Hrm in Garment Industry

Study on employee job satisfaction at liberty garments by Hemanth CRPatna on Nov 02, 2010 †¢ 3,109 views Study on employee job satisfaction at liberty garments More†¦ Study on employee job satisfaction at liberty garments Less Accessibility †¢ View text version Categories †¢ Fashion & Beauty †¢ Business & Mgmt Tags mba Upload Details Uploaded via SlideShare as Microsoft Word Usage Rights  © All Rights Reserved Flagged as inappropriate Flag as inappropriate Top of Form Flag as inappropriate Select your reason for flagging this presentation as inappropriate. If needed, use the feedback form to let us know more details. [pic][pic]Cancel Bottom of Form File a copyright complaint Embed Views |http://static. slidesharecdn. com |1 | Statistics Favorites 2 Downloads 0 Comments 0 Embed Views 1 Views on SlideShare 3,108 Total Views 3,109 †¢ [pic][pic]No comments yet †¢ Notes on Slide 1 Top of Form [pic] [pic]Subscribe to comments Post Comment Bottom of Form Top of Form Edit your comment [pic][pic]Cancel Bottom of Form †¢ †¢ 2 Favorites †¢ [pic]rajm2019 1 week ago †¢ [pic]Mohan Ranathunga , Partner at Msix Associate 3 months ago More†¦ Study on employee job satisfaction at liberty garments — Document Transcript †¢ 1. INDUSTRY PROFILE ABOUT GARMENT INDUSTRY: INTRODUCTION: As the business increases day by day to global standards, garment industry also takes its boom in the world trade. Though there are certain limitations and drawbacks in the business scenario, it is still trying to achieve a memorable growth in the world trade. From ancient days onwards, garments play an important role in each and every ones life. Now the fashion technology is growing not only in towns and cities, but also in small villages. People are now very much interested to wear new fashion garments. Media also playing an important role in evaluating the garment industry all over the world. ABOUT GARMENT INDUSTRY DEVELOPMENT CORPORATION (GIDC): To protect the rights of manufacturers and to create a beneficial marketing facility for garments, ‘THE GARMENT INDUSTRY DEVELOPMENT CORPORATION’ came in to force. The GIDC is a non-profit organization established in 1984 in the city of New York by the garments workers union and the new York skirt and sports wear association to strengthen the worlds garment industry. For the past twenty years, GIDC has evolved in to multi-tiered service organization providing marketing, buyer referrals, training and technical assistance to the manufacturers and workers. GIDC acts as a link between designers & labels and high quality producers and it has the following directors: BRUCE RAYNOR -CHAIRMAN STEVEN E-THOMAS-VICE CHAIRMAN EDGAR ROMNEY -SECRETARY TREASURER ETC 1 †¢ 2. USE OF COMPUTERS IN GARMENT INDUSTRY: CAD: Computer aided and designing (CAD) is industry specific design system using computer as a tool. CAD is used to design anything from an aircraft to knitwear. Originally CAD was used in designing high precision machinery. Slowly it is found its way in other industries also. In 1970’s, it made an entry in the garment industry. Most companies in India and abroad have now integrated some form of CAD in to their design and production process. In fact, according to national garment association of US, of 228 garment manufacturers: 65% use CAD to create color ways. 60% use CAD to create printed fabric design. 48% use CAD to create merchandising presentation. 1% use CAD to create knitwear design. KNITTED FABRICS: Some systems specialize in knitwear production and final knitted design can be viewed on screen with indication of all stitch formation. PRINTED FABRICS: The process involves use of computers in design, development and manipulation of motif. The motif can then be resized, recolored, rotated depending on the designers goal. SKETCH PAD SYSTEMS: These are graphic programmes that allow the designer to use pen or stylus on electronic pad or tablet to create free hand images, which are then stored in the computer. TEXTURE MAPPING (OR) 3D DRAPING SOFTWARE: This technology allows visualization of fabric on the body. Texture mapping is a process by which fabric can be draped over a form in a realistic way. 2 †¢ 3. EMBROIDERY SYSTEMS: The designs used for embroidery can be incorporated on the fabric for making garment. For this, special computerized embroidery machines are used. Designers can create their embroidery designs on the computer or can work with scanned images of existing designs. INTERNET AND INFORMATION EXPLOSION: NATIONAL INSTITUTE OF FASHION TECHNOLOGY (NIFT), Calcutta is linked to Internet with TCP/IP account and the students have continuous access to the sites of the top designers, trend forecasting agencies, fashion houses and fabric suppliers. This has helped both the institute and the students immensely keeping them updated with the latest trends. From the above information, it is clear that the computers play an important role in the development of garment industry. GARMENT INDUSTRY IN INDIA: The garment industry occupies a unique place in our country. It accounts for 14% of the total industrial production and contributes nearly 20% of the total exports and is the second largest employment generator after agriculture. Garment industry is providing one of the basic needs of people and maintained sustained growth for improving quality of life. Its vast potential for creation of employment opportunities on the agricultural, industrial organized and rural and urban areas, particularly for women. Although the development of garment sector was earlier taking place in terms of general policies. In recognition of its importance of this sector for the first time, a separate policy statement was made in 1985 in regard to development of garment sector. The textile policy of 2000 aims at achieving the target of garment and apparel exports of US $ 50 billion by 2010 of which the share of garment will be US $ 25 billion. The main market for Indian garments are USA, UAE, UK, GERMANY, FRANCE, ITALY, RUSSIA, CANADA, BANGLADESH AND JAPAN. 3 †¢ 4. The main objective of the textile policy 2000 is to provide cloth of acceptable quality at reasonable prices for the vast majority of population of the ountry and to compete with confidence for an increasing share of the global market. From the above it is clear that garment occupies a unique position in our economy contributing to nearly a one third of the country’s earnings. The industry includes manufacturers, suppliers, whole sellers and exporters of cotton textiles etc. Today handloom and cotton textile exports in India is co unted among the most important sector. The garment industry in India is widely named for its superb quality garments. Total textile exports during April-march 1998-99 were rs 52720. 8 crores. Readymade garment exports comprises nearly 40% of the total exports. CURRENT SCENERIO: Developing countries with both textile and clothing capacity may be able to prosper in the new competitive environment after the textile quota regime of quantitative import restrictions under the multi-fiber arrangement (MFA) came in to an end on 1 st January 2005 under the world trade organization (WTO) agreement on textiles and clothing. As a result, the garment industry in developed countries will face huge competition in both their exports and domestic markets. The elimination of quota restriction will open the way for the most competitive developing countries to develop stronger clusters of the garment industry which enable them to handle all stages of the production chain from growing natural fibers to producing finished clothing. The garment industry is undergoing a major reorientation towards non- clothing applications of textiles known as technical textiles which are growing roughly at twice rate textiles for clothing applications and now account for more than half of total textile production. The processes involved in producing technical textile require expensive equipments and skilled workers. 4 †¢ 5. As a result of various initiatives taken by the government, there has been new investment of rs 50000 crore in the garment industry in the last five years. Nine garment majors invested rs 2600 crores and plan to invest another rs 6400 crore. Further, India’s cotton production increased by 57% over the last five years and three million additional spindles. The industry expects investment of rs 1,40,000 crores in this sector in the post MFA phase. A vision 2010 for garments formulated by the government after interaction with the industry and exports promotion councils aims to increase India’s share in the worlds garment from the current 4% to 8% by 2010 vision and plan to increase Indian garment economy from the current US $ 37 billion to $ 85 billion by 2010 and creation of 12 million new jobs in the garment sector. There will be opportunities as well as challenges for the Indian garment industry in the post MFA era. But India has natural advantages, which can be capitalized on strong raw-material base cotton, man made fabrics, jute silk. Further, for the benefit of exporters, there should be a state owned cargo-shipping mechanism. Several initiatives have already been taken by the government to overcome some of these concerns including rationalization. Shri Kamal Nath, union minister of commerce and industry has said that India will take up the issue of non-tariff barriers (NTBs) in the world trade organization (WTO) Doha round of multi lateral trade negotiations, which are expected to gather steam from march 2005 onwards. On the eve of republic day, president DR. ABDUL KALAM said that, â€Å"India is presently exporting six billion US dollars worth of garments, where as with the WTO regime in place, we can increase the production and export of garments to 18 to 20 billion US dollars with in the next five years. This will enable generation of employment in general and in rural areas in particular with the help of export of garments. We can add more than 5 million direct jobs and 7 million indirect jobs in the garment sector. Primarily in the cultivation of cotton, efforts are needed in cotton research, technology, 5 †¢ 6. generation, transfer of technology, modernization and upgrading of ginning and pressing factories and growth in marketing strategy†. INDIAN GARMENT EXPORT INDUSTRY: India is a major exporter of garments, fabrics and accessories for the global fashion industry. Indian ethnic designs and materials are an important factor in the plans of fashion houses and garment manufacturers all over the world. Those buttons on the Levis you are wearing could well have been made in India. The welcome decision of phasing out Multi Fiber Agreement (MFA) will end the regime of quotas and other rules and regulations made by the Indian governments helps us to create a competitive export garment industry all over the world. For India, the clothing industry has performed quite well in exports. It has been facing most of the quotas every year. As compared to rs 12 crores in 1970-71, exports have reached rs 18000 crores by 1998. The major competitors in this segment of the market are developed countries, Asian tigers like Korea, Taiwan, Hong Kong and Singapore. Developing countries like Bangladesh and Mayan mar of china, of course. In order to ensure quality of garment exports, the SSI restriction of the garment exports, the SSI restriction of the garment industry should be removed. Present equity participation of 24% by the foreign partners need to be enhanced and joint ventures with majority shareholdings as well as technical collaborations should be allowed. Labor laws need to be reorganized and the export procedures should be liberalized. LATEST TRENDS (NEWS) IN GARMENT AND TEXTILE SECTOR: 1. India recorded exports of $ 461 million in March 2005, against $ 351 million in March 2004. The increase has continued from February, when textile exports stood at $ 410 million. India has shown a 28% growth for the period January to march 2005 as compared to the same period last year. While china remains the 6 †¢ 7. lead country in terms of textile imports to the US. Countries like Mexico and Canada continue to loose out to India and china. Imports were threatening thousands of US jobs. The us has the power to impose caps of 7. % growth in textile and clothing categories on china under an agreement that the way for Chinas membership in WTO in 2001. 2. Ministry of finance has added 165 new textile products under Duty Drawback Schedule. The new products included wool tops. Cotton yarn, acrylic yarn, various blended fabrics, fishing nets etc. further, the existing entries in the drawback schedule relating to garments have been expanded to create separate entries of garments made u p of (a) cotton 3. (b) Man made fiber blend (c) MMF 4. After the phasing out of quota regime under the Multi Fiber Act (MFA), India can 5. Increase its textile sector becoming $ 100 billion industry by 2010. This will include exports of $ 50 billion. The proposed target would be achieved provided reforms are initiated in textile sector and local manufacturers adopt measures to improve their competitiveness. A 5-pronged strategy aiming to attract foreign direct investment by making reforms in local market. Replacements of existing indirect taxes with a single nation wide VAT. Liberalization of contract norms for textile and garment units. Elimination of restrictions that cause poor operational and organizational performance of manufacturers was suggested. . The union minister shankar sinh vaghela said that the board for Industrial and Financial Reconstruction (BIFR) had approved rehabilitation schemes for sick NTC mills at the cost of rs. 3900 crores. Of the 66 mills, 65 mills have been closed after implementing voluntary retirement scheme (VRS) to all employees. The government has already constituted assets, sale commit tees comprising representatives of central and state governments, operative agency, BIFR, NTC and the concerned NTC subsidiary to effect sale of assets through open tender system. †¢ 8. 7. Proposals for modernization of NTC mills have been made to the consultative committee members including formation of a committee of experts to improve management of these mills. Even the present status of jute industry was under the scanner of the consultative committee. 8. The government had announced change from the value-based drawback rate followed to a weight-based structure for textile exports that will discourage raw material exports and also there is a scope for misusing the drawback claims by boosting invoice value of exports. . NCDEX launched its silk contract (raw silk and cotton) on Thursday, January 20, 2005. With this launch, the total number of products offered by NCDEX goes up to 27. The launch of silk contract will offer the entire suite of fibers to the entire value chain ra nging from farmers to textile mills. Government of India jointly with NCDEX has adopted a policy of encouraging future contracts of silk. The ministry of textiles and the central silk board (CSB) had decided to introduce Futures trading in mulberry cocoons and raw silk on NCDEX. Futures trading on the NCDEX will provide an alternative trading avenue for farmers, weavers and traders and help them to make a better price for their product and it will also helps them to reduce risks associated with natural calamities. From this, we can conclude that garment industry is still in developing stage in India. The government is taking a lot of efforts to upgrade the garment industry in India. Rules and regulations on small scale units should be liberalized and export procedures on exports of garments is to be simplified and some grants to be given to those farmers who are dependent on cotton and jute corps. †¢ 9. COMPANY PROFILE This firm was promoted by Late. Shri. Mohan das Kundanmal Mahataney, the founder /promoter of associated apparels Pvt. Ltd, who were the makers of â€Å"LIBERTY† shirts for the domestic market and also license makers of Maidem form, Jockey, Jantzen and Tootal. An illustrious son of an illustrious father, MR. Raju. M. Mahtaney is a commerce graduate from Mumbai University, started his business career way back in 1968 by joining his father’s business of ready-made garment exports. Later, he joined as a partner in K. MOHAN in 1973. He became the managing partner in 1991, and since then his contribution in terms of expertise has boosted the morale of the organization and thus gained to be recognized as a reputed manufacturer in exports of woven garments. In the present context of business scenario, he has been traveling extensively to western countries and further gained rich industrial experience especially in fabric and machine etc. he was a member of the executive committee and also chairman of EDP of apparel export promotion council. He also an active executive member in CIA & INDO_AMERICAN chamber of commerce. Ours is a garment manufacturing company fully equipped for exporting the finished products. K. MOHAN & CO is situated 10 kms from the center of the beautiful garden city of ban galore. We specialize in the manufacture of high quality of men’s and women’s wear in the woven fabrics category. We predominantly cater to the American market. K. Mohan among the oldest garment export houses in the country, established in the year 1973. K. Mohan & co is well equipped to meet any requirements of overseas clients. In other words, we are proud to maintain that we are compliant to all standards set by our clients. Our professional approach towards business makes us very easy to work with, and fosters our business tie-ups and relationships, a very pleasing association. It has locations at seven places in ban galore at Bannerghatta Road, Hulimavu, Begur, Bommanahalli, Hong Sandra, Sing Sandra and Veer Sandra. 9 †¢ 10. K. Mohan & co has an impressive product range in the woven garments sector. We are capable of manufacturing quality garments over a wide range of styles, size- ranges and fabrics. Though we have produced a wider range in the past, we are now focused on items such as men’s and women’s pants, shorts, shirts and blouses as well. We are proud to be associated with- The Gap Inc. , Banana Republic, Polo Ralph Lauren, Nike, The Boom Club, Lane Bryant, The Limited Group, Ralph Lauren, Polo Jeans, Kohl’s, Nill Blass, Vetir, Decathlon, Shopko, Jones Apparel group and the like. In every unit, we have a technical person viz. , production manager in charge of the unit associated by factory manager and production co-ordinators. The area group HRD managers also take care of all the issues relating to the workers, including HR activities, welfare, safety etc. here the number of employees exceed the limit prescribed under the factories act. We have a safety officer too. Also we have a lady medical officer visiting the units. We have our own two in-house laundry units at Hulimavu and Sing Sandra with modern machineries, which cater to all our wash requirements. To be candid, we have all facilities to meet the contingencies. We have obtained the necessary consent for both water and air in all our units. Running a bus iness with constraints in infrastructure facilities is a tough task, meeting simultaneously the requirements of the buyers. In the present power crisis, we are also running the generators in all our units, affecting the business profits to a large extent availability of water, yet another concern. With all these constraints around, our managing partner has been effectively managing the business. Labors, though available in the areas, are not skilled. Hence we trained them in our training school and absorb them with an amount of risk of their longevity. It is a family partnership firm registered under the Indian partnership act, 1932. Its corporate office is at begur road, bommanahalli hobli, Bangalore-560075. 0 †¢ 11. All raw materials is checked for quality and quantity and stored in a central warehouse. Inventory handling is fully computerized. The merchandising section and shipping department is well equipped with instant communication systems like EDI. We are working on implementing ERP. The CAD section is again fully equipped with the GGT ACCUMARK REALEASE 7. 62 PATTERN MAKING, GRADING AND MARKI NG SYSTEM. We have automatic plotters (AP- 100) and pattern-cutting (MUTOH-1650) machines. We have a fully integrated CAD/CAS/CAM section at one of our units. It is equipped with state of the art automatic spreading (SYNCHRON 175) and cutting (GT-7250) machinery from Gerber technology inc. , of USA. We possess a 20-head embroidery machine capable of 7-9 colors. Machine is of Baruden make and stitching capacity is 20,00 –25,00 stitches per hour. The production floor is equipped with the latest machinery. Trained and specialized personnel who have lot of experience in the garment production field man it. We have technical experts who help implement the quality standards in our merchandise (like AQL levels). We use accredited testing labs for fabric package testing and garment testing. Our employers are dedicated and work for the company untiringly, sinciourly honesty, diligently, maintaining all the more a high standard of discipline which also contribute as one of the reasons for the growth of the company to this stage. 11 †¢ 12. CHAPTER-1 INTRODUCTION: JOB SATISFACTION: Job satisfaction is one of the important factors which have drawn attention of managers in the organization as well as academicians. Various studies have been conducted to find out the factors which determine job satisfaction and the way it influences productivity in the organization. Though there is no conclusive evidence that job satisfaction affects productivity directly because productivity depends on so many variables, it is still a prime concern for managers. Job satisfaction is the mental feeling of favorableness which an individual has about his job. DuBrins has defined job satisfaction in terms of pleasure and contentment when he says that: â€Å"Job satisfaction is the amount of pleasure or contentment associated with a job. If you like your job intensely, you will experience high job satisfaction. If dislike your job intensely, you will experience job dissatisfaction. DETERMINANTS OF JOB SATISFACTION : While analyzing the various determinants of job satisfaction, we have to keep in mind that: all individuals do not derive the same degree of satisfaction though they perform the same job in the same job environment and at the same time. Therefore, it appears that besides the nature of job and job environment, there are individual variables which affect j ob satisfaction thus all those factors which provide a fit among individual variables, nature of job, and the situational variables determine the degree of job satisfaction. Let us see what these factors are. 12 †¢ 13. INDIVIDUAL FACTORS: Individuals have certain expectations from their jobs. If there expectations are met from the jobs, they feel satisfied. These expectations are based on an individual’s level of education, age, and other factors. 1. Level of Education: Level of education of an individual is a factor which determines the degree of job satisfaction. For example several studies have found negative correlation between the level of education, particularly higher level of education, and job satisfaction. The possible reason for this phenomenon may be that highly educated persons have very high expectations from their jobs which remain unsatisfied. In their case, Peter’s principle which suggests that every individual tries to reach his level of incompetence, applies more quickly. 2. Age: individuals experience different degree of job satisfaction at different stages of their life. Job satisfaction is high at the initial stage, gets gradually reduced, starts rising up to certain stage, and finally dips to a low degree. The possible reasons for this phenomenon are like this. When an individual joins an organization. He may have some unrealistic assumptions about what they are going to derive from their work. These assumptions make them more satisfied. However, when these assumptions fall short of reality, job satisfaction goes down. It starts rising again as the people start to asses the jobs in right perspective and correct their assumptions. At the last, particularly at the fag end of the career, job satisfaction goes down because of fear of retirement and future outcome. 3. Other Factors: besides the above two factors, there are other individual factors which affect job satisfaction. If an individual does not have favorable social and family life, he may not feel happy at the work place. Similarly other personal problems associated with him may affect his level of job satisfaction. 13 †¢ 14. NATURE OF JOB: Nature of job determines job satisfaction which is in the form of occupation level and job content. 1. Occupational level: Higher level jobs provide more satisfaction as compared to lower levels. This happens because high level jobs carry prestige and status in the society which itself becomes source of satisfaction for the job holders. For example, professionals derive more satisfaction as compared to salaried people; factory workers are least satisfied. 2. Job content: job content refers to the intrinsic value of the job which depends on the requirement of skills for performing it, and the degree of responsibility and growth it offers. A higher content of these factors provides higher satisfaction. For example, a routine and repetitive job provides lesser satisfaction ; the degree of satisfaction progressively increases in job rotation, job enlargement, and job enrichment. Situational variables: Situational variables related to a job satisfaction lie in organizational context- formal and informal. As we shall see in the next part of text, formal organization is created by the management and informal organization emerges out of the interaction of individuals in the organization. Some of the important factors which affect job satisfaction are given below. 1. Working conditions: working conditions, particularly physical work environment, like conditions of workplace and associated facilities for performing the job determine job satisfaction. These work in two ways. First, these provide means for job performance. Second, provision of these conditions affect the individuals perception about the organization. If these factors are favorable, individuals experience higher level of job satisfaction. 14 †¢ 15. 2. Supervision: The type of supervision affects job satisfaction as in each type of supervision; the degree of importance attached to individuals varies. In employee- oriented supervision, there is more concern for people which is perceived favorably by them and provides them more satisfaction. In job-oriented supervision, there is more emphasis on the performance of the job and people become secondary. This situation decreases job satisfaction. 3. Equitable Rewards: The type of linkage that is provided between job performance and rewards determines the degree of job satisfaction. If the reward is perceived to be based on the job performance and equitable, it offers higher satisfaction. If the reward is perceived to be based on considerations other than the job performance, it affects job satisfaction adversely. 4. Opportunity for Promotion: It is true that individuals seek satisfaction in their jobs in the context of job nature and work environment but they also attach importance to the opportunities for promotion that these jobs offer. If the present job offers opportunity of promotion in future, it provides more satisfaction. If the opportunity for such promotion is lacking, it reduces satisfaction. 5. Work Group: Individuals work in group either created formally or they develop on their own to seek emotional satisfaction at the workplace. To the extent, such groups are cohesive; the degree of satisfaction is high. If the group satisfaction out of their interpersonal interaction and workplace becomes satisfying leading to job satisfaction. Effect of Job Satisfaction: Job satisfaction has a variety of effects. These effects may be seen in the context of an individuals physical and mental health, productivity, absenteeism, and turnover. Physical and Mental Health: The degree of job satisfaction affects an individuals physical and mental health. Since job satisfaction is a type of mental feeling, its favorableness or unfavourableness 15 †¢ 16. affects the individual psychologically which ultimately affects his physical health. For example Lawler has pointed out that drug abuse, alcoholism, and mental and physical health result from psychologically harmful jobs. Further, since a job is and important part of life, job satisfaction influences general life satisfaction. The result is that there is spillover effect which occurs in both directions between job and life satisfaction. Productivity: There are two views about the relationship between job satisfaction and productivity: 1. A happy worker is a productive worker. 2. A happy worker is not necessarily a productive worker. The first view establishes a direct cause-effect relationship between job satisfaction and productivity; when job satisfaction increases, productivity increases; when job satisfaction decreases, productivity decreases. The basic logic behind this is that a happy worker will put more efforts for job performance. However, this may not be true in all cases. For example, a worker having low expectations from his job may feel satisfied but he may not put his efforts more vigorously because of his low expectations from the job. Therefore, this view does not explain fully the complex relationship between job satisfaction and productivity. The another view: that is a satisfied worker is not necessarily a productive worker explains the relationship between job satisfaction and productivity. Various research studies also support this view. This relationship may be explained in terms of the operation and organizational expectations from individuals for job performance. 1. Job performance leads to job satisfaction and not the other way round. The basic factor for this phenomenon is the rewards (a source of satisfaction) attached with performance. There are two types of rewards-intrinsic and extrinsic. The intrinsic reward stems from the job itself which may be in the form of growth potential, challenging job, etc. the satisfaction on such a type of reward may help to increase productivity. The extrinsic reward is subject to control by management such as salary, bonus, etc. any increase in these factors does not help to increase productivity though these factors increase job satisfaction. 16 †¢ 17. 2. A happy worker does not necessarily contribute to higher productivity because he has to operate under certain technological constraints and, therefore, he cannot go beyond certain output. Further, this constraint affects the managements expectations from the individual in the form of lower output. Thus, the work situation is pegged to minimally acceptable level of performance. However, it does not mean that the job satisfaction has no impact on productivity. A satisfied worker may not necessarily lead to increased productivity but a dissatisfied worker leads to lower productivity. Absenteeism: Absenteeism refers to the frequency of absence of a job holder from the workplace either unexcused absence due to some avoidable reasons or long absence due to some unavoidable reasons. It is the former type of absence which is a matter of concern. This absence is due to lack satisfaction from the job which produces a ‘lack of will to work’ and alienate a worker from work as far as possible. Thus, Job satisfaction is related to absenteeism. Employee Turnover: Turnover of employees is the rate at which employees leave the organization within a given period of time. As discussed earlier in this chapter under defense mechanism, when an individual feels dissatisfaction in the organization, he tries to overcome this through the various ways of defense mechanism. If he is not able to do so, he opts to leave the organization. Thus, in general case, employee turnover is related to job satisfaction. However, job satisfaction is not the only cause of employee turnover, the other cause being better opportunity elsewhere. For example, in the present context, the rate of turnover of computer software professionals is very high in India. However, these professionals leave their organizations not simply because they are not satisfied but because of the opportunities offered from other sources particularly from foreign companies located abroad. 17 †¢ 18. Improving Job Satisfaction: Job satisfaction plays significant role in the organization. Therefore, managers should take concrete steps to improve the level of job satisfaction. These steps may be in the form of job redesigning to make the job more interesting and challenging, improving quality of work life, linking rewards with performance, and improving overall organizational climate. As part of a larger project whose goal was to create an employee-driven, survey- improvement process six factors that influenced job satisfaction. When these six factors were high, job satisfaction was high. When the six factors were low, job satisfaction was low. These factors are similar to what we have found in other organizations. 18 †¢ 19. 19 †¢ 20. Opportunity: Employees are more satisfied when they have challenging opportunities at work. This includes chances to participate in interesting projects, jobs with a satisfying degree of challenge and opportunities for increased responsibility. Important: this is not simply â€Å"promotional opportunity. † As organizations have become flatter, Promotions can be rare. People have found challenge through projects; team Leadership, special assignments-as well as promotions. Actions: †¢ Promote from within when possible. †¢ Reward promising employees with roles on interesting projects. †¢ Divide jobs into levels of increasing leadership and responsibility. It may be possible to create job titles that demonstrate increasing levels of expertise, which are not limited by availability of positions. They simply demonstrate achievement Stress. When negative stress is continuously high, job satisfaction is low. Jobs are more stressful if they interfere with employees' personal lives or are a continuing source of worry or concern. Actions: †¢ Promote a balance of work and personal lives. Make sure that senior managers model this behavior. †¢ Distribute work evenly (fairly) within work teams. †¢ Review work procedures to remove unnecessary â€Å"red tape† or bureaucracy. †¢ Manage the number of interruptions employees have to endure while trying to do their jobs. †¢ Some organizations utilize exercise or â€Å"fun† breaks at work. 20 †¢ 21. Leadership. Employees are more satisfied when their managers are good leaders. This includes motivating employees to do a good job, striving for excellence or just taking action. Actions: †¢ Make sure your managers are well trained. Leadership combines attitudes and behavior. It can be learned. People respond to managers that they can trust and who inspire them to achieve meaningful goals. Work Standards. Employees are more satisfied when their entire workgroup takes pride in the quality of its work. Actions: †¢ Encourage communication between employees and customers. Quality gains i mportance when employees see its impact on customers. †¢ Develop meaningful measures of quality. Celebrate achievements in quality. Trap: be cautious of slick, â€Å"packaged† campaigns that are perceived as superficial and patronizing. Fair Rewards. Employees are more satisfied when they feel they are rewarded fairly for the work they do. Consider employee responsibilities, the effort they have put forth, the work they have done well and the demands of their jobs. 21 †¢ 22. Actions: †¢ Make sure rewards are for genuine contributions to the organization. †¢ Be consistent in your reward policies. †¢ If your wages are competitive, make sure employees know this. †¢ Rewards can include a variety of benefits and perks other than money. As an added benefit, employees who are rewarded fairly, experience less stress. Adequate Authority. Employees are more satisfied when they have adequate freedom and authority to do their jobs. Actions: When reasonable: †¢ Let employees make decisions. †¢ Allow employees to have input on decisions that will affect them. †¢ Establish work goals but let employees determine how they will achieve those goals. Later reviews may identify innovative â€Å"best practices. † †¢ Ask, â€Å"If there were just one or two decisions that you could make, which ones would make the biggest difference in your job? † Employees with higher job satisfaction: †¢ Believe that the organization will be satisfying in the long run †¢ Care about the quality of their work †¢ Are more committed to the organization †¢ Have higher retention rates, and †¢ Are more productive. 2 †¢ 23. Recognition. Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes don't have to be monumental before they deserve recognition, but your praise should be sincere. If you notice employees doing somet hing well, take the time to acknowledge their good work immediately. Publicly thank them for handling a situation particularly well. Write them a kind note of praise. Or give them a bonus, if appropriate. You may even want to establish a formal recognition program, such as â€Å"employee of the month. † Advancement. Reward loyalty and performance with advancement. If you do not have an open position to which to promote a valuable employee, consider giving him or her a new title that reflects the level of work, he or she has achieved. When feasible, support employees by allowing them to pursue further education, which will make them more valuable to your practice and more fulfilled professionally. †¢ Job satisfaction is good not only for employees but employers, too; it increases productivity and decreases staff turnover. †¢ An organization's policies, if unclear or unfair, can stand in the way of employee satisfaction. Employees need a reasonable amount of social interaction on the job. †¢ Employees also need some degree of personal space, which diffuses tension and improves working conditions. †¢ To begin motivating employees, help them believe that their work is meaningful. †¢ To help employees achieve on the job, provide them with ongoing feedback and adequate challen ge †¢ When your employees do good work, recognize them for it immediately. †¢ To increase an employee's sense of responsibility, do not simply give them more work; give them freedom and authority as well. You can help employees advance in their professional lives by promoting them, when appropriate, or encouraging continuing education. 23 †¢ 24. STATEMENT OF THE PROBLEM A STYDY ON EMPLOYEE JOB SATISFACTION: Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect your bottom line, as temps, recruitment and retraining take their toll. But few practices (in fact, few organizations) have made job satisfaction a top priority, perhaps because they have failed to understand the significant pportunity that lies in front of them. Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between sta ff satisfaction and patient Satisfaction. 1 Family physicians who can create work environments that attract, motivate and retain hard-working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost-efficiency. What's more, physicians may even discover that by creating a positive workplace for their employees, They’ve increased their own job satisfaction as well. 4 †¢ 25. OBJECTIVES: 1. To know the satisfaction level towards the behaviors of peers and superiors. 2. To study the level of satisfaction towards his salary and also other benefits which are provided by the company? 3. To study the ESI facilities and safety measures which are provided by the company? 4. To suggest the company about the measures to be taken for more employee satisfaction. 25 †¢ 26. RESEARCH DESIGN AND METHODOLOGY The research design used for the study is the descriptive research design. In this design structural information is u sed to gather information. METHODOLOGY: SAMPLING METHOD: The two major methods are probability and non-probability sampling technique. The study requires probability method since the sample was chosen or random. Hence the study was dealt with sample random tool, which is one of the most popular method sampling. SOURCES OF DATA: PRIMARY DATA COLLECTION: Primary data are those, which are collected afresh and for the first time and thus happen to be original in character, questions and interviews methods were accede to collect primary data by visiting the factory premises and various departments in it. It was collected from the employees working in the factory. By using both the questionnaire method and interview method. I would gather information from the employees who was not willing or who did not have time for or who was shy about it. SECONDARY DATA COLLECTION: It is collected from the internal records of the company such as library records, trade journals, various manuals of the company, various training programs previously conducted and it’s responds etc; It is also conducted from the officials of the pursued department in the factory. Secondary data provides a better view 26 †¢ 27. of the problem study many magazines, tools and other references were also mean important in this study. TOOLS FOR DATA COLLECTION: SURVEY METHOD: The most widely used technique of gathering primary data is the survey method. The sources interviewed personally at the place of work and also with questionnaires. It is a direct and more flexible form of investigation involving face- to- face communication and through recorded questionnaires filled in personally. The information is qualitative, quantitative and accurate. The rate of refusal is low; it offers a sense of participation to the respondents. It usually leads to broader range of data than observation on experimentation methods. The data collected is tabulated and interpreted to draw conclusion. FIELD WORK: It is an important method of data collection. The questionnaire is used for interviewing the respondents. Additional questions (Personal interviews) can be used to secure more information. The respondents are interviewed in the factory. SAMPLE DESIGN FOR THE STUDY: SAMPLING METHOD: Stratified sampling method. SAMPLE SIZE : 100(Consists of Production, Finance, Human Resource, Systems, Marketing, Quality) SAMPLE UNIT : Employees of K. MOHAN & CO (Exports) Pvt. Ltd 27 †¢ 28. DATA ANALYSIS AND INTERPRETATION 1. TABLE SHOWING PERSONALITY OF THE RESPONDENTS TABLE: 1 S. NO. RESPONSE RESPONDENTS PERCENTAGE 1 Male 56 47 2 Female 64 53 Total 120 100 INFERENCE: From the above table, the analysis shows that, 46. 7 % of the respondents are male and the remaining 53. 3 % are female. The total respondents are 120 members. 28 †¢ 29. GRAPH:1 From the above table the chart is as follows. RESPONDENT GENDER 54 53 52 PERCENTAGES 51 50 49 PERCENTAGE 48 47 46 45 44 Male Female GENDERS 29 †¢ 30. 2. EDUCATION OF THE EMPLOYEE TABLE: 2 S. NO. QUALIFICATION NO. OF RESPONDENTS PERCENTAGES 1 Post graduate 12 10 2 Diploma/degree 26 22 3 SSLC/PUC/ITI 36 30 4 Less than SSLC 46 38 TOTAL 120 100 INFERENCE: The interpretation of the above table is,10% of the respondents are post graduates,21. 7 % are diploma/degree holders,30 % are belonged to SSLC/PUC/ITI,38. 3 % are having their qualification as less than SSLC. 30 †¢ 31. GRAPH:2 The graph showing the different percentages of education of the employees. EDUCATION OF THE EMPLOYEES 50 PERCENTAGE 40 30 Series1 20 10 0 ee e LC I /IT at gr SS du C de U ra an /P a/ tg LC m th s lo Po ss SS ip Le D QUALIFICATION 31 †¢ 32. 3. BELONGING CATEGORY TABLE: 3 S. NO. CATEGORY NO. OF RESPONDENTS PERCENTAGES 1 Staff 28 23 2 Employee 92 77 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the category of human resources i. e. staff and employees . This can be concluded as 23. 3 % recorded as staff members and remaining 76. 6 % are recorded as mployees in K MOHAN & CO (EXPORTS) GARMENTS. 32 †¢ 33. GRAPH:3 The graph showing the category of employees. EMPLOYEE CATEGORY 90 80 PERCENTAGES 70 60 50 PERCENTAGES 40 30 20 10 0 Staff Employee CATEGORY 33 †¢ 34. 4. BASIC SALARY OF THE EMPLOYEE TABLE: 4 S. NO. BASIC SALARY NO OF RESPONDENTS PERCENTAGES 1 Below 5,000 82 68 2 5,000 to 15,000 16 13 3 15,000 to 30,000 18 15 4 Above 30,000 4 4 TOTA L 120 100 INFERENCE: The data provided in the above table shows that the respondent’s basic salary. 63. 3 % respondents getting below 5,000 as their basic salary, 13. are falling in between 5,000 to 15,000, 15 % comes under 15,000 to 30,000 and the remaining 3. 4 are getting above 30,000 as their basic salaries. This can be concluded that most of the respondents are getting below 5,000 as basic salary. 34 †¢ 35. GRAPH:4 The graph showing the basic salaries of the employees. CHART SHOWING THEBASIC SALARYOF THE RESPONDENTS 80 70 60 PERCENTAGES 50 40 PERCENTAGES 30 20 10 0 Below 5,000 to 15,000 Above 5,000 15,000 to 30,000 30,000 BASIC SALARIES 35 †¢ 36. 5. WORK EXPERIENCE OF THE EMPLOYEE IN THE ORGANISATION TABLE: 5 S. NO. WORK EXPERIENCE NO. OF RESPONDENTS PERCENTAGES 1 Below one year 24 20 2 More than one year 32 27 3 More than three years 48 40 4 More than five years 16 13 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the work experience of the employees is recorded as 20 % belonging to below one year, 26. 7 % belonging to more than one year, only 13. 3 % belonging to more than 5 years and finally 40 % of employees belonging to more than three years. 36 †¢ 37. GRAPH: 5 The chart showing the work experience of the Employees in the organization. WORK EXPERIENCE IN THIS ORGANISATION More than five years EXPERIENCE More than three years PERCENTAGES More than one year Below one year 0 20 40 60 PERCENTAGES 37 †¢ 38. 6. SATISFACTION TOWARDS PICK AND DROP FACILITY TABLE: 6 S. NO. PICK & DROP NO. OF RESPONDENTS PERCENTAGE 1 Satisfied 52 43 2 Not satisfied 68 57 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the opinion of Pick & Drop facility provided in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as 43. 3% of employees are satisfied and remaining 56. 7% are not satisfied. 8 †¢ 39. GRAPH:6 The chart showing the satisfaction level on Pick and Drop facility. SATISFACTION TOWARDS PICK & DROP Satisfied Not 43% satisfied 57% 39 †¢ 40. 7. SATISFACTION LEVEL TOWARDS FREE CANTEEN TABLE: 7 S. NO. FREE CANTEEN NO. OF RESPONDENTS PERCENTAGES 1 Satisfied 102 85 2 Not Satisfied 18 15 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the opinion on Free Canteen facility pro vided in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as 85% of employees are satisfied and remaining 15% are not satisfied. 40 †¢ 41. GRAPH:7 The chart showing the opinion on Free Canteen facility provided by the organization. SATISFACTION TOWARDS FREE CANTEEN Not Satisfied 15% Satisfied 85% 41 †¢ 42. 8. SATISFACTION WITH PEERS AND SUPERIORS BEHAVIOURS: TABLE: 8 S. NO. PEERS & SUPERIORS NO OF RESPONDENTS PERCENTAGES BEHAVIOURS 1 Satisfied 96 80 2 Not Satisfied 24 20 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the coordination between the Peers and Superiors in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as 80% of employees are satisfied and remaining 20% are not satisfied. 42 †¢ 43. GRAPH:8 The Graph showing the satisfaction level on Peers and Superiors in the organization. TOWARDS PEERS AND SUPERIORS BEHAVIOURS 90 80 PERCENTAGES 70 60 50 Series1 40 30 20 10 0 Satisfied Not Satisfied SATISFACTION TOWARDS PEERS & SUPERIORS BEHAVIOURS 43 †¢ 44. 9. THE TABLE SHOWING THE BONUS ALLOWANCES FROM THE COMPANY TABLE: 9 S. NO. BONUS NO OF RESPONDENTS PERCENTAGES 1 In six months 4 3 2 In a year 110 92 3 More than one year 2 2 4 No bonus 4 3 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the procedure of issuing the bonus allowance in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as 3. 3% of the employees getting their bonus once in six months, 91. 7% employees in a year, 1. 7% getting in more than one year and 3. 3% are not getting bonus over the study period. 44 †¢ 45. GRAPH:9 The graph showing the issuing procedure of bonus allowances. BONUS ALLOWANCES FROM THE COMPANY No bonus 3% More than In six one year months 2% 3% In a year 92% 45 †¢ 46. 10. THE TABLE SHOWING THE REASON FOR GETTING OF BONUS. TABLE: 10 S. NO. BONUS BEEN ANNOUNCED NO OF RESPONDENTS PERCENTAGES 1 On employee working 16 13 performance 2 On companies profitability 104 87 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the reason for getting of bonus in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as 13. 3% of employees are getting bonus because of working performance and remaining 86. 7% depends on companies profitability. 46 †¢ 47. GRAPH:10 The graph showing the reason for issuing of bonus in the company. ON BONUS SCHEMES PROVIDED BY THE COMPANY 90 80 70 60 PERCENTA 50 GES 40 30 20 Series1 10 0 On employee On orking companies performance profitability ON DIFFERENT VARIABLES 47 †¢ 48. 11. SATISFACTION TOWARD LOANS AND ADVANCES ISSUED BY THE COMPANY TABLE: 11 S. NO. LOANS & ADVANCES NO OF RESPONDENTS PERCENTAGES 1 Yes 48 40 2 No 35 29 3 Not know 37 31 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the opinion on issuing of loans and advances in K MOHAN & CO(E XPORTS) GARMENTS. This can be recorded as 40% respondents were eligible for loans, 29. 2% were not eligible for loans and remaining 30. 8% respondents don’t know about, that they were eligible or not. 48 †¢ 49. GRAPH:11 The graph showing the eligibility for loans and advances. SATISFACTION TOWARDS LOANS AND ADVANCES Not know SATISFACTION OF LOANS AND ADVANCES No Series1 Yes 0 10 20 30 40 PERCENTAGES 49 †¢ 50. 12. RESPONSE TOWARDS INCREMENTATION OF EMPLOYEE’S SALARIES TABLE: 12 S. NO. SALARY IS NO. OF RESPONDENTS PERCENTAGES 1 Incrementing 106 88 2 Not Incrementing 14 12 TOTAL 120 100 INFERENCE: The data provided in the above table shows that, there is any incrementing in their salaries or not in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as 88. 3% of employees had incrementing in their salaries and remaining 11. % had no any incrementing in their salaries. 50 †¢ 51. GRAPH:12 The graph showing the respondents opinion on Incrementation of their salaries TOWARDS SALARY INCREMENTATION 100 PERCENTAGES 80 60 Series1 40 20 0 g g tin tin en en em em cr cr In In ot N RESPONSE 51 †¢ 52. 13. RESPONSE TOWARDS COMPANIES PROFITABILITY DURING LAST 5 YEARS TABLE: 13 S. NO. C OMPANIES PROFITS NO OF RESPONDENTS PERCENTAGES 1 Incrementing 98 82 2 Decrementing 22 18 TOTAL 120 100 INFERENCE: The data provided in the above table shows that, 81. 7 % of the respondents said that companies profitability is increasing from the last five years, and the remaining 18. respondents says that it is decreasing.. 52 †¢ 53. GRAPH:13 The graph showing the respondents opinion on company’s profitability from the last 5 years. TOWARDS COMPANIES PROFITABILITY 90 80 70 PERCENTAGES 60 50 Series1 40 30 20 10 0 Incrementing Decrementing COMPANIES PROFITS FROM THE RESPONDENTS THOUGHTS 53 †¢ 54. 14. REGARDING THE FOOD PROVIDED BY THE CANTEEN TABLE: 14 S. NO. FOOD NO OF RESPONDENTS PERCENTAGES 1 Bad 15 13 2 Not Bad 45 37 3 Good 50 42 4 Very Good 10 8 TOTAL 120 100 INFERENCE: The data provided in the above table shows that, the food provided in the canteen . 12. 2 % respondents feel that the food is bad. 7. 5% said that the food is not bad,41. 7% response is that the food is good, and the remaining 8. 3 % says that the food is very good. 54 †¢ 55. GRAPH:14 The graph showing the opinion on the food provided by the canteen. REGARDING CANTEEN FOOD 45 40 PERCENTAGES 35 30 25 20 PERCENTAGES 15 10 5 0 Bad Not Good Very Bad Good FOOD TOWARDS RESPONDENT'S OPENION 55 †¢ 56. 15. A TABLE SHOWING SATISFACTION LEVEL OF HIS JOB TIMINGS TABLE: 15 S. NO. JOB TIMINGS NO OF RESPONDENTS PERCENTAGES 1 Satisfied 92 77 2 Not Satisfied 28 23 TOTAL 120 100 INFERENCE: The data provided in the above table shows that, 76. % respondents feel their job timings are satisfied and 23. 3 % respondents are not satisfied with their job timings. 56 †¢ 57. GRAPH:15 The graph showing the satisfaction towards job timings. SATISFACTION TOWARDS JOB TIMINGS Not Satisfied 23% Satisfied 77% 57 †¢ 58. 16. REGARDING ESI FACILITIES WHICH ARE PROVIDED BY THE COMPANY TABLE: 16 S. NO. RESPONSE ON ESI NO OF RESPONDENTS PERCENTAGES 1 Yes 34 42 2 No 46 58 TOTAL 80 100 INFERENCE : The data provided in the above table shows that, the ESI facility provided by the company. 2% says that they are utilizing ESI facility and the remaining 58 % were not utilizing. 58 †¢ 59. GRAPH: 16 The graph showing the utilization of ESI facilities by the employees. REGARDING ESI FACILITIES Yes 42% No 58% 59 †¢ 60. 17. RESPONSE TOWARD SAFETY MEASURES, WHICH ARE PROVIDED BY THE COMPANY TABLE: 17 S. NO. SAFETY MEASURES NO OF RESPONDENTS PERCENTAGES 1 Yes 110 92 2 No 10 8 TOTAL 120 100 INFERENCE: The data provided in the above table shows that, 91. 7 % employees said that the company is provided safety measures, and the remaining 8. % said that there is no safety measures. 60 †¢ 61. GRAPH:17 The graph showing the respondents opinion on safety measures. RESPONSE TOWARDS SAFETY MEASURES 100 80 PERCENTAGES 60 PERCENTAGES 40 20 0 Yes No RESPONDENTS 61 †¢ 62. 18. RESPONSE OF EMPLOYEE TOWARDS HIS JOB APPROACH TABLE: 18 S. NO. GOT JOB NO OF RESPONDENTS PERCENTAGES 1 Re commendation 28 23 2 Skill 92 77 TOTAL 120 100 INFERENCE: The data provided in the above table shows that, 23. 3 % respondents are getting their jobs by recommendation, and the remaining 76. % depends on their skill. 62 †¢ 63. GRAPH:18 Response towards his job approach. TOWARDS HIS JOB APPROACH Recommendation Skill 63 †¢ 64. 19. RESPONDENTS SATISFACTION LEVEL OF COMPANIES INFRASTRUCTURE TABLE: 19 S. NO. COMPANIES INFRACTURE NO OF RESPONDENTS PERCENTAGES 1 Satisfied 68 57 2 Not Satisfied 52 43 TOTAL 120 100 INFERENCE: The data provided in the above table shows that, 56. 7% respondents were satisfied with the company’s infrastructure, and the remaining 43. 3 % respondents were not satisfied 64 †¢ 65. GRAPH: 19 The graph showing the satisfaction towards company’s infrastructure COMPANIES INFRASTRUCTURE 60 50 40 PERCENTA 30 GES 20 PERCENTAGES 10 0 Satisfied Not Satisfied RESPONDENTS VIEW 65 †¢ 66. 20. SATISFACTION OF EMPLOYEE TOWARDS HIS SALARY TABLE: 20 S. NO. SALARY NO OF RESPONDENTS PERCENTAGES 1 Satisfied 78 65 2 Not Satisfied 42 35 TOTAL 120 100 INFERENCE: The data provided in the above table shows that, 65 % respondents are satisfied with their salary and the remaining 35 % were not satisfied with their salaries. GRAPH:20 66 †¢ 67. The graph showing the satisfaction level of salaries RESPONDENTS SALARY SATISFACTION 70 60 50 PERCENTA 40 GES 30 20 PERCENTAGES 10 0 Satisfied Not Satisfied RESPONDENTS VIEW 67 †¢ 68. 21. TOWARDS JOB SATISFACTION TABLE: 21 S. NO JOB SATISFACTION NO OF RESPONDENTS PERCENTAGES 1 Up to 25 % 16 13 2 25%to50% 31 26 3 50%to75% 64 53 4 Up to 100% 9 8 TOTAL 120 100 INFERENCE: The analysis of the above table shows that, 13. 3 % respondents are having job satisfaction up to 25 %. , 25. 8 % respondents are being in between 25-50% job satisfaction. under 50-75% there is a 53. 4 % of respondents and finally 7. 5 percentage of respondents are having job satisfaction up to 100 %. 68 †¢ 69. GRAPH:21 The graph showing the satisfaction on their jobs in the organization. RESPONDENTS JOB SATISFACTION CHART 60 50 PERCENTAGES 40 NO OF 30 RESPONDENTS 20 10 0 0% % 0% 5% 25 10 5 7 to to to to % % p 25 50 p U U SATISFACTION 69 †¢ 70. FINDINGS 1. Majority of the respondents are having the experi ence in between 1-3 years and poor percentage of employees are having above 5 years experience in this organization. . In my study, poor percentage of employees are of PG holders and the remaining majority people are having less than SSLC as their educational qualifications. 3. Majority of the employees are female and most of the respondents belonging to employee category than staff. 4. Most of the employees are getting basic salaries below 5,000 and a minor part of the employees getting their basic as above 30,000. 5. Employee attitude is positive towards canteen facilities, large number of employees is agreed that it is good and a few numbers response is towards poor. . Employee response is negative towards pick & drop facility, which is provided by the company. Only one shift of employees are benefited with pick & drop and the remaining two shifts were not having bus facility. 7. 92% of the respondents are satisfied with the safety measures which are provided by the company and t he remaining 8 % said that they were not satisfied. 8. More than 58% of the workers are not aware of ESI benefits and minor part of the workers felt that ESI benefits are good. 9. Most of the respondent’s attitude is bonus will be announced on the company’s profitability and it had been announced once in a year. 10. Majority (80%) of the employees satisfied with the peers and superiors behaviors and 20 % of the respondents were not satisfied. 70 †¢ 71. 11. 40% of the employees were well known about the loans and advances issued by the company and they were utilizing them, 29% are not utilizing them and the remaining 31% were not know about the loans and advances in the organization. 12. 5% of the respondents in the organization are satisfied with their salaries and the remaining 35% were not satisfied with the salaries. 13. In my study, 57% of respondent’s attitude is positive in the case of company’s infrastructure and the remaining 43 % respondents attitude is negative. 14. Majority of the respondents job satisfaction falling in between 50%-75% and a minor part of the respondent’s job satisfaction is up to 100%. SUGGES TIONS 71 †¢ 72. LIMITATIONS LIMITATIONS OF THE STUDY: 1. Some of the information given by the respondents may not be accurate. 2. Time period to be the major limitation. 3. Due to lack of time, the study is confined only to the few employees. 4. The area of study is limited to K. MOHAN & CO (Exports) Pvt Ltd only. 72 †¢ 73. 5. The questions that we asked being personal, some of workmen hesitated to answer some questions like their salary details and the relation with their superiors. A STUDY ON EMPLOYEE JOB SATISFACTION TOWARDS K MOHAN &CO (EXPORTS) GARMENTS, B’LORE. QUESTIONNAIRE PART: A 73 †¢ 74. 1. Name of the Respondent: 2. Age: 3. Sex: (Male / Female) 4. Educational Qualification: 1. Post Graduate: 2. Diploma / Degree Holder: 3. SSLC / PUC / ITI: 4. Less than SSLC: 5. Belonging Category: 1. Staff ( ) 2. Employee ( ) 6. Department: 7. Basic Salary:[ ] A)Below 5,000 B)5,000-15,000 C)15,000-30,000 D) Above 30,000 PART: B 74 †¢ 75. 8. Since how long you are working in this Organization? 1. Below one year 2. More than one year 3. More than three years 4. More than five years 9. Is the company provided the following facilities to you like? 1. Pick and Drop (Y/N) 2. Free Canteen (Y/N) 3. Quarters (Y/N) 10. Are you satisfied with your pears & superiors behavior? 1. Is company allowing bonus 1. In six months 2. In a year 3. More than one year 4. No bonus 12. Are bonus been announced 1. Based on employees working performance 2. Based on companies profitability 13. Are you satisfied with the loans and advances issued by the company? 14. Is the company incrementing salary for its workers? 15. What is company’s profitability during last five years? 1. Increasing 2 . Deceasing 75 †¢ 76. 16. Are the food provided by the company is a. Bad b. Not bad c. Good d. Very Good 17. Are you satisfied with job timings (Y/ N)? 8. Is any ESI facility provided by the company (Y / N)? 19. Are you satisfied with the pick & drop facility provided by the company? 20. Is there any safety measures for the labour who are working with huge machineries (Y / N)? 21. You got job by a. By Recommendation b. By skill 22. Reason for joining in this company? 23. Any Reason for quitting the company? 24. Are you satisfied with the company infrastructure? 25. Are you satisfied with your salary? 26. Your job satisfaction is up to a. Up to 25% b. 25% to 50% 3. 50% to 75% 4. Up to 100% SIGNATURE 76

The review of the Documentary: The Corporation

The Corporation is a Canadian documentary film, which appeared in 2003. The movie is based on the book â€Å"The Corporation: The Pathological Pursuit of Profit and Power† by Joel Bakan. Filmmaking team, which consists of Jennifer Abbott, Joel Bakan and Mark Achbar, has produced a nice combination of documentary movie presented in an unusual way. It explores origins, development and present state of corporation. The authors of the film study the impact corporations have on the modern society in general and individual people in particular. The film presents unprejudiced view on such mega corporations as McDonald’s, Coca-Cola, IBM and Nike. Michael Moore, Naomi Klein, Milton Friedman and Noam Chomsky, respected economists and Noble prize-winners, express their views on the impact of corporation.   They make a good deal showing true appearance of corporations and influence they have on average people. This is the type of the movie, which makes people think and imagine possible consequences of the activities of the corporations we now perceive as an inevitable part of our life. Sharp critics in the movie do not only express the opinion of the authors. Much data and statistics presented in the movie prove that facts given there are not a fruit of the authors’ imagination. The film explores an important problem and those, who care about their own future and future of their children, should be aware of the facts given there. The authors of the movie treat corporations as separate individuals and judge their deeds accordingly. Watching things from such a perspective gives the audience a better understanding of the harm committed by the corporations to the society. Specific examples help to create necessary effect. Originally, corporation was created by the government and possessed specific functions. In modern world corporations possess legal rights same as individuals do. Such equality was primary initiated by the decision of the U.S. Supreme Court, which gave corporations or time-limited entities same rights as individuals. Such a decision has had a long-lasting effect including misuse or even abuse of monopoly, additional political influence and many others. The authors try to analyze corporations using criteria of modern psychology, such as DSM-IV, Robert Hare’s and other evaluation criteria.   They treat world-famous corporations as psychopaths. American corporations become the object of scrupulous attention. All the results show that if treated like a person, a corporation would have serious personality disorders. Corporations are estimated in regard to their â€Å"serial behaviors† with the help of a â€Å"Personality Diagnostic Checklist.† Those, who organize an experiment find such things of disorders as manipulation, lying, paying no attention to the needs of other people and many others, which modern psychologists associate with psychopathic individuals. It is worth to mention that experiment is made by true psychologists and it means that their diagnosis can be trusted. Theoretical basis of the movie gives a lot of exact data and statistics. This helps the audience to make their own conclusions concerning the problem. Long theorizing can be boring at times but the authors did their best in order not to miss any important information, which would be able to influence people’s opinion. The authors use strong arguments in order to prove their thesis. At the same time The Corporation uses entertaining techniques and has things, which can attract audience and entertain it. Exploring on of the most influential models of modern time, the authors of the film are far from abstract rhetoric and pathetic claims. Great number of commentators, who express their opinion on the subject, make an impression of professional and deep investigation performed by the authors.   In addition to serious investigation and opinion of qualified specialists, wit and humorous narration style helps to avoid dullness. Computer graphics create additional visionary effects and adds special charm to the film. Irony, wit and humor help the authors of the movie to express their main idea –   to shed light to such important questions as global warming, exhausting natural resource, governmental corruption, human rights and rich-poor gap and the way corporations are messed up with all these problems. The film is challenging not only because it uses innovative approach comparing corporations to individuals, but also because it gives new perspective on the problem with corporation. Filmmakers tell a story of corporations and show how they became so powerful and mighty that even can influence lives of people all over the world. They show dirty tricks used by these corporations and point out the possible consequences if the situation develops in this direction.   It is hard to believe in the impartial attitude of the filmmakers but in our age of globalization where corporation control economy, politics and even minds of people any chance should be used in order to bring truth to people and filmmakers do their best in order to use it. What I really liked about the movie was a combination of different ways to influence the audience. Filmmakers combine data and statistics, which give food for thoughts with the emotional appeal to people, who watch the movie. Such a combination is more likely to target hearts and minds of people and these means that the authors will be successful in passing their message to the audience. Bibliography ARCHBAR, M.,   ABBOTT, J. (2004)   The Corporation. Big Picture Media. The CORPORATION OFFICIAL WEBSITE htt

Biodegradation Using Fungal Isolates

Biodegradation Using Fungal Isolates Dr. Jayanthi Abraham* Anjali.M, Caroline Jessica Solomon, V.Vinothini. Abstract Biodegradation is a sustainable and eco friendly way to clean up contaminated environments. The biological processes harnessed play a major role in the removal of contaminants and they make use of the catabolic versatility of microorganisms to degrade/covert compounds which are toxic and difficult to breakdown. The study was done to determine the biodegradation of profenofos using fungal strains. Two fungal strains were isolated and characterized by 18srRNA sequencing. Minimum inhibitory concentration was checked on the fungal isolates. Growth kinetics was performed using Czpax Dox broth to understand the growth pattern of the fungal isolates in the presence and absence of profenofos. The biodegradation of the pesticide was then performed using the isolates grown on minimal and mineral media. Analytical characterizations of profenofos were also done using HPLC, GCMS, and FTIR. Key words: Profenofos, Gro wth kinetics, Biodegradation, fungal isolates. 1. Introduction Modern agricultural practices include the use of various chemical supplements in the form of pesticides such as fungicides, herbicides, and insecticides which are used to manage different groups of pests to maximize crop yield and to meet the demands for higher supplies of food and other agricultural products for the fast-growing human population. Various  benefits are derived from the use of pesticides, however they also cause a wide array of toxicological and environmental problems and often persist in the environment for long periods of time. Organophosphorus insecticides are one of the most commonly used pesticides in agricultural practices. Out of a large number of organophosphate pesticides, profenofos is the one that is most widely used because of its broad spectrum of activity. Profenofos: O-4-bromo-2-chlorophenyl-O-ethyl S-propyl phosphorothioate (C11H15BrClO3PS, Molecular mass 373.6 g/mol]) is widely used for agricultural purposes in India and some other countries such as Australia, China, Pakistan, Egypt and Korea. [1][2][3][4][5][6].It is classified as moderately hazardous(toxicity class II) pesticide by WHO. Profenofos iw widely used on cotton, to control the tobacco budworm, cotton bollworm, armyworm, cotton aphid, mealy bugs, cotton strainers, whiteflies, spider mites, plant bugs, leafhoppers and flea hoppers ,they are used as effective pesticide for watermelon, Chilli peppers, tomatoes, soya beans . An estimated 85% of all profenofos is used to control lepidopteron species (the worm complex) at varying rates. It is a non systemic insecticide and acaricide which is found to have contact and stomach action. Like any other pesticide its effect on non target organisms is unavoidable and they eventually find their way into the food chain. Morphological, reproductive, enzymatic, hormonal and genotoxic effects exhibited by this pesticide have been reported[2]. Profenofos was found to be highly toxic to different organisms including mammals [8] insects  [9], and [6][11] Profenofos has been found to cause cholinesterase inhibition in humans; it over stimulates the nervous system causing nausea, dizziness, confusion, and at very high exposures, respiratory paralysis and death. It has been found that various bacteria such as Pseudomonas diminuta, Flavobacteria sp , Pseudomonas putida , Burkholderia gladioli [12] Pesudomonas aeruginosa , Staphylococcus aureus and Bacillus subtilis . fungi and actinomycetes [13] are able to degrade these pesticides in the soil. Fungi however have been found to be more efficient in doing so. There are several methods which can be used to degrade pesticides which have accumulated in the environment, these process are Photo catalytic degradation, Ozonation, Oxidative processes, Phytoremediation, photo-fenton reactions and bioremediations (Zenilda et al.). Of all these systems bioremediations is found to be most effective because it brings about complete mineralisation unlike in the case of physicalor chemical treatment. Treatment can be done insitu without having to excavate contaminated soil, thus it becomes extremely cost effective.

Successful learning and three ingredients needed to ensure successful Essay

Successful learning and three ingredients needed to ensure successful learning - Essay Example From the study it can be comprehended that a lot of psychologists, educationalists and researchers have put forward various models that aim at successful and improved learning. One of such models was put forward by Dr. David McClelland who recommends three ingredients needed to ensure successful learning: wanting to learn, knowing how to learn and having a chance to learn. The desire to learn is not far from right to place first on the ladder of three ingredients needed to ensure successful learning by Dr. David McClelland. Indeed the fact that a person must want or desire to learn goes to confirm the saying that where there is a will, there is a way. The desire or want to learn serves as a stimulus that sustains the learner through out the learning period. Next to a strong want to learn, it is very important that a learner possesses a great depth of knowhow when it comes to learning. One may ask, â€Å"What does it mean to know how to learn?† The fact that it is possible for someone to know how to learn and for another person not to know how to learn means that learning is more of an ‘act’ than an event. it is important that a person gets the chance to learn. This is to say that the first two factors put forward by Dr. David McClelland are only preliminary factors that lead to the actual act of learning. So after one acquires the want to learn and gets to understand how to learn, the fellow needs to follow these with an actual act of learning, which means gaining the chance to learn.... may ask, â€Å"What does it mean to know how to learn?† The fact that it is possible for someone to know how to learn and for another person not to know how to learn means that learning is more of an ‘act’ than an event. Learning is an act such like swimming, gymnastics and cooking. If you do not know how to do it, you will do it poorly. First, it is important to mention that learning is an individual act and that different people learn best through different means. For this reason, any person who would be tagged as a person who knows how to learn must first be a person who knows and understands him or her own self. As a typical example with my personal learning experience, I am able to determine factors such as the best time to learn, the right learning methodologies that works best, the length of time to learn, the type of subject to begin learning with and other factors of the sort. By knowing these factors, I have always succeeded in learning because he or she is going to apply to him or herself, the most appropriate rudiments of learning. Having a chance to learn – 150 After it is all said and done, it is important that a person gets the chance to learn. This is to say that the first two factors put forward by Dr. David McClelland are only preliminary factors that lead to the actual act of learning. So after one acquires the want to learn and gets to understand how to learn, the fellow needs to follow these with an actual act of learning, which means gaining the chance to learn. Putting into practice the first two factors without the having the chance to learn is like training so hard for a soccer match that never was. To this effect, it is important that every learner is presented with an opportunity to learn. Conclusion - 100 To conclude, it is important

Current macroeconomic situation in the U.S Essay - 1

Current macroeconomic situation in the U.S - Essay Example dy track, it won’t be until a couple of years later that the economy will be moving towards growth such that it would create jobs and resolve the ever increasing unemployment (Perlo, 2012). The recovery is expected but after two years, and this recovery will continue for a long period of time and even reinforce it eventually (Perlo, 2012). A critical view point to this whole situation is that the profits have been restored at the expense of social benefits and salaries, but it will eventually have an impact on investments resulting in an increase. When looking at the real estate, there has been no new housing construction. But when the up surging demand from family household is considered there is a good chance that there will be a boom in the real estate market in the near future. One should always be kept in mind when analyzing the current situation of the US that this is the recovery session after the financial crisis, so circumstances are definitely abnormal. As mentioned earlier, job creation is of paramount importance. According to an estimate, over 300,000 new jobs need to be created every month if a significant change is to be observed in the near future. The FOMC or the Federal Open Market Committee met in August 2012. The statement given in the form of press release suggests that â€Å"economic activity has continued to expand at a moderate pace in recent months† (federalresesrve.gov), quite an objective statement but it definitely tells why the word ‘moderately’ has been used here. The economic activity is not that helpful, the other factors have played a part in better results of the recent quarter. However, the economic activity is also not going wayward. Certain easy money policy tools have backfired for economy. For instance the total income factor (wage rates) has been declining because of the tools that have been used to handle the finances (Mauldin, 2012). After the financial crunch of 2008, the falling prices of homes have troubled the

ART Essay Example | Topics and Well Written Essays - 500 words

ART - Essay Example In representing gods too, this war like nature of the gods is clearly stressed. Later in Byzantium the religion was turned to be Christian and so the portrayal of Christ can be seen more in this Byzantine (Roman) culture. Both the ancient and the Roman religious system were based on the hierarchical order. In the Roman culture the greatest god was Jupiter, and Juno was the majestic queen of heaven. In ancient Greek culture Zeus and Hera are the supreme gods. The political rivalry between the Titans and the Olympians is very common in Greek mythology. In Roman mythology the gods were at first ‘rumina,’ formless and divine manifestations, but later under Greek influence, they too got human form. In Roman culture as their gods are not appearing before people the interpreters of gods came forth. Romans give much importance to omens and portents. In Greek and roman cultures many similarities can be seen as these cultures are closely related to one another. At first the Romans too were under the Greek dominance, and so many attributes of Greek culture can be seen in Roman culture. In finding the major difference between these two cultures is that the Byzantine culture is an off shoot of the Greek culture. Greek culture is more deeply knit than the Byzantine. In the later period Roman culture was easily to come out from the cultural bondage and embraced Christianity.

A letter of divorce from Essay Example | Topics and Well Written Essays - 500 words

A letter of divorce from - Essay Example Have you any idea how humiliating it is for me to hear the other women talking about you, and looking at me with pity in their eyes? It seems to me that you are more interested in your art and your political slogans than in your loving wife and your poor child. In recent times you have provoked angry reactions from your supervisors through your meddling in political affairs. Instead of getting along with the powers that be, you have chosen to mock them, and this has brought disaster to you and also to your family. I ask myself, what was the point of all this time spent on writings? Has it brought us a decent place to live and a peaceful family life? Your seniority in the plant should have been rewarded long ago, but it is your own fault that others have been chosen before you. All of this shouting and wailing, and all the cartoons in the world, will not change the powers that be. I have had enough of being the laughing stock of the whole region, married to a man who does not know his place, and cannot understand when he is up against an impossible task. I don’t believe any of your promises any more. Sometimes I wonder if you are really married to your brush and inkstand.

Real Estate .Adding to and appraising the value of property Essay

Real Estate .Adding to and appraising the value of property - Essay Example The size of the residential market has shown a consistent increase from ?753 billion in 2001 to ?2369 in 2009 (www. ipd.com/linkclick.aspx). According to the UK IPD residential index of 2009, based on a sample of 11,143 properties covering ?3.9 billion at the end of December 2009, the returns on residential complexes consistently increased in 2009. Moreover, out of the total capital market value of ?3.81 billion for the UK property market, 20.9% is based in the south east, the zone within which the city of Reading falls into. In the south eastern area, the capital growth was 10% and income returns were 4.8%. Hence at the outset, it may be stated that this area generally appears to be a viable from the point of view of investment over a long term, because property values have generally been good over the long term. Income returns were 2.9% in 2009 and capital growth was 8.1 (www.ipd.com). For commercial properties, the income return was 7.4, but capital growth had dropped to -3.6. Whe n returns are annualised over a period of five years, the south eastern region demonstrated income growth of about 5% but no capital growth (www. ipd.com/linkclick.aspx, p12). ... The levels of associated risk were also higher for commercial properties, i.e, 13.0 as compared to a return of 6.0 (www. ipd.com/linkclick.aspx, p21). Projections which have been made on real annualised returns from real estate show a loss of -11% over a three year period and -1% over a 5 year period, such that any proposal for the future on the Sulis property in reading needs to factor in some potential losses that could arise in the investment being considered. The real income growth has been steadily dropping in commercial real estate; when real capital growth in commercial property is taken into account over a fifty year period, i.e, inflation minus 1.2% per year for commercial property (www. ipd.com/linkclick.aspx, p24). Annualised rental growth over a nine year period was 0.78% for commercial properties. In terms of current asking prices for commercial property, the general commercial locations around Valpy street in reading are being offered at prices ranging from 650 to 700 p er square foot and the asking price rents for offices are in the range of ?1200 to ?2500 depending upon the size of the individual units. The economic recession over the past four years has impacted upon the real estate market in reading, as in other parts of the country, by creating a glut of distressed properties being offered for sale because they are foreclosed and unable to keep up with payments. Interest rates have remained low, which has been a boon for those on mortgages with low interest payments. While low interest rates are advantageous for buyers at the present time because it allows them the opportunity to acquire a fixed rate mortgage, at the low rate, it also requires a much higher down payment,

Threshold Concepts for Nanotechnology Essay Example | Topics and Well Written Essays - 1250 words

Threshold Concepts for Nanotechnology - Essay Example The amount that U.S has expended on the research and development of the nanotechnology is about $3.7 billion; while European Union has spent about 1.2 billion. Nanotechnology is considered to be the one of its own kind as the technology utilizes the conventional materials as emphasize on the production of new materials and enhance the productivity and efficiency of the nanotechnology (Highfield, 2012). Nearly every field like the medicine, energy, electronics, etc are considered to be greatly influenced by the nanotechnology in future. The more interactive designs are seen in the water purification and energy sector. On the other hand, the future advancement and implementation of the nanotechnology is much debated and scientists believe that the technology may solve the typical problems. On the other hand, the issues regarding the nanotechnology are the same as that of the other emerging technologies. The issues may have a deep relation with the environment and the pollutions, impact s on the economics and the impact on the society and culture (Crnano.org, 2008). Nanotechnology is considered as the future technology and is considered as the manufacturing and handling of the systems and devices at the nanostructure or molecular level. ... ter of about 2 nm and the spicing between the typical carbon- carbon bonds is about 0.12nm -0.15 nm, while the smallest microorganism has a length of about 200 nm, which is Mycoplasma. The nanotechnology is modeled to be in the length ranging from 1- 100 nm. The smallest particle in nature is considered to be hydrogen atom that has an atomic width of about ? nm. Nanotechnology and Micro technology and Nanotechnology approaches There is distinct difference between the nanotechnology and micro technology. The micro scale is larger than that of the nano scale. The nanotechnologies are considered to have the ranges more than the given nanotechnology range. The nanotechnology adopts two main approaches; the â€Å"bottom-up† approach and the â€Å"top-down† approach. During the bottom up approach the devices and products are considered to manufacture themselves at the molecular level. Chemical reactions or physical combination are adopted at the bottom up approach. The proces s of combination of the products during the bottom up approach is known as the molecular recognition (Nano.gov, 2008). On the other hand, in the top down approach the atomic control is not required and the larger entities are utilized to manufacture the nano products. The major researches in the areas of nanoelectronics, nanophotonics, etc have made it easy to adopt both the approached according to the requirement. Nanotechnology and Electronics Industry and related benefits Some processes are recognized due to the smaller size of the system. The processes include the quantum mechanical effects. The electronic properties of the materials are assumed to be impacted by changing the particle size of the material. The quantum effect is considered to affect the system when the size of the particle reduces to

Loyalty Card Scheme Coursework Example | Topics and Well Written Essays - 6000 words

Loyalty Card Scheme - Coursework Example When the buyer joins the loyalty scheme they may be asked to complete a form which asks for details such as their name and address; these are subsequently entered into a database. Once a buyer has an entry in the database, further records of buyer buys can be added, so that eventually it is possible to build a profile of person buyer purchasing behaviour. This record of buyer purchase report can then be used to segment the retailer's buyer base, for reason of direct advertising and tailoring other marketing interactions and special offers to buyer desires. In exchange for registration, the buyer receives points that can be used in full or part payment for products or services. There has been considerable debate about the value of loyalty cards for both the consumer and the scheme's sponsor. Criticism can be grouped into those that cast doubt on whether what might merely be viewed as a modest discount arrangement, akin to electronic green shield stamps can generate buyer loyalty, and those who comment on the difficulties associated with the analysis of the buyer purchase data that retailers can collect through loyalty schemes. This article undertakes a case study based analysis of the Tesco Clubcard loyalty scheme. This loyalty scheme extends beyond the traditional model of a loyalty scheme in which buyers exchange modest rewards for buyer data and information, to the creation of a affiliation or brand web. Buyers are invited to engage with this web at a number of different levels. After a review of some of the earlier work on loyalty schemes, this article first describes elements of the Tesco Clubcard loyalty scheme, in terms of rewards, deals, and integrating channels. Finally, the article poses a number of research questions that extend beyond the more parochial assessments of the impact on loyalty scheme membership loyal behaviours, buyer value, and business performance, to the potential of loyalty schemes in building brand perceptions and experience. LITERATURE REVIEW Affiliation marketing shifts the focus of the marketing exchange from transactions to affiliations (Foss and Stone, 2001; Peck et al., 1999; Christopher et al., 1991; Buttle, 1996). Affiliation marketing recognizes that a stable buyer base is a core business asset. The essence and nature of affiliations and their business vale is summarizing in the concept of buyer loyalty, and its associated literature. The benefits of buyer loyalty to a provider of either services or products include: - lower buyer price sensitivity; - reduced expenditure on attracting new buyers; and - improved organisational profitability. Buyers may demonstrate their loyalty in any one of a number of ways; they may choose to stay with a provider, whether this continuance is defined as a affiliation or not, or they may increase the number of purchases or the frequency of their purchases or even both. They may also become advocates of the organisation concerned by playing a powerful role in the decision-making of others (Hallowell, 1996; Birgelen et al., 1997; Reichheld et al., 2000; Bolton et al., 2000). Loyalty schemes have become widespread in recent years. Byrom et al. (2001) recommend that there is over 150 such idea in the UK, resulting in the

Thermodynamics Lab Essay Example for Free

Thermodynamics Lab Essay Purpose: The purpose of this lab is to determine the identity of an unknown metal, and to prove whether the laws of thermodynamics hold when determining this identity. Using the accepted specific heat of water (4186 J/kg  · oC), heat flow between two different sets of water though the conduction of an unknown metal can provide useful data in determining the identity. The heat transfers can be calculated to approximate the specific heat of the unknown metal. When heat is transferred to an object, the temperature of the object increases. When heat is removed from an object, the temperature of the object decreases. The relationship between the heat (q) that is transferred and the change in temperature (DT) is: q = mCDT = mC  · (Tf Ti). After the specific heat of the metal is found, it can then be compared to known specific heat values of various metals, which in turn will allow for a probable identity of the unknown metal to arise. Hypothesis: The identity of the unknown metal is aluminum. This can be inferred from the unknown metals appearance, which resembles aluminum it its color, light weight, and luster. The laws of thermodynamics will hold when determining the unknown metal. The laws of thermodynamics must apply in order for heat flow to occur during the experimentation. Materials: The materials used in the lab were two calorimeters (insulated, Styrofoam containers), an unknown metal in the shape of a wide horseshoe, two thermometers, a balance, water, a beaker, and a Bunsen burner. Procedure: 1.Measure the weight of the Pyrex beaker, and then pour 200 mL into the beaker. Weigh the beaker filled with water. Record both weights to find the weight of the water by itself. Let this mass of water be labeled 1. Next, pour the water into one of the calorimeters and take the temperature of it. This temperature should be the room temperature and the same as the unknown metals temperature. 2.Pour 200 mL of water into the beaker and weigh the beaker filled with water. Record the weight. Let this mass of water be labeled 2. 3.Use the Bunsen burner to heat up the 200 mL of water in the beaker to 75o C. Then pour the hot water into the other calorimeter. 4.Set-up the calorimeters by placing the thermometers and the unknown metal in their specific places. 5.Record temperatures of both calorimeters every minute until thermal equilibrium is reached. 6.Clean and return all materials and dispose of any waste. Conclusion: The graph indicates that heat flow did undergo during the experimentation. The cold water increased in temperature, while the hot water decreased. The two liquids underwent changes in temperature until they both reached thermal equilibrium. This thermodynamics law is called the Zeroth Law of Thermodynamics. This law basically states that two bodies will naturally reach thermal equilibrium when in contact. The First Law of Thermodynamics was obeyed as well. Only heat from the warmer body went to the colder body. Heat only travels in one direction, from the hot to the cold, as can be seen from the graph. My hypothesis of the unknown metal being aluminum was correct. The results of my lab showed that the unknown metal was aluminum, and later it was said that the metal had in fact been aluminum. The lab calculations went well. The values were somewhat disparate however. For example, the specific heat was found to be 1200  ± 110 J/kg  · oC, but the actual specific heat of aluminum is 900 J/kg  · oC. This difference can be attributed to the imperfect insulation of the calorimeters. Some heat must have been lost during the experiment, which may have caused a distortion in values as a result. Also, the metal was exposed to the outside air, and likely lost some heat to the air. Overall, the lab was a success. The only improvements I would suggest are to have better insulators and more precise instruments. Better insulation would yield improved results. The metal, which was transferring the heat, should have been insulated so that heat could not escape during the heat transfer. More pr ecise instruments would cut down on the uncertainties, which then would allow for better and more accurate results.

Insurance History Essay Example for Free

Insurance History Essay Some 2,000 years ago in Roman times a form of life insurance was practiced by burial societies who paid out funeral costs of members funded by monthly contributions. It is thought that these were year to year arrangements but unfortunately there is not enough evidence remaining to be exact on how they operated. In Britain in the middle ages Trade Guilds provided funeral costs to members in much the same way. The earliest life insurance policy in England was recorded as being effected on the 15th June 1583. The policy was on the life of a William Gybbons (a salter in the City of London) and was taken out by a Richard Martin. The premium was set at  £8 per  £100 pounds of benefit insured. Even at that early date it is of interest that when the policy ended in a claim there was dispute between the insurer and the policy holder over whether the policy should pay up. Luckily for Richard Martin he won the case and the insurer lost. In those days life insurance policies where underwritten by individuals as opposed to insurance companies. It was also common practice for people to take out life policies on the rich and famous in the hope that they might benefit if that person died. We would have regarded it as a form of gabling. The first actual life insurance company was the Annuity Association founded by the Rev Dr Assheton on the 4th October 1699. Unfortunately this company only survived for 46 years before going bankrupt. Many life insurers were set up as mutual companies where ownership of the company was among the members of the life fund. The policies did not have fixed sums insured as they do today, but instead the fund would pay out what it could afford based on the number of people in the fund that died that year. Now we can be thankful that life insurance has developed since those days. Most policies offer fixed sum insured which can be up to very large amounts. There are a numerous number of insurers all vying for your business. Not only are there pure protection policies but also those which are also linked to some form of investment factor. Life insurance law has grown up and now there are several layers of protection for the naà ¯ve consumer. Whilst all these changes have been good for the co nsumer it also means that the consumer needs to be more aware of what type of life policy they need and where best to purchase that cover. Choice is a wonderful commodity but you need to be able to make a wise selection. More recent changes have been in the growth of life insurers and life insurance  intermediaries who are using the internet as a place of business. Here costs can be controlled, wider markets searched at the click of a mouse and policies handled and concluded at a faster pace. Why not check out what term life cover you could get by visiting http://www.protected.co.uk/ This article was written on the 15th February 2007. This article does not represent ‘financial advice’ as each persons individual requirements will be unique to their needs. If there is something in the article which you which to rely on then please check those details with any person from whom you purchase a term life policy at the time of purchase.

Simply Recipes Business Plan The App Marketing Essay

Simply Recipes Business Plan The App Marketing Essay Simply Recipes app is the next step in food recipe apps, and unlike anything currently on the market today. The goal of this app is to save users money while at the same time reducing food wastage and getting its users eating healthier. Its an easy and straight forward app that anyone can use and enjoy. One of the unique selling points of this app is the ability to select what items you have left in your fridge and the app will come up with recipes that will use as many of those ingredients up as possible. So if all you have left in your fridge is say an avocado, some goats cheese and beef, it will find recipes encompassing as many of these ingredients as possible. The healthy aspect comes in when browsing recipes that will contain nutritional information on how healthy the recipe is. If you are still in need of some ingredients it will create a shopping basket automatically for your desired ingredients and show the user deals and offers for the required ingredients at several supermarkets. This would allow the user to go to a store nearby to pick up your order or have it home delivered. As not all the items your want would be part of a recipe, or you may want to add something to the dish, the app would also gives the user an option to purchase any other items they require from the chosen supermarket sells. Mission Simply Recipes is looking to become the next kitchen essential, and the next stage in how people find out and access recipes. The mission is not only to have a simple to use app but to have a vast amount of choice available to its consumers. We want a fair profit for the owners and supermarket chains who sign up, while having a rewarding place for the employees to work. While at the same time being green and helping people reduce wastage and save money. Objectives Simply Recipes objectives for the first 5 years of operation include: Expanding into new customer segments. Introducing new celebrity chefs to the application. Keeping Employee Costs below 25% of revenue. To maintain a profit. Help People maintain a healthier lifestyle. Keys To Success The creation of a unique and innovative recipe app with many unique features, that differentiate us from the competition. Simple and easy to use app. Many discounts and offers to our customers. Large Amount of Monthly Active Users. To get several of the large supermarkets signed up to Simply Recipes. Several Celebrity Chefs signed up to Simply Recipes. Controlling Costs at all times without exception. Key Partners The first key partners we expect to obtain would be the companies that manage and maintain the app stores for the mobile operating system such as Google and Apple. These partners would give Simply Recipes a simple and effective method of distributing the app to potential customers. These partners would also give a simple and effective method of collecting users subscription fees, explained in more detail in the revenue section. Other key partners would include supermarket chains such as Tesco, Asda and Sainsburys, as this is where the users of the app would be purchasing their ingredients from. Having a close connection with these partners will help provide our customers with the greatest possible selection of ingredients and offers. While at the same time we will be able to provide the supermarket chains a better understanding of what its customers require. Key Activities Simply recipes will keep a keen eye on the maintenance and future development of the app. We will make sure it continues to function correctly and remains bug free. This will ensure its users have the best possible experience while using the application. As users will have the ability to upload their own content, we would like to have these recipes to have the recipes displaying their nutritional information such as how much fat, salt, etc is in the meal. The users of the app may be unaware of this information. So Simply Recipes plans on updating and maintaining this information for its users. We would also like to reward our customers who use the app regularly by uploading their own content and use it to purchase their weekly shop. To do this we will need to continually be looking for potential offers for our customers, whether they be free subscription to the app, restaurant/ supermarket vouchers etc. Key Resources To maintain Simply Recipes we will need a few key resources. One of these is computers to maintain and update the application. To distribute the app through the various application stores an internet connection will also be required. We currently have one member of our team who is technically minded so will be in charge of the development and maintenance of the application. We currently have three members of our team who are incredibly knowledgeable about the nutritional information in food. But as the application expands and more users upload their content they may not be able to handle the volumes so other nutritionists will need to be recruited. Value Propositions What are we selling? For the app user we would be offering them a vast amount of high quality recipes, and a highly discounted rate to those found in a recipe book. While at the same point having many unique features not currently found in current mobile recipe apps, such as the ability to enter several ingredients and the app will bring up recipes using as many of those ingredients as possible. Reducing wastage and saving the user money in the process. Another feature that you wont find in any other recipe app, is that if the user likes a recipe they can add the required ingredients in the recipe straight to a shopping basket. For the supermarket, we will be offering a large amount on active monthly users, enthusiastic cooks who are looking to cook something new. By giving supermarkets a chance to get closer to their customers they will receive a better understanding of what customers are buying and what items, if any, they should begin to stock. It will also give supermarkets a easy and cheap way to advertise what food and drink they currently have on offer. Finances Revenue Revenue will be created in several ways. The first method will be by charging the users a small subscription fee of around  £0.79. The reason why this price will be introduced at this rate as in our market research it has shown what people would be willing to pay for such a service, shown in Figure [1]. Figure [1] Subscription Price The majority of our revenue will come from the supermarkets. By allowing users to purchase the ingredients they require directly from supermarkets we would ask the supermarkets for a small cut of the profits they make from the transaction. In 2012 Tescos PLC was operating on a 6.1% profit margin [7], meaning a family of 4 spending  £100 a week on food Tesco would see  £6.10 of that. We would be asking Tescos for a 10% cut on their profit they receive through the app, resulting in Simply Recipes receiving around  £0.61. If we manage to achieve the 10,000 active monthly users at the beginning of the first year that could bring in revenue of up to  £317,200 from the supermarkets alone. We are looking at the end of year 5 to have around 60,000 monthly active users with around 70,000 that use the app for special occasions. This projection would bring in revenue of anywhere up to  £1,305,400. For users wishing to purchase a subscription to the app many of the Mobile operating systems allow users to purchase this through the operating systems designated application store. Then the company in charge of the app store pays the developer at the end or beginning of each month taking a cut of around 30% [2]. So for a  £0.79 subscription fee per user Simply Recipes would receive  £0.553 per month per user. This is a good way of collecting users fees as it can make users feel more comfortable with the transaction, as many people feel uncomfortable giving their card details to new websites/ Apps they are unfamiliar with. For users purchasing their shopping the users can purchase this in App, using either a debit or credit card. This purchase will be forwarded initially onto the supermarket with them returning the 10% of their profit to Simply Recipes. Below is a short breakdown of the where the revenue we plan on generating comes from: Revenue Year 1 Year 2 Year 3 Year 4 Year 5 Investment 50000 0 0 0 0 Supermarkets 152500 228750 305000 457500 915000 Subscription 18960 3950 6320 15800 35550 221460 232700 311320 473300 950550 Costs The main cost for start up of Simply recipes will be the development of the app. This will be a one off cost for the initial start-up of the app, but a running cost will need to put into place of around to maintain the app keeping it up to date and bug free. As users will be able to upload and download recipes a server will initially need to hired to have some where the recipes can be stored for uploading and downloading. This will become a running cost for the first 5 years, where we would be looking to purchase a server for the company. To remove this running cost, and allow Simply Recipes to have easier access to the content its users are uploading. Once the first year of trading is complete and recruitment is required, Simply recipes will locate to a rented office. Another major cost in developing the app is advertising as without it people will be unlikely to hear about Simply Recipes. Below if a short break down of where the major costs of the business will be going: Expenses Year 1 Year 2 Year 3 Year 4 Year 5 Wages 150000 200000 250000 300000 350000 Total Bills 20000 8000 8000 8000 8000 Advertising 20000 20000 20000 20000 20000 Rent 300 300 300 300 600 190300 208300 258300 308300 358600 Profit Simply Recipes is looking to help people lead a healthier and more productive lifestyle. By providing its users with a quick and simply to use app, it can help people tackle the problems that come with unhealthy eating such as diabetes and obesity. Modern society is beginning to prefer companies and individuals who have a greener attitude. Simply Recipes aim to become other company with the ambition of offering its users a great product while at the same time helping out the environment. By helping people come up with recipes with the ingredients that have lying around will reducing the amount of food and package wastage each household produces, while at the same time reducing the expenditure on their weekly shop. We are also looking to turn over a profit, which grows with each year of trading. Allowing us to expand the apps capabilities and what Simply Recipes can offer its customers. Below is what we are looking to make in the first 5 years of trading. Profit Year 1 Year 2 Year 3 Year 4 Year 5 Revenue  £221,460.00  £232,700.00  £311,320.00  £473,300.00  £950,550.00 Expenses  £190,300.00  £208,300.00  £258,300.00  £308,300.00  £358,600.00  £31,160.00  £24,400.00  £53,020.00  £165,000.00  £591,950.00 Figure [2] Profit Channels The way to deliver apps to customers currently for the majority of mobile platforms is through there designated app store. For apple that would be the iOS app store [2], for Google the Google Play store [4] and for Windows phone the Windows Marketplace [6]. These stores allow users to find the application quickly and easily. So we will be submitting versions on the app to these stores to allow quick and easy access to the app. For Googles Android operating system their app store is not the only place that their users can access apps from, they can also be accessed from sites such as Amazon Apps [1]. Therefore Simply Recipes will be uploaded to these stores as well. Typing up recipes on a mobile device is tiresome and can take much longer than a desktop counterpart. So we would be looking in the future to have a website counterpart to the app. That would have similar functionality to that of the app. So people gain knowledge of Simply Apps quickly, we are aiming to advertise Simply Recipes in students campus news papers and news papers such at metro to attract business men and women. Customer Segments There are several different types of customers who are likely to use the app. Initially it will be aimed at the student market and the busy business men and women who dont have much free time so tend to look for meals that are quick and healthy, while at the same time trying to save some money. We would be looking in the future to expand the customer segments in the future to having recipes specific to users dietary requirements such as if they are diabetic or cant eat gluten. Its often hard to find a good set menu for dinner parties so this is another area which Simply Recipes would like to expand on. Our market research showed that the most common meal people make at home was dinner, shown in Figure [3], so this is the meal the Simply Recipes app will try to include the most content for. Figure [3] Meal Usually Cooked At Home Customer Relationships Customer relationships will be maintained in several ways. The first is by allowing users to easily upload and share their own recipes and rate others on theirs, to give the app a greater sense of community. The second will be by offering users special offers such as a free upgrade of the app to the premium service, money off their desired supermarket or even the chance for vouchers on meals out. The more the users uses the app for purchasing their weekly shop or even by uploading their own content the more discounts and offers they will receive. The final way this app aims to maintain a good customer relationship is by having a celebrity chef section. People buy many celebrity chef books, the size of the cookbook market in the US was around $1billion in 2011 [4].