Biologic Manufacturing and the FDA Essay Example | Topics and Well Written Essays - 500 words

Biologic Manufacturing and the FDA - Essay Example Biologics combined with radioactive components are considered biologics, while biologics combined with non-radioactive components are drugs. While most analyses of the U.S. Food and Drug Administration (FDA) focus on the agency's authority to decide which new treatments reach the American marketplace, the FDA plays a regulatory gatekeeper role at another key point in the biological development process. In reviewing investigational new drug applications (INDs), the FDA determines which experimental therapies, vaccines, and other biological products advance from preclinical through clinical development to the licensing phase (Mark). Biopharmaceuticals are licensed under Section 351 of the Public Health Service Act (Mark)and in specific sections of the Food, Drug and Cosmetic Act. To obtain marketing approval for a new biologic, an applicant submits a biologics license application (BLA) (Koan and Ellis). The BLA must permit agency reviewers to make four principal determinations: The growth media falls under Federal food, Drug and Cosmetic Act (the act) and hence, controlled by the same, specifically, if the media is derived from any protein, a label stating the possibility of the media as an allergen should be stated.

The movie “Jose Rizal” Essay Example for Free

The movie â€Å"Jose Rizal† Essay The movie â€Å"Jose Rizal† is all about our National Hero Dr. Jose Rizal – Hislife and works, his struggles in order to free his countrymen from abuse, until his death under the hands of the Spaniards who occupied our country for a very longtime. Most of the scenes of the film took place during Rizal’s imprisonment at Dapitan wherein he meets Taviel, a Spanish officer, who will eventually defend him on his trial in court. During their meeting, Taviel asks Rizal everything about him and his works through various questions. Every answer that Rizal brought out from his mouth made Taviel realize that Rizal was indeed an innocent man. On the course of their conversation, Rizal talks about the making of his Two Novels â€Å"Noli Me Tangere† and its sequel â€Å"El Filibusterismo† which are both anti-Spanish Novels that depicts how the Spaniards rule the Philippines and how the rights of the Filipinos were abolished. Rizal portrayed himself on the said Novels – as Crisostomo Ibarra on â€Å"Noli Me Tangere† and as Simeon on â€Å"El Filibusterismo. †Going through with the movie, while Rizal is telling his story to Taviel, the scene on the movie switches from his life story then to his portrayal on his Novels. Sometimes the scene gets very difficult to follow because of the sudden switches during the scenes on the movie most especially during the time that his first novel was on the process of writing. Rizal, a brave and a man of his word, was never afraid whatever theconsequences he may suffer because of his writings that are against the friars and also to Spaniards. His goal was to free the Philippines from the unjust government of Spanish colony. In summary, the movie talks mostly of Rizal’s life until his death and the creation of his great novels. The actors and actresses who acted on the movie did a great job presenting how it was during Rizal’s time even though the said events in Rizal’s life were just written in books.

Graduation Speech -- Graduation Speech, Commencement Address

Good evening everyone. My name is Toyota Moko, and I am an international student from Japan. As the first-ever international student speaker on commencement, I am very honored to be here tonight to be given this opportunity to speak on behalf of the graduating class of the 2003. Born and grew up in Tokyo where speaking English was absolutely absent in my eighteen years of life, one day the life-changing experience came to me. When I was fifteen-years-old, the summer of 1998, I came to America for the very first time for the home stay program through my high school. The three weeks I spent in Snohomish have brought me a wonderful encounter with my American family. John, Margo and Jennifer Turner have truly become my second family away from home. Despite the fact that I was a stranger from Japan, the Turner family treated me as if I was a part of their family, even though I had spoken broken English. During these three weeks, I was exposed to many cultural differences between America and Japan, and I was especially moved by the American people and its society where one is able to not only accept, but mutually respect and honor multicultural background and heritage. Coming from homogeneous country of Japan, this to me was a very fresh insight, and I still remem ber how it struck me. After I came back to Japan, I kept in touch with my American family via e-mail. And they invited me to stay with them if I were to study at the college. I spent years preparing for my study abroad, and with the great help of the Turner family, Ms. Joy Fitzpatrick who is the international student program coordinator, and my parents, I entered America as an international student on March 11, 2001, only one week after my high school graduation in Japa... ...y just few weeks ago on May 17. My grandfather was full of ambition and care for his family, and he especially loved me as his granddaughter. I was able to make this speech because I do believe that my grandfather will be sitting in the first row and listening to my speech at this very moment. He kept his promise to be alive until I have become twenty years old, so it is now my turn to promise him to carry on his spirit and all the knowledge and wisdom he had taught me. And more than anybody else, this honor goes to my dearest Turner family and my parents and family in Japan for making it possible for me to experience this incredibly astounding journey in America. Congratulations class of 2012! From the bottom of my heart, I wish all of you a shining future! Thank you for having me this special moment. Arigatougozaimasita! (Japanese: "Thank you very much.")

Iliad :: Literary Analysis, Homer

The Iliad Comparison and Contrast of Achilles and Hector When audiences read Homer’s Iliad, we find that this epic tale is centered around the Greek and the Trojan War. We notice in this tale, that Achilles of the Greeks and Hector of the Trojans carry the title of greatest warrior for their perspective armies, both men are an inspiration for their countrymen in this battle. Each man shows us their strengths and weaknesses, which we will use as points of comparison and contrast between the two heroic men. When reviewing the two men, we find that there are actually very few comparison points. However the common points we do find are critical in describing the characters of both men. One major comparison is that both men are warriors and known as fierce fighters. Agamemnon describes Achilles as â€Å"the most violent man alive (pg. 123).† Achilles himself describes Hector as â€Å"man-killing Hector (pg. 126)†. Another key similarity is that for both men, their fates are influenced by the Gods. Achilles was very angry with Agamemnon because of the situation with the priest’s daughter. Achilles vowed to Agamemnon that he would no longer follow him in battle, bringing home a pittance of the spoils while Agamemnon always brought home the lions share. Agamemnon answered back that he would give back the priests daughter but in return for his loss, he would take Achilles spoil, Briseis. Achilles is gripped with rage and strongly considers killing Agamemnon on the spot, â€Å"should he draw the long sharp sword slung at his hip, thrust through the ranks and kill Agamemnon now? – or check his rage and beat his fury down (pg. 124 – 125)?† Although still extremely angry, Achilles listens to the voice of Athena and pulls back his fury, â€Å"†¦a man submits though his heart breaks with fury. Better for him by far. If a man obeys the gods they’re quick to hea r his prayers (pg. 125).† For Hector, his godly influence is Zeus. He is even described as â€Å"dear to Zeus (pg. 141).† He constantly prays to Zeus and seeks his guidance. He curses his brother Paris to Zeus because he blames Paris for causing the war between Troy and the Achaeans, â€Å"let the earth gape and swallow him on the spot! A great curse Olympian Zeus let live and grow†¦that man – if I could see him bound for the House of Death, I could say my heart had forgot its wrenching grief (pg.

Assess The Roles Of Different Agencies Essay

There are three different agencies of socialisation. The family, the education system and the media. These all have different roles in socialisation. The family effects people in their younger years, before they attend school. It teaches children the appropriate behaviour for their gender. A child’s behaviour is also influenced by how they observe their parents. Parents are influential in shaping basic values such as manners. Margnet Meed (1934) said parents are significant others who receive respect on their opinions and values from the children. Norms differ between families but the family teach children how to address family members, how and where to eat and sleep and the difference between good and bad behaviour. The roles in the family are quite limited and adults have more roles. There are also positive and negative sanctions in the family. These sanctions are informal in the family. Some positive sanctions include facial expressions, verbal approval and physical rewards . Some negative sanctions include being grounded, smacked or disapproval through language. Bernstein suggested that there are differences in how we learn to use language based on the social class of our family and Haralambos and Holborn (2000) claimed that compared to working-class families, middle-class parents emphasise high achievement at school and reward success. Another agency of socialisation is the education system. This teaches us the knowledge, skills and attitudes needed for later life. Jackson (1968) said hidden curriculum is things we learn from the experience of attending school, such as dealing with strangers. It teaches us the historic knowledge of our societies past and the geographic knowledge of our society and other societies. It also teaches us the values of our society. For example, getting good grades and qualifications and that we should work hard for those qualifications. Bowles and Gintis (2002) said there is a correspondent between school norms and work norms . There are positive sanctions in the education system such as gaining grades and qualifications, prizes, praise and encouragement. Parsons (1961) (functionalist) claims that in families children are taught slightly different norms and values meaning some children may be allowed to do things others are not. Bowles and Gintis (1976) (Marxist) claims that schools teach children that the most intelligent get the best results. There are negative sanctions as well such as detention, exclusions, failure to achieve  qualifications and having a bad reputation. The media is the third agency of socialisation. This agency is an unusual agency of socialisation and the relationship is impersonal. The media can expose their values onto us but it is uncertain as to what extent. The media is also very powerful in supporting or marginalising certain values. The norms of the media has a boundary. They can publicise acceptable and unacceptable forms of behaviour and they can also reinforce perceptions of expected behaviours. Some positive sanctions of the media include celebrities such as Kate Middleton and Cheryl Cole, who are always shown at their best. Whereas the negative sanctions are very criticizing and show unflattering pictures. Potter (2003) suggested there’s short term effects of the media, such as learning about new ideas and places, imitation of things that we’ve seen on TV, such as styles of hair and clothes and desensitisation, where our emotional reaction to things such as violence and poverty is lowered because of the constant and repeated exposure. Potter (2003) also suggested there’s long term effects such as consumerism, where the repeated exposure of lifestyles and desirable consumer goods, suggests that happiness is something that can be bought. Fear when the media show negative and violent events which may also lead to people overestimating things, and agenda-setting where the media can determine how things will be debated, for example, immigration. This all shows that the agencies of socialisation are very important in forming and shaping young people and that if these agencies are misused or used in a certain way, there will be consequences in how young people may act in their adult life. Not only does each agency effect the values, norms, roles, behaviour, knowledge and sanctions of people, but they also effect each other, for example, the media, if viewed too much or too seriously, may effect someone’s education as they may learn less or pay less attention, or the family as they may be rude to other family members, more disrespectful or they may be less social.

The decision in Durham Tees Valley Airport Ltd v BMI Baby Ltd The WritePass Journal

The decision in Durham Tees Valley Airport Ltd v BMI Baby Ltd The decision in Durham Tees Valley Airport Ltd v BMI Baby Ltd IntroductionPart 1: The decision in Durham Tees Valley Airport Ltd v BMI Baby Ltd1.1 Facts of the case and terms of the contract Part 2: Discussion of the case  Ã‚   2.1 A balancing act  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   ConclusionBibliography  1.0  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Journals2.0  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Books3.0  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   CasesRelated â€Å"The case of Durham Tees Valley Airport Ltd v BMI Baby Ltd [2010] EWCA Civ 485 illustrates how the court must tread a very fine line, when determining whether or not an agreement has sufficiently certain terms to be enforceable. With reference to key cases and academic commentary, critically discuss this statement.† Introduction Contract law abhors uncertainty and it is a well-accepted rule of commercial law that for an agreement to be enforceable its terms must be sufficiently certain and complete for the courts to elicit the meaning of an agreement[1] . Both vagueness[2] and incompleteness[3] disable an agreement from being binding and will often, unless the court makes use of remedial measures to, inter alia, imply reasonable meaning into the contract or clarify the meaning of a word, be fatal to the contract as a whole[4]. The classic case which is usually cited to demonstrate this principle is G Scammell Nephew Ltd v Ouston[5] where an agreement which provided for the acquisition of goods â€Å"on hire-purchase† was so vague as to prompt Viscount Maugham to observe that: â€Å"it is impossible to conclude that a binding agreement has been established†[6]. The tension between finding a contract to be uncertain and attempting to satisfy the settled will of parties to an agreement and encour age commerce without undue restriction has led Professor Macneil to warn that the quest to identify settled principles in this area of contract law is but a â€Å"fool’s errand†[7]. Cases in this area, as Ewen McKendrick rightfully observes, are dependent on their facts and the courts are chiefly concerned with whether there is a sufficiency of evidence to justify a conclusion that a settled and binding agreement has indeed been concluded[8]. Unsurprisingly perhaps English courts have been criticised as being unduly restrictive which makes the judgement in Durham Tees Valley Airport Ltd v BMI Baby Ltd[9] a notable and welcome decision as it goes against the grain of the perception of English contract law by overturning on appeal a decision of Davis J in the Chancery court which held that a contract which imposed an obligation on BMI Baby to base and fly aircraft from an airport but which was unclear about the objective criteria relating to the performance of that obligation regarding passenger numbers was incapable of having a term implied and therefore was struck down[10]. The Court of Appeal allowed the appeal and unanimously found in favour of allowing the contract to stand: the judge at first instance had erred in construing the contract as being void for uncertainty[11]. This essay will critically discuss the above statement by examining the case itself in detail in part 1 before embarking upon a discussion of the ba lancing act involved in resolving uncertainty in contractual terms in part 2. The statement is justified in asserting that such cases as the instant one require a delicate balancing act and this observation is validated by the case law[12]. Part 1: The decision in Durham Tees Valley Airport Ltd v BMI Baby Ltd 1.1 Facts of the case and terms of the contract The brief facts are that an agreement was concluded between Durham Tees Valley Airport (hereafter DTVA) and British Midland Regional Limited (hereafter BMRL) in April 2003 which provided for BMRL to provide two B737 aircraft to operate exclusively from DTVA for a period of ten years[13]. This agreement was subsequently transferred to BMI Baby by virtue of a Novation and Variation Agreement (NVA) executed on 23 December 2005. As Lord Justice Patten, who delivered the leading judgement, observes â€Å"both sides accept that the Base agreement created a binding contract but they differ on how it should be construed†[14]. The defendants contended that the agreement granted them a right without an obligation while the airport argued that the agreement constituted a continuing obligation. The decision at first instance, delivered by Davis J, proceeded, without any notable discussion, on the assumption that the contract was unenforceable due to uncertainty[15]. The bulk of the first instance judgement was concerned with the attempt to imply a term into the NVA agreement to hold the contract to be enforceable and thus hold BMI Baby to the obligation[16]. As Treitel observes the court has a discretion as to whether or not a term can be implied into a contract using the standard of reasonableness[17]. Judge Davis pointed out that the NVA lacked any specification as to the number of flights required and as Lord Justice Patten points out, â€Å"it is this which is said to be fatal to its enforceability†[18]. A leading case in the area of implied terms under the standard of reasonableness is Hillas Co Ltd v Arcos where the timber sold was said, ambiguously, to be of â€Å"fair specification†. This is a typical example of terms which come to the very heart of a contract[19] being expressed in vague or uncertain ways and requiring the construction of the court to crystallise an obligation. Lord Justice Patten fundamentally disagreed with the first instance judge at this stage, arguing that it â€Å"was wrong to regard the addition of a term as to the minimum number of flights as being necessary for the enforceability of the NVA†[20]. The judge had thus proceeded on an assumption of uncertainty and then attempted to imply a term into the NVA agreement which, mistakenly, he thought had a material bearing on the enforceability of the contract[21].   The key elements of the contract were obviously in place and both parties considered that a binding contract was in place despite their differing interpretations. The real question, as Lord Justice Patten correctly identifies, is whether or not the airline was in fact flying its aircraft not the number of flights[22]. Upon this analysis BMI Baby had fulfilled the obligation and thus they could be held accountable: â€Å"BMIB is not required to do the impossible† as Lord Patten concluded[23]. His lordship found sufficient evidence that certainty existed in the contract without resort to any implied terms: â€Å"This makes it unnecessary in my judgement for DTVAL to rely upon an implied term that BMIB would operate the aircraft in a way that was reasonable in all the circumstances. The NVA includes sufficient terms to enable the court to determine whether BMIB’s obligations have been broken.†[24] Part 2: Discussion of the case  Ã‚   2.1 A balancing act  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The decision in Durham Tees Valley Airport Ltd v BMI Baby Ltd[25] is a good illustration of the fine balancing act which must be undertaken in cases which attempt to resolve the uncertainty of contractual terms in terms of sufficiency. At the most general level there is a clear tension between the certainty rule and the reluctance of courts to strike down legally enforceable agreements. Striking a balance between these two opposites is difficult and has obvious implications not only for individual agreements but indeed the sanctity of contract in society. Lord Wright in Hillas Co Ltd v Arcos Ltd observed: â€Å"Businessmen often record the most important agreements in crude and summary fashion; modes of expression sufficient and clear to them in the course of their business may appear to those unfamiliar with the business far from complete or precise. It is accordingly the duty of the court to construe such documents fairly and broadly, without being too astute or subtle in finding defects†.[26] These comments were endorsed recently in Scammell v Dicker[27] where Rix LJ emphasised that for a contract to be void for uncertainty the bar should be set very high: â€Å"For to occur – and it very rarely occurs – it has to be legally or practically impossible to give to the parties agreement any sensible content†[28]. On a more specific level the court, when dealing with a question such as in the instance case, must first address whether the terms of the contract are enforceable or not. The price, quality and quantity, as Lord Patten has identified, are key measures of a contract where objective criteria exist[29]. Each case evidently turns on its facts and there is a lot of gray area here which underlines just how fine the balancing exercise is. The answer to the question of just what is necessary for a contract’s enforceability appears to be inextricably linked with what would constitute a breach of contract. In the instant case the minimum number of flights was something which was within the discretion of BMI Baby and so not something which compromised the terms of the contract concerning the aircraft’s â€Å"operation†. There are some features of the instant case which render it particularly problematic: the length of the contract and the â€Å"degree of discretion given to the airline†[30]. However, Lord Justice Toulson observes that it is not impossible to imagine facts on the borderline which would have rendered the case even more difficult[31]. Conclusion   In conclusion the statement to be discussed is correct in identifying that the decision in Durham Tees Valley Airport Ltd v BMI Baby Ltd[32] is an apt illustration of the fine line which must be negotiated in deciding whether an agreement has sufficiently certain terms to be enforceable. As noted above there is a tension between allowing commercial agreements to stand and finding them void for lack of certainty. The court in Hillas Co Ltd v Arcos Ltd[33] emphasises the duty the courts have in allowing business agreements sometimes hastily drawn up to stand without being too clever with syntax. Each case turns upon its facts and there clearly can be cases which would stretch the balancing act even further than the instant case. As it stands the judge at first instance fell victim to the subtleties of this area of law and misinterpreted a term of the NVA contract which was within the discretion of BMI Baby. The Court of Appeal thus overturned his decision and made a decision of pr incipal which demonstrates that Professor Macneil’s observations may not be as accurate as previously thought[34]. Bibliography   1.0  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Journals Lawrence, Mark (2010) ‘Grounded obligations’ New Law Journal 160(7421), 837-838 2.0  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Books Macneil, Ian (2001) ‘Biographical Statement’ in D Campbell (ed) The Relational Theory of Contract: Selected Works of Ian Macneil Sweet Maxwell: London Mckendrick, Ewan (2005) Contract Law: Text, Cases and Materials Oxford Uni Press: Oxford at p.148 Treitel, G.H. (2007) The Law of Contract Sweet Maxwell: London at p.52 3.0  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Cases Durham Tees Valley Airport Ltd v BMI Baby Ltd [2010] EWCA Civ 485 Durham Tees Valley Airport Ltd v BMI Baby Ltd [2009] EWHC 852    Hillas Co Ltd v Arcos Ltd (1932) 147 LT 503 Perry v Suffields Limited [1916] 2 CH 187 Scammel and Nephew Ltd v Ouston [1941] AC 251 Scammell v Dicker EWCA Civ 405 [1] Treitel, G.H. (2007) The Law of Contract Sweet Maxwell: London at p.52 [2] Scammel and Nephew Ltd v Ouston [1941] AC 251 House of Lords [3] Perry v Suffields Limited [1916] 2 CH 187 [4] Chitty, Joseph (2008) Chitty on Contracts Thomson Reuters: London at p.223 para 2-139 [5] [1941] AC 251 [6] Scammel and Nephew Ltd v Ouston [1941] AC 251 per Viscount Maugham at p.257 [7] Macneil, Ian (2001) ‘Biographical Statement’ in D Campbell (ed) The Relational Theory of Contract: Selected Works of Ian Macneil Sweet Maxwell: London [8] Mckendrick, Ewan (2005) Contract Law: Text, Cases and Materials Oxford Uni Press: Oxford at p.148 [9] [2010] EWCA Civ 485 [10] [2009] EWHC 852 [11] Durham Tees Valley Airport Ltd v BMI Baby Ltd [2010] EWCA Civ 485 [12] Hillas Co Ltd v Arcos Ltd (1932) 147 LT 503 [13] Durham Tees Valley Airport Ltd v BMI Baby Ltd [2010] EWCA Civ 485 per Lord Justice Patten at para 11 [14] Ibid at para 11 [15] Durham Tees Valley Airport Ltd v BMI Baby Ltd [2010] EWCA Civ 485 per Lord Justice Patten at para 46 [16] Lawrence, Mark (2010) ‘Grounded obligations’ New Law Journal 160(7421), 837-838 [17] Treitel, G.H. (2007) The Law of Contract Sweet Maxwell: London at p.52 [18] Durham Tees Valley Airport Ltd v BMI Baby Ltd [2010] EWCA Civ 485 per Lord Justice Patten at para 57 [19] Such as quantity, quality or price [20] Durham Tees Valley Airport Ltd v BMI Baby Ltd [2010] EWCA Civ 485 per Lord Justice Patten at para 59 [21] The number of flights was something which was for the discretion of the airline; [22] Durham Tees Valley Airport Ltd v BMI Baby Ltd [2010] EWCA Civ 485 per Lord Justice Patten at para 59 [23] Ibid [24] Ibid at para 61 [25] [2010] EWCA Civ 485 [26] Hillas Co Ltd v Arcos Ltd(1932) 147 LT 503 per Lord Wright at p.504 [27] EWCA Civ 405 [28] Ibid at para 30 per Rix LJ [29] Lord Justice Patten gives the example of a tenancy agreement under which the tenant agrees to pay a reasonable rent [30] Durham Tees Valley Airport Ltd v BMI Baby Ltd [2010] EWCA Civ 485 per Lord Justice Toulson at para 91 [31] Ibid at para 90 [32] [2010] EWCA Civ 485 [33] (1932) 147 LT 503 [34] Macneil, Ian (2001) ‘Biographical Statement’ in D Campbell (ed) The Relational Theory of Contract: Selected Works of Ian Macneil Sweet Maxwell: London

Imagine a cold dark room with cages lined against the walls

Imagine a cold dark room with cages lined against the walls. The cries of living creatures echoes throughout the building as if the entrapped animals are able to sense their fate. Lying on a table are several rabbits strapped down with tiny cups attached to their bellies. These rabbits are going through an enormous amount of pain due to the fact that they were not given painkillers of any sort. Sadly these helpless creatures are not the ones being tested on; they are there only as a source of food for the insects that are being researched on. The practice of experimenting upon animals to gain scientific insight dates back to ancient Greece and were part of the earliest medical experiments. For centuries, doctors and researchers have used animals to enhance their knowledge about how the various organs and systems functioned, as well as to sharpen their surgical skills. Although these experiments may seem useful in the scientific community there are never the less activists on the other side of the spectrum who argue that these types of methods are cruel and unusual. Though rather controversial, the use of animals continues to grow for not only medical research, but for cosmetic purposes as well. Many scientists have united in the belief that animal experiments are necessary in order to provide vital information in the continued effort to provide new cures and safe products. While animal testing may be important for certain medical research, certain procedures are not only unethical, but also unnecessary for obta! Many of the procedures used today to enhance societys advancement of information seem irrelevant to what is actually essential in todays world. Many experts believe that testing of products on animals, before they go on the market, is imperative to providing safe products for people who need depend on these products for their own well being. However, many activists claim that the testing of pr...

Awesome Love Quotes Through the Ages

Awesome Love Quotes Through the Ages What is love without expression? One of the ways to express love is by writing the classic love letter. If you happen to be the inventive and poetic kind, then writing a love letter is probably effortless. However, if you are a regular person who wants to pen a few lines for your beloved, then the following awesome love quotes could be of help. Paulo Coelho I love you because the entire universe conspired to help me find you. Phoenix Flame Marriage is love personified. Swedish Proverb Love is like dew that falls on both nettles and lilies. Turkish Proverb Young love is from the earth, and late love is from heaven. Douglas Yates People who are sensible about love are incapable of it. Henry Miller â€Å"The only thing we never get enough of is love; and the only thing we never give enough of is love.† James D. Bryden Love does not die easily. It is a living thing. It thrives in the face of all of   lifes  hazards, save  one: neglect. Anonymous The essential sadness is to go through life without loving. But it would be almost equally sad to leave this world without ever telling those you loved that you love them. Herman Hesse â€Å"If I know what love is, it is because of you.† Some of us think holding on makes us  strong; but  sometimes it is letting go. Jorge Luis Borges To fall in love is to create a religion that has a fallible god. Gregory Maguire †¦and he kissed her and kissed her and kissed her, little by little by little. D. H. Lawrence I am in love - and, my God, it is the greatest thing that can happen to a man. I tell you, find a woman you can fall in love with. Do it. Let yourself fall in love. If you have not done so already, you are wasting your life. Julian Barnes Love is just a system for getting someone to call you darling after sex. Isha McKenzie-Mavinga On reflection, one of the things I needed to learn was to allow myself to be loved. Edmond Medina Things we do, we do for ourselves. But that which we love we have no choice but to give away. Norman Lindsay The best love affairs are those we never had. English Proverb Faults are thick where love is thin. Fyodor Dostoevski Love in action is a harsh and dreadful thing compared with love in dreams. Lao Tzu Being deeply loved by someone gives you strength, while loving someone deeply gives you courage. Friedrich Nietzsche Women can form a  friendship  with a man very  well; but  to preserve it to that end a slight physical antipathy must probably help. Barbara Bush I married the first man I ever kissed. When I tell this to my children, they just about throw up. Sara Paddison As you continue to send out love, the energy returns to you in a regenerating spiral... As love accumulates, it keeps your system in balance and harmony. Love is the tool, and more love is the end product. Jane Austen You pierce my soul. I am half agony, half hope†¦I have loved none but you.

Supply chain management Case Study Example | Topics and Well Written Essays - 1000 words

Supply chain management - Case Study Example The marketing area of Chemtech is primarily concerned with taking orders from the customer for their next month’s requirement. It then makes forecast and relays the same to the purchase department for timely delivery of the same. The department feels that lack of effective planning by supply chain management is responsible for the problems in meeting the customers’ demands. Answer 2 Chemtech needs to streamline its coordination between the departments and ensure that the logistic planning for at least three months is made in advance. This would give the suppliers more time to make arrangements for slow moving products as well as ensure availability of inventory that is often required at short notice. The company should also show more confidence on its long term suppliers and help understand their problems. Logistics and supply chain is vital part of business strategy and therefore concerted efforts for efficient receipt and delivery of goods and services need to be impl emented. Effective computerization of its various in house operations and functions would ensure smooth flow of information leading to improved performance outcome. The computerization would also help to forecast the products requirement so that it can maintain the inventory and meet the requirements of the customers at short notice. Answer 3 The suppliers like Potash should seek trust and at least three months time from its customers like Chemtech for delivery of products which are slow moving. The repeated threats of change in the suppliers by Chemtech have also significantly lowered the morale of Potash. As a result, the company has also started looking for fresh long term customers who could give them realistic time margin to meet their demands. The three months advance order would also enable the company to increase its stock of products which could be required by customers at short notice. While suppliers maintain large stock of products that are in high demand, the short supp ly of slow moving products often becomes huge liability for them. Hence, longer lead time for such products would facilitate the suppliers to coordinate its own logistics and supply chain. The linkages with external agencies are important part of logistics and supply chain management. Thus companies that are able to develop trust and mutual understanding would greatly benefit from long term relationship. (words: 500) Case study 15.1 Answer 1 There general challenges and issues

Worldview Essay Example | Topics and Well Written Essays - 1000 words

Worldview - Essay Example A worldview is the opinion that every individual holds toward the existence or purpose of something. In this case, the naturalist worldview is that there is no God that maintains or sustains all life in the universe. Theism is the belief that at least one god exists. However, the liberal view held by most is that it is not our task to prove that there is no God, rather; the task of a believer to prove that a god does exist. This paper will examine the naturalist worldview about the existence of God, and the impact such a view has on the lives of naturalists. The worldview on God is that He is a Supernatural Being that individuals and believers pray to in order to find a higher purpose with/in their lives. It is the naturalist’s view that there is no presence of such a Supernatural Being that sustains life in the universe. Naturalism brings forth the understanding that nature is the ultimate reality, and that no deity is involved in its maintenance. It is this view that brings focus to the thought that nothing, beyond nature itself, has any effect upon the world individuals dwell or exist. Some of the characteristics of God are that He tends to be jealous when individuals pay homage to anything apart from Him (Adams, 1993). This is evident in the texts that exist that describe Him as a jealous God. The Holy Book includes commandments that He gave to mankind so that they could live in harmony with Him, and fellow mankind (Adams, 1993). Another characteristic is that He is omnipresent. This means that He was there from the beginning, and will be there till the end. From a naturalist’s point of view, it may be next to impossible for the existence of life for such a long time. There is the beginning of life, but then, there is also the end of life. Human beings came about as a result of evolution. The beginning of mankind is a cause, and was as a result of a cause. It is the naturalist worldview that we are caused creatures, and that all factors involv ed give man the power and control over all that surrounds them. By comprehending the fact that mankind is materially based, it is only fair that this point of view connects man to the physical world, hence; enabling man to be at home in the physical state of the world (Adams, 1993). After death, there is the biological aspect of nature, which is summarized as decomposition. There are no souls that continue on after death because man is purely physical in nature. It is this worldview that mankind gives back to the physical state of the universe. It is considered nature’s way of sustaining existing life, and giving rise to new beings. The nature of the universe is self-sustenance. It is only through evolution, not supernatural or religious understanding, that the universe is brought together. This is under a common objective of sustaining all life on earth. Naturalism focuses the attention of mankind on what works, increasing an individual’s efficiency toward the natural environment. Mankind is, therefore; better placed to create social policies that aim at increasing the togetherness of the social, political, and environmental scene (Carrier, 2010). Through the creation of different factors, for example; compassion and empathy, the universe assists mankind to reduce the chances of self-righteousness, superiority with regards to morality, guilt, and ultimately shame. It is through these factors that individuals know what they know. Through the introduction and advancement in science, individuals are engaging in thoughts about the nature and characteristics of life. Just as Christian believers choose to believe the existence of a Supreme Being,

Implement concepts from Piagets theory of cognitive development when Essay

Implement concepts from Piagets theory of cognitive development when teaching second or third graders the skill of regrouping when solving subtraction problems - Essay Example For example, if the task at hand is to teach the children to subtract eight from 21, the instructor should group ten of the blocks together, perhaps in a tower formation, and then grouping the additional 11 blocks together in a group that is laying flat on the desk or working surface. At this stage, if the child fully understands how to count far beyond ten, they will recognize and be able to express that the tower consists of ten different blocks. The instructor would then praise this accomplishment to reinforce motivation and cooperation and then ask the child to express the amount of blocks laying on the surface. They should correctly identify that there are eleven blocks by counting them out loud one by one. At this point, the instructor reinforces that the task is to subtract eight of these blocks from the different formations and then regroup the blocks into a different series. The instructor might remove only two blocks from the tower and then six more from those on the table to provide example. The child will recognize that the tower now contains only eight blocks and should be able to regroup the surface blocks to account for the additional six blocks needed to complete the equation of 21 – 8 = 13. When the child is given free rein to perform another subtraction task through regrouping, they should accurately recognize, as part of mastery of pre-operational and concrete operational understanding, how to regroup the different blocks to achieve a positive math outcome. The teacher, for students in this phase, will not be dealing with egocentric behaviors marked by those found in children who are in the pre-operational stage and should expect full cooperation to the regrouping tasks. By allowing the children to choose their own ordered sets of blocks, based on the specific math task, they will begin to develop the ability to perform these calculations in their

The Exodus and Yahwehs Relationship with the Hebrews Essay

The Exodus and Yahwehs Relationship with the Hebrews - Essay Example This was instrumental in the creation of the country of Israel. The Zionist movement derived its inspiration from the Exodus that is described in the Old Testament of The Holy Bible. This then becomes the point in history that provided the Jews with an incident to look up to and a precedent to live up to. This paper shall look at the different aspects of this historical connection and the relationship that Yahweh had with the Hebrews. According to Rabbi Irving Greenberg, the main aspect of the importance of the Exodus is the fact that it can be connected to the modern secular concept of upliftment. The Jewish idea of liberation from Exodus can be applied, according to him, to the modern concepts of economics that seek to look at development and justice for the poor and the weak. This is exactly what God had attempted to do during the Exodus. The Exodus had provided an opportunity for the poor and the weak to migrate from a tyrannical Egypt to the Promised Land where they could then a ttain a standard of living that would be humane and just. The idea of justice is thus, what God promises in return for faith. Greenberg’s ideas are a bit far-fetched in as much as they equate faith and economics. However, it is also true that the ideas of empowerment of the weak are present in both modern economics and the ideas of religious justice. The Exodus is remembered in present times through acting out the exodus in one’s own life.... In this sense, the exodus has a greater significance. It can also be seen in a metaphorical sense whereby the exodus becomes a movement for personal fulfillment and personal empowerment. This then also becomes for the Jews of the present, a call to create a better world. It becomes a call to utopia in the world, in the way that the God of the Old Testament envisaged it. The collective action of the Exodus is then looked upon using the lens of personal religious involvement. The conflation of the personal and the religious then becomes an important part of the observance of the remembrance of the Exodus. Yahweh, the God of the Hebrews, during the Exodus, made it clear that he would provide protection to them during their movement from Egypt to the land that he had promised them (Berit). This concept of the protection of Yahweh always being present is then an important part of the life of a Jew even in present times. The basis of the Zionist movement has remained this implicit faith in the protection that would be offered by god to the people who have faith in him. The people who migrated to what is today known as Israel too had in them this faith. They were confident of the promise that Yahweh had made to them. Their identity was based largely upon this promise and this bound all Jews into one group. This then has been instrumental in the creation of an identity for the Jews of modern times in different parts of the world. The importance of this lies in the fact that a moment in history that had passed much earlier is held up as important for the creation of the identity of a later generation. The religious significance of the Exodus and the relationship between the Hebrews and Yahweh lies in the bond that is created between

John Paul Dejoria and his accomplishments Research Paper

John Paul Dejoria and his accomplishments - Research Paper Example While he was still in twenties his wife died leaving a son behind whom John had to now take care of. John tried in everything and all sorts of Jobs, but his luck charmed bell rung when he met Mitchells another US individual. Together they worked to bring on revolutions in history of hair color solutions. Their strategy worked so well that today John Paul sells his products internationally in more than 90,000 salons. According to (Forbes 2011), he is worth US$4 billion. And Visionary of the Year Award (October 2009). John is one the great nationals of America today, with a generous donator, he has won numerous awards. Today all magazines recognize him as one of the millionaires. Sender’s Name April 22, 2011 John Paul Dejoria and his accomplishments   Living a luxurious life, with 90 hair products sold in 90,000 hair salons all across the United States plus an annual retailing topping $ 600 million, is the guy who worked hard to make the rages to riches story. John Paul Dejori a is a US citizen who holds prestige in being categorized as one of the True Global Citizen that moves on from a no way citizen to someone who owns riches equivalent to millionaires today. Early life and Education He was born as the second son to an Italian family, the family which immigrated from Greek to Italy. He marked the history of the Echo park neighborhood of California with his birth on the April 13th, 1944. Belonging to a family who separated when he was the 2 yrs old, he was thought as any other regular child. It was not but the age of nine that he started selling cards and news papers to support his family financially. Sometime later his mother felt that she won’t be able to provide for the family, so John Paul along with his brother were sent to their foster home. The real learning of this son of the immigrant parents from Italy and Greece was hard work and consistent determination to work for his goals in life. Since beginning John Paul and his brother had to li ve a life of tiresome work and sleepless nights. John Paul and his brother would have to get up at three in the morning to deliver the folded newspaper as their part time job during studies for sake of support for family’s financial wellbeing. At a really early age he had to spend time in the company of East Los Angeles’ street gangs. He then had to enroll in the U.S. Naval Reserve still being a student of high school then went on to join the Navy. However, his efforts worked against the thoughts for financial betterment. However, as life would have it a brief marriage left John Dejoria a single parent with a young son to support. Then he resort to different jobs trying to make ends meet with no particular correlations in the jobs he was handling. He did everything from the pumping of the gas, repairing of the bicycles, working as a salesman for encyclopedias, dictating machines, photocopying machines and even selling life insurance. It was harder for Dejoria and he st ill was having a rough time. As Oprah Winfrey puts beautifully â€Å"I've learned that you can't have all and do all at the same time.† (O Magazine, April 2003). Because of his early twenties he was like as many other adults who consider asking help from others disrespect in their self esteem. This resulted in him being broke on many occasions. However, he was willing to give it all those days he was collecting Coke bottles and cans to fund them in for a few pennies at the to buy cereal, macaroni, potatoes, rice, and cheese or canned soup. However, no matter how hard the

The Exodus and Yahwehs Relationship with the Hebrews Essay

The Exodus and Yahwehs Relationship with the Hebrews - Essay Example This was instrumental in the creation of the country of Israel. The Zionist movement derived its inspiration from the Exodus that is described in the Old Testament of The Holy Bible. This then becomes the point in history that provided the Jews with an incident to look up to and a precedent to live up to. This paper shall look at the different aspects of this historical connection and the relationship that Yahweh had with the Hebrews. According to Rabbi Irving Greenberg, the main aspect of the importance of the Exodus is the fact that it can be connected to the modern secular concept of upliftment. The Jewish idea of liberation from Exodus can be applied, according to him, to the modern concepts of economics that seek to look at development and justice for the poor and the weak. This is exactly what God had attempted to do during the Exodus. The Exodus had provided an opportunity for the poor and the weak to migrate from a tyrannical Egypt to the Promised Land where they could then a ttain a standard of living that would be humane and just. The idea of justice is thus, what God promises in return for faith. Greenberg’s ideas are a bit far-fetched in as much as they equate faith and economics. However, it is also true that the ideas of empowerment of the weak are present in both modern economics and the ideas of religious justice. The Exodus is remembered in present times through acting out the exodus in one’s own life.... In this sense, the exodus has a greater significance. It can also be seen in a metaphorical sense whereby the exodus becomes a movement for personal fulfillment and personal empowerment. This then also becomes for the Jews of the present, a call to create a better world. It becomes a call to utopia in the world, in the way that the God of the Old Testament envisaged it. The collective action of the Exodus is then looked upon using the lens of personal religious involvement. The conflation of the personal and the religious then becomes an important part of the observance of the remembrance of the Exodus. Yahweh, the God of the Hebrews, during the Exodus, made it clear that he would provide protection to them during their movement from Egypt to the land that he had promised them (Berit). This concept of the protection of Yahweh always being present is then an important part of the life of a Jew even in present times. The basis of the Zionist movement has remained this implicit faith in the protection that would be offered by god to the people who have faith in him. The people who migrated to what is today known as Israel too had in them this faith. They were confident of the promise that Yahweh had made to them. Their identity was based largely upon this promise and this bound all Jews into one group. This then has been instrumental in the creation of an identity for the Jews of modern times in different parts of the world. The importance of this lies in the fact that a moment in history that had passed much earlier is held up as important for the creation of the identity of a later generation. The religious significance of the Exodus and the relationship between the Hebrews and Yahweh lies in the bond that is created between

Week 6 Coursework Example | Topics and Well Written Essays - 750 words

Week 6 - Coursework Example Therefore, most businesses have to accept the existing preordained competition, by developing some unique measures of overcoming it. Organizations have to react by increasing the competition through cutting the price of their products, refining the quality of their products to fit clients preferences, use of new technology to overwhelm the rapid changes in quality and quality in productions. HTC is one of the enterprises that realize competition is growing everyday. The corporation, as a result, decided not to underrate the potential competition coming from different parts of the world. For that reason, HTC strived to provide unique and distinguished quality products through enhancing a creative and innovative environment. The corporation has successful fashioned a tranquil environment that is auspicious in endorsing creativity of it is employees through initiating the â€Å"magic labs† (Robbins, & Coulter, 2010). The personnel are encouraged to work on their own ideas which enable their imagination to turn into innovation. The corporation also has promoted creativity and innovation by studying the change of clients’ preferences. There is a resilient connection between workers happiness and creativity in the workplace. The level of creativity improves when employees are happier. Happy employees are optimistic and work in solidarity, thus strengthening crea tivity through sharing of knowledge; hence promoting inventiveness. Employees’ happiness is of prodigious significant in the workplace as it emboldens staff to be more productivity and high job performance. Happiness among employees remains imperative for they are 25% more effective and well-organized than the unhappy staff thus happy staff endorses high job performance and great productive. Happy workers are also 47% industrious than unhappy staff, as happy staff work in team-spirit and in a more optimistic way thus creating a favorable avenue for sharing concepts

Scarcity and Compassion Essay Example for Free

Scarcity and Compassion Essay According to the Oxford dictionary, scarcity is the same as shortage or presence in small numbers. In economics, scarcity is defined as the condition whereby human wants and needs exceed what is produced or what can be produced by the available resources (Harford, 2006). On the other hand, compassion is the belief in fairness in distribution of resources our humane aspects should not allow us to see others live without resources while we are capacitated to provide to them. Economists have pointed out over the disagreement between these two aspects as one calling for equitable distribution of resources to all persons while the other points out equal distribution of resources is impossible as there are no enough resources for everyone. Scarcity thus explains the presence of the rich and the poor. Compassion plays a big role as evidenced by empirical evidence on the ground especially on international level. Wealthy nations have always made attempts to make some of their resources available to poor nations (Harford, 2006). Note that, the resources given away as aid are not excess/ surplus resources per se. They are obtained from the taxpayer’s money whereby taxpayers could have allocated such resources in more economically viable options. Therefore, compassion by nations and/or on a household level continues to play great role in distribution of scarce resources. The fact that man is a social animal ties him to the idea of sharing his economic resources with the ones deprived of those resources. The knowledge by an individual of the suffering of another due to lack of resources either acting on a household level or any economic unit drives that individual to make decisions and/or implement policies that will favor the underprivileged according to his view. This explains why there are tax cuts and social benefits to the low income earners and unemployed respectively. Thus compassion plays and continues to play a significant role in the distribution of scarce resources.

Examining Children And Domestic Violence

Examining Children And Domestic Violence This essay will explore and critically discuss issues about domestic violence and effects on children with regards to the framework for constructing childhood. I will also briefly describe the historical definition of childhood comparing it to the current definition and the links to children and domestic violence. James and Prout (1997) stated that Childhood can be understood as a social construction as it provides an interpretive frame for contextualizing the early years of human life and it is different from biological immaturity. He also suggested that to an extent the definition of childhood is dependent on the views of the society. The concept of childhood has changed overtime, due to social construction that is fuelled by our views of children, our attitudes towards them and views constructed through human understanding. This change has a big impact on children and how society sees them; these changes are due to political and theoretical influences (James and James, 2004). James and James (2004) suggested that there is a sense loss of childhood, as children are being denied their right to childhood and they are exposed to the unpredictable and impulsive of the adult world too early. History of childhood In Western Europe during the middle ages children were seen as miniature adults, with same thinking capacity and personal qualities, but not the same physical abilities. From 15th century Aries suggested that the idea of childhood has changed but the images and paintings of children changed as a new understanding of childhood emerged allowing children to be seen as distinct from adults because they had their own needs. Shahar challenged the Aries views, she argues that the perceptions of children as adults goes beyond the 15th century; children were perceived as either been born innocent or sullied by original sin (James and James, 2004). The image of the child born into original sin came from the Aristotelian notions overlaid with Judeao-Christian; in this children were seen as wicked and needed redemption. Susannah Wesley recommended that parents must discipline their children so they can be saved from their sinfulness. In the 18th century, children were seen as the nature child, n ature wants children to be children and not merely as adults in the making. John Wesley recommended that parents should break the will of their children in order to bring his Gods will into subjection so they will be subject to the will of God. During the 19th century children were portrayed as naughty rather than evil, but this has continued today for example in books such as my naughty little sister. Towards the end of the 18th century, the perception of childhood was influenced by the romantic and evangelical. Romantic portrayed childhood as a time of happiness and innocence, children were seen as pure and should be protected before facing trials and responsibilities of adulthood; for example by Rousseaus Emile, but it was later propagated by Blake, Coleridge and Wordsworth. Blake saw childhood not as the preparation for what was to come but as the source of innocence, but his views were confused by Wordsworth emphasised that children were blessings from God , as childhood was se en as the age where virtue was domiciled, (James and Prout, 1997). The romantic child was short-lived by the evangelical child, the evangelical Magazine advises parents to teach their children that they are sinful polluted creatures. Currently, childhood is seen as vulnerable to exploitation especially the way which the media plays a big role in the commercialisation of childrens merchandise such as toys and games. Childhood in Britain is often perceived as being a time of innocence and happiness, a carefree time when children should be protected and sheltered from the adult world of sex, drugs and violence (Foley et al, 2001). Children are viewed as vulnerable especially when it relates to abuse or protecting them; Holt et al (2008) suggested that the perception and understanding of children has changed overtime in relation to abuse as there is more research on children and young people who have experienced abuse. The framework for constructing childhood consists of welfare of children, childrens rights and children in a social context. The welfare of children is still a concern which continues to change the policy and legislation in order to promote and safeguard the welfare of children in society. The UK government chose three main points in the United Nations Convention on the Rights of the Child (UNCRC) in 1999 which is quality protects (programme to support children aged 0-3 yrs and their families, sure start and National Childcare Strategy to ensure good-quality childcare for children aged 0-14 (James and James, 2004). Race, class, religion, gender and disability shape childrens lives; all these factors have an impact on their health, life chances and educational experience. UNCRC came into force in the UK in 1992, all organizations working with children refer to UNCRC, for example Childrens express and Article 12, aim to increase children and young peoples participation in the society. Unlike adults, children have fewer rights for example they do not have the right to vote as children do not yet have the competence to make such decisions. These special rights are for their protection rather than participation (James and James, 2004). James and James (2004) stated that the social positioning of children is inextricably linked with wider social changes associated with the roles of men and women, families and the state. Changes in the composition of the family structure and the increased involvement of women in the workforce in Western Europe and US have an impact upon the lives of children. External materials and cultural forces of the families, both subtlety and directly shape children lives; but also schools, childcare and healthcare settings influence the lives of children (James and James, 2004). Domestic violence is a health issue that is hidden but statistics shows that it is a problem not just in England but worldwide and it is also an indicator of other forms of child abuse. Evidence from Brandon et als (2008) study shows that if domestic violence is present it leads to two-thirds of cases of child deaths and serious injury, therefore this shows that domestic violence is one factor that leads/contribute to death in childrens cases where children have been killed or seriously injured for example Victoria Climbe and baby P cases. It affects everyone in the society regardless of age, gender, wealth and sexuality. Home office (2010) defines Domestic violence as Any incident of threatening behaviour, violence or abuse (psychological, physical, sexual, financial or emotional) between adults who are or have been intimate partners of family members regardless of gender or sexuality. This includes issues of concern to Black and other Minority Ethnic communities such as honour kill ings. McGee (2000) stated that domestic violence is experienced by women and children of all social classes, ethnicities and abilities. BCS (2001) estimates that one in five (21%) women and one in ten (10%) men has experienced at least one incident of non-sexual domestic threat or force since they were 16. Also when financial and emotional abuse is included, 26% of women and 17% of men had experienced domestic violence since the age of 16. The most affected group as a result of domestic violence are women, as statistics shows 32% of women had experienced domestic violence from this person four or more times compared with only 11 per cent of men (Mullender, 2004). Statistics from British Crime Survey (BCS) (1996) shows that half of families who suffered domestic violence had children aged 16 or under living in the household. Mirrless-Black (1999) suggested that 29% of children experiencing domestic violence were aware of what was happening, children were more likely to be witness abu se against women who suffer abuse themselves. In the UK it is estimated that every year at least 750,000 children witness domestic violence and over a 100-day period an estimated 205,000 children will witness domestic violence (DoH, 2009). Children are affected not only by directly witnessing abuse, but also by living in an environment where their mother (main caregiver) is repeatedly victimised. Children in a home where the mother is being abused are also at greater risk of being abused themselves, or being used to control their mother, Hidden hurt (2010). There are many ways that children and young people can experience domestic violence such as directly being abused or witnessing the abuse as children are aware of what going on, and could be listening whilst the abuse happens. Mullender (2004) stated that what children see or hear when their mothers are being abused can not only include physical violence but also emotional abuse and put-downs, threats and intimidation, sexual jealousy and abuse. Children may witness the family being kept short of money or the abuser taking money from other family members and also experience isolation from family and friends. Also children could witness domestic violence by actually seeing violent and abusive acts/behaviours, hearing arguments and seeing the physical and emotional effects of abuse and when trying to intervene to protect their mother or siblings; but young people may experience domestic violence in their own relationships (DoH, 2002). Research has shown that children are likely to be at risk of physical, sexual and/or emotional abuse if they have witnessed or live in an abusive home. The National Childrens Home (NCH) Action for Children study (2002) found that children living with domestic violence frequently experienced direct physical and sexual assault and that ten per cent had witnessed their mother being sexually assaulted. Abrahams (1994) study found that of women and children who had left a domestic abuser 10% of mothers had been sexually abused in front of their children, 27% of the partners had also assaulted the children, including sexually and 1/3 said that the children became violent and aggressive, including towards their mothers; 31% developed problems at school; and 31% of children had low self-esteem. DoH (2009) stated that although the statistics shows that a high numbers of children witness domestic violence, official statistics are likely to underplay its prevalence. It is difficult to estimate the exact number of women or children that experience domestic violence as not every incident is report or disclosed; therefore the true figures are likely to be higher. Domestic violence has a big impact on children emotionally, socially, behaviourally, developmentally and on their cognitive ability. It can be difficult to research the effects of domestic violence on children due to ethical issues as they are very vulnerable, but it is important to find out what children experience in order to understand the possible impact on children on how to support them to cope. Hester et al (2000) stated that there is evidence that domestic violence has an impact on children but there is lack of knowledge to how factors such as age, race, economic status, gender, disability and childrens resilience influences children. Children can react to violence in different ways depending on whether they are witnessing or experiencing violence as some are more sensitive than others, but it depends on their age. There are two types of behaviours that can manifest in children, this could be externalised and internalised as some children could be more aggressive and are at a high risk of depression (DoH, 2009). McGee (2000) and Frantuzzo (1999) pointed out that children exposed to domestic violence tend to display more aggressive behaviour, have problems in school/home and also behavioural problems such as depression, fears, suicidal behaviours, bed wetting and low self-esteem. Other behavioural and emotional effects could be feeling powerless/helpless, withdrawn, anger, and lower academic achievements; Hester et al, (2000) suggested that this could be short or long term. However, all children could suffer from all of the above at any stage in their life without being affected or witnessing violence, research has shown that it is higher among children who witness domestic violence. Domestic violence can also affect childrens cognitive abilities as research has shown that what is happening at home can disrupt their education. Veltman et al (2000) found that 75% of cases children had delayed cognitive development and 86% had delayed language development. Research has shown that children exposed to domestic violence have difficulty in school, lack concentration and more likely to refuse to attend school (McGee, 2000 and Humphrey and Mullender, 2001). There are long-term consequences of exposure to domestic violence especially to younger children as it is thought that they dont remember what happened; however the effect can be carried to adulthood and could jeopardize their development. Cunningham and Baker (2004) suggested that if domestic violence is carried into adulthood it can contribute to a cycle of adversity and violence. Osofsky (1999) stated that studies have indicated the link between exposure to violence and negative behaviours in children of all age group; similarly Cunningham and baker suggested that exposure to domestic violence can have varied impact at different stages. The social issues of domestic violence are more likely to affect adolescent due to difficulties forming healthy intimate relationships with peers as a result of their experiences; Levendosky et al (2002) suggests adolescents exposed to violence are less likely to have a secure attachment style and more likely to have an avoidant attachment style, i ndicating perhaps that they no longer feel trust in intimate relationships. Violence experienced by infants and toddlers can cause more emotional or behavioural problems as they tend to have excessive irritability, immature behaviour, sleep disturbances, emotional distress, fears of being alone, and regression in toileting and language (Holt et al, 2008 and Osofsky, 1999). Due to their age they are dependent on the mothers/care-giver for care, safety and security so they form the attachment. Studies have shown a link between secure parent-child attachments in infancy with later positive developmental outcomes and these could affect how they relate to people in later life which could affect their normal development of trust and create social problems; research on attachment in infancy has shown that the more serious the level of domestic violence, the higher the likelihood of insecure, disorganised, attachments (DoH, 2009). Furthermore, it can be very difficult for these young children who often cannot describe their experiences in detail as their development is limited and their feelings/emotions are manifested as temper tantrums and aggression, crying and resisting comfort, or sadness and anxiety (Cunningham and Baker, 2004). Children welfare and rights Safeguarding and children welfare is defined by HM government (2006) as the process of protecting children from abuse or neglect, preventing impairment of their health and development, and ensuring they are growing up in circumstances consistent with the provision of safe and effective care that enables children to have optimum life chances and enter adulthood successfully (p 27). Children are defined as in need when they are unlikely to reach or maintain a satisfactory level of health or development which will be significantly impaired without the provision of services (S17 (10) of the Children Act (1989). Some children are in need because they are suffering or likely to suffer significant harm which justifies compulsory intervention in family life in the best interest of children. The Child Act (1989) places duty on every local authority to provide a range of appropriate services to ensure that children in need within their area welfare are promoted. The Act also places a duty on l ocal authorities to make or cause enquiries to be made, where there is reasonable cause to suspect that a child is suffering or likely to suffer, significant harm (s 47). The Children Act (1989) recognises that to promote the welfare of children, services may need to be provided to address the difficulties their parents are experiencing. In order to promote the welfare and safeguard children, all the services and agencies working with children have to come together to provide effective support and services, as when children experience serious inquiries it is evident that there has been a failure of agencies working together; this was an issue raised in the 2003 Victoria Climbià © Inquiry report. Cm 5730 (2003) from Victoria Climbià © Inquiry report recommended that many agencies have to work together to safeguard and promote the welfare of the children which cannot be achieved by a single agency as every service has a part to play. The Domestic Violence, Crime and Victims Act (2004), Family Law Act (1996), Protection from Harassment Act (1997) and safeguarding children all state that it is a criminal offence if a child dies as a result of an unlawful act of the parents/adults (member of the family) who do not take actions to protect the child. The Children Act s11 (2004) and Working Together to safeguard children (HM Government, 2006) stated that safeguarding and promoting the welfare of children is everyones responsibility and central to all local authority functions. Similarly HM Government (2006) stated that protecting children from significant harm, safeguarding and promoting the welfare of children depends on effective joint working between agencies and professionals that have different roles and expertise (p 33). Furthermore the Local Safeguarding Children Board (LSCB) main aim is to ensure the effective safeguarding of children by all local stake holders and the promotion of their welfare, both in a multi-agency context and within individual agencies (HM Government, 2010). LSCB should ensure better collaboration and co-ordination in cases which require services such as agencies working with both childrens and adult services such as agencies working with parents experiencing domestic violence. Working Together to Safeguard Children (HM Government, 2006) states that LSCBs should make appropriate arrangements at a strategic management level to involve among others, domestic violence forums (p 86). HM Government (2010) states that all health professionals working directly with children and young people should ensure that safeguarding and promoting their welfare forms an integral part of all elements of the care they offer. The Children Act (2004) places a wider duty on the police for example ensuring policy plans including child protection strategies. They also specify the need to respond quickly and effectively to domestic violence incidents (Cleaver et al, 2007). Police have a key role in safeguarding children and working with other agencies to stop abuse (HM Government, 2010). In the past professionals have not worked together to address the impact of domestic violence for children, but measures have been placed to reduce this impact. As health professional we have to be able to identify the impact of domestic violence on children in order to help/support them. Research has shown that professionals struggle to identify and understand childrens experiences so cannot respond appropriately to their needs (Mullender et al, 2002). Children have several coping strategies can be through resilience and being listened to about their experiences but some children can recover quickly as children are different so we as professional need to consider each childs coping strategy. DoH (2009) stated that identifying protective factors and increasing resilience can reduce the risk of harm (p 30). Mullender et al (2002) suggested that a secure attachment to a non-violent parent/carer is a protective factor for children in distress from violence. Similarly, Osofsky (1999) sta ted that the most important protective resource to enable a child to cope with exposure to violence is a strong relationship with a competent, caring, positive adult, most often a parent. This is because violence can jeopardize the development of a childs ability to think and solve problems, but with the support of good parenting by either a parent or other significant adult, a childs cognitive and social development can progress. It is important as professionals that children are listened to, taken seriously and are kept informed and involved in decisions; Mullender et al (2000) pointed out that professional lack sensitivity to children who do not feel noticed or supported appropriately. Professionals need training on how to communicate to children to experience domestic violence by using language which will allow them to talk openly. Children want their voices to be heard as this will allow children to disclose any violence; Mullender et al (2002) stated that listening to children who have lived with domestic violence has meant not only hearing voices that were silent but seeing other cases of violence from a child-centred perspective (p 206). Nevertheless when assessing childs needs, it is important to consider support for the family; Holt et al (2008) and Humphreys and Mullender (2001) both suggested that it is essential to provide an holistic assessment that will take into account the risk and protective factors in each family, especially the mother and child. Likewise Hester et al (2000) suggested that any intervention strategy needs to be individualised to children family context and should focus on stabilising the home environment to minimise disruption. They are several service and support for children who have/are experiencing domestic violence such as the hide out, family care support, NSPCC counselling for children and counselling and strong families programme. The hide out is a child friendly website for children and young people, it was created by Womens Aid to help children and young people to understand domestic abuse, and how to take positive action if its happening to you. Stronger families programme is a 12 week therapeutic group programme from children and mothers who have experienced domestic violence. The aim is to achieve safety, empowerment and a safe place to discuss feelings. It helps towards the reparation to mother child relationship through a mother and child group. It is an inter-agency collaborative model that is offered throughout Nottingham city. The Stronger Families programme is based on the successful model originally initiated in Ontario, Canada. The Community Group programme for children exposed to women abuse has over 20 years of experience and research. It is based on early research by Peter Jaffe et al in London Ontario. In 1986 first manual and groups for children, 1996 favourable evaluation and in 1997 practitioners manual published. The London borough of Sutton has been instrumental in introducing the programme for children affected by domestic violence in the UK. Nottingham is now one of the first areas in the UK to offer the full group treatment programme to local mothers and children. In 1996 the programme was evaluated and it was found that children improved their ability to identify abusive actions and behaviours and children improved in their strategies to manage interpersonal conflict. Overall there was a positive satisfaction post group from both mothers and children. To improve the outcomes of domestic violence for children and young people, professional need to make children more aware of domestic violence and where to get help/support if they or friends are experiencing violence, especially in the community for example schools or places young people are more likely to go. McGee (2000) suggested that children and young people need more information about domestic violence and leaflets should be avialblae thorough schools and community, whilst Humphreys and Mullender (2001) suggested that raising awareness in youth settings is another to help change people attitudes. Young people suggested that an educational campaign involving discussion about the media pressure and peoples attitudes towards violence (Mullender et al, 2000); similarly McGee (2000) recommended the need to have a public education campaign which is aimed at adults and children to address domestic violence, for example the Zero tolerance campaign in schools, media campaign to direct young people for support and information and raising awareness as well as providing support in schools for children experiencing domestic violence.

Christy :: essays research papers

r Christy came upon strange and unusual conflicts in her situations that were fresh and new to her. These conflicts were so traumatic that she felt if better to leave than to stay in the unfamiliarity of the Appalachian culture. I've also experienced feelings of quitting a situation. Like Christy, I was called to sing a solo in my church choir. If I had run from my situation, I wouldn't have had the experience of singing in front of a group. I also had to ask myself the question, "What am I doing this for?" Finally, I figured out that singing in front of church wasn't as bad as I thought. Singing has and will always be a joy of mine. I was a novice when I had to accomplish the task of singing in front of my church. I wanted to be as experienced as my aunts and my Mother, whom can sing in front of anybody. My Mother, like Miss Alice, made me realize that God would be by my side, and that the duty would get more easeful over time. Knowledge from that situation grants me experience for present and future predicaments. Christy, after seeing the poverty and hardships of the Appalachian culture tenfold, asked, "Why am I do this?" I also had the same doubtful questions. These questions were all of out of fear about the strangeness of the situation. Like Christy, I had to answer these questions within myself and when I did it opened my views on singing farther than before. After a while, Christy seemed to form a love or passion for what she was doing. She became comfortable and less frightened of the Appalachian culture. My first experience singing in front of my church was terrifying, but every time I sung thereafter I became more and more confident and easeful.

KILLER ANGELS :: essays research papers

This books message was that the South was not an evil empire history made it out to be. The book portraits slavery as the major reason the civil war was started. The South was against freeing the slaves, and the North fought for the latter. The book also stated that the south was dependent on the slaves and fought to keep their society enact. Killer Angels was informative, very fascinating, and I disliked it. I learned many things from it. I learned from the book that the Battle of Gettysburg was the turning point of the Civil War. Before the battle of Gettysburg the South had won most major battles. Gettysburg is defined as a major victory in the war for the North. The winning of this battle gave the North momentum as defined in the book resulting in the North winning virtually every battle for the next two years. The Battle of Gettysburg greatly depleted ammunition and soldiers from both armies; because of the North’s industrialization they were able to replace men and ammunition faster than the South giving them a grater advantage. The book portrayed Confederate General Robert E. Lee as an intellectual who’s opinion of slavery was not partisan or predigest, but he believed that in the present state of their development they were not yet able to coexist equally or civilized with Anglo America. The author focuses on General Lee. and whether or not his decision to leave the U.S. military and join the Confederate Army was based upon selfish loyalty to a state flag†. And the author comes to the conclusion that Lee was a hero of great character who stood by what he believed in. The book also portrayed General Lee narcissistically. His over confidence in his army’s past victory’s compelled him to order his army to charge the North’s army from and unfortified position, up a hill in order to take control of a fortified position held by the North. And after failing numerous times he continued to do so. He even ordered his armory to charge over more than a mile of open field, resulting in the systematic bombardment of his troops; by the time the South’s army reached the North’s position their numbers were minute compared to the opposing army’s. This book focused more on details and moods, save the tactics that were used in the early battle.

Martin Luther King and Henry DavidThoreau Essay

However with different motives; Dr. Martin Luther King Jr. and Henry David Thoreau were both admirable men that strived for a better government. As respected spokesmen they served as rebels against what they thought to be bad one’s stopping at nothing. Not even jail. Henry David Thoreau and Martin Luther King Jr. were both brilliant men. Thoreau’s â€Å"Civil Obedience† and Dr. King’s â€Å"Letter from Birmingham Jail† are perfect examples of their intellect. Looking at these documents and observing the tactics they use while attempting to move their audience toward their ultimate goal, one can see the finesse that both men possessed. Thoreau and Dr. King lived during two different centuries. So being that they were vocalist and activist on the current issues it’s almost certain that they would have a different motive. Even though their motive was ‘poles apart’, differing in many ways, both Thoreau and Dr. King wrote with the aspiration of obtaining a new form of government presumably resembling the republican one we exercise today. Although awfully controversial, to do so both men felt nonverbal actions such as breaking the laws was the only effective way. In spite of the fact that it’s relatively ironic, they viewed going to jail in order to make a mockery of an immoral or impractical laws put in place by the government was â€Å"the very highest respect for law (King para. 5).†Henry David Thoreau motive for rebelling against the government was to make it more of a democratic one. He had no respect for the way it was being ran. His proclaimed problem basically summed up to be that he felt the government was being ran like a monarchy, or in other words by a selective few and not an entire society as it should. It simply wasn’t up to par according to his standards; for he stated this â€Å"I ask for, not at once no government, but at once a better government (para. 4).†Unlike Henry David Thoreau, Dr. Martin Luther King, Jr. was an African American during the times of segregation. This alone is a critical manipulating variable in the equation of why the two’s motive wasn’t the same. Dr. King was all about helping America move towards a desegregated future. He had zeal towards annihilating all unjust laws which he stated to be â€Å"a code inflicted upon a minority which that minority had no part in enacting or creating†¦ (para. 4),† but for the most part he had an overall respect for the government. In conclusion, it’s safe to say that other than race and motive Henry David Thoreau and Martin Luther King Jr. were pretty similar. They both were men of their own opinion that could be classified as moralized radicals. As spokesmen of their time they were both good at what they did. Through the form of speeches, protest, letters, and etcetera they both exemplified â€Å"Civil Disobedience (Thoreau). â€Å"Thoreau, Henry D. Civil Disobedience. New York: Barnes & Noble Books, 1849. 263-287. King Jr., Dr. Martin L. â€Å"Letter from Birmingham City Jail.† 16 Apr.-May 1963. Birmingham: Charles Moore, 1963. 1.

Larsen & Toubro Recruitment and Retention Policies

A PROJECT REPORT ON LARSEN & TOUBRO RECRUITMENT PROCEDURE (HR) MASTER OF BUSINESS ADMINISTRATION [pic] ACKNOWLEDGEMENT I have prepared this study paper for the â€Å"Larsen & Toubro Recruitment and retention practices†. Quite frankly, I have derived the contents and approach of this study paper through discussions with colleagues who are also the students of this course as well as with the help of various Books, Magazines and Newspapers etc. I would like to give my sincere thanks to a host of friends and the teachers who, through their guidance, enthusiasm and couselling helped me enormously.As I think there will be always need of improvement. Apart from this, I hope this study paper would stimulate the need of thinking and discussion on the topics like this one. [pic] TABLE OF CONTENTS Chapter No. SubjectPage No. Ch. -1. 0Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -2. 0Research Methodology†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1. Primary Objec tive(s)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Hypothesis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3. Research Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Sample Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. Scope of the Study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6. Limitations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -3. 0Critical Review of Literature†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Ch. -4. 0Company Profile †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1.Industry Profile†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2. SWOT Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -5. 0Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. 1Collection†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. 2Primary Data 5. 3 Secondary Data†¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Ch. -6. 0Findings & Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -7. 0Recomme ndations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Ch. -8. 0Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -9. 0Annexure†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 1. Tables†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Graphs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Ch. -10 Case study Ch. -11 synopsis of the project EXECUTIVE SUMMARY ? EXECUTIVE SUMMARY Organisations are becoming large & complex with progressive industrialisation.Human Resource Department hence becomes the prime department in all concerns whether small or large & its Importance can be never ever estimated. The basic concept of summer training is to give students a new insight of practical applications of Human Resource Department of the organisation. †¢ In this modern world all human being thrive to become more skilled & hence they all work hard to achieve the pred etermined goals with their wholehearted dedication towards their jobs assigned.They always try to be close to perfection for this they need to be properly trained in their respective fields so that the unskilled workforce sharpen their skills & the skilled workforce move closer to their goals. †¢ Also each of the employees should be properly motivated so that he/she develops a will to work & fell that he is a part of the organisation, this help in the development of a sense of responsibility & a sense of belongingness amongst the employees. Hence the need for development of human resource was felt. The Human Resource of the organisation should be prepared in such a way that they help the employee to perform efficiently. have made an effort through this research study to understand and analyse various aspects related to Human Resource strategy of Larsen and Toubro (L & T) with special reference to recruitment and selection procedure at L & T. In the process , the aspects which h ave been looked into are:- 1. History of L & T 2. Industry profile 3. Research problem 4. Research methodology 5. Analysis of facts 6. Conclusions drawn RESEARCH METHODOLOGY ? RESEARCH METHODOLOGY Primary Objective(s): The primary objective is to study , understand and analyse various aspects related to recruitment and retention procedure at L & T.Hypothesis and Research Design: ? A Research Methodology defines the purpose of the research, how it proceeds, how to measure progress and what constitute success with respect to the objectives determined for carrying out the research study. The appropriate research design formulated is detailed below. ? Exploratory research: this kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. The research methodology for the present study has been adopted to reflect these realties and help reach the logica l conclusion in an objective and scientific manner. The present study contemplated an exploratory research Nature Of Data:- Primary data : Data which is collected through direct interviews and by raising questionaires . †¢ Secondary data: secondary data that is already available and published . it could be internal and external source of data. Internal source: which originates from the specific field or area where research is carried out e. g. ublish broachers, official reports etc. †¢ External source: This originates outside the field of study like books, periodicals, journals, newspapers and the Internet. ? SCOPE OF THE STUDY †¢ I have foccussed my study on L & T and based my study primarily on the recuitment and retention procedure at L & T. ? CRITICAL REVIEW OF LITERATURE ? COMPANY PROFILE Company profile †¢ Founded in 1938, Larsen & Toubro Limited (L&T) is one of Asia's largest vertically integrated Engineering ; Construction conglomerate with additional int erests in Information Technology and electrical business.A strong, customer-focused approach and the constant quest for top-class quality have enabled the company to attain and sustain leadership position for over seven decades. †¢ Serving the core sectors and infrastructure of the economy, L;T has pioneered spectacular achievements in Indian industry. Many of the engineering and construction projects executed by L;T have set new benchmarks in terms of scale, sophistication and speed. So do many buildings, ports, highways, bridges and civil structures around the country, which are widely regarded as landmarks.L ; T – AN INDIAN MULTINATIONAL †¢ In line with its strategy of aligning capabilities to meet emerging trends, L;T recently initiated a mega-transformation process, internally to ensure that it emerges, as a knowledge-based Indian multinational. †¢ Over the years the company has proactively created the necessary infrastructure for its global initiative wit h office locations in USA, Europe, Middle East and Japan. The Engineering ; Construction Division made significant progress during the year in increasing its presence in the overseas markets.The Division secured orders from international clients located at Malaysia, USA, UK, Brazil, Saudi Arabia, UAE, Qatar, Bangladesh, Sri Lanka, etc. The export earnings of the Division amounted to Rs. 24600 million during the year 2005-06. THE CUSTOMER PROFILE †¢ The customer profile includes leading names such as Samsung, Chevron, Bechtel, Kvaerner, Pirelli, Siam Michelin, Goodyear, etc. The Electrical ; Electronics Division too has increased its thrust on exports and the share of export revenues during the year ended March 31, 2006 increased to 11 % as compared to 8% in the previous year.L;T believes that progress must necessarily be achieved in harmony with the environment. A commitment to community welfare and environmental protection constitute an integral part of the Corporate Vision. C ORPORATE VISION [pic] †¢ L;T shall be a professionally-managed Indianmultinational, committed to total customer satisfaction and enhancing shareholder value. †¢ L;T-ites shall be an innovative, entrepreneurial and empowered team constantly creating value and attaining global benchmarks. †¢ L;T shall foster a culture of caring, trust and continuous learning while meeting expectations of employees, stakeholders and society.THE BUSINESS SECTOR †¢ L;T's Engineering & Construction Division provides ‘design-build' or ‘turnkey' EPC solutions in all major engineering disciplines, including civil / structural, plant design / mechanical, electrical and process control / automation, playing a critical role in the core sectors of Industry and Infrastructure areas. We provide services right from the earliest stages of pre-project development through to start-up and bring expertise to the industries that we serve while applying core competencies and skills to all o ur work. The industries we serve are listed as follows: pic] ? RECRUITMENT AND RETENTION PRACTICES AND PROCEDURES AT L & T 1. Recruitment Flowchart The following schematic outlines the process flow for recruitment at L & T. 1. Internal Recruitment The Company believes in offering opportunities for growth and career progression to its employees; thus each time a requirement arises, internal recruitment will be a preferred mode. For every vacancy arises below. †¦Ã¢â‚¬ ¦Level, an option of filling the post initially will be considered. HR will place an advertisement on the intranet. The advertisement will contain the following details: a. Job Profile b.Educational qualifications, Skills, Experience c. Last date of receiving Applications d. Contact person in HR All Applications will be screened for the eligibility against pre-determined criteria for the vacancy. HR will prepare a list of eligible applicants and seek approval from the respective Reporting Manager and Departmental He ad. If approval is given, HR will send a notification to the eligible candidates via email. Applicants who are not found eligible will also be notified via email. †¢ If no suitable applicants apply within one week from the date of posting the advertisement, external recruitment is initiated. Eligible candidates will undergo a panel interview. †¢ Travel for Interview: As per eligibility in current grade . †¢ Compensation fitment: Wherever the employee is moving to a higher value job, compensation will be undertaken as if the individual is a new hire. Handover period: Before the employee takes over his/her new position, there will be a handover period of one month. However this maybe reduced at the discretion of the current Reporting Manager. Relocation: If the employee needs to relocate to a different city to take up the new position, the company will reimburse as per the relocation policy. . External Recruitment Entry Level Recruitment Entry-level recruitment is used for fresh graduates/postgraduates who are taken as Executive Trainees and Management Trainees or for individuals joining at entry-level positions in the Company. †¢ If candidate possess less than one year of work experience, he/she will be treated as a fresh hire (entry level recruitment). †¢ Trainee Schemes †¢ Management Trainees †¢ Depending upon the requirements projected in the manpower plan, the company will recruit Management Trainees from Management institutes in the country. †¢ Sourcing of TraineesManagement trainees will be sourced from Management Institutes across the country. The selection criteria for Institutes are described below: A. Campus rating through publications: HR will refer to the Campus ratings published in the Business Magazines, available in the country and arrive at average campus ratings. For the current year the company will target institutes that are ranked between 15th and 20th ranks according to the ranking developed. It is fu rther recommended that by the year 2006 – 2007. The company should target campuses that range between 10th and 15th ranks. B.Recruitment days given: The company will give preference to the Institutes who are willing to give either day 0, 1 or 2 C. Campus Specialization: Relevance of courses offered to the company’s business. D. Campus Relationship: The Company will develop close relationships with targeted campus by hiring large numbers, conducting events, taking summer trainees, sending senior managers for lectures etc. An attempt will be made to include a cross – section of Institutes across the country to ensure diversity in the campus recruitment process. Additionally, freshly qualified persons from different areas shall be selected as per the requirement.E. Positioning of trainees Selected trainees will be positioned at the following grades: a. Fresh Graduates: Student with a Masters in Business Administration/Chartered Accountants will be placed at the Man agement Trainee grades and will get confirmed in level†¦. After successful completion of the training period. b. Experience: Student with relevant work experience of 1 – 3 years will be given weight age but will be taken as Management Trainee. c. Any candidate with more than three years of work experience will be considered a lateral recruit and appropriate fitment will be done. F. Recruitment ProcessThe recruitment process for the Management trainees will be as follows: †¢ HR will initiate the campus recruitment process by sending the company’s literature to the campus, one month before the proposed date of recruitment. This will contain brochures of the company literature containing information about the company, the job profile and the remuneration package. Pre Placement Talks: †¢ HR will coordinate with the Placement Cell of short listed Institutes and schedule Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placemen t Team. The following information will be carried to the Pre Placement Talks: . Brochures or company literature containing information about the company, job profiles and the remuneration package. b. Application blanks c. Number of job openings Screening of Application Blanks The Placement Coordinator/Administrative offices will short list candidates on the basis of predetermined eligibility criteria and send the list of short listed students to the company at least one week before the date of campus interviews. HR will then screen the application blanks that are received and short list them a second time according to the eligibility criteria. Any deviations will be highlighted and justified.A final list of candidates selected for interviews will be sent back to the Institute no later than one week before the selection process. Selection Process Only Institutes where day 0, 1 or 2 is offered will be accepted. All eligible candidates will undergo the following 2 – step selecti on process: 1. Group Discussion – This will be the first step of the selection process. Two members of the Campus Recruitment Team will observe each group discussion. Observations will be recorded in the Group Discussion Observation Form and compared for a final rating at the end of the Group Discussion.Topics will be a mix of economics, business and general awareness. 2. Candidates who are selected after the Group discussion will be called for a personal interview. Interview Observation Forms will be used to evaluate the candidate’s performance during the interview. Panel composition for the interview will be as per appendix II Suggested Selection Criteria for Students It is imperative to not only recruit those students who do well academically but also those who possess a winning attitude but may not have done as well academically.The following selection criteria can be used as a guide: a. Academics – Focus on students who have consistently done exceptionally well b. Extra and Co curricular activities – Focus on Leadership, Initiative c. Personality and Attitude – Focus on Communication, Presentation and Teamwork At the end of the selection process, the Campus Recruitment Team will compile a list of selected candidates and handover the same to the Placement Officer. An announcement can also be made to inform students at the same time. Offer Letters: Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus. Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after receipt of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. C. Recruitment Process The recruitment process for the Management trainees will be as follows: †¢ HR will initiate the campus recruitment process by sending the company’s literature to the campus, one month before the proposed date of recruitment.This will contain brochures of the company literature containing information about the company, the job profile and the remuneration package. Pre Placement Talks: HR will coordinate with the Placement Cell of short listed Institutes and schedule Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placement Team. The following information will be carried to the Pre Placement Talks: d. Brochures or company literature containing information about the company, job profiles and the remuneration package. e. Application blanks f. Number of job openingsEligibility criteria for candidates will be given to the Placement Officer at the end of the PPT. Eligibility Criteria a) A consistent academic record of 60% and above in all years of graduation in engineering b) Projects undertaken at the summer trainee/internship level (if any, in applied courses) Screening of Application Blanks 1) The Placement Coordinator/Administrativ e offices will short list candidates on the basis of predetermined eligibility criteria and send the list of short listed students to the company at least one week before the date of campus interviews.HR will then screen the application blanks that are received and short list them a second time according to the eligibility criteria. Any deviations will be highlighted and justified. A final list of candidates selected for interviews will be sent back to the Institute no later than one week before the selection process. Selection Process 2) Group Discussion – This will be the first step of the selection process. Two members of the Campus Recruitment Team will observe each group discussion. Observations will be recorded in the Group Discussion Observation Form and compared for a final rating at the end of the Group Discussion.Topics will be a mix of economics, business and general awareness. 3) Candidates – Who are selected after the Group discussion will be called for a personal interview. Interview Observation Forms will be used to evaluate the candidate’s performance during the interview. At the end of the selection process, the Campus Recruitment Team will compile a list of selected candidates and handover the same to the Placement Officer. An announcement can also be made to inform students at the same time. Offer Letters: †¢ Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus.Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after receipt of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. D. Trainee Scheme (B) †¢ Once selected, all trainees will be provided with an HR brochure that lists the details of the trainee scheme as outlined below: †¢ Travel: Management Trainees will be provided with AC class Train Fare from home to th e company. Conveyance expenses such as travel (taxi) from the Railway station to the place of posting etc. will be provided.Training Program: †¢ The training period will last for one year. Selected Management Trainees will be confirmed at †¦.. level †¢ Module 1: Induction: A three day induction period will be held for all trainees by the top Management on the vision, mission and company policies. †¢ Module 2 : On the Job Training: trainees will be given 11 months of on the job training where they will undertake projects in their department of choice/specialization according to the responsibilities accorded to the grade. F. Performance Evaluation and Placement †¢ Upon completion of the training period, all trainees will undergo a performance evaluation. Trainees will be required to present a report of the projects they have undertaken to the Department Head at the end of the training period. †¢ HR will schedule a performance interview for every managemen t trainee. The panel for interview will consist of one cross – functional head, Department head and HR Manager. †¢ The trainee will be assessed on the projects completed and a number of parameters listed in the â€Å"Trainee Evaluation Form†. †¢ The Performance Evaluation Panel will then either recommend a confirmation or separation as per the trainee’s performance.Upon receiving the evaluation and recommendation, HR will issue a confirmation letter to the trainee confirming him/her at †¦.. Level. †¢ The separation process will be initiated for trainees whose performance is not found to be satisfactory. Trainee Scheme Summary Table †¢ Executive Trainees Management Trainees Travel †¢ Executive trainees will be provided with fare from their Institute/ home to the company. †¢ Conveyance expenses such as travel (Taxi) from the Airport/ Railway station to the place of posting etc will be paid. Accommodation Outstation Trainees will be provided twin sharing Accommodation for one month free of cost.Any cost for further requirement will be deducted from the trainees stipend will be deducted from the trainee’s stipend. Executive Trainees Management Trainees Training program †¢ The Training program for both trainees will last for one year †¢ The program has already been mentioned earlier in the recruitment process. 3. 3. 2 Direct Hiring †¢ Internal Database: In case of requirement of fresh graduates for any function like sales or recovery, HR will refer to the internal database of unsolicited resumes (drop in applications, walk ins etc. ) Selection Process HR will short list candidates as per the pre determined criteria prescribed for the vacancy. After a Preliminary interview, the candidate will undergo a panel interview as per the panel composition in Appendix II. Observations will be recorded in the interview observation form. †¢ Compensation Fitment: The compensation package will be a s per the compensation grid. The same id decided by the Compensation Manager, HR and then approved by the HR Head. †¢ Offer Letter: An offer letter will be sent to selected candidates within one week of the interview. Offer Acceptance: Candidates have to sign a duplicate copy of the letter as a token of their acceptance and send the same back within 15 days of the receipt of the letter. 3. 3. 3 Lateral Recruitment The different modes of recruitment available are Database Hiring, Internet Hiring, Employee Referrals and Advertisements. 1. Database Hiring: When any recruitment requirement arises, the internal applicant database will be referred to. Eligible applicants will be selected by their qualifications, experience and training. HR will forward a copy of the candidates list to the requesting department along with the resumes of the five highest ranked candidates. Candidates short – listed from this list will be called for an interview. 2. Employee Referrals: †¢ HR will intimate the panel members of the interview schedule at least 2 days prior to the start of the first interview. †¢ Panel members will be provided in advance with a Candidate Assessment Folder consisting of the candidate’s resume, career history and interview observation form. Travel Reimbursement: †¢ Travel reimbursement will be done as per details in Appendix III. Outstation candidates will be given 5 working day’s notice and local candidates will be given 3 working day’s notice to attend the interview at the given location. †¢ Offer Letter: An offer letter will be sent to selected candidates within 7 days of the panel interview. Regret letters to be sent to rejected candidates. Once offer has been made, intimation will be sent to Personnel Administration with compensation, designation and fitment details. Reference Checks: †¢ Selected and offered candidates will be required to furnish 2 Industry – based references (one of whom the candidate has worked with for a minimum period of one year).HR will conduct the reference check and record observations within 15 days of sending the offer letter. If the reference check is not satisfactory, offer will be revoked with immediate effect. †¢ Referrals from the employees must be encouraged as they not only imply a lower recruitment cost as compared to advertisements or recruitment firm, but the reliability of candidates is also higher due to fact that they are coming through a known and trusted source (KDS Steel Division employees) †¢ HR will advertise the vacancy on the company’s intranet.The advertisement will consist of the Job Profile, Employee Profile, and Last date of application and the name of contact person in HR. †¢ HR will send an acknowledgement to the referee. This will be done within 2 days of the application The following schematic describes the referral process: Satisfied 3. 3. 3. 4 Media Advertisement In case the number of vaca ncies is large, advertisements may be released based on recommendation of the HR head and an approval from the Directors. The advertisement will adhere to the prescribed standards and will contain the following details: †¢ Brief Profile of The Company †¢ Brief on Job Responsibilities Employee profile- Age, experience, educational qualifications †¢ Locations †¢ Email ID/Postal Address for receipt of Resumes 3. 3. 3. 5 Internet Recruitment Firms †¢ Internet recruitment firms such as naukri. com and jobsahead. com can be used for any level of recruitment. HR head will be the final contact. 3. 3. 3. 6 Selection Process Initial Screening : †¢ HR will conduct an initial screening based on the details provided in the CV, and also the pre determined criteria. HR will then establish a candidate’s list using set priorities when there is more than one qualified applicant interested in the same position.Preliminary Interview †¢ A preliminary interview w ith HR will be conducted prior to the panel interview. The preliminary interview may be conducted via telephone if it is a case of an outstation candidate. Final Interview †¢ HR will intimate the candidate about interview time, date and venue for the final interview EMPLOYEE RETENTION PRACTICSE AT L & T â€Å"Loyal employees in any company create loyal customers, who in turn create happy shareholders. † – Sir Richard Branson What is engagement? It is a positive attitude held by the employee towards the organisation and its values.An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. ’ [pic] Employees are one of the most important assets, but are Companies doing everything they can to maximize the potential of this asset? The best emp loyee attitude studies explore all aspects of an employee’s working life with an employer, covering not only what they do but also what employees think and feel about the organization.An effectively implemented program of employee research can become one of the most powerful strategic tools in helping the company achieve its long-term corporate goals. To ensure the value of company’s investment in employee research, HR managers have to fully understand the concerns, attitudes and motivations of their employees. The way it was†¦Ã¢â‚¬ ¦ in the past, jobs were considered desirable and sufficient candidates could be found to fill most critical jobs. Moreover, once employed, workers would often spend their entire careers in the same job.In areas where there was turnover, new employees could be recruited easily. The way it is†¦.. today there is a high demand for workers. The supply of qualified workers is limited and good workforce planning requires a twofold appro ach of aggressive recruitment and innovative retention strategies. Retention policies need to focus on elimination of unwanted turnover. EMPLOYERS NEED TO DETERMINE WHO THEY SHOULD RETAIN AND HOW THEY CAN RETAIN THEM. †¢ Talented employees should be identified early and proactive steps should be taken to nurture and retain them. †¢ Development of early racking procedures for promising new hires. †¢ Tracking of reasons for quits, especially among the high potential workers. †¢ On-going employee attitude surveys to provide information for successful retention strategies and to predict turnover. †¢ Tracking voluntary turnover by department then focus efforts on the problem areas. †¢ Providing incentives for people to remain with the organization – these are not always financial. What People Want â€Å"†¦ People want to feel valued and valuable. They want to belong, to know that they, their work and their ideas matter.They want a diversity of c hallenges, and the ability to make decisions without excessive red tape. They want to feel connected to upper management, knowing they can share ideas with company decision makers. † RETENTION PRACTICES 1) While cash may get workers in the door, culture will keep them Create a kind of â€Å"feel good about work† culture for your employees. The staff members who stay with you the longest do so because they want to, not because they have to They will only stay if you create a positive work culture. Let staff know that you are pursuing a common purpose, which is mutually beneficial.Your goal is to frequently let staff know that this is â€Å"why I need you† and this is â€Å"why you are important. † 2) Stop hiring the wrong people – One place to plug the leak is to stop hiring the wrong people. A manager needs to understand what kind of person will be happy in a competitive work place? It is someone who is dependable, deliberate, hates change, likes to follow repetitive processes and finishes the job at hand. Or it could be someone who has a flair for accuracy, thrives in an environment which has procedures laid down and yet does not seek variety or change.However, the system breaks down when the qualified person is put into a position that does not quite fit who they are. Instead of job match, this results in job mismatch, which causes the job and individual to suffer, limiting the company’s productivity. 3) Provide good incentives and recognition The biggest motivation to the staff is recognition and every day pat instantly when ever they do good work goes along way. Whenever sales happen, all the members stand and clap for achievement and at the end of the day each one will be appreciated for the good sales.A letter of appreciation for quality work, good dinner with the team members is always appreciated by the agents. 4) Good relationship with supervisors Many times, employees seek greener pastures because they are unh appy with their supervisors. The supervisors and trainers have an important role of giving feed back on both strengths and weaknesses, which will help them to do better. Some staff do have initial problem of getting adjusted to the office jobs and procedures or they lack confidence. Reinforcing the confidence that â€Å"you can do† is the responsibility of supervisors. It is true that staff equires money, but they always look for actions, which touches their mind and heart. Let's be honest, bosses management styles have a huge impact on employee satisfaction. 5) Coaching and Career Pathing Coaching is employee development. Your only cost is time. Time means you care. And remember your people don't care how much you know†¦ until they know how much you care. Whenever the emphasis is on positive feedback, I make sure to do this coaching in â€Å"public. † Whenever you recognize and encourage people in â€Å"public,† it acts as a natural stimulant for others wh o are close enough to see or hear what's taking place.Employees need to know what is potentially ahead for them, what opportunities there are for growth. This issue is a sometimes forgotten ingredient as to the importance it plays in the overall motivation of people. SWOT ANALYSIS |Strengths |Weaknesses | |Right products, quality and reliability. | | |Superior product performance vs. competitors. |Some gaps in range for certain sectors. |Brand Image |Not very popular in the international market | |Products have required accreditations. |Delivery-staff need training. | |High degree of customer satisfaction. |Customer service staff need training. | |Good place to work |Processes and systems, etc | |Lower response time with efficient and effective service. |Management cover insufficient. | |Dedicated workforce aiming at making a long-term career in the field. Sectoral growth is constrained by low unemployment levels and | | |competition for staff | |Opportunities |Threats | |Profit mar gins will be good. |Legislation could impact. | |End-users respond to new ideas. |Existing core business distribution risk. | |Could extend to overseas broadly. |Vulnerable to reactive attack by major competitors. | |New specialist applications. Lack of infrastructure in rural areas could constrain investment. | |Could seek better supplier deals. |High volume/low cost market is intensely competitive. | |Fast-track career development opportunities on an industry-wide basis. | | |An applied research centre to create opportunities for developing | | |techniques to provide added-value services | |DATA Collection: †¢ Data has been collected from sources like books, periodicals, journals, newspapers and the Internet. Primary Data: †¢ The primary data has been collected by raising a questionaire at the L ; T with a sample size of 45 and 25. †¢ While one questionaire is based on the evaluation of Recruitment procedure, the other one is based on the evaluation of retention pol icies of the company Secondary Data: †¢ The secondary data has been collected from various books, magzines, journals, information brochures and internet web sites. DATA ANALYSIS [pic] CONCLUSIONSThe general feeling among the employees is that L ; T has a well defined and clear recruitment policy. [pic][pic] CONCLUSIONS A good majority of the employees feel that the need for the manpower planning is being given due consideration. [pic] CONCLUSIONS A good majority of the employees are of the view that Internal promotion is the right source of recruitment and the same should be given the priority. [pic] CONCLUSIONS Campus selection and the recruitment through advertisements are the two most popular methods of recruitment which are currently being employed the company pic] CONCLUSIONS In the case of immediate requirement the company heavily relies on the internal recruitment method. [pic] CONCLUSIONS A Majority Of The Employees At L ; T Are Of The View That The Succession Planning Is Being Done In Advance In The CompanY . [pic] CONCLUSIONS The employees are of the strong belief that the selection of the candidates is being made on the basis of some pre set criteria. [pic] CONCLUSIONS The key parameters of performance evaluation are -skills -aptitude -process knowledge and experience [pic] CONCLUSIONSPsychological testing has been voted as the best technique to evaluate the employees capabilities and aptitude by most of the employees [pic] CONCLUSIONS More than half of the people questioned, admitted that they had to face in-depth interviews at the time of selection. QUESTIONAIRE COVERING RETENTION ASPECT [pic] CONCLUSIONS More than half of the employees admit that association with the company is for more than 10 years, while a good 30% of the employees admitted to have left the company in less than 4 years . [pic] CONCLUSIONS A large majority (82%) of the employees expressed their satisfaction with the company.Which is a great morale victory on the paet of th e management.. [pic] CONCLUSIONS Almost 2/3rd of the employees expressed their dissatisfaction over the salary structure being offered currently. [pic] CONCLUSIONS The employees are enjoying good interpersonal with the colleagues, subordinates and managers. [pic] CONCLUSIONS The employees are actually divided over the working conditions of the company . [pic] CONCLUSIONS Only 51% of the employees actually believe that their career will flourish with the company. [pic] CONCLUSIONS Almost all the employees are confident about their growth in the company. [pic] CONCLUSIONSA large majority of the employees admitted that their achievements are recognised in the company and thus duly awarded by the company. [pic] CONCLUSIONS Only half of the respondents were found to be happy about positions in the company. i. e the other half wants to be promoted. [pic] CONCLUSIONS Almost 80% of the employees believe that the company ensures the balance between their work and their personal lives through various policies and programs. [pic] [pic] CONCLUSIONS A good 47% of the employees believe that there is free flow of communication among the supervisors and the subordinates, it is a healthy sign for any organisation. pic] CONCLUSIONS a big majority of the employees leave their job because of :- -benefits and salary and -better job opportunity elsewhere [pic] CONCLUSIONS The morale of the employees of the company is very high which is a sign of good management policies of the company. FINDINGS ,RECOMMENDATIONS , AND CONCLUSION †¢ Better salary packages should be offered and periodic salary reviews should be made by the management to keep pace with the changes in the corporate world. †¢ salary and working condition should be brought best global standard †¢ Salary difference in same grade should not be more than 10 to 15 percent Clear and faster growth path should be planned to keep every one interested. †¢ Job rotation should be practiced to keep the work enviro nment interesting and untiring. †¢ Pain areas like getting an email id, reimbursements of mobile and other expenses are very time consuming and this should be eliminated to keep employees motivated †¢ Challenging assignment should be offered to the employees so as to avoid the job -dullness †¢ Better performance appraisal procedures should be applied to assess the true worth of an employee. An efficient employee should always be promoted and awarded accordingly. Mediclaim benefit with cashless card scheme should be provided to the employees. †¢ Balance between personal life and work through programs and policies should always be distinguished. †¢ Better communication within the organization should always be encouraged and enabled for a better working environment †¢ The working hours should be restricted to 8 hrs per day to keep the employees fresh and efficient. †¢ Enhanced limit of mobile phones usage should be allowed. SELECTED BIBLIOGRAPHY ? Per sonnel management by K. V Mishra, Aditya publishing house Madras, 1992. ? CHHABRA T.N, Princlples ; practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000. ? Practice of Human Resource by Danny Shield. ? Manuals from the organization. ? www. kdsgroup. com. ? www. LarsenToubro. com ? www. google. com ? www. yahoosearch. com ? QUESTIONAIRES SAMPLE SIZE- 45 Q1) How long have you been associated with the company? 1. 1 – 4years 2. 4 – 10years 3. 10years and above Q2) Are you overall satisfied with the company? 1. Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q3) Are you satisfied with the salary structure prevailing in your company? . Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q4) How are your interpersonal relations with your colleagues, subordinates and managers? 1. Good 2. Bad 3. Fine Q5) Are you happy with the work conditions (facilities / physical environment) of your company? 1 . Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q6) Do you have a clear path of Career Advancement? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q7)Do you find yourself growing in the organization? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree Q8) Are achievements recognized and are they awarded in your company? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q9) Are you happy with your position at this company? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q10) The organization ensures balance between your work and your personal life through policies, programs, services and attitudes that are specific to fostering your well being? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4.Moderately disagree Q11) The organization provides you ample resources and opportunities at work to learn and grow? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q12) There is a free flow of communication and good coordination among supervisors and subordinates? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q13) What would be your primary reasons for leaving the company? 1. Benefits ; Salary 2. Better Job Opportunity elsewhere 3. Conflict with co-workers/higher authority/management 4. Working conditions 5.Job Expectation/Challenges/Growth 6. Poor Performance Evaluation Q14) How would you rate the MORALE in your company? 1. Low 2. Very Low 3. High 4. Very high Q15) What additional benefits competitors provide to their employees for retention? †¢ Good perks/ high salary †¢ Better position/ promotion †¢ ESOP †¢ Cars/ laptops †¢ Various personnel policies and good TA ; DA †¢ Better incentives and awards †¢ Less Income Tax liabilities †¢ Better infrastructure †¢ Better commuting facili ties Q16) What suggestions do you have for your company to help employee retention as compared to its competitors? Better salary/ periodic salary review in comparison with the changes in the corporate †¢ Match salary and working condition to the best global standard †¢ Salary difference in same grade should not be more than 10 to 15 percent †¢ ESOP †¢ Clear and faster growth path †¢ Job rotation †¢ Pain areas like getting an email id, reimbursements of mobile and other expenses are very time consuming and this should be eliminated †¢ Challenging assignment should be offered †¢ Better performance appraisal †¢ Mediclaim benefit with cashless card scheme Balance between personal life and work through programs and policies †¢ Better communication within the organization †¢ 8 hrs per day work †¢ Enhanced limit of mobile phones Personal Details: NAME(Optional)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ DEPARTMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. DESIGNATION †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ QUALLIFICATION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. QUESTIONNAIRE Q1) Is there a well defined recruitment policy in your organization? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q2) Principle of right man on the right job is strictly followed/a detailed job-analysis is done prior recruitment? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q3) Do you think the need for manpower planning is given due consideration in your organization and the manpower requirement is identified well in advance? 1. Strongly Agree 2. Moderately agree 3. Strongl y disagree 4. Moderately disagree 5. Can’t say 4) Which internal source of recruitment is followed by the company and given more priority? 1. Internal promotion 2. Employee Referrals 3. Transfer Q5) Which external source of recruitment is followed by the company and given more priority? 1. Campus interview 2. Advertisement 3. Online job banks . Walk –in interviews 5. Agencies/Consultancies 6. Employment Exchange Q6) Which source of recruitment is relied upon when immediate requirement arises? 1. Internal 2. External Q7) Do you think succession planning is done in advance in your organization ? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q8) The sorting of candidate applications is done by some pre set criteria? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q9) Which are the parameters on which candidates are evaluated (give ratings out of 100)? . Experience †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2. Skills†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Process Knowledge/Intelligence†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Aptitude†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. Attainments†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Q 10) To identify the employee’s capabilities and aptitude, psychological testing is done. Do you think it is an useful technique? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q11) What type of interview is taken while selection? 1. Patterned 2. Stress 3. Depth 4. Others†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Q12) The view of the concerned department head is given special attention while selecting the employee of the department? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q13) Is the physical examination necessary after final interviews? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Canâ⠂¬â„¢t say Q14) What is the weightage given to the following (out of 100%)? 1. Written Test†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2. Group Discussion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Final Interview†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Q15) Is Induction as well as a training program conducted after joining of employees? 1. Yes 2. No Q16) Do you think the present selection process is feasible for selecting the employees? 1. Strongly Agree 2.Moderately agree 3. Strongly disagree 4. Moderately disagree Suggestions if any†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Personal Details: NAME†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ DEPARTMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. DESIGNATION †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ QUALLIFICATION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Thank you for your cooperation. CASE STUDY SYNOPSIS OF THE PROJECT ? SYNOPSIS OF THE PROJECT Scope of thesis work The scope of my study begins with the study of history of L ; T and it further extends to various issues related to Recruitment and Selection procedures at L ; T. Research Methodology the objective of my study is to —-understand —and critically analyse the various aspects related to the Recruitment and Retention procedures at L & T . and make further suggestions for its betterment. Hypothesis and Research Design:- ? A Research Methodology defines the purpose of the research, how it proceeds, how to measure progress and what constitute success with respect to the objectives determined for carrying out the research study. The appropriate research design formulated is detailed bel ow. ? Exploratory research: this kind of research has the primary objective of development of insights into the problem.It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. ? The research methodology for the present study has been adopted to reflect these realties and help reach the logical conclusion in an objective and scientific manner. The present study contemplated an exploratory research NATURE OF DATA:- †¢ Secondary data: secondary data that is already available and published . it could be internal and external source of data. Internal source: which originates from the specific field or area where research is carried out e. . publish broachers, official reports etc. †¢ External source: This originates outside the field of study like books, periodicals, journals, newspapers and the Internet web sites Sources of Data -DataCollection -Primary Data -Secondary Data DATA COLLECTION ? Data has been collected through various books , journals ,web sites and magzines PRIMARY DATA ? Primary data has been collected by raising two questionaires of the sample size of 25 and 45. SECONDARY DATA ? Secondary data has been collected through various books , journals , magzines and web sites.I always had great interest in the field of Human Resources and it only grew with the age. L; T is a huge company with a great repute in the Indian Economy, and they do practice very sound HR procedures, So I think , I had all the reasons in the world to make a project on L;T ? Details of the External guide ? Name of the Guide ,Qualification and Designation ? Approval letter from External guide ? ( Signatory note from guide stating that he/she would guide you ) ———————– Manpower Planning Prepare Job description Prepare employee Profile Check Database Internal RecruitmentExternal Recruitment Select Appropriate Method Advertise Post Internally Campus Recruitment Sear ch Firms Employee Referrals Advertisement Shortlist Institutes PPT’s Screen Application Offer Selected Candidate Provide firm with Employee profile Screen applications as per eligibility criteria Selection Process Offer Selected Candidates Conduct Reference check If not satisfactory, revoke offer within 15 days Advertise post internally Screen applications for eligibility and approvals from reporting manager and departmental head Selection process If suitable, make offer Employee referral mail CV ReceivedInform employee Yes CV in database? Allot reference no. to CV Inform employee No Screen for eligibility Selection process Reference checks Inform employee Offer Candidate There is no one strategy to ensure successful employee retention. Generally, a combination of factors influences an employee’s decision to stay in a job. Those factors may differ for an individual depending on his or her age, family situation, the external job market, or job title. There are some fact ors, however, which seem to impact most employees and for which we found some effective strategies worth sharing. [pic] [pic]