for some of us to believe that Kong would be the one to portray the ‘beast within’ in this film, it so happens that it is not, if Kong kills in the film, it is never because he wants to do it out of hate, but because he is only trying to defend his territory and keep his little friend, Ann, safe from creatures and other humans. Ca rl is the beast.Carl is not a cold-blooded killer, or somebody looking to take advantage of a woman, in the case of the question that he asked Ann: â€Å"You wouldn't happen to be a size 4 by any chance?. † He is none of these things, but he can still be classed as a beast, because he does foolish and wild things that risk other people’s lives and actually end up killing many of them. Conclusion: The core concept of the symbolism of masks, betrayal, duplicity and the key idea of the â€Å"Beast Within† are depicted with both quality and accuracy by Michael Parker, the author of Doppelganger, and Peter Jackson, the director of King Kong. They both do this through various film and literature echniques, such as simile, music in film, symbolism, characterisation, foreshadowing and key events. Josh from Doppelganger definitely displays the Beast Within and the concept of masks through his deceptive and evil attitude towards Andrew, he also demonstrates betrayal †“ of trust – when he adds the QZ45 to Andrew’s Raksi. Carl Denham from King Kong demonstrates that he has a ‘Beast Within’ and that he wears a mask through his actions and his demonstration of his corrupt thoughts through his dialogue. He never killed anyone directly, but he indirectly did by deceiving and carrying along the crew and actors and actress on a journey to a place that he didn’t even know was real. THANK YOU. Doppelganger and King Kong English Speech Introduction: â€Å"Good morning/afternoon class and *teacher*, today I will be speaking about how Michael Parker, the author of Doppelganger and Peter Jackson, the director of the film King Kong, accurately portray the main concept of the Beast Within through the symbolism of masks and the notions of betrayal and duplicity. I will be talking about Josh and Andrew from Doppelganger, Carl Denham and the people that he manipulated and affected through his deception, from King Kong and explain their contributions to the main idea of the Beast Within, how they wear a mask and how they portray the concepts of Duplicity and Betrayal. Body Paragraph 1: (Doppelganger) â€Å"In Parker’s novel, Doppelganger, a key character, Josh, shows that he has a cunning and devious side in the dystopic Sydney when he premeditatedly (purposefully) gives Andrew a Raksi that is spiked with the drug QZ45. Andrew drinks the Raksi without any knowledge of the ‘added ingredient’ and when he drinks it he realises that it tastes different to how it did previously, when he tried some with Josh in the bar.He noticed that Josh was acting in an expectant manner, as if he was waiting for something to explode on him, the simile in the text, â€Å"It had a slightly different taste – as if sand was added to it,† is used by Parker to indicate that Andrew had a suspicion that something was wrong with the Raksi. Regardless of this, he trusted Josh enough to go on to have even another shot of the â€Å"ethanol† smelling Raksi, with the foreboding sandy substance half dissolved into it.After this second shot, Andrew begins to feel something â€Å"Jolting the neurones†, and when Andrew finally finds out what Josh did, Josh very casually mentions that he â€Å"Just added something to the Raksi† and smiles. Josh wears a metaphorical mask in this situation, because he has to act as if there is nothing wrong with the Raksi, he even talks nonchalantly ab out how the Hallboys will be â€Å"yelling for† the QZ45, in an attempt to make it seem less suspicious to Andrew.Josh portrays the theme of betrayal because he literally betrays the trust of Andrew by spiking the drink, because Andrew at least had ‘some’ trust for Josh in the Dystopic Sydney. The fact that Josh gave Andrew the QZ45 meant that there is now a whole new series of events that affect the storyline; Andrew ends up killing ‘boy’ because the QZ45 has a mental and physical effect, where the taker feels ‘ready to fight or kill’.In this case, boy makes Andrew angry, by slashing him with a knife during the chase in the tunnels, and Andrew goes on a crazy rampage and kills boy. Andrew soon becomes very guilty that he killed boy because he realises that in the normal Sydney ‘boy’ is a kid named Derek, who dies in a car crash, which makes Andrew logically believe that if one person is killed in the Dystopic Sydney, this s ame happening will reflect in a slightly different manner, in the normal Sydney.Josh also demonstrates the concept of the Beast Within through the plain evil of what he did to Andrew, the evil intentions of Josh were the reason why he did it, it wasn’t to save anyone’s life, like Andrew ends up doing later on in the text, but it was all part of Josh’s scheme to become the owner of the metsin factory so that he could become the richest and most famous person in the Dystopic Sydney, he was willing to kill many people to get his desire and he managed to get a whole gang of ‘hallboys’ to listen to him and do it.Body Paragraph 2: (King Kong): In the film, King Kong, Ann Darrow, a key character, is first seen as a nice girl who is struggling to pay her way through life. This is because she ends up losing her job at the theatre; she is portrayed as a desperate unemployed actress, reduced to homelessness by the Great Depression. Ann is given the opportunity to be a stripper to get her some money, but she ends up leaving because she doesn’t want to resort to something as immoral as that.Carl Denham, another key character, is a wannabe film director on the verge of bankruptcy. He is treated with contempt by all of the movie studios in New York, despite having some excellent footage of natural wildlife. Carl ends up having to make split second decisions on a new film that he is planning to create, based on an idea that there is an island and a mythical beast out in some ocean, that he isn’t even sure about completely.He is missing a lead actress, because his first one is working on another film. Carl needs a girl that fits into a size 4 dress. He ends up looking at the strip club where it just so happens that Ann Darrow, a now former Vaudeville actress, is also standing, directly behind him, because she is looking for a place where she can earn some money. He is just about to walk in, when he seems to notice the figure in t he reflection of the door window.He notices that she walks off. Soon after, Ann attempts to steal an apple from a fruit stand and is caught. Carl jumps in just as it starts to get heated, and he saves the day! He makes it seem like she dropped the money by saying â€Å"Excuse me, Ma’am, I think you dropped this. † This shows that Carl is very nifty in the manner of getting what he wants. He picked the perfect opportunity to get Ann’s attention, in a seemingly good way.This confirms that Carl does in fact wear a metaphorical mask, because he has to act like he is some wonderful, lovable person, who can’t do anything wrong, but soon after, all of the crew and actors that he dragged along on the pitfall of a journey to an island that he didn’t even know was there in the first place, realise that he is an illusory and scheming character whom will put anyone’s life at risk to get what he wants†¦ FAME, GLORY AND RICHES through the â€Å"pric e of an admission ticket† as he very clearly said after good friend and cameraman – Herbert – was killed by a horde of hungry Velociraptor-like dinosaurs that came and nibbled him away into the shadows.Even after Herbert was killed, he continues to go on about how he will continue the movie and get the money that he needs to apparently â€Å"donate it to the wife and kids,† of the deceased, Peter Jackson changes the music as Carl says this to make it seem that he is misleading everyone. This technique through music allows leads us into the thought that Carl is in fact a deceptive person. Although it may be quite easy for some of us to believe that Kong would be the one to portray the ‘beast within’ in this film, it so happens that it is not, if Kong kills in the film, it is never because he wants to do it out of hate, but because he is only trying to defend his territory and keep his little friend, Ann, safe from creatures and other humans. Ca rl is the beast.Carl is not a cold-blooded killer, or somebody looking to take advantage of a woman, in the case of the question that he asked Ann: â€Å"You wouldn't happen to be a size 4 by any chance?. † He is none of these things, but he can still be classed as a beast, because he does foolish and wild things that risk other people’s lives and actually end up killing many of them. Conclusion: The core concept of the symbolism of masks, betrayal, duplicity and the key idea of the â€Å"Beast Within† are depicted with both quality and accuracy by Michael Parker, the author of Doppelganger, and Peter Jackson, the director of King Kong. They both do this through various film and literature echniques, such as simile, music in film, symbolism, characterisation, foreshadowing and key events. Josh from Doppelganger definitely displays the Beast Within and the concept of masks through his deceptive and evil attitude towards Andrew, he also demonstrates betrayal †“ of trust – when he adds the QZ45 to Andrew’s Raksi. Carl Denham from King Kong demonstrates that he has a ‘Beast Within’ and that he wears a mask through his actions and his demonstration of his corrupt thoughts through his dialogue. He never killed anyone directly, but he indirectly did by deceiving and carrying along the crew and actors and actress on a journey to a place that he didn’t even know was real. THANK YOU.

Sociology Essay Example | Topics and Well Written Essays - 500 words - 20

Sociology - Essay Example I did use instances from the movie to elaborate the effects on individual and society. Whereas, the effects on the multinational companies I gathered from general knowledge. Ethnocentrism is used to define the cultural biased approach when viewing or judging other cultures and ethical systems. The world is wide and constitutes of a number of cultures and belief systems that vary from one another to a smaller or greater extent. Some actions considered normal in one culture may be viewed as offensive or unacceptable by the other one. For example, in Arab countries it is mandatory for all females to cover their head otherwise they face punishment. Now, such custom may be viewed as offensive to women belonging to other cultures and countries. Different ethnic groups can be defined on the basis of caste, religion, language, customs and value system or geopolitical boundaries. So, an ethnocentric person would consider one particular culture most important and superior than others and would measure all other cultures using his preferred culture as benchmark. More often than not the individuals consider their own culture as the most important. Hence, ethnocentr ism can be viewed as an attitude that shows lack of acceptance of other cultures, and a feeling of contempt for people belonging to other cultures. All individuals who grow up in certain society with its own unique belief system tend to view their values as the right one and the highest one. They tend to identify with those set of values and customs and may fiercely resist any attempt to devise any changes in such ideals. As, it amounts to altering their identity of which every human tends to be

How are the ideas of legitimacy and identity used in politics and Essay - 1

How are the ideas of legitimacy and identity used in politics and social movements - Essay Example They seemingly claim to fight for minority rights, equity, or fairness but on the sidelines, they advocate for external interests like cessation, revenge, exploitation of foreign resources, political supremacy, or independence. One of such groups may include the whites in the world. Indeed, the Whiteman is arguably the most powerful ethnic group in the world and is physically set apart from other groups. Actually, the whites enjoy many privileges in the world as compared to other groups though they constantly deny that (McIntosh Web). We have seen in various occasions, the whites receiving favors in accessing resources like education, health care, and even employment. At the same time, they hold a certain identity from their language, color, and way of doing things, and quest to remain powerful, and most innovative (McIntosh Web). Indeed, when the whites went to Africa and other nations during the colonial period, they had the pretense of spreading Christianity and discovering new things yet it is logical that they sought to expand their dominance in the world, exploit resources in those countries, acquire free labor, spread their western culture, and influence the political direction in those countries. M ost recently, the whites in America will always seek to have their say in the politics and public debates of the most powerful nation on the world. Indeed, when Obama was seeking presidency questions of whether he is white or black took center stage. Additionally, the white in America influences world politics in the name of advocating for democracy. Indeed, most Arab countries that experienced the Arab Spring equally encountered the white influence where the whites called for and aided the removal of political leaders in those countries. In doing this, the whites presumably occupied a strategic position to benefit from the woes of such nations. Actually, the whites claim to fight for and hold the world democracy yet they only assent to laws that

Valuation Under SFAS 141R Term Paper Example | Topics and Well Written Essays - 750 words

Valuation Under SFAS 141R - Term Paper Example Any goodwill forthcoming from the merger or acquisition is examined and appraised under SFAR 142, in regards to its fair value. The whole context was aimed at adding more items to what constitutes a business when the acquisition or a merger is undertaken. The acquisition method is still followed as before, but more items are included here as well as different ways of ascertaining the fair value of assets and liabilities, which are acquired. The SFAR 141 principle of measuring goodwill requires the full goodwill approach reporting by the acquiring firm. This is explained as full measure i.e. 100% of both identifiable assets and liabilities and any non-controlling interest in the acquired firm, to be reported by the acquiring firm. Inadvertently, goodwill still stands as the salvage of the fair value of the business consideration exchange during the acquisition or merger, over the fair value of the assets acquired and liabilities undertaken. Goodwill is thus spread over both the contro lling and non-controlling interests by the acquiring firm in the new rule. The rules under the new section of SFAR 141 require that companies should report retrospectively. This means that the acquiring company has to recast prior business periods to reflect the correct valuations in their books. Under the new rules, bargain purchase i.e. any occurrence of negative goodwill needs to be counterchecked before any entries are made. Previously, this negative goodwill was spread over the noncurrent assets, but the rule now states that it should be recognized as a gain over how much the fair value of assets and liabilities exceed the consideration exchange, and not as an extraordinary item. The consideration exchange during any combination is recognized on the acquisition date and not on the transaction announcement date, under the new rule. Any acquisition related costs e.g. legal fees, consultancy fees et cetera, are not included in the purchase price as the previous case. The items to be included here are cash, stock, contingent payments e.g. earn outs, and any assets transferred and liabilities assumed. Acquisition costs are expensed as they are incurred. Contingent liabilities are recorded at their fair values. This is determined on the acquisition date as the higher of the fair value amount or that amount determined under the existing guidance for nonacquired contingencies. This is unlike the old method that added the contingent considerations to the goodwill. When the valuation is made i.e. market to market to determine the fair value and subsequently paid in cash, the reporting is done in the income statement (Eric, 2008). Any in-process research and development (IPR&D) is capitalized at fair value as an intangible asset until completion or abandonment. This is irregardless to the previous rule that only recognized items that were reported in the balance sheet. These IPR&D are then written off if there is no future value for them by the acquirer on combinati on. However, on continued use, abandonment calls for a write off in the acquirer’s book and an amortization of the assets over the expected useful lives on completion of the project. Any other assets that are acquired with no intentions of using them i.e. defensive items are reported at the fair value by the acquiring firm. Valuation allowances are reported, in the new rule, on any assets acquired

Financial intermediation Essay Example | Topics and Well Written Essays - 3000 words - 1

Financial intermediation - Essay Example It was based on the efficiency hypothesis model and was distinguished from the imminent failure model. After analyzing 33 mergers during the 1867-1935 period, the author found that the consolidation and integration (which result as consequences of mergers and acquisitions) reduce systemic risk. An important variable in this finding is the identification of the role of diversification in the dilution and management of risks. The study also proposed the empirical validity of concentration-stability hypothesis as a framework for explaining the stability of Canadian banks. It was found that strong concentration of banks, which came as an offshoot of mergers and acquisitions, was a strong predictor of stability. What is good about the paper The paper is significant for several reasons. It contains important insights on the developmental evolution of the Canadian banking sector. The author has also proposed and explained insights that could enrich the extant literature on the positive impa ct of mergers and acquisitions (M&As). The successful use and evaluation of hypotheses and the systematic assessment approaches included can provide helpful insights to researchers interested in the same or in related research topics. These constitute the reasons why it is worthy of publication. This section will explain this in detail. An important insight postulated by the study is the explanation why the Canadian banking system outperformed the United States banking system during the Great Depression (p.6). The author was able to provide important evidences, most particularly, the argument that Canada avoided the crisis by maintaining a banking system typified by risk diversification through branching (p.6). This aspect in the study contributes an insight to the body of literature in regard to the incidence of bank failures, vulnerabilities and risks that could be avoided. The emerging principle is that mergers have cushioned the Canadian banking system from the Great Depression by diluting the risks. Here, a theoretical evidence was presented: the cases of the cross-province acquisitions from 1900-1931led to risk diversification because the bulk of business for each bank in a consolidated financial institution is based on its home province, hence, the risk for the entire organization is allocated according to its branches, operating in their respective locations. Furthermore, the study also explained the differences between mergers and acquisitions than simply branching out. If the bank is concerned with risks or is interested with diluting it, branching would be an option because it also meant the diversification of operation across Canada. However, it was explained how M&As have different degree of risk exposure than branching, effectively classifying one from the other. If one does think about it, mergers and acquisitions diversify through integration and accumulation of resources whereas branching diversifies by expanding and spending resources. In the former, there is an inward flow of resources where the latter sees an outflow. This is the reason why in the study's comparative analysis, it was found that "out of the 10 chartered banks that remained in business in 1935, six had been involved in acquisitions," and that "only one out of the 26 failed banks was involved in bank consolidation" (p.9). The study used Fisher's exact test to evaluate the relationship it revealed that bank consolidations did not result or

Film--Fog Of War Essay Example | Topics and Well Written Essays - 500 words

Film--Fog Of War - Essay Example The first pointer involves the role of the U.S in the Vietnam War. McNamara was one of the principal U.S leaders that orchestrated the war which resulted in the deaths of 3 million Vietnamese and 58,000 Americans. In the documentary, 85 year old McNamara (playing himself), speaks about the Congressional resolution that gave credence and legality to the Vietnam War. It was later learnt that the U.S Congress, Kennedy and McNamara himself all wrongly interpreted the torpedo incident in the Gulf of Tonkin, which never took place in the exaggerated fashion it was reported (Petrakis). The second pointer to the film’s theme involves the firebombing of 67 Japanese cities by the U.S in 1945 that killed nearly 1 million Japanese (Turan), including a single event in which about 100,000 Japanese were scorched to death in Tokyo. Colonel Curtis Le May, who directed the military operations, along with McNamara (his assistant at that time), were both convinced that the firebombing would bring about a speedy end to World War II. McNamara supports the decision of LeMay and himself that led to so many horrific Japanese deaths by exemplifying it to one of the 11 lessons he learnt in life, namely, â€Å"In Order to Do Good, You May Have to Engage in Evil† (Petrakis). The last pointer to the documentary’s theme involves the Cuban missile crisis in 1962. Colonel Curtis LeMay and McNamara actively featured in it. This time however, the two leaders managed to pull back inches from the brink of what would have been an outright nuclear war between the U.S and the Soviet Union. Leaders of both superpowers were certain of their individual interpretations of the crisis that did not deserve such certitude, and if it were not for Nikita Khrushev’s backing down and withdrawing Soviet missiles from Cuba, and Kennedy’s decision to take the advice of Tommy Thompson who had an acute insight into

How might internet kill switches affect freedom of speech Essay

How might internet kill switches affect freedom of speech - Essay Example In order to protect the national security interest many countries ensures that the Internet wouldn’t help hackers or terrorists to commit digital attacks on different important services that are now un-resolvedly linked to the network. During the past few years many discussion were there in US Congress related to the effective and safe internet structure for improving Homeland Security. Therefore this paper will analyze the causes and impacts of legislations to kill internet and its impacts on the freedom of speech. How Might Internet Kill Switches Affect Freedom Of Speech? 1 INTRODUCTION In today’s world the Internet has become the fastest mean of communication and this is unprecedented. However simultaneously, peoples are losing conventional print form of fact-finding journalism. Everyone in the world is communicating with each other via the Internet, as this has now turned into the most trusted sources of news. Arab Spring of 2011 is an example of the power of the in ternet and the reason for this development is the social media websites. In addition to a way of dynamically social communication, the Internet has now turned the greatest risk to all the secret societies (Crum, 2011). This study provides the detailed content over the developments at governmental level in various countries regarding the blocking of internet and its ethical impacts of this internet kill switch on the right of free speech in two more sections. Section 2 this paper will discuss the brief background and current situation of the issue and section 3 will conclude this paper covering the main points regarding the issue. Currently there is a proposal regaining momentum in Congress to provide the president with a â€Å"kill switch† for various sectors of the internet. 2. BACKGROUND AND SIGNIFICANCE Every time when new ways of communications have been introduced, their invention and appliance was met with the disbelief in any claims of ultimate knowledge, fear or direc tly ban by the dominating parties who feared the unknown means, and its power to remove and replace them from their authorities. And for this reason, modern (mass) media throughout history face suspicion, and are responsible for unnecessary regulation as they cause fear of possible unfavorable effects on security, society, and also to the political structures of the country. These types of events has proven true in the communication of certain types of content to the public from the press to the introduction of radio, TV and satellite transmissions, also as other types of systems for communicating. During the last decade, due to the increase in attention towards the Internet and also to its access to the new means of communications that are having no borders, the extensive accessibility of different content and many types of content viewed as to be not good for children, stimulates a â€Å"moral panic† that is shared by a number of countries and authorities and certain member of civil-society. Nowadays, on the other hand, with this new digital mode of communication, wide spread of information and content is available, which do not essentially respect the rules belonging to a nation. In various countries such dissolution of the power of controlling content, combined with the worldwide growth of information, comes along with an increased knowing of more than one language is evident. This virtual world of internet is now becoming borderless due to the

Family Strengths, Functions and Structure Coursework

Family Strengths, Functions and Structure - Coursework Example Family accord contributes to the strength of family since it allows for competency when dealing with conflicts within the family. Factors such as open communication, commitment, spirituality, and appreciation also contribute to the strength of a family. Cultural beliefs have resulted in the change in the functions of various families. For example, in my culture the role of the family is viewed as that of ensuring the family name grows hence decisions are made in terms of how they will impact on the family name and not how they will impact on family members such as children. Another example of how culture has influenced families changing their view on the functions of a family is where in some cultures children are groomed to take care of their parents. Family structure is what makes up the family in terms of membership. There are various types of family structures. A nuclear family structure is one that is traditional where it is comprised of a father, a mother and their children. A single parent family structure is where a family is composed of children with one parent either a father or a mother. Finally, an extended family structures is one where a family is composed of various relatives. For example, living with ones grandparents and parents contributes to an extended family. Early childhood programs play an important role in families in that they introduce the children to the external world enabling them to venture outside the comfort of their

Proposal - Reclassifying Department of Child Services Investigators as Assignment

Proposal - Reclassifying Department of Child Services Investigators as First Responders - Assignment Example Alternative reactions are also called discrepancy responses, multitrack reactions, and dual-track reactions (McConville & Chui, 2007). In order to best manage these occurrences, the department of child services needs to be reclassified as a first responder. The team of first responders needs to be trained firstly, then sent out in times of need. The escalating cases of violence and terror attacks in malls and supermarkets makes this a target priority for the first responders to be well acquainted with. Therefore, a budget plan needs to be approved for the recruiting and training of the first responders. The main objective of this program is to reclassify the Department of Child Services as a first responder, recruit a team of first responders, train the team thoroughly and deploy them into the field when the need arises. In order to do this, a budget plan was drawn for this purpose and to enable the kick-start of the program. The budget is attached in the appendix section. Various items in the budget needs more clarification and are described as below. The day to day normal operation of the program calls for operating capital. This involves items such as salaries and remunerations among other items. The various marginal benefits are derived from a percentage of the salary. Salary is increased after 3 years by 5% due to inflation. The State Director leads all the operations of the program. He is responsible for; supervising the putting into practice of project doings, coordination with other engagements, development of constituents, endowment of in-service and practice session, conducting consultations and synchronizing with agencies, schemes and guides the assembly, tabulating and deducing of required data, liable for overall program rating and for staff presentation evaluation. Thus, the pay is more eminent than any of the other staff members. Four County directors are just below the State

Psychological and Ethical Egoism Essay Example for Free

Psychological and Ethical Egoism Essay Egoism is the teleological theory within the proximities of ethics which is allied to setting greatest good, pleasure and benefit for a single person. It comes as a contrast of altruism whose strictness is not self-centered. However altruism incorporates the interest of others in deriving absolute pleasure for a group of people or the contemporary society. Egoism can of necessity be viewed under different contexts with prevalence to the implication of drive into pleasure. Psychological egoism: This is the term that is taken to apply the aspect of human motivations as centered in self-interest. According to this view, any action despite its scores of altruism is governed by the motivations of personal desire that come from the psychological overview of the specific agent. This could incorporate aspects of desire by the agent such as avoiding the notion of been guilty, creating motives of desire for rewards or developing motives towards personal happiness. However, psychological egoism is developed as a synchronization effect of claiming the thresholds that define the scores of human nature. Since this claim in support of human nature is of necessity universal, it follows that the persuasion towards acting to a certain episode is driven by motives of personal desires and motivations (David, Jennifer, 2003, p. 58). Generally, psychological egoism underscores the phenomenological ascertainment of actions as founded on models of pure altruism. However, every action accrues some specific benefits to the fundamentals of an individual person. For example, helping a friend would yield personal happiness in the long run. The theory argues that the help that people give to the others is still motivated by personal interest and not purely aimed at creating happiness and satisfaction to the others. The principles of this theory are based on non-normative theoretical background that explains on the subjective phenomena of how things should primarily be. The basic provisions of psychological egoism is that the ultimate motive that ignites an individual towards making his/her voluntary actions is the in held desire of attaining personal pleasure as well as avoiding any possible effects and possibilities of pain (David, Jennifer, 2003, p. 3). In its proponents, psychological egoism argues that all altruistic actins are by themselves centered on parameters and motives of self interest and selfishness. These acts are only instrumental in having the aspects of motives towards self interest. The ultimate goal of egoism is therefore to achieve good feelings on personal pleasure which could consequently help in reducing and avoiding any probable scores of pain. Ethical egoism: It is the doctrine with its foundations based on the motives of selfishness as an acute score in the plain of human virtues. The theory has its propositions on the aspect that a person’s actions should ideally be modeled by personal interest. The foundations of ethical egoism are restoring the normative valuation of social phenomenon. Comparatively therefore, the truth value of ethical egoism outscores that of psychological egoism in that if it holds true, then psychological egoism would subjectively be untrue. It is a deviation from the principles inclined in altruism which propose on the ideals of the good for the contemporary society or group of people. According to the theory, when the societal resources are focused more precisely towards satisfying the interest of a person, greater efficiency and functionality of the existing social structures would therefore be felt. Consequently, the end results of this process are greater happiness in the contemporary society in the long run after each individual acts to create proximities of personal interests and happiness (David, Jennifer, 2003, p. 71). The principle code of ethical egoism is providing the rationale for a persons action in his/he own interest. This is however acceptable despite any controversial prospects in leading to conflicts between the parameters of interest and values of the others within the society. The basic difference that exists between ethical egoism and psychological egoism is that ethical egoism argues that an individual should presumably act in accordance to one’s self-interest. However, psychological egoism has its value that individuals can primarily act within the scores of their motives held in self-interests. Primarily therefore, ethical egoism governs persons in acting according to the requirements of their personal interests. Accordingly, its advancement conflicts with the basics and principles of ethical altruism when the latter presupposes the role of an individual in helping and serving the other people within the societal context (David, Jennifer, 2003, p. 71) . Conceptually however, ethical egoism is not founded on the disregard of the basic well being of the other people by the specific moral agent. Either, it does not disregard the rejection of the agent in refraining from the causal behavior that creates moral deliberation for the others. The basic creations and models of ethical egoism have been formulated on the basics of three scopes of understandings which are the universal, personal and individual. An individual egoist would proclaim that individuals should basically do that which creates benefits to them. A personal egoist would argue that their actions should be based on motives of their self-interest. Additionally, universal egoist would claim that all the people should act according to the principles that are by there on creating the aspect of own interest (David, Jennifer, 2003, p. 76).

Anachronisms in A Knights Tale

Anachronisms in A Knights Tale There are several anachronistic factors portrayed in the 2001 film A Knights Tale, and these elements are specifically crafted to help allow the viewer to relate to a subject that lays outside of their area of expertise, in this case the middle ages. By blending the use of modern music, and modern clothing items, with historical references and names of that time period, the director Brian Helgeland, is providing the audience a way to relate to a subject matter that they may be unfamiliar with. The Merriam Webster Online dictionary defines Anachronism as: an error in chronology; especially a chronological misplacing of persons, events, objects, or customs in regard to each other. A person or a thing that is chronologically out of place; especially:   one from a former age that is incongruous in the present. the state or condition of being chronologically out of place Anachronism in storytelling is not a new phenomenon. The earliest forms of dramatic entertainment in the Middle Ages was the staging of religious narrative as public plays. These performances also relied on such anachronism to help the audiences to understand a time far removed from their own.   The roles of characters from religious plays were modelled after the roles members of the audience could relate to, to make the story easier for the audience to accept. The same can be said of the film A Knights Tale, which uses modern day elements, blended with a romanticised version of medieval history, to enhance the audiences familiarity with the period portrayed. In medieval times a sport arose. Embraced by noble and peasant alike though only noble knights could compete. The sport was jousting. For one of these knights, an over-the-hill former champion, it was the end. But for his peasant squire William, it was merely the beginning. (A Knights Tale chapter 1) The jousting arena as portrayed in one of the first action scenes of the film, is shown in a fairly historically accurate manner, from the design of the raised throne area for the local nobility, to the dirt and plain wooden benches for the peasants. The trappings of heraldic devices, the horses armor, or barding, and the lances and other tournament equipment are quite authentic in appearance; only the use of Queens We Will Rock You seems out of place. But the inclusion of this type of music, and that song in particular are quite intentional. That same piece of music can be heard used today, in a similar setting. In a modern hockey arena or football stadium, you can see different groups of people, seated on benches, with painted faces, cheering wildly for their chosen team. These people are separated into different areas, some with a better view of the activities than others, and this music is quite often played to help raise the anticipation of the fans, and to increase their enjoym ent of the games. This lends an air of familiarity to the scene in the movie. Jousting tournaments, much like modern sporting events today, provided a sense of community and belonging that could be enjoyed by all, peasants and nobility alike.   The use of Queens We Will Rock You helps demonstrates the excitement and extravagance of the tournament scene, and reminds us how much this new sport is like our own NHL, WWF or Football industries. (Cetiner-Oktem, 2009, p.50). The anachronistic terminology used in describing the final jousting tournament in London as the World Championship also helps forge a link to our modern times, making the events seem more familiar and allowing the viewer to willingly suspend his disbelief. The anachronism of modern clothes follows a similar logic in allowing the audience to relate to the film. From the style of Jocelyns transparent blouse, the use of a modern day hat, overcoats with deep v neck lines, or a black and white outfit that has a more modern look to it, these clothing choices are far more relatable to a modern audience than the chemise, underskirt, overskirt, bustle, corset, and heavy fabric over dress of a noblewomans closest. The clothing of the women is not the only anachronistic wardrobe in the film. Williams character also wears fitted and shaped pants, very similar in design to modern dress pants, and his dress tunic for the feast is cut much more in the style of a modern overcoat, rather than the traditional tunic he would have worn in the middle ages. These style cues make the characters, and the settings seem more like our own, thus allowing us to adapt to the historical setting of the movie a little easier. These anachronisms not only bridge the gap between periods, but create a deep sense of familiarity for the audience. There are many historically appropriate names and places referenced in the film, including the character of Geoffrey Chaucer. By incorporating a person of historical significance, the film gains some added credibility as a period piece, but the fictional character is portrayed in a manner that makes it easier for the audience to accept and understand the character. As Chaucer speaks to the crowds as Williams herald, he uses a style of speech and tone of voice that is instantly recognizable to many modern viewers. The verbal build-up of Williams character, the accounting of all his attributes, and his past battle accomplishments, are all very reminiscent of the style and mannerisms of famous fight announcer Bruce Buffer, whom many viewers in the audience would know from Professional boxing and UFC fights. As Cetiner-Oktem states in the essay Dreaming the Middle Ages, Chaucer is not a part of American culture. Thus, this encounter may also be read as bridging the infant American cultur e, embodied in William, to the well-established English culture, embodied in Chaucer. (Cetiner-Oktem, 2009, p.50) Another historical name that is used in the film is that of Williams noble alter ego; Ulrich von Liechtenstein from Gelderland. As we have learned in our course studies, Sir Ulrich was a real knight from the thirteenth century, who also followed the ideals of courtly love and chivalry, and wrote of his many adventures. (McKenzie, 2017) The plot device that Lady Jocelyn uses to get William to prove his love to her in the film also has some historical bearing. It was originally contrived by Chrà ©tien de Troyes in his story Lancelot or The Knight of the Cart in the twelfth century. In it Guinevere tells Lancelot to do his worst, and lose in a tournament, only to change her mind midway, and tell Lancelot to do the best he can, in order to prove his love for her. All of these historical embellishments all help to provide some credibility to the time period the film is set i n, and may even provoke the audience to look further into the actual truth of the history portrayed, as it did in my case. I feel that although this film is a neo-medievalist telling of a story, all of the modern and historical elements, from the historical names and places, to the modern elements of music and fashion are combined together with some artistry and grace to create a compelling tale that the audience can easily relate too, while providing escapist fantasy. The film still provides an enjoyable portrayal of medieval times, and provides enough historical facets to be thought provoking. References Anachronism. (N.D.) in Merriam-Websters Online Dictionary. Retrieved March 4, 2017, from https://www.merriam-webster.com/dictionary/anachronism Black, T. (Producer), Helgeland, B. (Producer), Van Rellim, T. (Producer) Helgeland, B. (Director). (2001) A Knights Tale [Motion picture]. United States: Columbia Pictures. Cetiner-Oktem, Z. (2009). Dreaming the Middle Ages: American Neomedievalism in A Knights Tale and Timeline. Interactions, (1), 43. McKenzie, A. (2017). Week 6: Neo-medievalism in Film: Chivalry Fountains: Knightly Chivalry and the Arthurian Tradition. [Online course slides] Retrieved on March 4, 2017, from https://conestoga.desire2learn.com/d2l/le/content/145142/viewContent/3017348/View McKenzie, A. (2017). Week 6: Neo-medievalism in Film: Chivalry Fountains: The Chivalric Code of Honour. [Online course slides] Retrieved on March 4, 2017, from https://conestoga.desire2learn.com/d2l/le/content/145142/viewContent/3017347/View

Strategies for Job Satisfaction

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