A Study on Attrition Level

CHAPTER – 1 INTRODUCTION Attrition our asset walk out of the door each evening, we have to make sure that they come back the next morning, says Narayana Murthy chief mentor of Infosys. Attrition meaning: â€Å"A reduction in the number of employees through retirement, resignation or death† The upshot, from an organization’s perspective, is greater staff turnover or, in some cases, the development of an ‘employee- retention problem’. It is increasingly hard and more expensive to find suitable replacements quickly when people leave, leading to inefficiencies and lost business opportunities.Moreover, because people are occupying more highly skilled jobs, greater potential damage is done to organizations when people leave. Precious accumulated knowledge and experience leaves through the front door with them when they go. Despite these truths about our contemporary business environment, many managers seem to find it hard to adjust. There remains a tendenc y to run organizations in quite an autocratic, inflexible, controlling kind of way.Unwanted staff turnover results because attractive, alternative job opportunities are more readily available, yet this rarely seems to lead to any kind of critical self-appraisal of the way we manage our people. The truth is that most times when there is an unwanted resignation it should be seen as an organizational failure. A valued asset in which the organization has invested time and resources has been lost. This should lead us to reflect on the causes, to think about how things could have been made to turn out differently, and to adjust our practices so that the chances of its happening again are reduced.However, such a response is rare. Instead, we brush aside the departure, blame everything and everyone but ourselves, and cheerfully resist the need to change the way we operate. In tight labour markets this just results in higher levels of unwanted staff turnover. Self-evidently, it is necessary to find out why people are leaving our organization before we can put in place measures to improve the employee-retention record. Individuals may choose to resign their jobs for many different reasons, but there is a tendency for some to be more significant than others among specific groups of employees or in certain organizations.Particular professions have evolved their own labour market dynamics, with the result that the leaving behavior displayed by some occupational species differs from that of others. Moreover, departures take different forms and occur in different patterns according to prevailing organizational circumstances, much depending on culture, management orientation and competitive position. With more and more stores opening each year and trading hours continually expanding, employees with the right skills and experience have little difficulty to find new employment.If people become unhappy in their jobs, they do not need to stay around trying to sort problems out. I nstead they go and work elsewhere. Aside from its relative fluidity, the retail labour markets have other characteristics that make it rather different from others. Many are attracted to the industry by the hours of work and want hours that allow them to work around those of their partners. Why do employees leave the organization? There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay.The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around 20%-35% per annum. Another factor is work timings. In some organizations, work timings are such that they are making employees leave the organization. Another factor is career growth. In many organizations, only 20% of employees are able to go to senior levels. This means that the remaining 80% of employees look for other org anization where they can get opportunities for growth.One more reason for leaving the organization is higher education. These days, in many organizations, employees are joining at very young age because of lucrative salaries being offered. But with time, they apply for higher education and try to move on to other organizations or sectors to occupy top management positions. The percentage of women workers is also responsible for higher attrition rate. These days, the percentage of women workers is around 30%. Generally, women workers leave the organization after marriage to take up their house-hold duties, irregular work hours. 80% of employee urnover can also be attributed to the mistakes during hiring process. Other factors include accident making the worker permanently incapable of doing work, dislike for the job or place, unsatisfactory work conditions leading to strained work relationships with the employer; lack of security of employment et al also contribute for higher attriti on rate. Cost of attrition There are a number of costs which are incurred by a BPO when they hire any new employee these costs can be in terms of monetary or can be in terms of monetary or can be in terms of time wasted or any other intangible things.Some of these costs can be as stated below:- 1. Hiring or Recruitment Costs: Costs of advertisement, agency costs, employee referral costs, internet posting costs, etc 2. Training Costs: Induction program costs, lodging costs during that period, orientation material costs and cost of person who conducts orientation 3. Low Productivity Costs: As new employee is learning new job, company policies, etc. , they are not fully productive. 4. New Hiring Costs: Cost of bringing new person aboard, time taken in understanding the job of the employee who left and other perks given. 5.Low Sales Cost: Experience and the contacts that were lost, time for which the position was vacant and other such things which result in either loss of customers or l ower sales. Role of HR Department: Attrition Rate is good for the organization as long as the rate is at normal level. This will help the organization to get new blood into the organization and for the organization to develop. But it becomes a problem when the attrition rate is abnormal. Therefore, HR Department has the most crucial role to play in any organization. At the time of conducting interviews, the HR personnel try to bring right candidate to the right job.Similar is true even when the attrition rate is abnormal, so they have a very crucial role to play. Following are some of the tips to reduce attrition rate: – Hiring individuals who are truly fit to succeed in the position for hire will dramatically increase the chances of that employee being satisfied with his or her work, and remaining with the company for an extended period of time. Employees should not only be selected on the basis of communication skills and educational qualifications. Communication of employe e's roles, job description and the responsibilities within the organization, new policies will help to retain employees.Participative Decision Making – It is incredibly important to include employees in the decision making process, especially when decisions are related to employees. This can help to generate new ideas and perspectives that top management might never have thought of. Sharing of Knowledge with Others – Allow the members to share their knowledge with others. This helps in retention of information. This also lets a team member know that he is a valuable member of the organization. Similarly, facilitating knowledge sharing through an employee mentoring program can be equally beneficial.Shorten the Feedback Loop – This helps the employees to know the feedback to their work within a short period. This also helps to keep performance levels high and reinforce positive behavior among employees. Pay Package – Any employee wants to be appropriately p aid and fairly for the work he or she does. For this, conduct a research to find out the pay package in other similar type of organizations at regional as well as at national levels. Balance Work ; Personal Life – No doubt family is exceptionally important to employees. When work begins to put pressure on one family, no pay package will keep an employee in the organization.Therefore, there should be a balance between work and personal life. Small gestures like allowing an employee to take an extended lunch once a week to watch his son's cricket game will result in loyalty and helps to retain the employee. Organizational Culture – Try to select the candidates who believe in the organization culture and adopt with ease to organization culture. Exit Interview with the employees who are leaving the organization will help the organization to find out the reasons why the employees are leaving the organization.This will also help to find out any drawbacks in the organization. Another method to reduce attrition rate is that they should find out why employees are leaving the organization from the employees who are working for the past so many years. Motivational Training – It is sure that motivational training helps to retain the employees. One of the crucial aspects to motivate employees is to ensure that they have ample growth opportunities which can be provided through training. Multi-Tasking – One of the ways to retain the employees in the organization is try to get people with different qualities ike smart, adaptable, and capable of multi-tasking. Referrals – Another technique is to try to get the employees hired through referrals. This makes them stick with the organization. No Favoritism – One of the surest ways to create animosity and resentment in an organization is to allow favoritism and preferential treatment towards an employee. Be sure to treat all employees equally and avoid favoritism at all costs. ATTRITION RAT E: There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay.The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around 20%-35% per annum. Attrition Rates in Different Sectors in India During 2007: The attrition rates in different sectors for the year ended 2007 are shown in the following table: – Sector | Attrition Rate| FMCG| 17  Ã‚  | Manufacturing| 20  Ã‚  | Capital Goods| 23  Ã‚  | Construction| 25  Ã‚  | Non Voice BPO| 25  Ã‚  | IT – ITES| 27  Ã‚  | Telecom| 30  Ã‚  | Pharmaceuticals| 32  Ã‚  | Bio Technology| 35  Ã‚  | Services| 40  Ã‚  | Financial| 44  Ã‚  | Aviation| 46  Ã‚  | Retail| 50  Ã‚  |Voice – Based BPO| 50  Ã‚  | Source: Times of New York | | Benefits of Attrition: Good attrition minimizes the adverse impact on business. Desirable attrition includes termination of employees with whom the organization does not want to continue a relationship. It can be through resignation or by the employer. The benefits are: – * Removes bottle-neck in the progress of the company. * Creates space for the entry of new talents, external as well as internal. * Helps planting â€Å"ambassadors† in the eco-system who can have a positive impact on the growth of the organization. * Assists in evolving high performance teams. Infuses new blood into the organization. * Enhances ability for execution. * New thoughts, ideas, and hence, more innovation and creativity at work. * Knowledge of best practices from across the industry is brought in. * It is also an opportunity to induct employees at a lower cost with fresh skills and competencies aligned to the current need of business. Worst effects of attrition: * Loss of knowledge capital. * Delay in execution of projects / assignments. * Loss of production. * Increasing cost of recruitment. * Impact on employer brand. * Burden and burn-out on existing employees. Internal information and knowledge is being shared outside. * Existing team also gets de-focused / de-motivated for sometime. Reasons for leaving Pull factors The major causes of employee turnover fall into four categories: ‘pull-type’ causes, ‘push-type’ causes, unavoidable causes, and situations in which the departure is initiated by the organization rather than by the employee. Each is fundamentally different from the other and demands a different type of organizational response when it is identified as the major explanation for turnover among members of particular occupational groups.Pull-type resignations occur when the major cause is the positive attraction of alternative employment. The employee concerned may be wholly satisfied with his or her existing organization and happy in the job, but nonetheless decides to move on in search of something even better. It may be a higher rate of pay, a more valued benefits package, more job security, better long-term career opportunities, and a less pressured existence, the opportunity to work overseas, a shorter journey to commute or more convenient hours of work.Push factors By contrast, in the case of push factors the major underlying cause of resignations is the perception that something is wrong with the existing employer. The person concerned may move in order to secure a ‘better job’, but he or she is as likely to join another organization without knowing a great deal about it just because he or she no longer enjoys the current one. In doing so the hope is that working life will improve, but there is no guarantee that it will.A range of different push factors can be identified, ranging from a dislike of the prevailing organizational culture to disapproval of changed structures and straightforward personality clashes with colleagues. Perceptions of unfa irness often underlie these types of departure, but they can also occur simply because the employee is bored or generally fed up with the day-to-day work. He or she thus starts looking for something (or anything) different, and leaves on finding a suitable alternative. In the more extreme cases of dissatisfaction people leave before securing another position.Unavoidable attrition This category comprises reasons for leaving which are wholly or mainly outside the control of the organization. The resignation does not occur because of dissatisfaction with the job, or the perceived opportunities provided elsewhere, but for reasons that are unconnected to work in any direct sense. The most common is retirement, which affects almost everyone at some stage, but there are many others too. Illness is often a cause, because it incapacitates either the employee or a relative for whom he or she has caring responsibilities.Maternity is another reason woman often preferring not to return to the sa me job after their leave, either to take a break from work altogether or in order to secure a job that makes it easier for them to combine work with childcare arrangements. Involuntary attrition Final major category includes departures which are involuntary and initiated by the organization. The employee would have remained employed had he or she not been asked or required to leave. Redundancies clearly fall into this category, along with short-term layoffs, the ending of fixed-term contracts and other dismissals of one kind or another.Many resignations are also in fact largely involuntary because people often prefer to ‘jump before they are pushed’. Someone who knows she is to he made redundant in a few months therefore seeks alternative employment ahead of time, while a colleague who believes his employment will soon be terminated on grounds of poor performance secures another job before being formally dismissed. Although such turnover can sometimes be characterized a s ‘functional’ rather than ‘dysfunctional’, it still carries a cost and is thus best avoided where possible. Table 1. 1. Attrition rates in the world Country| Percentage|US| 42| Australia | 29| Europe| 24| India| 18| Global Average| 24| * Source-Times News, New York 1. 3 OBJECTIVES OF THE STUDY Primary objective: 1. Find out the attrition level in XXX retail limited. Secondary objectives: 1. To study causes for attrition. 2. To find out the retention strategies adopted. 3. To study the satisfactory level of employees. 4. To analyze the effect of attrition. 5. To offer suggestions to reduce attrition. 1. 4 Need for the study 1. More time is spent recruitment and selection. 2. The trained employees must be retained. 3. Study concentrates the reasons for attrition. 4.The various dimensions analyzed and solutions offered for attrition 1. 5 Scope of the study The purpose of the research is to identify and prioritize work place related factors that trigger  "job switch or attrition among XXX Fresh Limited employees†. Employee retention is therefore important in a business’s ability to keep the most talented people in the organization and avoid unwanted turnover. So that the respondents could stay in the same Organization, and attrition rate could also be reduced. 1. 6 Limitation of the study 1. Opinion and perception of the employees changes over a period of time. 2.The respondents are not cooperative to answer the question. 3. Some of the respondent may not agree with the statement 4. Since the respondents are very busy, they are hurry and unable to spare much time with the researcher. CHAPTER 2 Review of literature 1. Title: Studied on Attrition at the presidency kid leather shoe Division Author- Balakrishnan Date- October 1994 ABSTRACT: Studied on Attrition at the presidency kid leather shoe Division. The sample size is 40 and used simple random sampling technique. He found that the manufacturing unit is not satisfied w ith basic needs like nature of the work, income level etc.He also insisted that proper performance appraisal system does not exist in that Organization. The researcher suggested for policy development, good performance management system, need analysis, career planning, counseling, etc. 2. Title: Studied on employee Attrition at Satyam Computers Author- Bharathan Prahalad Date- November 2000 ABSTRACT: Bharathan Prahalad(2000) studied on employee Attrition at Satyam Computers. The sample size is 30 and he used questionnaire method. The result of the study shows that the need for promotions, need for consumer loans, need for salary revision.The researcher suggested for training sessions, overseas opportunity for the employees, Employee stock option, good work environment, flexi timings, recreation etc. Attrition rate, attrition causes. 3 . Title: Study on influence of HR practice on Retention of Talent at Cyber Korp India Author- Mohamed Habeeb Date- March 2005 ABSTRACT: Mohamed Habeeb (2005) made an attempt to study on influence of HR practice on Retention of Talent at Cyber Korp India. The scope of the study was restricted to the employees of Cyber Korp India. The scope of the study was restricted to the employees of Cyber Korp.The objective is to identify the various causes for attrition in the Company and the influence of HR practices on retention of talents. The researcher used descriptive method on the primary data collected from the study unit. The researcher, using interview schedule collected the data on retention. The sample size is 50 selected at random. The result of the study shows that the female employees have high mentor relationship than male employees in that Organization. Male employees show high interest in team work than female. Experienced employees have less mentorship.Researcher suggested that compensation is the key area of retention, and also suggested for restructuring of the salary levels. To adopt for best HR practices such as Trainin g, mentoring, Career mapping, Performance appraisal and feedback system. 4 . Book: Love Employees or Lose Employees: Getting Good People to Stay Author- Beverly Kaye, Sharon Jordan-Evans Publisher – Berrett-koehler Publishers Date- January, 2008 They underlined that employee retention is a process in which the employees are encouraged to remain with organization for the maximum period of time or until the completion of the project.Employee retention is beneficial for the organization as well as the employee. Employees today are different. They are not the ones who don’t have good opportunities in hand. As soon as they feel dissatisfied with the current employer or the job, they switch over to the next job. It is the responsibility of the employer to retain their best employees. If they don’t, they would be left with no good employees. A good employer should know how to attract and retain its employees. Retention involves five major things such as Compensation, G ood environment, Growth, Relationship and Support.Book: 5 . Article: Keeping Good People Author- Roger Herman Publisher – Academy of Management Review Date- January, 2008 ABSTRACT: In his review the author says that â€Å"Employee retention involves being sensitive to people’s needs†. Employee attrition is running wild in today’s tight labor market; however, the companies that keep their employees have found that what matters most is not the pay, benefits, or perks, but the quality of the relationship between employees and their direct supervisors. The bottom line is that people leave managers, not companies. . Article: Intra organizational and inter organizational job change Publisher – Journal of business and psychology Date- December, 1996 ABSTRACT: Quality of employment survey panel data to compare the determinants of intra organizational and inter organizational job change. To discriminant function were significant, the first distinguishing be tween intra organizational changers and stayers and the second between inter organizational changers and stayers. 7 . Article: Employee attrition and retention strategiesPublisher – INDIAN EXPRESS NEWSPAPER Date- September 16, 2006 ABSTRACT: The HR managers have been facing a tough time finding a suitable replacement with required experience and ability, to fill up the vacancies created on account of exit of key employees. The reasons can be varied like shortage of skilled manpower, growth in opportunities as a result of economic reforms and liberalized policies pursued by successive governments. 8 . Title: Employee retention needs a proper strategy Author- DR,Saurabh Guptha Date- October 2003 Abstract :The study revealed that the employee retention involves being sensitive to peoples needs and demonstrating the various strategies in the five families detailed in Roger Herman’s Classic book on employee retention, keeping good people. Employee attrition is running wild in today’s tight labor market. However, the companies that keep the employees have found that what matters most is not the pay, benefits or perks, but the quality of relationship between and the direct supervisors. The bottom line is that people leave managers not companies.Control and ownership an approach of being an advisor is necessary to maintain effective and satisfactory control over employees. The value of recognition successful organization realizes employee retention and talent management are integral to sustaining their leader ship and their growth in the market place. Becoming an employee of their choice by retaining the high caliber employees in today’s labor market should be the highest priority CHAPTER 3 RESEARCH METHODOLOGY Methodology is defined as the specification of methods and procedures for acquiring the information needed. It is a plan or frame work for doing the tudy and collecting the data. Research Methodology minimizes the degree of uncertain ty involved in management describes research is characterized by systematic, objective, reproducible, relevant and control. This project is a study marked by promulgation of research questions. The investigator already knows the substantial amount the research problems before the project is initiated. 3. 1. 1Research Design The researcher followed analytical research design. 3. 1. 2Sampling As it was not possible to collect the information from the whole population so sampling method is adopted. Stratified random sampling method is used.Totally 120 questionnaires were prepared for employee survey. 3. 1. 2. 1 Sample Area The sample area means that place where the survey has been conducted. The sample area was XXX Retail limited, Chennai. 3. 1. 3Sampling Procedure The sampling procedure is used of the study is questionnaire method. The type of question is close ended as well as open ended question. Used by the researcher. 3. 1. 4Sample size Population of this study consist of the empl oyee of XXX Retail limited, Chennai. The total population of the company is 1140, sample of 120 employees were taken for the study.. 3. 2 DATA COLLECTION METHODThe task to data collection method often a research problem has been designed and research design chalked out. 3. 2. 1Primary Data Primary data are those, which are collected fresh and for the first time for the collection as primary data a sample survey method was used in the study. Personal interview was conducted with the help of a questionnaire prepared for the survey. 3. 2. 2 Secondary data Data which was not originally collected rather obtained from published or unpublished source are known as secondary data. 3. 2. 4Statistical Tools The analysis of the collected data is the most important part of any research o get the interpretation for the project. According to this project, there will be three statistical tools are used. They are, 1. Chi-square test. 2. Weighted average test. 3. Spearman rank correlation. 3. 2. 4. 2 CHI-SQUARE TEST: Chi-square testis used to compare the relationship between the two variables. OBJECTIVES: 1. To recognize situations requiring the comparison of more that two means or proportions. 2. To use chi-square distribution to see whether two classifications of the source data are independent of each other. 3. To use chi-square distribution for confidence intervals and testing hypothesis about a single population variance. . To use chi-square test to check whether a particular collection of data is well described by a specified distribution. Chi-square test allows us to do a lot more than just test for the quality of several proportions. If we classify a population into several categories with respect to two (2) attributes, we can than use a chi square to determine whether the two (2) attributes are independent of each other. This is used to test the difference observed between two columns of number found in two distinct categories. A chi-square can be used when data satisfy four conditions. 1.There must be two observed sets of data or one observed set of data and our expected set of data. 2. The two set of data must be based on the same sample size. 3. Each cell in the data contain an observed or expected count of five or larger. 4. The different cells in a row or column must represent categorical variables. DEGREE OF FREEDOM: (Number of Rows-1) * (Number of Columns-1) (Oi – ei) Ei Oi = Observed Value. Ei = Expected Value. N = Total Number of Observations. Ei = Row Total * Column Total N Chapter -4 DATA ANALYSIS AND INTERPRETATION Respondents Age Distribution Table-4. 1: Respondents Age DistributionParticulars | No. of respondents| percentage| 18 – 25| 24| 20| 26 – 35| 56| 46. 67| 36 – 45| 27| 22. 5| Above 45| 13| 10. 83| Total| 120| 100| Figure-4. 1: Respondents Age Distribution Inference It can be seen that merely half of the respondents were between the age group of 26-35 years. Respondent marital status TABLE 4. 2 †“ Respondents marital status Particulars| No. of respondents| Percentage| Married| 82| 68. 33| Unmarried| 38| 31. 67| Total| 120| 100| Figure-4. 2 – Respondents marital status Inference It can be inferred that 3/4th of the respondents were married. Respondents Educational QualificationsTable 4. 3 – Respondents Educational Qualifications Particulars| No. of respondents| Percentage| UG| 32| 25. 83| ITI| 18| 15| PG| 67| 55. 83| Others| 3| 2. 5| Total| 120| 100| Figure-4. 3 – Respondents Educational Qualifications Inference It can be inferred that more than half of the respondent were qualified post graduates it’s a good sign for the organization. Respondents Work Experience Table -4. 4 – Respondents Work Experience Particulars| No. of respondent| Percentage| 0 – 2 years| 48| 40| 3 – 5 years| 53| 44. 17| 6 – 8 years| 17| 14. 17| Above 8 years| 2| 1. 66| Total| 120| 100| Figure 4. – Respondents Work Experience Inference It can be seen that almost of the respondents were between the experience level below 5 years. Respondents understanding towards the job Table 4. 5 – Respondents understanding towards the job Particulars| No. of respondents| Percentage| Not at all| 0| 0| Not really| 8| 6. 67| Some what| 33| 27. 5| Pretty much| 45| 37. 5| Totally| 34| 28. 33| Total| 120| 100| Figure 4. 5 – Respondents understanding towards the job Inference It can be seen clearly that almost all of the respondents were understand their job well. Respondent reason for dissatisfactionTable 4. 6 – Respondent reason for dissatisfaction Particulars| No. of respondents| Percentage| Work pressure| 31| 25. 83| Management decisions| 18| 15| Work environment| 6| 5| Pay structure| 48| 40| Others| 17| 14. 17| Total| 120| 100| Figure 4. 6 – Respondent reason for dissatisfaction Inference It can be clearly seen that merely half of the respondents feels that pay structure makes them dissatisfied. Respondent opinion about the management steps Table 4. 7 – Respondents opinion about the management steps Particulars | No. of respondents| Percentage| Not at all| 21| 17. 5| Some what| 42| 35|Average| 36| 30| Really good| 21| 17. 5| Total| 120| 100| Figure 4. 7 – Respondents opinion about the management steps Inference It has been clearly observed that 2/3rd of the respondents feel that the management steps were somewhat satisfactory for them. Respondent’s opinion about the internal improvements needed in organization Table 4. 8 Respondents opinion about the internal improvements needed in organization Particulars | No. of respondents| Percentage| Employee motivation| 22| 18. 34| Working environment| 18| 15| Monetary benefit| 46| 38. 33| Others| 34| 28. 33| Total| 120| 100| Figure – 4. Respondents opinion about the internal improvements needed in organization Inference It can be inferred that 2/3rd of the respondent’s feels monetary benefits is to be improv ements. Respondent’s opinion about the external improvements needed in organization Table 4. 9 Respondents opinion about the external improvements needed in organization External improvements| No. of respondents| Percentage| Innovative technology| 18| 15| External training programs| 47| 39. 17| New products| 12| 10| Others| 43| 35. 83| Total| 120| 100| Figure – 4. 9 Respondents opinion about the external improvements needed in organization InferenceIt can be clearly seen that most of the respondents feels that external training programs should be conducted Respondent’s opinion about retention strategy Table 4. 10 – Respondents opinion about retention strategy Particulars| No. of respondents| Percentage| Hiring suitable person| 18| 15| Allowing in decision making| 9| 7. 5| Good compensation| 42| 35| Good communication| 12| 10| Exit interview| 39| 32. 5| Total | 120| 100| Figure 4. 10 – Respondents opinion about the retention strategy Inference It is clearly inferred that merely half of the respondents feels good compensation is the best strategy for retention.Respondent’s opinion about learning new things Table – 4. 11 Respondents opinion about learning new things Particulars| No. of respondents| Percentage| More| 67| 55. 83| Less| 19| 15. 83| No| 34| 28. 34| Total| 120| 100| Figure – 4. 11 Respondents opinion about learning new things Inference It can be inferred that more than half of the respondents feels that they can learn more new things. Respondent’s opinion about communication between the superior Table 4. 12 – Respondents opinion about communication between the superior Particulars| No. of respondents| Percentage| Yes| 73| 60. 83| No| 47| 39. 7| Total| 120| 100| Figure 4. 12 – Respondents opinion about communication between the superior Inference It can be clearly observed that most of the respondent’s feels that they can communicate with their superiors at any time Res pondent’s opinion about promotion method Table 4. 13 – Respondents opinion about promotion method Particulars| No. of respondents| Percentage| Yes| 83| 69. 17| No| 37| 30. 83| Total| 120| 100| Figure 4. 13 – Respondents opinion about promotion method Inference It can be inferred that 3/4th of the respondents feels that their promotion is given based on their skills.Respondent’s opinion about stress Table 4. 14 – Respondent’s opinion about stress Particulars | No. of respondents| Percentage| Highly agree| 12| 10| Agree| 17| 14. 17| Neutral | 29| 24. 16| Disagree| 38| 31. 67| Highly disagree| 24| 20| Total | 120| 100| Figure 4. 14 – Respondent’s opinion about stress Inference It is clearly inferred that more than half of the respondents disagree that they having stress in their work. Respondent’s opinion about recreational facilities Table 4. 15 – Respondents opinion about recreational facilities Particulars | No. o f respondents| Percentage |Highly satisfied| 10| 8. 33| Moderately satisfied| 20| 16. 67| Neutral | 49| 40. 83| Moderately dissatisfied| 23| 19. 17| Dissatisfied | 18| 15| Total | 120| 100| Figure 4. 15 – Respondents opinion about recreational facilities Inference It can be clearly seen that merely half of the respondents were neither satisfied nor dissatisfied about the recreational facilities. Respondent’s opinion about working space Table 4. 16 – Respondents opinion about working space Particulars | No. of respondents| Percentage | Highly satisfied| 33| 27. 5| Moderately satisfied| 58| 48. 33| Neutral | 21| 17. | Moderately dissatisfied| 6| 5| Dissatisfied | 2| 1. 67| Total | 120| 100| Figure 4. 16 – Respondents opinion about working space Inference It can be clearly seen that 3/4th of the respondents satisfied with the working space. Respondent’s opinion about worst of attrition Table 4. 17 – Respondents opinion about worst of attrition Particulars| No. respondents| Percentage | Cost of recruitment| 43| 35. 83| Loss of production| 18| 15| Loss of knowledge capital| 27| 22. 5| Training cost | 32| 26. 67| Total | 120| 100| Figure 4. 17 – Respondents opinion about worst of attrition InferenceIt can be clearly seen that 2/3rd of the respondents feels that cost of recruitment and training cost is worst effect of attrition Respondent’s opinion about the best effect of attrition Table 4. 18 – Respondents opinion about the best effect of attrition Particulars| No. of respondents | Percentage| Removes bottle necks | 39| 32. 5| Entry of new talents| 53| 44. 17| Infuses of new blood| 28| 23. 33| Total | 120| 100| Figure 4. 18 – Respondents opinion about the best effect of attrition Inference It can be clearly seen that merely half of the respondents feels that entry of new talents is the best effect of attrition.Chi – square Experience and dissatisfaction levels in job Table 4. 19 Chi-Square Experience Dissatisfaction | 0 – 2| 3 – 5| 6-8 | Above 8 years| Total | Work pressure | 19| 11| 1| 0| 31| Management decision | 8| 6| 3| 1| 18| Work environment | 0| 2| 3| 1| 6| Pay structure | 14| 28| 6| 0| 48| Others | 7| 6| 4| 0| 17| Total| 48| 53| 17| 2| 120| Null hypothesis H0: There is no significant relationship between the experience and dissatisfaction of job. Alternate hypothesis H1: There is a significant relationship between the experience and dissatisfaction of job. Level of significant: LOS= 95% (. 05%)Degree of freedom: DOF= (M-1) (N-1) = (5-1) (4-1) Degree of freedom = 12 Z tab= 21. 026 2 = ? ( O – E )2/E Expected valued: E = ( row total * column total ) / grand total 2 = 3. 51 + 0. 52 + 2. 61 + 0. 51 + 0. 08 + 0. 47 + 0. 07 + 1. 63 + 2. 4 + 0. 15 +5. 43 + 0. 81 + 1. 4 + 2. 18 + 0. 09 +0. 8 + 0. 005 + 0. 3 + 1. 06 + 0. 28 Z cal = 24. 305 Calculated value > tabulated value Zcal > ztab H0 is rejected. H1 is accepted There is a significant relation ship between the experience and dissatisfaction of job. Spearman rank correlation Table 4. 20 – Ranking for stress and recreational activityStress| Rank 1| Recreational activity| Rank 2| Difference(D)| (D)2| 12| 5| 10| 5| 0| 0| 17| 4| 20| 3| 1| 1| 29| 2| 49| 1| 1| 1| 38| 1| 23| 2| -1| 1| 24| 3| 18| 4| -1| 1| | | | | ? (D)2| 4| R = 1 – 6? D2 (n (n2 – 1)) = 1 – (6*4) (5 (25-1)) = 1 – 0. 2 R = +0. 8 Since the correlation value (R) is +0. 8 there is a high correlation between the stress and recreational activity. Chapter 5 5. 1 Findings 1. Half of the respondents (47%) are in the age group of 26-35 years. 2. 3/4th of the respondents (68%) were married. 3. Half of the respondents (56%) were qualified post graduates. . Majority of the respondents have an experience of less than 5 years. 5. All the respondents have understood their job. 6. Merely half of the respondent’s (40%) feel that pay structure makes them dissatisfied. 7. 2/3rd of the respond ents are not much satisfied with the management policies. 8. 2/3rd of the respondents (39%) feel hike in salary can be offered. 9. Most of the respondents ( 39%) feel that external training programs should be conducted 10. All the respondents feel good compensation and hiring suitable person is the best strategy for retention. 1. More than half of the respondents (56%) feel that they get opportunity to learn more. 12. More than half of the respondents (61%) said they can communicate with their superiors at any time. 13. Merely 3/4th of the respondents (70) said their promotion is based on their skills. 14. More than half of the respondents (52%) disagreed that they have stress in their work. 15. Nearly half of the respondents (41%) were neither satisfied nor dissatisfied about the recreational facilities. 16. 3/4th of the respondents (75%) are satisfied with the working space. 17. /3rd of the respondents (36%) feel that due to attrition the cost of recruitment and training increases 18. Nearly half of the respondents (47%) feel that due to attrition there is entry of new talents. 5. 2 Suggestion 1. Management should give good job description to employees. 2. The organization should change the pay structure based on the nature of job. 3. The organization should conduct more external training programs to improve the efficiency of the employees. 4. The organization must appoint right person for the right job which will help to reduce attrition. 5. They must have two way communication. 6.The organization should provide more recreational activity to employees to relieve form stress. 7. Career growth and higher education is main cause for attrition in XXX, so the organization can give promotions and hike in salary in regular interval to reduce the attrition level. 8. Cost of recruitment and loss of knowledge capital were the worst effect of attrition, for that the company can follow retention strategies to keep the valuable employees. 9. Even though many retention s trategies followed in the organization the best strategy is exit interview, which helps them to identify the reason for attrition. 5. 3 CONCLUSIONIn global economy many organizations find very difficult to overcome the competition and to retain the employees. Due to attrition the companies not only lose the efficient employees but also spend a lot for recruiting new employees. The study company has moderate attrition since the stress level is low. Even this attrition can be reduced if they follows’ a good retention strategy like increasing the salary in periodic interval. The main cause for employee switching over job in XXX is carrier growth. Thus the organization should not increase the salary but also give promotions to employee to make them satisfy and retain the in organization.By satisfying the employee the attrition level can be reduced. ANNEXURE QUESTIONNAIRE A STUDY ON ATTRITION LEVEL PERSONAL DATA : 1. Name: 2. Designation: 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Educational Qualification: a) UG b) ITI c) PG e) Others 6. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years OTHER DATA: 7. How well do you understand your nature of job? ? Not at all ? Not really ?Some what ? Pretty much ? Totally 8. Rate the following factors Particulars| Highly satisfied5| Satisfied4| Neutral3| Dissatisfied2| Highly dissatisfied1| Motivation| | | | | | Appraisal| | | | | | Job challenge| | | | | | Reward| | | | | | Communication with superiors| | | | | | 9. Which of the following makes you to get dissatisfied? a) Work Pressure b) Management decisions c) Working Environment d) Pay structure e) other 10. Do you believe that there is a decrease in your Dissatisfaction level after the management steps? ) Not at all b) Somewhat ok c) Average d) Really good 11. Specify the area where improvement is required internally? ? Employee motivation ? Working envi ronment ?Monetary benefits ? Other 12. Specify the area where improvement is required externally? ? Innovative technology ? External Training programs ? New products ? Others 13. For which of these reasons, you prefer to change the job. Rate the following? Particulars | Rank | Career growth| | Higher stress| | Higher education| | Health condition| |Family problems| | 14. From these following which retention strategy is the best way to reduce the attrition level? a) Hiring suitable person b) decision making c) good compensation d) good communication e) exit interview 15. There any opportunities to learn forward about your job? a) More b) Less c) No 16. Do you have any freedom to convey your immediate problems to Top-level people..? a) Yes b) No 17. Whether promotion is given based on skill? a) Yes b) No 8. Do you agree there is stress in your job? a) Highly agree b) agree c) neutral d) Disagree c) highly disagree 18. Are you satisfied with the recreation facilities provided by the or ganization? a) Highly Satisfied b) Moderately satisfied c) Neutral d) Moderately dissatisfied e) Highly dissatisfied 19. Are you satisfied with the working space provided by the organization? ) Highly Satisfied b) Moderately satisfied c) Neutral d) Moderately dissatisfied e) Highly dissatisfied 20. Which is the worst effect of attrition? a) Cost of recruitment b) Loss of production c) Loss of knowledge capital d) Training cost 21. Which is the good effect of attrition? a) Removes bottle necks b) Entry of new talents c) Infuses of new blood 22. Any suggestions for the reduction of attrition in your organization? †¦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‚¬ ¦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‚¬ ¦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‚¬ ¦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‚¬ ¦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‚¬ ¦

Killing the Bear

Judith Minty’s story, â€Å"Killing the Bear,† is the about a woman who commits murder against her sexual self. Although, she wants to move on with life, she realizes that she must kill this bear in order to be a peace with herself. While I was reading, I chose to focus on the two aspects of the psyche, specifically id and the ego. The id, the bestial nature of the bear, in the woman’s life, and the ego, the real world, represented by the woman’s cabin. It is always hot for this woman. The summer heat was an all-consuming, sexual tension inside her. She lives only for the summer, marking each day, but the rest of the year, and even the rest of her life, it means nothing to her. At the end of the summer, she immediately plans for the next summer. Although in denial of her own heat, her sexuality, she seems, at the same time, to live for it. I noticed that during the summer, she lived in an isolated cabin, the woman builds herself a rational world, hammering and painting on her space. This real world is disturbed by the presence of a wild bear. When she first sees the bear, he is distant, frightening, like the awakening of sensuality in a young woman. He scares her a little and â€Å"her hands lift to cover her breasts,† a somewhat sexual response to the bear’s presence, suggesting displacement of her sensual urges on the bear. Downplaying her fear of the bear, she intellectualizes the bear, recounting facts and stories she has heard about bears. However, even during this intellectualization, she reflects on her animal nature and its destruction. Her memory of her mother burning her stuffed bear mirrors, in a roundabout way, her current situation and her ultimate solution to the live bear’s presence. At the end of the stuffed bear story, she observes that her mother misspoke when she said, â€Å"I’m sorry for burning the animal in you.† Although, the mother â€Å"killed† the woman’s childhood beast, the adult woman is facing the same animal, the living beast in herself, again. When I was reading, I could tell that her sexuality, the bear, grows bold and more insistent, threatening her rational world, the woman’s fear grows. She buys a gun for protection, snapping at the flirting clerk that â€Å"she didn’t need a man† as she pays for it. She denies her baser needs and desires, yet at the same time, she wants to seek out and dominate her sensuality, to go â€Å"hunting† for her beast. Ironically, she chooses to use a gun, a violent phallic symbol, to kill her sexuality. â€Å"Killing the Bear† is a great example of how an author can use the real world symbolically to mirror the inner psychological world of human beings. In the story, the natural world which threatens the woman reflects all the baser elements that people usually try to internalize, control, or sometimes reject. However, in the story, the woman’s barriers against her nature, her â€Å"civilization†, are not enough. She can never quite tame the beast within.

What It Is Called Legitimate Knowledge for Clones

What it is called legitimate knowledge for clones. An educational institution is a form of institution that is used to educate people. Educational institutions are essential for society to produce knowledge people (workers). Schools are designed to produce limitless knowledge in every aspect of life. However, the â€Å"men† behind schools tend to be selective in producing knowledge and constructing ideas. This paper intends to give an explanation of how schools can be hazardous by using concepts of Stuart Hall in his book, Representation: Cultural Representations and Signifying Practices, and Michael W.Apple and Nancy R. King in the article of â€Å"What Do Schools Teach†. These concepts applied to the hailsham case in the novel of Never Let Me Go by Kazuo Ishiguro to indicate that an educational institution like hailsham can be harmful due to the controlling and manipulating information for other purpose so that it generates what it is called legitimate knowledge for t he clones. Hailsham is the sole source in constructing inhumane ideas to the students that reflect their destiny as donors and perceived a short life.In the novel of Never Let Me Go by Kazuo Ishiguro, students are taught that they are destined to be donors, and after the fourth donation their short life is granted. According to Stuart Hall in Representation: Cultural Representations and Signifying Practices, he brings up a topic about discourse, power and knowledge, which created by Michel Foucault. Hall believes that in Foucault’s theory of discourse can be define as â€Å"’how human beings understand themselves in our culture’ and how our knowledge about ‘the social, the embodied individual and share meanings† (Hall 43).In other words, hall stated Foucault’s idea about discourse as how people discuss or understand the idea of things in certain society. Hall also stated Foucault’s idea about only certain social institutions, such as s chool, have the power to construct meaning, create truth or knowledge about things among society. That is to say that school is one of the sources that plays an important role in shaping students understanding of something.Therefore, being the sole sources that creates ideas on people’s mind, telling them to be donors and have a short live is not a pleasant idea to be embedded in people’s minds. Beside the concept above, Educational institutions can be harmful due to the knowledge control. According to Michael W. Apple and Nancy R. King, â€Å"the study of educational knowledge is a study in ideology, the investigation of what is considered legitimate knowledge (be it knowledge of the logical type of â€Å"that,† â€Å"how† or â€Å"to†) by specific social groups and classes, in specific institutions, at specific historical moments.It is, further, a critically oriented form of investigation, in that it chooses to focus on how this knowledge, as di stributed in schools, may contribute to a cognitive and dispositional development that strengthens or reinforces existing (and often problematic) institutional arrangements in society† (Apple and King 342). To simplify, the available knowledge and the hidden knowledge are being selected to be presented to students as proper knowledge, base on the ideology at a certain society at a time.Thus, educational institution can be defective due to the knowledge validity. According to the paragraph above, institutions control what can and cannot be presented. This theory can also be applied in the novel of never let me go. According to the book Miss Emily said that â€Å"We had run hailsham for many years, we had a sense of what could work, hat was best for the students in the long run, beyond hailsham. Lucy Wainright was idealistic, nothing wrong with that. But she had no graspof practicalities.You see, we were able to give you something, something which even now no one will ever take from you, and we were able to do that principally by sheltering you. Hailsham would not have been hailsham if we hadn’t. Very well, sometimes that meant we kept things from you, lied to you. Yes in many ways we fooled you (Ishiguro 268). In other words, hailsham and its people is trying to hide the latent facts in order to protect children and for the continuity of the school itself. Therefore, institutions can be harmful in terms of controlling knowledge and information.Another concept is that the basic function of schools or educational institutions is that schools should prepare students in terms of life skills to be able to do well in life. According to Michael W. Apple and Nancy R. King, â€Å"schools seem by and large, to do what they are supposed to do, at least in terms of roughly providing dispositions and propensities â€Å"functional† in later life in a complex and stratified social and economic order† (Apple and King 341). To clarify, Apple and king believe that schools have their own function to prepare students in the real life.The last concept above is inversely reflected with the case of Never Let Me Go novel. In the novel, Kathy H as the narrator show the readers that in hailsham student do not get sufficient knowledge about life. Most of the time in hailsham, they only do painting and philosophies. Guardians or teachers do not teach them life skills. In the novel, Kathy H, as the narrator told us that â€Å"looking back now, I can see we were pretty confused about this whole area about sex, that’s hardly surprising, I suppose, given we were barely sixteen.But what added to the confusion-I can see it more clearly now-was the fact that the guardians were themselves confused† (Ishiguro 95). This is the evidence that students do not get educated about sex sufficiently. Another example is when Kathy H said that â€Å"there was incidentally , Something I noticed about this veteran couples at the cottages-somethi ng Ruth, for all her close study of them, failed to spot-and this was how so many of their mannerisms were copied from the television† (Ishiguro 120).In other words, Kathy observes that their seniors are copying certain behaviors that are depicted from the movies in order to reflecting a normal person in life. This case shows that students are lack of understanding of the world until they have moved from hailsham. Educational institutions such as hailsham can be hazardous due to the production of knowledge that is designed to keep students from knowing the truth. Boarding schools such as hailsham can prevent students from growing properly. Their lack of understanding of the world produces insecurity and anxiety to face the actual life.Moreover, they are designed not to be rebellious instead, they are steered to be obedient and hopeless due to the lack of life skills and they are told in the first place that they are destined to be donors with short life. Works Cited Ishiguro, Kazuo. Never Let Me Go : New York : Vintage Canada, 2005. Hall, Stuart. Representation: Cultural Representation and Signifying Practices. London: SAGE, 2003. Apple, Michael W. , King, Nancy R.. †What do Schools Teach? †. Curriculum Inquiry 6:4. 1977:341-358.

Economics of Organisations TAKE HOME EXAM (For Second Writer) Essay

Economics of Organisations TAKE HOME EXAM (For Second Writer) - Essay Example When there is a team effort like this, you have information problems: it is hard to tell who is shirking. "The essence of the classical firm is identified here as a contractual structure with: 1) joint input production [team efforts]; 2) several input owners [e.g. each laborer owns himself]; 3) one party who is common to all the contracts of the joint inputs [the employer/owner]; 4) who has rights to renegotiate any input's contract independently of contracts with other input owners [e.g. can hire, fire, etc. to reward inputs that contribute more]; 5) who holds the residual claim [i.e. gets the "residual" income; see below]; and 6) who has the right to sell his central contractual residual status [i.e. can sell the company]." In earlier literature regarding the theory of the firm, many argued with Alchian and Demsetz. According to Organizations and Markets.com (2009 p. 1), "The striking insight of Alchian and Dernsetz (1972) and Jensen and Meckling (1976) is in viewing the firm as a set of contracts among factors of production. In effect, the firm is viewed as a team whose members act from self-interest but realize that their destinies depend to some extent on the survival of the team in its competition with other teams." Fama criticizes Alchian and Demsetz, however, for failing to eliminate the entrepreneur from the picture; their theory still includes an employer who, like an entrepreneur, polices shirking because he collects the benefits of doing so." Alchian and Demsetz had their own unique view of the firm. It is presented in the following diagram: Figure 2: Organizational Chart Source: Emerald Insight (2009 p. 1) Their arguments have their good points and their bad points. I do believe authority plays a large role in the success of organization and that too much authority and/or too little authority can certainly bring a firm down, but I also believe that information is way more than valuable to the rise of a firm, and therefore the cost of it is duly justified. I am just not sure at this point which is more important. Perhaps they are of equal importance. One could argue that every little function within an organization could make or break that organization. These are just two points of view that we are presented with. Perhaps a broader spectrum of ideas would help to justify one side or the other of the argument. The ideas would come from multiple departments within the organization instead of a few elite professionals. The broader the spectrum is from which to choose, the better conclusion one can make. References Alchian, AA. Principles of Professional Advancement 1996. Economic Inquiry, Vol. 34. Alchian, AA, JM Buchanan; H Demsetz, A Leijonhufyud, et.al. 1996. Economic Inquiry. Vol. 34. Alchian and Demsetz: Production, Information Costs, and Economic Organization 2009. Wikisum. Available at

Green criminology Essay Example | Topics and Well Written Essays - 1250 words

Green criminology - Essay Example Towards the end of the twentieth century and the beginning of the twenty-first century, there have been a number of legislations to protect animals against human cruelty. The Animal Welfare Act of 2006 prevented such offences as causing suffering, mutilation, and indulging animals in fighting; the Wild Mammals (Protection) Act of 1996 ensured illegitimate infliction of pain of any sort to animals; the Fur Farming (Prohibition) Act of 2000 made it an offence to keep animals solely for the purpose of slaughter; and the Hunting Act of 2004 prevented both hunting wild mammals with dogs and hare coursing. In the United States, every state has sound legislation against cruelty to animals. For instance, the Humane care for Animals Act of 1973 by the state of Illinois makes it clear that the owners of the animals need to provide â€Å"a) sufficient quantity of good quality, wholesome food, and water; b) adequate shelter and protection from the weather; c) veterinary care when needed to prev ent suffering.To conclude, it can be stated that in many countries crimes towards animals today are no longer conceived as minor crimes. Studies have also shown that people who commit brutal crimes against animals are also likely to indulge in similar crimes towards humans too. As researchers at the American Prosecutors Research Institute have identified crimes against animals not only ‘generate enormous emotion and interest’ but also â€Å"there are signs of growing public and professional interest in the prosecution of crimes against animals† (APRI 2006, p. 1).

Masquerades Essay Example | Topics and Well Written Essays - 2500 words

Masquerades - Essay Example The masquerades are dramatized to an extent with music and dances that it symbolizes power and infallibility. They are made in such macabre, grotesque yet illuminant manner that they at once evoke attention and awe1. The festivals and rituals surrounding masquerades have become regular part of the African culture. It is difficult to put a stop to them now. 1The attention and awe inspired by masquerades did not come because of their appearance. The masquerades were part of a system that ruled Africa for thousands of years. History reveals that the masquerades were silent witnesses to mayhem and murder. If you're thinking about getting a masquerade, make sure you are up to date with all the rest of the outfit that must cover your body. You must also familiarize yourself with the music and dance steps and movements that accompany the masquerade. Added to these, you have to take the precaution of consulting your witchdoctor without which the masquerade will only remain a mute part of your grotesquely stylized garment. The masquerades were part of large-scale mumbo-jumbo commanding obeisance of societies and nations. They were the cause of festivals and mass processions. They provided omens and cures in the hands of witchdoctors. They were ideal leverages in the hands of power-brokers. With such advantages, it was difficult to neutralize the influence of masquerades. The maThe masquerades are made in all shapes and sizes.1They may resemble the hyena or the vulture. These have their specific significance. The hyena is associated with possession of ethereal knowledge. The vulture, a flying bird of prey, is believed to bring knowledge from the spiritual world (Lamp, Frederick; 2010). It is not only the mask that prominently figures in the dancer's scheme. It is the entire outfit. The mask plays a vital role due to the importance associated with the countenance. The transformation in the dancer's behavior permeates every iota of his being. The head, bearing most sense, takes the cake. 1Whatever the shape and size, the object of the masquerade was to dominate and demand respect. They exist in the form of art today. But they cannot undo the havoc they wreaked in the millions of lives that even dared to question them. The Significance of the Masquerades' Longevity The African continent is over 26,000 years' old culture. That art has existed for such a long period of time in human history is mind-boggling. It is another matter that it has continued in this fashion till date. The African contin

Newspaper Article or News Program Discussion Post Essay

Newspaper Article or News Program Discussion Post - Essay Example The article argues that discretion is a function of many variables that differ from case to case. Therefore, how to apply discretion for the best results in all or most cases cannot be reduced to a simple formula that can be used to guide prosecutors (Davis 30). Without such as guide, prosecutors are given too much freedom and power and this leads to abuse and injustice. The issue of prosecutorial discretion came under spotlight recently when Attorney General told prosecutors that they are under no obligation to defend unjust laws (Gershman). This raises the question of whether they can nullify laws. If prosecutors are under no obligation to defend unjust laws, they are effectively nullifying those laws. This is a further evidence of the wide powers of prosecutors given to them under the doctrine of prosecutorial discretion. A prosecutor with a political agenda can apply the law selectively and that is manifest injustice (Davis 26). The issue of prosecutorial discretion is important because it inevitably comes up in discussion about injustice in criminal justice system especially now when the number of cases of wrongful conviction are increasing. It appears there is need to relook into discretionary powers or strengthen accountability. Gershman, Bennett. "Refusing to Defend Unjust Laws: Prosecutorial Discretion or Prosecutorial Nullification?." The Huffington Post. TheHuffingtonPost.com, 27 Feb. 2014. Web. 28 Feb. 2014.

Fine and popular art Essay Example | Topics and Well Written Essays - 750 words

Fine and popular art - Essay Example Such processes, although perhaps considered the results of skilled craftsmanship and artisanship in both the academy and the popular mind, were not generally believed to lend themselves to the type of refined art-making that the serious artist pursued. By emphasizing the role that art plays in popular culture and vice-versa, however, the pop art movement attempted to bridge the gap between what had been for the last several hundred years a strict division between the fine arts and the popular arts. ... While both may deal with such topics as race, economics, poverty, gender, and the like through their approaches to meeting human needs and providing form that shapes human content, the fine arts have traditionally been considered to be driven by a special refined quality that is sensitive and sensible and that revolves around a particular kind of insight and training, while the popular arts have traditionally been viewed as meeting economic needs with skilled action. The difference, in other words, seems to be a psychological one as well as an economic one. Popular artists apply skills to developing products and goods that, while beautiful, are primarily functional. Fine artists develop products which are primarily communicative. Larry Shriner, in his book The Invention of Art, argues that it was only in the 18th Century that the fine arts split off from the popular arts. Until that time many of the artists that today are considered serious fine artists from the past were essentially considered to very highly skilled artisans in their own day, and their works were considered to be highly representative forms of skilled craftsmanship. In 18th Century Europe, however, a cultural elite began to make distinctions between craftsmanship and â€Å"art† in order to separate themselves from the masses in taste and practice. The effort was so successful that they began to define art backwards, and works of skilled artisanship that were, for example, found in the colonies conquered by this cultural elite came to be called â€Å"primative art† – as though such products were approaching fine art but had not yet arrived. Shriner’s argument suggests that the distinction between fine art and the popular arts is largely

Text analysis Essay Example | Topics and Well Written Essays - 1000 words - 1

Text analysis - Essay Example ing at his background, and experience on matters dealing with fashion, we can therefore denote that Malcolm Barnard is highly qualified to write a book on fashion. Fashion Theory, a reader is a very popular book by Malcolm Barnard. This book traces the beginning of fashion in the 15th century. From this book, we can denote that Barnard took an interest in the study of fashion, carefully analyzing the trends of the fashion industry for over the last 30 years. This book contains a collection of surveys, and essays and contextualizes the manner in which a range, and a number of disciplines have developed theories for purposes of explaining the complexity, astonishing variety, and the beauty of fashion (Barnard, 2007). Themes that Malcolm Barnard covers in this book include gender and social identity, communication, consumption, erotic, and individualism. Barnard Manages to collect information from a variety of important writers and experts on fashion, identifying the ideas that they stand for, and theories that these writers advocate for (Barnard, 2007). For example, Barnard brings forth the ideas of Edward Sapir, who wrote on Fashion in 1931. This is found in chapter three of the book, which is titled Fashion and History. This chapter traces the emergence of fashion from the periods of 1760, to 1937, through a fashion circle referred to as the recurring cycle (Barnard, 2007). From this article, we can denote the fashion industry is not a recent issue, and it has evolved over a period of time. From this chapter, we can also denote that fashion occurs in a recycled manner, that is the fashion trends that occurred in the 15th century, can be reflected in the 20th century (Barnard, 2007). This observation by Barnard is right, and it is still depicted in the modern times. Take for example the Afro Hair style which was popular in the 1970s, to 1980s. During the 1990s, this hairstyle no longer became popular; however, in the periods of 2000s, people are starting to

The Disconnect of Fashion Advertising with Young Females Dissertation

The Disconnect of Fashion Advertising with Young Females - Dissertation Example Researchers suggest advertising media may adversely impact women’s body image† – [Online] Available at: www.healthyplace.com [Accessed February 2011] â€Å"For centuries individuals or societies have used clothes and another body adornment as a form of nonverbal communication to indicate occupation, rank, gender, sexual availability, locality, class, and wealth and group affiliation. Fashion is a form of free speech. It not only embraces clothing but also accessories, jewelry, hairstyles, beauty, and body art. What we wear and how and when we wear it, provides others with the shorthand to subtly read the surface of a social situation.† -[Online] Available at www.fashion-ersociology_semiotics.com [Accessed February 2011] With the peer pressure of being socially accepted in different environments, fashion is even more so an issue with the younger generation of females. Research has shown that 70% of women who regularly read fashion magazines consider them t o be an important source of beauty and fitness information. -[Online] Available at www.healthyplace.com [Accessed February 2011] In a study carried out by Peck and Loken in 2004, entitled â€Å"When will larger-sized female models in advertisements are viewed positively?† It was stated that a quarter of those that were analyzed, were women that reported they did have a strong interest in imitating fashion models, hence there seems to be a disconnect between the images used by fashion advertisers and the impact on female consumers. As consumers, we are always being bombarded with fashion in many different ways. The newest look or the trendiest color is constantly in our faces by many different methods- if it is not by billboard it is by magazine, television and even on the foods that we eat, Influences even come from music that we listen to with music videos. Fashion is everywhere and it is something we can’t get away from. â€Å"Fashion style is important. Your clot hes make your fashion statement, and how you're perceived. Stand straight and carry yourself with grace. You will radiate self-confidence.† -[Online] Available at www.zinearticles.com [Accessed March 2011] However, the way in which advertisers of fashion clothing portray young females in their advertising, does not necessarily seem to correspond with the way that young females want to be viewed. Rational/Usefulness of the project The aim of this dissertation is to analyze and determine whether fashion advertising uses relevant imagery to have an impact on young females today.  Thus the research will try and provide advertisers of fashion clothing with a deeper insight and helpful observations into understanding their audience, their young female customers. Overview of the role of female imagery in fashion advertising †¦ Research Objectives The main aim of the project is to try and prove whether there is or there is not a disconnect between how advertisers advertise fash ion to females. The focus will be on an audience of 18-25-year-old female students at London South Bank University that are fashion conscious.

Manage People and Performance Essay Example | Topics and Well Written Essays - 1500 words

Manage People and Performance - Essay Example Considering that Maslow’s theory presented us with five orders of needs it is clear that all of those were fulfilled by the job he had with Avant Garde. He had a competitive salary which took care of his basic needs for nourishment; he had a company car, free healthcare, personal pension plan and a job he liked which took care of his needs for safety, security and social affiliations. The fourth order need in term of esteem could have been fulfilled by his rising position within the company even through his first class travel as he worked for Avant Garde. Even in terms of self actualization, he could have attained some level of it through his making the HR Department of the company the envy of others. Recognition by others within his social circle and even outside his social circle would have come from this achievement and it is likely that he would have continued working for the company till his retirement. However, there was a fly in the ointment which caused him to rethink his decision and his life as well since his third order needs were put in danger. From being socially accepted within the company he found himself being excluded from meetings when the company he was working for was taken over by someone else. In fact, he even lost his position as part of the strategic decision making group of the company. The final straw as put by the case study was the requirement for Phil to eliminate a large portion of the company through making many of his co-workers redundant. These developments put Philip in a position where he could not continue working for the company. While his basic needs were being fulfilled, his higher order needs were not being met which made him look for other opportunities. Amongst these opportunities was the chance to work at his Alma Matter and he took that knowing that he had had positive

Assessment and Learner Essay Example for Free

Assessment and Learner Essay * It is important to understand and identify any particular needs the learner may have so they are able to learn to the best of their ability and get the most out of the qualification. Ensuring they receive the best quality learning can help them achieve their best. * Keeping track of what the learner has learnt is important so there is no repetition and they are learning new topics all the time. This will also contribute to how well the learner takes on new information and what they get from that. * Summative assessment is important to make sure the learner understands what is being taught and they understand any learning outcomes. 1. 2 * Assessments used as a process of making judgements are very important as they help us measure where the learner is at in a number of different ways. These can help us as assessors ensure out learners are learning at the right stage and to the right criteria. * Validity – the state or quality of being valid. To question the validity of the argument. (dictionary. com) it can also mean Validity in assessment refers to measuring what it says it is measuring, be it knowledge, understanding, subject content, skills, information, behaviours, etc. see more:identify ways of supporting an individual to make informed choices (http://www. saqa.org. za/docs/critguide/assessment/ch03. pdf) * Reliability – the ability to be relied on or depended on as for accuracy, honesty or achievement. (dictionary. com) it can also mean Reliability in assessment is about consistency. Consistency refers to the same judgements being made in the same, or similar contexts each time a particular assessment for specified stated intentions is administered. (http://www. saqa. org. za/docs/critguide/assessment/ch03. pdf) * Having the learner gather evidence can help in the decision making for the assessor in many different ways. One of which is to ensure the learner is doing the work and is kept up to date. * Evidence being authentic, current and sufficient is important for the learner to get the best from the course and to ensure they are completing their own work and it is up to date with the relevant qualification. * It is important for everyone to get an equal chance of getting an objective and accurate assessment. This can help both the assessor and learner as they can be sure to promote fairness and objectiveness. * The importance of transparency for the learner. 1. 3. * Understanding and applying the standards and requirements is important as these are in place for the assessor and learner to gain the most from the qualification and to give them piece of mind that they are receiving the best education. * Planning ahead is important as understanding what stage the learner is at can help to prepare for the next meeting. This can also help the learner prepare too. * Communication of every aspect of the qualification is important as it can help the assessor and learner keeps track of progress and where they need to go next. * Carrying out assessments is important to keep track of the learner’s progress and to keep on track of how they are performing. This can also identify any needs/requirements the learner may have. * Comparing evidence can help to ensure the learner is meeting the set standards and also to ensure the set standards are of the best quality. * Making assessment decisions can help the learner move onto the next task or meet any needs the learner may have. * Recording assessments is important as it can help other verifiers check that the assessor is delivering the correct standards to the learner. * Providing feedback can help the learner understand what worked, what didn’t, where can they do better and how can they do that. 1. 4 * The general requirements for assessment’s need to be identified and acknowledged. This can be done by simple research and reading. * Understanding which documents and where to find them is important as these must be adhered to. This is also important for the assessor as they need to know how and what to asses. 2. 1 * Understanding different types of assessment methods is highly important. These assessment methods give you a wide range of results when looking at students and their work. Comparing these and discussing their pro’s and cons is also important to find out what is best for your particular student and what they are particularly studying. 3. 1 * Understanding how to plan an assessment can be easily done with the right amount of preparation. Ensuring you have all the right resources and equipment beforehand will help you and your student feel at ease. You must summarise key factors when planning to make sure you get the correct outcome. Some of the factors to include are which standards and criteria to look at, type and volume of evidence, choice of particular assessment method amongst others. Using this simple planning and preparation technique will give you and your student the best outcome. 3. 2 * Using a holistic approach can help you and your student get the most efficient and effective collection of evidence. This evidence may also be used in other units or work. Identifying how the learner integrates their knowledge and understanding is important as it helps you see how they put their research into practice and what they learn from it. All of the above can help your student get the most out of their particular qualification. 3. 3. * Applying holistic assessment is important as you need a variety of required evidence to ensure your outcomes are met. This is important when you are planning an assessment so you can get the correct information to make sure the student is learning and practicing the right knowledge and understanding. Holistic assessment is used to judge the overall picture in the assessment practice. Historically NVQ assessments where carried out unit by unit . An Holistic assessment is more efficient because an assessor can capture multiple criteria outcomes and not just focus on one element . 3. 4 * There are many risks involved when thinking about doing an assessment. These must be looked at to ensure the assessment runs smoothly. Some of these risks include; Health and Safety, unnecessary stress on the learner and potential for unfairness to the learner amongst others. These must be avoided to ensure the learner gets a fair assessment and the assessor gets the right results. If these are not adhered to the learner may feel uncomfortable and the assessment will not be accurate. 3. 5 * Minimizing risks must be thought about while planning the assessment. How to do this can be done by visiting where the assessment will take place, speaking to the learner and the employer. 4. 1 * Involving others in assessments can help both the learner and the assessor. This can help in a number of ways including; putting knowledge into practice; the learner can show how their reading and research can be used in practice. The learner can also show how they understand what they are being assessed on and how they understand the criteria is marked. 4. 2 * Any information and resources should be available to the learner to help them understand what is of expected of them and how the assessor should behave. This will also help the learner understand the criteria that will be looked at, any arrangements that need to be made, how feedback will be given and the use of any assessment outcomes and records. These being available to the learner can help them prepare for the assessment and perform to the best of their ability. 4. 3 * Peer and self-assessment can be used to help the learner look at what they have done, what worked, what didn’t, what can they do to improve and how they can improve it. This is a very useful tool as learners are most critical of themselves. Learners can also learn from each other and what they do. 4. 4 * Meeting needs is highly important to ensure learners are all treated fairly. Any arrangements can be made easily by contacting the employer or speaking with the learner beforehand. 5. 1 * Making assessment decisions is very important. Understanding them is even more important as there are factors about the learners work that need to be assessed and the assessor needs to make sure the work is true. Making sure the learners work is valid, current, authentic and sufficient can be done by ensuring you follow guidelines given, by carrying out assessments and by having witness statements of the work carried out. 5. 2 * making sure any assessment decisions made are fair, reliable, valid and in accordance with specified criteria is important so the assessor and learner understands what is expected of them and that they are doing the right things. 6. 1 * Standardisation meeting Ensure consistency and fair assessment. To maintain quality of assessment procedure To ensure assessors are consistent To gain up to date knowledge of quality and what is new in assessment Unit 302 6. 3. * If a learner has a dispute with your assessment decision, they have a right to appeal against that decision and you need to let your learner know the name of the Centre Co-Coordinator Stacey Prendergrast 7. 1 * Assessment Data will be stored on NLA data base and learner assessment plans will be on going throughout the qualification 7. 2 * Assessment plans with each learner, praise and feedback when a learner has achieved a unit and it gives your learner motivation 8. 1 * This is related to data protection and securing learners details which are all in place at NLA, like data of birth , national insurance numbers etc 8. 2 * Include how current technology benefits the assessment process ie carrying out a professional discussion and recording it on mp3 validates the assessment or video evidence captures live observations 8. 3 * How can you manage equality in assessment and what barriers might you come across with race, culture religion 8. 4 * It is best practice to reflect on your own assessment process, what have you learned so far through your research, what you would like to introduce, tell me about your appraisal and your professional development.

Outsourcing and Total Quality Standard Comparison

Outsourcing and Total Quality Standard Comparison 1.0 INTRODUCTION Human resource strategies are taking the is very vital for an organization, different type strategies may produce different type of result. There are two strategic issues facing human resource management which may critically influence operation of an organization. Outsourcing can be defines as a subcontracting work to a related organization or a company that specializes in and is more efficient to produce the output rather than completing in internally. Outsourcing also commonly are one of the organization provide sources or service for another organization, involving an agreement to exchange payment or other services. Besides the outsourcing strategic, total quality standards also are the best strategic that being used by human resources management. Total Quality Standards are best known as an organization effort to continually improving their business and product in the way to increasing business and reduce unnecessary practices. Total quality management is also aim to improve the quality into a service, produce or knowledge in order to continue meets the customer satisfaction. 2.0 Advantages of the strategies 2.1 Outsourcing Outsourcings are benefits to most of the business activities, one of the benefits are common being known by the company are its cost low and perform high quality product. Outsourcing meaning that organizations may not have to worry about the labor problem, wages problem and quality problem from the product due to different in lower price source are able to be found in different countries. The company may except that an external expert may do it more better quality output and more cheaply than company do it internally. Therefore, company can reduce their cost fee thought the outsourcing strategies in order the company can streamline its cash flow problem. In addition, an organization can have high quality output and lower cost in same time. Companies get advantage in kill two birds with one stones. 2.2 Total Quality Standard The core benefit of total quality standard is helpful in meeting the competition. Total quality standard are extremely helpful in understanding the competition of the environment today. Nowadays, there is increasing importance to organization in this full of the competitive environment which quality improvement is important to ensure consumer satisfaction. This management can prevent and detect more effectively in what kind of error-prone is occurring in the product or service. For instance, organizations able make a better vision to reach their future goal and able keep up with the times changing. Furthermore, an organization able to identify and eliminate the weakness in the business in order to provide high quality services and produce to their customers. It’s can be done through the decision making process in order to measure what are the necessary thing are need to be proceed to make the company produce a high quality output. 3.0 Challenge of the strategic issue 3.1 Outsourcing Although there is numerous of benefits are toward to outsourcing strategic, however one of the biggest challenge that outsourcing facing is hard to synchronizing the deliverable. It can be arise if the companies do not proper select a right partner for outsourcing, in case stretched delivery time frame will be occurred. Furthermore, this may lead more problem approaches including time-consuming and quality of output may influences into substandard quality output, organization may confronting more operational challenges and cost pressure. If the outsource company does not supplying on time, it may deal a great damage to the organization reputation. Due to these problems, organizations are more likely to regulate these internally rather than an outsourcing partner. 3.2 Total Quality Standard Total quality standard sometimes may face the employee resistance issue. In carrying out the total quality standard strategic, some company may require adapt new mindset, new goal, new attitude, and new method for perform their jobs. For instance, managements does not reflect well or not effectively communicate with team, it may occurs when employee are confuse to new idea and conflict among each of the teammate which lead to employee resistance. In addition, when employees are refuses to program it may become unproductive for the business and may lower the morale of an organization. It will critically influence the operation of an organization and may form a serious trauma that may affect an organization for need some time to fix it. 4.0 Evaluation and Recommendation 4.1 Outsourcing Organizations need to ensure that the business objective should able to fit appropriate collaborative outsourcing company. As an organizations that need to understand what can accommodate and need from the outsourcing company that you choosing. It’s the role for organization to do essential research before starting outsourcing relationship to the company. Organization should get more information from the outsourcing company and interview the company in order to understand more details regarding how flexible and reliable their service is supply to the organizations. Apart from that, an organization should arrange for constant communication. An organization should periodically to ensure the outsourcing provider is functioning regularly, hence organization should regular contact with their outsourcing company as well as able to control situation and guide decision when problem is occurred. When organization is staying awareness, they may prevent physical problem and able to solving it immediately. In addition, it builds up strong relationship among the organization and provider. Organizations should define their service in the agreement very precisely. Sometimes, an organization with the outsourcing conflict among their service and souring relationship occur into trouble when the objective of the service is too narrowly, broadly or ambiguously (suggested by Alexandra P. Woolcott, 2014). Hence, it very vital that organization should make sure the Service Agreement on what should the outsourcing company need to provided. Service Agreement should state crystal clear and objectively in order avoid loophole among each of the party. 4.2 Total Quality Standard An organization should make sure quality improvement is measurable. Organization should establish the degree into how process is implemented and the result is able to meet the main objective and company strategy. This is helpful for organization to set a goal for future and ensure where all departments in organization are willing work as one to reach the high quality standard. Therefore, an organization should do the research and analyze through market data in order to predict decision making more accuracy and allow to prediction the threat on past history (based on the suggestion by Philip B. Croaby, 2014). In term to make sure the quality improvement is measurable and comparable, organization should compare on the benchmark on the market for the sake of organizations able adopt innovative concept into quality management to perform the better output. It’s important for every employee in the organizations involve in quality improvement. Regardless of the bottom line or top management in company they are all playing an important part in providing high perform of quality in their service and produce. All employees should take part of their responsibility to ensure customer satisfaction. For instance, organization should do the communication within their all departments to allow each of the employee get a better knowledge and skill on how should the total quality processes are needed to be done in order to achieve the high quality output. Moreover, there’s a core benefits to thrust the total quality management more effectively is continuously improvement. There’s many reason why the organization should continuously improvement, it’s due to today market are become pressure of competition. Continually improvement in total quality management drives an organization to boosts to be creative in looking of the ways to become competitive edge in the market and more effective in meeting on customer requirement (based on the suggestion on Chartered Quality Institute CQI, 2015). It’s make an organization more competitive to growth successful in the market. 5. Conclusion These two strategies are being commonly used by many organizations today. It’s no matter how huge of the organization is and how small of the cooperation is, it also will beneficial and useful to each of the organization to fulfil their demand. Human resource management should acquire these strategies to organization in order to make organization growth rapidly to keep up with the time.

The Tourism Planning Discussion Paper Tourism Essay

The Tourism Planning Discussion Paper Tourism Essay Tourism is one of many human activities in a community or region, and has the idea as a private and public sector activity and especially as an area of government intervention that requires planning and coordination. On the one hand, tourism is also one many activities in an area that must be considered as part of economic, physical, environmental, and social planning. Thereby, it is very important in ensuring that the tourism industry can thrive and develop by trying to maximize all these valuable aspects and to develop comprehensive tourism planning at a community or region. This discussion paper will be mainly discussing about the different approaches to tourism planning and the tourism planning framework for the development of tourism in the destination region of the Central Highlands of the Island. The overall framework in this paper consists of the appropriate steps to be taken in the planning process and in a way to achieve successful planning and development in the destinatio n region, the guiding principles in the planning, and several issues to be considered in the planning. 2.0 Critical review of approaches to tourism planning Based on Getz (1987) there are four different approaches of tourism planning at the destination level can be recognized according to the values that support the planning or policy activity include boosterism, economic, physical/spatial, and community-oriented that emphasizes the role the destination community plays in the tourism development and experience. Then to these four approaches, Hall (1998) added an additional approach of sustainable planning. Each of tourism planning approach differs in its underlying assumptions about planning, and their strengths and weakness that play in the tourism development. The following describes the strengths and weaknesses for each approach. 2.1 Boosterism Boosterism is one of the tourism planning approaches that have attitude towards tourism development which is inherently good and will provide benefit to the hosts destination. This approach also characterized as being part of an attitude to the development of growth is good and any negative impact of tourism development will be dominated by positive benefits. From this approach perspective the primary planning problem is one of how to attract as many people as possible to a given location or destination. Boosterism approach however, doesnt take into account or involves their host community in the decision making process, planning and policy process surrounding the tourism developments. Yet it is still being adopted by governments and politicians to promote tourism growth, regional economic diversification and employment creation. This attitude approach towards tourism development is seen as to give benefits to the host destination and community which can bring higher living standards to a destination and improves quality of life of the people especially in the developing countries. Tourism development could improves quality of life ,as it supports the creation of community facilities and services, through the provision of better or upgraded infrastructure, facilities, services, transport, health, better quality of commodities and food. The indirect benefit of tourism development will also increase job opportunities towards the whole community and at the same time boost up the countrys economy. However on the other hand, since this approach does not involved residents of the tourist destinations in the tourism development plan and policy, and decision making process, thus there will be lack of public or community participation in the local tourism development. The tourism development tend to benefit more on th e government instead of the local community because the community has no power to make their own decisions in the tourism planning and therefore it will not encourage them to participate and does not allow them to share tourism benefits with the wider community. 2.2 Economic The second approach of tourism planning is the economic (industry-oriented approach). It is an approach that aims to promote economic growth and development in a destination, as well apply the use of marketing and promotion to attract visitors. The economic approach emphasizes more on the economic impacts of tourism and the most efficient and effective use of tourism to create income and employment benefits for the regions, communities, and countries as a whole. The main strengths of this planning approach are as it is mainly focuses on the economic impacts of tourism, it believes that tourism development is becomes a key driver of economic growth or will boost the countrys economy through the creation of employment, generation of foreign exchange earnings, contribution of government revenues, stimulation or improvement of infrastructure investment, and the create contribution to the local economy. Yet there are some weaknesses from this approach which it doesnt take into account env ironmental concerns and social issues which means there is limited attention is given towards the environmental and social impacts brought about by tourism. Another weakness would be the high satisfaction of tourists result from tourism development and the positive attitudes towards tourists in host communities are unknown. 2.3 Physical/Spatial The physical/ spatial approach to tourism planning considers tourism as a form of land use to be managed using spatial strategies and regarded as having an ecological base with a resultant need for development to be based upon certain spatial patterns, capacities or thresholds that would minimize the negative impacts of tourism on the physical environment. The key planning approaches from this perspective include carrying capacity, hazard and risk assessment, resource and landscape evaluation, resource appraisal and allocation, decision making and evaluation and the development of appropriate institutional arrangements. While the main point of this approach is to control and maintain the capacities, land use and the number of physical infrastructure being built for tourism, so it wont exceeds the environmental and social carrying capacities of the destination. As a result, it will help to minimize the negative environmental impacts resulting from tourism development. Besides, a well planned physical destination with structured design and layout would also attract visitors to visit a destination as it can provide a good and open space for tourists. Other strengths would be the increase protection towards the environment due to the less land being use and it keep the sustainability of tourism. The weakness of this approach is if the number of infrastructure, buildings, and capacities are being controlled, thus economically the destination unable to maximize their profit from the result the inability to fulfill the high demand of tourism to build more attractions. Limited attention is also given to social and cultural attributes of the destination. 2.4 Community Community tourism planning approach is focuses on the social and political context within which tourism occurs and it advocates greater local community control over the development process. Under this approach, community is considered as the focal point or actor that encourages the development process of the tourism and seeks for public participation in a destination in order to enhance their economic livelihoods while protecting their cultural values, and preserving the natural environment. Community planning approach which implies a high degree of public participation in tourism planning process, highly involved the community in the decision making and planning process, as well as in the sharing of tourism benefits and in the sharing of tourism profits with the wider community. Therefore, the main strengths of this community based approach in terms of its benefits, will likely to create and increased employment opportunities available to the locals as more community being involved in the process while it also contributes positively in the improvement on household income and general quality of life through the extent of contribution vary from one aspect to another. Moreover, public participation is also to design tourism development in such a way that it is intended to benefit the local community and to encourage them to participate in their own development through mobilizing their own resources, defining their needs and making own decisions about how to meet them. Then if the government is being supportive and let the community to take a large part of the decision making for tourism, there will less conflict arises between the government and community, and if problem arises the community would be able to make decisions and solve it on their own. Bringing educational elements towards the whole community is also one of the strength of community approach. The locals likely to be educated and trained in order to improve their knowledge about tourism and as a results it will help them to recognize and conserve their local culture, natural resource values, and creating a good image about the destination. Tourists who come from different parts of the world will also encourage the locals to interact and provide cultural exchange between hosts and tourists, at the same time it also gives the opportunities for the locals to learn foreign language and lead to a better understanding of cultural differences and build tolerant attitude towards foreigners. On the other hand, there are weaknesses of this approach in terms of the barriers or the difficulties in implementing a community approach to tourism planning in tourist destination. The major difficulties or barriers to incorporating public participation in tourism planning can include the lack of financial and human resources in the tourism sector especially in the developing country. Resources at the local level may not enough to finance the present scale of tourism development and therefore it will lead to discourage community participation in the tourism planning. Then generally the public may have difficulty in understanding complex and technical planning issues, not always aware the decision making process, and the difficulty in maintaining representativeness in the decision making process due to the lack of knowledge, experiences and possible conflicts that may arise between cultures. In addition, there is also need for the government to be able to manage the involvement of t he community that aims to achieve the desired result however it does not give the impression to the community of being control by the government. Power should also be distributed evenly within a community so that some groups or individuals will not have the ability exert greater influence over the planning process than others. 2.5 Sustainable The sustainable approach towards tourism is an integrative form of tourism planning which brings together economic, environmental (physical/spatial), and socio-cultural (community) planning methods. This approach seeks to provide lasting and secure livelihoods which minimize depletion of resources, environmental degradation, cultural disturbance and social instability. It also concern about both inter and intra-generational equity which in sustainable development it means that we should not only concerned with the maintenance of environmental capital (Jacobs, 1991) but also the maintenance and enhancement of social capital (Healey, 1997). The main strengths of sustainable approach are include long term protection of environment resources since it focuses on tourism development which try to avoids damage on the environment, economy, and cultures of a tourist destination as well as provides positive experience for host community tourism industry and the tourist itself. As a result of t hese, it will also lead to the preservation of essential ecological processes, give beneficial and opportunities for future generation ability to use the resources and enjoy the same situation as now, protection of human heritage and biodiversity, improve economic benefits to support sustainable tourism, and it also benefit the communities by providing more employment opportunities and the improvement of standard of living. The weaknesses of this sustainable approach are include the overprotecting the resources will result that the tourists unable to enjoy or being satisfied with the overall tourism experiences, for instance tourists might have high expectation when they travel to the tourism site, yet they are not allowed to connect to the environment thus their perception will be lower because it doesnt meet their high expectation, and become very unsatisfied. Besides, by adopting sustainable tourism approach could also create conflict between public and private sectors in terms of having different views and perspective on sustainable planning. Public sector might want to save and maintain the environment while private sector wants to gain more economic benefit in having less concern on sustainable tourism benefits. Sustainable tourism approach could also be difficult to achieve and has been often criticized for its contradictory goals that never achieved, as it requires cooperation and coordination b etween industry and the manager of destinations, and the needs to build consumer and producer awareness. 3.0 A review of the main issues or challenges that tourism planners face As millions more people travel and to seek for personal rewards from their experiences, the massive development of tourism resources is the consequences (Gunn, 2002). The various activities that tourists engage in a tourism destination are important and expanding aspect of the tourist industry in which it creates huge development for tourism in a destination and provides tourism benefits in many ways. Thus, it is now recognized that planning is necessary for tourism to develop, to be managed in a controlled, integrated, and sustainable manner in such a ways that would lead to enhancing the benefits derived from tourism. By using this planned approach to design of all tourism development, it allows tourism to generate economic, social, and environmental benefits to the host community and any negative impacts results from tourism can be minimized. Moreover, planning for tourism can be a challenge regarding to the several main issues, complication or challenge that tourism planner may face in trying to plan tourism. Besides, due to the rapid growth and complication nature of tourism have made it difficult for planners to apply even the most fundamental of research findings and recommendations for improved tourism. Based on Claire A. Gunn (2004) described the prospects for tourism planning in term of the key issues and concerns in the field of tourism planning in which the issues include the poor understanding of the need for planning, the lack of systems planning, poor organizational integration, and lack of tourism literacy. The first issue of poor understanding of the need for planning refers to the unclear understanding or different assumptions on tourism planning that seen as the unncecessary interference in market driven development. Investors and developers might seen a opportunity to build various kinds of attractions or tourism related places in the destination to increase tourism development. Then tourism promoters usually belief that all development is positive by bringing better employment and economic benefits and continually to attract tourists. However, this merely a half truth even though tourism development can provide economic benefit but the undestanding on plannning doesnt take into account that tourism growth also create negative impacts in which it creates more demand for new investment to build more attractions as a result may lead to increased in pollution, and destroyed natural landscape. The high volume of visitor in the destination could also have reduce the local quality of life , and forcing long time residents to move. Hence, these issues requires new plannig techniques and planners must cope with the constantly changing environment results from tourism growth. The second issue is the lack of system planning. Most tourism planners have modeled the fuctioning tourism system which have two main drivers of tourism consist of a demand and a supply side. The five supply side major components include transportation, attractions, services, information, and promotion. They are all interdependent which subject to travel demand and require planning that relates to market trends as well as to physical characteristics of land and resources. The supply side is influenced greatly by many external factors such as the governmental policies, competition, community involvement, entrepreneurship, labor, finance, cultural and natural resources. This way of viewing tourism is oppose to the mindset of tourism as an industry and mostly on the business sector. Understanding of tourism as a system is relatively important and knowing how each part of tourism depends upon each other. Poor organizational intgration is another issue in the tourism planning in which there are lack of communication and integration between different and separate organizations (suh as in in the business tourism sector there are the hotel organizations, restaurant, attraction, and airline organizations) developed in tourism in tourism planning,. The lack of organizational mechanism is affect the tourism as entirerly. There is a need for better communication aamong many existing tourist organizations in order to gain mutual benefit and assist better understanding of change. Lastly, is the lack of tourism literacy means within parts of tourism all parties are very well knowledgable about their functions and operations. However, there is still remains a lack of understanding among developers and managers considering the full meaning and importance of tourism to them. Due to the tourism illiteracy, community is not well prepared to plan their localities in the best interest of tourism and t o protect local lifestyle. Other issue or complication of tourism planning developed by Gunn (2002) is regarding with the worldwide proliferation ofecotourism, acculturation, and the dramatic evoluationary changes in many aboriginal societies. Native populations (non-industrial foundation) could face the dilemma of introducing tourists to their cultural uniqueness and lead them to move into new industrial societies. Thus, it will be difficult for them to plan for tourism development that might generate economic advantages without facing the great internal stress for protection of their cultural heritage and acculturation. 4.0 The Central Highlands of the Island The Central Highlands of the Island is the chosen destination region to develop tourism planning to encourage tourism development in the destination. The Central Highlands of the Island is a developing country and known for its tourist destination. Despite having a number of potential tourist attractions, the area still have little development on tourism and facing quite number of problems, based on the facts that the country has experienced a number of environmental problems include water pollution and having limited of human and natural resources of fresh water resources and electricity. It also experienced a depressed economy with limited infrastructure and supply accommodation in the central region area. Besides, the destination has a unique ethnic groups living in the central highlands region and having the majority population of Islandese, yet several of these ethnic groups are being isolated who have typically been ignored in most government policy exercises. These people also have limited of education background and low levels of languages which can be one reason that discouraged the community participation in the tourism development or make them difficult to participate. However, by experiencing these various conditions the local government should have promote tourism planning to encourage tourism development in the destination by taking account all the tourism resources, organizations, then economic, environmental, and social aspects of tourism development. The government should also need to get involved the local community in the tourism planning process to help support and encourage the tourism development of the destination at the same time intended to benefit the community as a whole and giving them opportunities to participate in their own development. The next part of this paper will be discussing about overall framework on the Central Highlands of the Island which are emphasizes on the steps in the planning process, the set of guiding principles for planning participants and list of issues to be considered in the planning process.. 4.1 Steps in the Planning Process In the tourism planning process, it takes a proactive role in assisting and promoting the implementation of a good quality of development. A large number of groups or individuals including stakeholders, community, and operator are involves in the tourism planning. They conduct various kinds of planning which are include feasibility, marketing, product development, promotion, forecasting, and strategic planning. The following are main series of steps to be taken in the planning process in terms of the tourism development of the Central Highlands of the Region as a tourist destination. According to Stynes and OHalloran (1987), there are six steps in the planning process include define goals and objectives, indentify the tourism system (resources, organizations, markets), generate and evaluate alternatives, select and implement, lastly monitor and evaluate. The first step that the destination need to accomplish is to obtain clear statements of tourism development goals and objectives which should acquire more from general community on how they want to achieve specific tourism development, whether the community wants to serves the broader community goals in seeking for better quality of life and to improve living standard. These objectives could be achieved by working together with various groups and organizations in the community. The appropriate types of goals to be achieve and the degree in which tourism is addressed in planning depends on how long the community has been involved in tourism or the importance of tourism to them. Since the Central Highlands region i s still in the early stages of tourism development, goals that may want to achieve involve setting up organizational structures and collecting information to have better understanding on the tourism system in the community. Then later throughout the process, more precise objectives can be created. The second step involve in identifying tourism as a system by breaking it down into three subsystems; tourism resources, organizations, and market. This will refers to how the community in the destination region coordinates their activities toward common goals and striving to achieve certain objectives by matching available resources and programs with the needs and wants of tourists, and identify the availability to be able to serve the tourists and provide opportunities for tourism development. For instance, for tourism resources in the Central Highlands; natural resources which can be used and available for the tourists are climate, scenery, favorable geographic location for shipping trade and high supply of local food and wine, while for cultural resources could be the unique ethnics cultures, cultural heritage, archaeological sites, and the local cuisine. Human resources of having a productive labor force and capital resources include the availability of infrastructure (roads, ac commodation, utilities of water and electricity) are quite limited. Moreover, the community also needs to recognize and list all the diverse range of public and private sectors in the destination that manage or coordinate tourism activities, and to make all these groups to work together achieving the same goals. Lastly, is to identify the tourism market segments or types of tourists the destination wish to attract and serve. Furthermore, after the second step moving on to the generating and evaluating alternatives step in tourism planning process. The generating alternatives development and marketing option to meet the goals requires brainstorming. And there are two parts to evaluation of tourism development and marketing alternatives; feasibility analysis, and impact assessment whether it is possible to be done and understand the impacts both positive and negative associated with tourism development. The last critical steps in a tourism plan are the implementation, monitoring, and evaluation. As objectives have been set up for the plan, it needs to be implemented through a set of specific actions that should be adopted and developed by the community with clearly defined responsibilities and timetables. Then implementation is should be monitored and evaluated to find out the success of the plan in meeting its goals and objectives. Plans generally still need to be adjusted over time because of changing go als, changing market conditions, unexpected impacts. Thus the most important of all, successful tourism planning and development should able to serve both tourists and host communities. However, tourism should serve the community first since tourism development is closely coordinated and supported by the local population of the destination. 4.2 Guiding Principles for planning participants Tourism is very important and as the main key driver of economic growth or development tool for the Central Highlands Region, which its future development should therefore be maintained by tourism developers or planners engaging in the tourism planning process. There are set of guiding principles that can be used to support tourism planning which by providing specific policies that need to be developed to suit the particular area of the Central Highlands of the region. The tourism policies which are include in a plan can aim to maximize the benefits of tourism by ensuring that the development able to reach its potential contribution to tourism in the destination at the same time providing benefits for local community. Then it is also to integrate development with its surroundings in terms of design and layout in the way that the facility or service is able to function properly and in order to avoid unexpected impacts such as disturbance to activities. In preparing such policies it re quire planners to understand a number of important factors which are include market demand, environmental impact, transport and accessibility, functional link, regeneration benefits, and labor supply which all these can be vary for different tourism developments such as for labor supply, the quality and amount of labor will be different from one area to another. Tourism planning generally seeks to place new development where the need for employment exists and to benefit the local population from the various ranges of job opportunities. 4.3 Issues to be considered In terms of planning tourism development of the Central Highlands destination region, comprehensive planning is required for successful planning and development which involves systematic approach and series of steps that has been mentioned above. In addition, there are still several issues to be considered regarding to tourism planning for tourism development in the destination especially in terms of the complications and issues that tourism planner may encounters. Refer to the previous Claire A. Gunn descriptions of issues or challenges in the field of tourism planning; the major issues that probably face by the tourism planner in the destination are the lack of system of planning and the dramatic evolutionary changes for aboriginal societies and acculturation. The lack of system of planning can occur in which there is no enough balance between two main drivers of tourism elements both demand and supply. The limited supply in the destination which are include limited infrastructure, accommodation, natural and human resources, as well as tourist attractions would not enough to fulfill the high tourism demand as both elements are dependent on each other. Besides, due to the majority of the island population are ethnic groups and they seems to be distrustful of strangers it will be difficult for the community to develop tourism plan because it requires them adaptation with the industrial societies and they need to decide which areas of the community that will be shared with the tourists and how the community will capture the benefits. Since they need to have a contact with the tourists, it will also lead to modification of the culture as a result of contact of different culture. 5.0 Conclusion The Central Highlands of the Island which is the main discussion in this paper, as a tourist destination region, still have a very little development on tourism due to the lack or limited of supply and natural resources (fresh water) that are important to support for tourism activities and development. One way is that the local government needs to encourage tourism planning and get involve the community in the process and decision making, and use different approaches of tourism planning that play important role in the tourism development in the region. Thus, planning is necessary for tourism in the area to develop at the same time it will provide benefits for the communities in terms of economic, social, and environmental aspects of tourism. Besides, comprehensive planning should be also applied by involving series of steps to achieve specific objectives of tourism development and highly coordinated with the local community and regional planning efforts. However, there are also some issues or challenges in the tourism planning that planners might face include the lack system of planning and acculturation in the area since the community has to still maintain and protect their strong and unique cultures.