Impact of online eduction Assignment Example | Topics and Well Written Essays - 500 words

Impact of online eduction - Assignment Example Lohr’s findings primarily reflect favorable output with students who perform at the optimum given adequate exposure to online tools and mode of instruction compared to those who can meet the average mark in real campus situation. Dean P. R. Regier, in particular, perceives how online education can be estimated to facilitate growth in continuing education programs in a few years for the state of Arizona alone. To Mr. Regier, the flexible evolution of learning online could transform universities and K-12 schools into an ideal condition of teaching that exists not merely within the control of teacher in making students obtain knowledge but even more so, among the students themselves who are free to exploit ‘online learning management systems’ or use ‘social networking technology’ as a platform to conduct university-wide forums or group studies toward interactive learning. Zondiros, however, reserves further concern on examining online education in the context of a globalized economy wherein access to proper education as well as issues of inequality and exclusion are of huge significance and are also affected by factors that are socio-cultural, economic, political, and technological in nature. While the article has already established a basic assumption that learning via online approach is highly contributive, Zondiros notes Harvey’s that â€Å"space, time and money are sources of value and power and the mass of workers does not have them; so, the workers that do not have them cannot have access to Online and Distance Education even they could be benefited by it.† Based on Orfano’s article, despite such global constraints, still, online education can impact learners negatively or positively claiming that as one disadvantage â€Å"students do not hang out in the student union and sit at tables with classmates† anymore wherea s others are rather inclined to view online education

Qatari law Essay Example for Free

Qatari law Essay Qatar is located in a peninsula jutting out 100 miles into the Persian Gulf from Saudi Arabia. The country is mainly barren and is situated with Saudi Arabia on its west and United Arab Emirates on its southern border. Qatar occupies a total land area of 11,437 square kilometers. (Infoplease, 2007) Climate experienced in this region is generally hot and dry due to the desert landscape. The air is usually humid but is sultry during the summer time. Naturally occurring disasters experienced in the area are haze, dust storms and sandstorms. Qatar has only 1% of its land area that is classified as arable while 5% of the land is used for raising pastures. Qatar has an estimated population of 1,000,000 (in 2007), and approximately 200,000 are citizens. Nearly all Qatari profess Islam approximately 95% of the population. Majority of the population migrated due to the availability of employment for the oil industry in Qatar. Arabic serves as the official language while English and other languages are also spoken in Qatar. Many Qataris trace back their roots to natives of the Arabian Peninsula. Migratory tribes have settled in Qatar during the 8th century. There were also migration from gulf Emirates and as well as Persian merchants. Today, most of Qatar’s inhabitants cluster in Doha, the capital city. Foreigners with temporary status comprise 52% of the total population and make up approximately 89% of the total workforce. In 2004, the country had a total population of approximately 1,000,000 (in 2007), of whom approximately 200,000 were believed to be citizens. Of the citizen population, Shia Muslims account for approximately 3 percent and Sunni Muslims comprise the remaining 97 percent. The majority of the estimated 800,000 non-citizens are individuals from South and South East Asian and Arab countries working on temporary employment contracts in most cases without their accompanying family members. They are of the following faiths: Sunni Muslims, Christians, Hindus, Sikhs, Buddhists, and Bahais. Most foreign workers and their families live near the major employment centers of Doha, Al Khor, Messaeed, and Dukhan. The Christian community is a diverse mix of Indians, Filipinos, Europeans, Arabs, and Americans. It includes Catholic, Orthodox, Coptic, Anglican, and other Protestant denominations. The Hindu community is almost exclusively Indian, while Buddhists include south and East Asians. Most Bahais in Qatar may come from nearby Iran. Religion is not indicated on national identity cards and passports, nor is it a criterion for citizenship in Qatar according to the Nationality Law. However, Qatari citizens are either Sunni or Shia Muslims with the exception of a Bahai and Syrian Christian and their respective families who were granted citizenship. Shia, both citizens and foreigners, may attend a small number of Shia mosques. There is some limitation of the religious liberty of Christians. No foreign missionary groups operate openly in the country. Culture Qatar explicitly uses Sunni law as the basis of its government, and the vast majority of its citizens follow Hanbali Madhhab. Hanbali (is one of the four schools (Madhhabs) of Fiqh or religious law within Sunni Islam (The other three are Hanafi, Maliki and Shafii). Sunni Muslims believe that all four schools have correct guidance, and the differences between them lie not in the fundamentals of faith, but in finer judgments and jurisprudence, which are a result of the independent reasoning of the imams and the scholars who followed them. Because their individual methodologies of interpretation and extraction from the primary sources were different, they came to different judgments on particular matters. Qatari law When contrasted with other Arab states such as Saudi Arabia, for instance, Qatar has comparatively liberal laws, but is still not as liberal as some of its neighbors like UAE or Bahrain. Women can legally drive in Qatar, whereas they may not in Saudi Arabia. The country has undergone a period of liberalization and modernization after the current Emir of Qatar, Hamad bin Khalifa Al-Thani, came to power after becoming Emir in place of his father. Under his rule, Qatar became the first Arab country in the Persian Gulf where women gained the right to vote. Also, women can dress mostly as they please in public (although in practice local Qatari women generally don the black abaya). Before the liberalization, it was taboo for men to wear shorts in public. The laws of Qatar tolerate alcohol to a certain extent. However, public bars and nightclubs in Qatar operate only in expensive hotels and clubs, much like in the UAE and Bahrain, though the number of establishments has yet to equal that of UAE. Qatar has further been liberalized due to the 15th Asian Games, but is cautious of becoming too liberal in their law making the country viable weekend immigration from their western neighbor. Overall Qatar has yet to reach the more western laws of UAE or Bahrain, and though plans are being made for more development, the government is cautious Economy Before the discovery of oil the economy of the Qatari region focused on fishing and pearling. After the introduction of the Japanese cultured pearl into the world market in the 1920s and 1930s. Qatar’s pearling industry faltered. However, the discovery of oil reserves, beginning in the 1940s, completely transformed the state’s economy. Now the country has a high standard of living, with many social services offered to its citizens and all the amenities of any modern state Qatar’s national income primarily derives from oil and natural gas exports. The country has oil estimated at 15 billion barrels (2.4 km3), while gas reserves in the giant north field (South Pars for Iran) which straddles the border with Iran and are almost as large as the peninsula itself are estimated to be between 800 – 900tcf (Trillion Cubic Feet – 1tcf is equal to around 80 million barrels of oil equivalent) (Anonymous, 2005). Qatar’s primary source of income relies on its oil reserves, which constitutes more than 30% of its Gross Domestic Product. An estimated reserve of 3. 7 billion barrels is predicted to last up to 23 years with sustained level of output (Qatar: Background, 2007). Qatar also has one of the world’s largest reserves for Natural Gas, estimated to be more than 5% of the world’s total reserve or amounting to 7trillion cubic meters. These two natural resources constitutes the backbone of Qatar’s economy (Qatar, 2002). Oil industry in Qatar On 1935, a 75-year oil concession was granted to Qatar Petroleum Company, which was owned by Anglo-Dutch, French and USA. At Dukhan, located at the western side of Qatar, high quality oil was discovered. Oil exploitation was delayed due to the onset of World War II and Qatar was only able to export oil during 1949. Due to the increase in revenue from oil export during the 1950s and 1960s, Qatar entered the start of its modern history. This was the start of Qatar’s prosperity, rapid immigration was experienced due to employment brought about by the oil industry and substantial social changes was experienced. When UK announced in 1968 the policy of ending the treaty relationship with the Gulf Shiekdoms, failed talks with the other sheikdoms in a plan to form the United Arab Emirates resulted to Qatar declaring independence on September 3, 1971. Oil still forms the cornerstone of Qatar’s economy well into the 1990’s. Today Oil still accounts for about 62% of total government revenue. In 1973, income generated from oil production and exportation gradually increased the country’s revenue. This has helped Qatar move from previously ranked as one of the world’s poorest countries into one of the highest per capita income in the world. In 2006, the country has a per capita income of $62,000, which is ranked as fifth in the world (Beureau_of_Eastern_Affairs, 2007). During the 1990’s, OPEC or Organization of Petroleum Exporting Countries had lower oil production quotas resulting to fall in oil prices. The result was an unpromising outlook in the international markets and reduced earnings in oil products led to recession in Qatar. Many small businesses were affected and expatriate staffs were affected by massive lay off. However the country was able to regain economically by the late 1990’s and expatriate population have grown again. Qatar’s oil production is currently estimated around 835,000 barrels a day. It is expected to reach 1. 1 million barrels per day by the year 2009. With the current rate of producing oil, reserves in Qatar are expected to last up to more than 40 years. However Qatar has other resources that are also exploited for production. It’s proven reserves of natural gas are the third largest in the world. The gas reserves of North Fields in Qatar exceed more than 900 trillion cubic feet or 14% of the worlds total gas reserves. Qatar is the largest producer of Liquefied Natural Gas with more than 31 million metric tons per annum. By 2010, Qatar is expected to produce 77. 5 million metric tons per annum and will account for one third of the world’s LNG supply (Beureau_of_Eastern_Affairs, 2007). Qatar’s oil fields are estimated to be depleted by 2023. But with the discovery of natural gas in the Northern fields, Qatar economy received a great boost from gas reserves income generated from exportation of Liquefied Petroleum Gas. Currently Qatar exports gas to Korea, India and China via shipping lines while gas is delivered via pipelines to Kuwait, UAE and Bahrain. Exploration: Early exploration took place in May 1935 as part of an agreement between the English-Persian Corporation and the Sheikh of Qatar at that time Abdullah Bin Jassem Al-Thani to explore oil for a term of 75 years. The agreement was executed by a corporation, which is later known as Qatar Oil Associated Corporation. Exploration, however, was adjourned due to border problems with the Kingdom of Saudi Arabia and Bahrain, but eventually started in 1938 extensively (Country profile: Qatar, 2008). In 1949, Qatar started to export oil through Mesaieed port on the East Coast. The first exported quantity was 80,000 tons on board President Liner on 31/12/1949 for a price of 5. 9 million Indian rupees received in 1951. Qatar developed its production speedily; and in 1951, it reached 46,500 barrels a day compared to only 34,000 a day before that time (Energy and Resources—Sources and Definitions, 2003). The State of Qatar became number 11 among oil exporting countries in 1952, with a production of 67,700 barrels a day, i. e. , 0. 5% of world production. Consequently, oil revenue increased to 4. 2 million US dollars in 1951, and 12 US million dollars in 1952.

Intravenous therapy is an infusion of medicine and fluids into vein

Intravenous therapy is an infusion of medicine and fluids into vein BACKGROUND OF THE STUDY Intravenous therapy is an infusion of medicine and fluids into a vein. IV therapy is essential part of clinical use. There are also complications which included in IV infusion are local and systemic, local include thrombophlebitis, infiltration, extravasations, nerve injury and systemic include bacteremia, septicemia, emboli, thrombus, circulatory overload etc . Thrombophlebitis,Thrombo means clot Phlebo means vein and itis means inflammation. Thrombophlebitis refers to the presence of a clot plus inflammation in the vein. Phlebitis is defined as the acute inflammation of internal lining of the vein Infusion Nursing Standards of Practice (2000). According to international association of pain (IASP) (1994), pain is an unpleasant sensory experience associated with actual and potential tissue damage. The pain is classified as nociceptive, neuropathic, acute and chronic pain. The nociceptive pain is caused due to damage to somatic or visceral tissue damage which pain from surgical incision ,a broken bone, or arthritis ,the neuropathic pain is caused by damage to peripheral nerves or CNS which include trauma, inflammation ,metabolic diseases like diabetes mellitus, tumors, toxins, and neurologic diseases such as multiple sclerosis and acute pain is dure to post operative pain ,labour pain, and pain from trauma and the chronic pain is for longer periods due to cancer. Pain is a highly unpleasant and professional sensation that cannot be shared with others. It can occupy all a personal thinking, direct all activities and change a person. Yet pain is a difficult concept for a client to communicate. Pain is universal experience its exact nature becomes mystery. Unrelieved pain presents both physiological and psychological hazards to health and recovery. Care givers should include assessment of pain as a fifth vital sign to emphasize its significance and to increase the awareness among the health care professional of the importance of effective pain management. There are many non pharmacological measures which is provided including massage, exercise, transcutaneous electrical nerve stimulation, percutaneous electrical nerve stimulation, accupunture heat therapy, cold therapies, and cognitive therapies including distraction ,hypnosis and relaxation strategies. Edema which is the accumulation of fluid in subcutaneous tissue due to extracellular volume expansion. There is swelling of tissues which can be demonstrated by pressing lightly with the thumb over a bony prominence especially on dorsum of feet and around the ankles. The types of edema include hydrostatic edema, oncotic edema, inflammatory and traumatic edema and lymphatic edema. Phlebitis can be classified into 3 three categories which include mechanical, chemical and bacterial where mechanical is due to the size of cannula is too big for the selected vein causing unnecessary friction on the internal lining leading to inflammation, chemical phlebitis is due to peripheral IV devices when the medication or solution irritate the endothelial lining of the small peripheral vessel wall and bacterial phlebitis is usually precursor to an infection at the infection site. Thrombophlebitis is evident by localized pain,redness, warmth, and swelling around the insertion site or along the path of the vein,immobility of the extremity because of discomfort and swelling. Non pharmacological treatment includes discontinuing the IV, applying a warm compress, elevating of the extremity, and restraining the line in the opposite extremity .In the presence of signs and symptoms of thrombophlebitis, one should not attempt to irrigate the line. Pharmacological and non pharmacological agents are available for relief of pain, edema and inflammation. The cost and side effects are comparatively high in modern medicine. The number of client seeking unconventional treatment has risen considerably. Nonpharmocological therapies, natural therapies, cryotherapies, and aromatherapies are available with less expensive and fewer side effects. Likewise in combact aloveragel is also very much used in reducing pain, edema and severity of inflammation. For local treatment in order to relieve pain, edema and severity of inflammation alovera gel can be used. Since in the era of Ancient Egypt humans having using aloe. They used one of the ingredients of embalming fluid. In the tenth century, the Europeans were introduced, where it became an important ingredient in many herbal medicines. By the sixteenth century, aloe arrived in the West Indies, where still today it is harvested. Alovera is one of the therapeutic herbs as a healing plant. The uses of aloe of popularized in 1950s itself.There are over 300 different types of aloe, but only a few were used traditionally as an herbal medicine. In the middle ages the yellowish liquid found inside the leaves was a favored as purgative. Aloevera gel is the mucilaginious gel produced from the centre (the parenchyma) of the plant leaf. It contains 400 species.The gel portion of the plant is prepared by peeling the outer portion of the skin and the pericap away. It is preparation which is called pure aloevera gel in commerce. Aloevera is thick, tapered with spiny leaves grow from a short stalk near ground level. It is not a cactus, but a member of the tree Lilly family known as Aloe Barbandesis. Some species , in particular Aloevera are used in alternative medicine and in home first aid .Both the translucent inner pulp and the resinous yellow exudates from wounding the Aloe plant are used externally to relive skin disc omforts. The gel found in the leaves is used for soothing minor burns, wounds and various skin conditions like eczema and ringworm. Aloevera gel has both antimicrobial and anti-inflammatory effects. The constituents include gibberlin,lectins,lignins,glucose ,mannose, glucuronic acid other polysaccharides including galctogalacturans and galactoglucoarabinomannas.The most abundant constituents is water(99%).The aloevera gel contain anti-inflammatory agent gibberlin and polysaccharides which effectively decrease inflammation and promote healing.Aloevera effectively relieves pain because it contain salicylic acid .Aloevera contain ligin which helps to penetrate deeply into skin to deliver its therapeutic effects. Most of the nursing interventions fit comfortably within the real of the natural therapys the illness healing paradigm shift and converge, and role of nurses shifts can gives to the healer. Therefore aloevera gel could be a suitable intervention which helps the nurse to reduce pain, edema and phlebitis. NEED FOR THE STUDY IV therapy has become a pervasive world wide as a routine therapy. Nurses yearly still insert, use and monitor millions of peripheral venous catheters (PVC).To diagnose and assess phlebitis severity is essential as a way to prevent a host of severe complications such as septic phlebitis, bacteremia, septicemia, arthritis, osteomyleitis eventually leading to death. However it is still prone to associated complications, of which phlebitis is most common, with prevalence varying between 20% to 80% Workman (2000). Villicampa (2008)Spanish review a national multicentric epidemiological study having the institutional participation of 10 centres. In this study 381 complications appears in the 2701 peripheral catheters studied which represents an incidence level of 14.11%.They reviewed 8700 treatment records this study proved that implementation of strategies to improve the quality of care reduces non instrumental complication persistent pain at the entrance point ,extravasations of edema, second or third degree phlebitis and infection associated with catheters. Nassaji Zaveareh (2007) conducted a prospective study on peripheral interventions catheter related factor .In this study 300 patients admitted to medical and surgical wards from April 2003 to Feb2004 were participated. Variables evaluated were age ,gender, site and size of catheter ,type of insertion and underlying condition were observed for 3 days continuously. Out of that 26 % occurred phlebitis . There were no significant relationship between age catheter bore size trauma and phlebitis. Related risk factors were gender,ie.,female site and type of insertion of catheter, diabetes mellitus and burns. Important role of nurse is to control pain that of thrombophlebitis. The quality of care received in the hospital was often reflected in client care. Among paramedical profession, nursing personals were inserting intravenous line, monitoring, administering intravenous fluids and administering medicines. Maintenance of peripheral intravenous cannulae and removal of peripheral cannulae was an integral component of nursing care. Nordell, et al.,(2002)in a study of 52 patients, found 5 diagnosed cases of thrombophlebitis (10% ) .Out of fifty two patients twenty six hand or wrist venipunctures, he found 3 with thrombophlebitis.Also he had done Fifteen forearm punctures produced the other 2 cases of phlebitis while of the eleven patients undergoing antecubital fossa venipuncture, none were found to have developed thrombophlebitis. The reported incidences of thrombophlebitis vary from a low of 2% 21 up to 15%.33.One well-controlled Swedish study of over 1000 cases reported venous complications of many types at 31% is having thrombophlebitis. Singh , Bhandary ( 2007) , Dhulikhel Hospital Kathmandu University Teaching Hospital, Nepal carried out a prospective observational study to determine the occurrence of peripheral intravenous catheter related phlebitis and to the possible factors associated to its development.A total 230 patients under intravenous catheter were selected peripheral infusion site was examined for signs of phlebitis once a day using jackson Standard visual phlebitis scale and the result obtained was 136(59.1%)patients developed thrombophlebitis. Related risk factors as found in the present study were insertion site (forearm), size of catheter (20G) and dwell time (>=36 hours). There were higher incident of phlebitis among the client with Intra venous drug administration and especially between ages 21 40 years. Therefore more attention and care are needed in these areas by the care provider. In another study the overall phlebitis rate was 39%. Phlebitis developed in 53% of patients with short lines, in 41% of patients with midsized lines, and in 10% of patients with long lines, and these catheters remained in place an average (Â ± SD) of 3.0 Â ± 2.4 days, 4.6 Â ± 3.4 days, and 7.8 Â ± 6.6 days, respectively. The variables that influenced the development of phlebitis, as determined by multivariate analysis, type of catheter, blood hemoglobin levels, and IV therapy with either corticosteroids or erythromycin Lutter et al.,conducted a retrospective survey to identify the complication of venous catheterization in the left lower limb and right lower limb for 1,143 patients. Patients occurred phlebitis in 56% in left lower limb 51% in right lower limb. Aloevera has salicylic acid which include in analgesic effects, it contains ligin which helps to penetrate deeply into skin to deliver the therapeutic effects, it contain anti-inflammatory agent gibberlin and polysaccharides which decrease inflammation and promote healing. Netherlands, conducted a prospective study on treatment of superficial thrombophlebitis with aloevera gel in relieving the local pain, swelling and redness. In this 116 patients were selected with thrombophlebitis and applied for a period of 3 days. The efficacy of aloevera was recorded. There is a drastic improvement in patient received aloevera gel as treatment than the control group Winchers IM (2005). The investigator selected this study because during her clinical experience has observed the many patients who had admitted in the hospital with cannula, developed the catheter related complications such as blockage, pain, redness and thrombophlebitis. This incidence insists the investigator to do some intervention to overcome this problem. Nurses need to be equipped with current interventional skills in relieving the pain, edema severity of inflammation and to prevent and treat complications.Hence the investigator interested in assessing the effectiveness of aloveragel in thrombophlebitis patients in reducing pain, edema, and severity of inflammation. STATEMENT OF THE PROBLEM: A study to assess the effectiveness of aloveragel in reducing pain, edema and severity of inflammation among thrombophlebitis patients in selected hospitals at Kanyakumari District May 2010. OBJECTIVES To assess the pretest level of pain, edema and severity of inflammation for the experimental and control group. To assess the post test level of pain, edema and severity of inflammation in experimental and control group. To compare the pre test level of thrombophlebitis between experimental and control group. To compare the posttest level of thrombophlebitis between the experimental and control group. To compare the pre and post test level of thrombophlebitis for both the experimental group. To compare the pre and post test level of thrombophlebitis for both the control group. To associate the post test level of thrombophlebitis of the experimental and ontrol group with their selected demographic variables. OPERATIONAL DEFINITION Assess Systematically and collecting, validating and communicating the patient data. Effectiveness: In this study effectiveness means reduction of pain and edema and severity of inflammation of thrombophlebitis patients after the administration of aloveragel. Pain Refers the discomfort and irritability felt by the patient intravenous infusion site due to inflammation of vein and it is assessed by numerical pain scale. Edema Refers to the swelling in the infusion site and assessed by edema scale. Phlebitis: Refers to the redness which is occurred due to the intravenous infusion and is assessed by phlebitis scale. Aloeveagel: Refers to green leaves when it is teared which contain semi solid liquid and is applied in affected site. ASSUMPTION Pain,edema and severity of inflammation among thrombophlebitis can be reduced in adults by applying Aloveragel. Patient with thrombophlebitis at intravenous infusion site have pain , edema and inflammation . HYPOTHESIS RH1 There is a significant difference in pre test level of pain, edema and severity of inflammation between experimental and control group. RH2 There is a significant difference in post test level of pain, edema and severity of inflammation between experimental and control group. RH3 There is a significant difference in pre and post test level of pain, edema and severity inflammation among thrombophlebitis patients in experimental group. RH4 There is a significant difference in pre and post test level of pain, edema and severity of inflammation among thrombophlebitis patients for control group. RH5 There is a significant association of post test level of pain, edema and severity of inflammation among thrombophlebitis patients with their selected demographic variables (age, sex, site,duration etc). DELIMITATION The study is delimited for 4 weeks of data collection. The study is limited to a sample of 60 adults. CONCEPTUAL FRAME WORK Conceptual model presents certain views of phenomena in the world that have profound influences on our perception of that world. A model is a simplification of reality or representation of reality. Concepts in the model builds consider relevant and as aids to understanding. The study is mainly focused to find out the effectiveness of aloeveragel in reducing pain,edema and severity of inflammation among thrombophlebitis patients. In order to reduce pain,edema and severity of inflammation aloveragel was applied. The investigator adopted the Kings Goal Attainment theory (1980) as a base for developing the conceptual framework. Imogene Kings Goal attainment theory is based on the personnel and interpersonal systems, including interaction, perception, communication, transaction, role, stress, growth and development, time and action. PERCEPTION: Refers to person representation of reality. It is universal yet highly subjective and unique to each person. Hence the investigator perception was peoples may have pain,edema and severity of inflammation JUDGEMENT: The investigator judged that application of aloeveragel reduces pain,edemaand severity of inflammation thrombophlebitis patients. The investigator to judge the need to reduce the level of pain,edema and severity of inflammation. ACTION: The investigator applied aloeveragel. The thrombophlebitis patient willingness to accept aloeveaagel and participate in the study. REACTION: The investigator and to asset mutual goal setting. INTERACTION: Refers to verbal and non verbal behavior of individual and the environment or two or more individual with a purpose to achieve goal. It includes the goal directed perception and communication. Here the investigator interacts with the thrombophlebitis patient by giving aloeveragel applied 3 times per day. TRANSACTION: Refers to an observable, purposeful behavior of individual interaction with their environment to achieve the desired goal. At this stage the investigator analysis the pain,edema and severity of inflammation among thrombophlebitis patients in order to administer aloeveragel application.The positive outcome in post test is the reduction of pain,edema and severity of inflammation which indicate the aloeveragel application. OUT LINE OF THE REPORT The report is divided into 6 Chapters: Chapter I dealt with background of the study, need for the study, statement of the problem, objectives, operational definitions, research hypotheses, assumptions, delimitations of the study, conceptual framework and outline of the report. Chapter II relates with review of related literature pertaining to various areas of study. Chapter III contains with the research design, variables, setting of the study, population, sample, sample size, sampling technique, criteria for sample selection, development and description of the tool, content validity, reliability of the tool, pilot study, procedure for data collection and analysis of the study. Chapter IV presents the data analysis and interpretation of data Chapter V relates with discussion based on the findings of the study. Chapter VI includes summary, conclusions, nursing implications, limitations and recommendations of the study. The report ends with bibliography and appendices.

Internet Censorship :: essays research papers

Internet Censorship For centuries governments have tried to regular materials deemed inappropriate or offensive. The history of western censorship was said to have begun when Socrates was accused "firstly, of denying the gods recognized by the State and introducing new divinities, and secondly of corrupting the young." He was sentenced to death for these crimes. Many modern governments are attempting to control access to the Internet. They are passing regulations that restrict the freedom people once took for granted. The Internet is a world wide network that should not be regulated or censored by any on country. It is a complex and limitless network which allows boundless possibilities and would be effected negatively by the regulations and censorship that some countries are intent on establishing. Laws that are meant for other types of communication will not necessarily apply in this medium. There are no physical locations where communications take place, making it difficult to determine where violations of the law should be prosecuted. There is anonymity on the Internet and so ages and identities are not known this makes it hard to determine if illegal activities are taking place in regards to people under the legal age. As well, it is difficult to completely delete speech once it has been posted, Meaning that distributing materials that are obscene are banned becomes easy The American Library Association (ALA) has a definition that states censorship is â€Å"the change in the access status of material, made by a governing authority or its representatives. Such changes include: exclusion, restriction, remove, or age/grade level changes.† This definition, however, has a flaw in that it only recognizes one form of censorship-governmental censorship. Cyberspace, a common name for the Net, has been defined by one author as being "made up of millions of people who communicate with one another through computers. It is also "information stored on millions of computers worldwide, accessible to others through telephone lines and other communication channels "that" make up what is known as cyberspace." The same author went on to say " term itself is elusive, since it is not so much a physical entity as a description of an intangible." The complexity of the Internet is demonstrated through its many components. The most readily identifiable part is the World Wide Web (WWW). This consists of web pages that can be accessed through the use of a web browser. Web pages are created using a basic programming language. Another easily identified section of the Internet is e-mail. Once again it is a relatively user-friendly communication device. Some other less publicized sections of the Internet include: Internet Relay Chat (IRC), which allows real time chatting to

Case Study : Employee Resoursing Essay

01. Executive Summery Country consumer Products Company is a company which need to market their newly developed baby soap ranges. Because of that they need to fill the vacancy of brand manger immediately. They advertised the vacancy without proper supervision and they prepared it in a hap hazard manner. From the limited applicants they selected one candidate to perform the job. To select the employee they conducted interviews hurriedly without paying much attention to the standard way of performing the interviews. After that they directly appoint newly recruited employee, Mr. Anton to perform the job. Mr. Anton missed the opportunity to get proper induction program from the company. Gradually he couldn’t perform the job up to the expected level and it cause to de-motivate the other employee. Due to the improper HR planning, absence of proper strategy to attract employees, improper recruitment, selection and induction Processes Company couldn’t recruit right person to the job. It also caused to lost revenue and orders for the particular product ranges. To overcome the above obstacles the company need to implement effective HR practises within the company. Through proper HR planning, proper recruitment, selection and Induction Company can attract most suitable employee to the company. As a solution for the current situation of the company, they can extend the probation period of Mr. Anton or terminate his job and recruit new employee for the post f brand manager. Both opportunities have their own advantages and disadvantages. In the light of considering the above case its better if they can extend the probation period of Mr. Anton. It will provide long term benefits to the company and it will protect the goodwill of the company. 02. Issues involved in the case In the light of considering the case of Country Consumer Products Company following issues can identify from the case. * Having wrong candidate for the organization Country consumer Product Company needed an employee who has enough competencies to meet the goals and objectives of newly introduced baby soap ranges. It was a huge responsibility for the employee because the products are new to the market and need more promotions to market the product in a competitive environment. But the company lost many orders and they had to bear huge cost because of the wrong decisions on the recruitment of the brand manager. Due to the improper planning the organisation couldn’t find the right fit to the organisation. There is an old saying that â€Å"one dirty fish pollutes the entire pond†. Automatically these failures expand to the other employees and it causes to the de-motivated the other employees. * Not having proper strategy to attract right people From the inception of the decision of the recruitment of the new employee the company acts in a wrong way. It means the company couldn’t attract the most suitable candidates with the relevant qualifications, Expertises and skills. The company couldn’t attract to most suitable employee. Due to the improper selection of advertising Sources [weekday news paper] and lack of advertising skills missed necessary information which should be the advertisement of brand manager. Because of that company failed match the human recourses with the objectives of the company. * Not having proper recruitment process to select right candidate Country consumer Product Company did not handle the proper way to search for prospective employees and they did not simulate them to apply for jobs. In the recruitment process they did not select the right recruitment source. They did advertising in a improper method [week days] and they developed in a hurriedly and sent directly to the news paper office therefore they missed necessary parts of a slandered advertisement due to the above reasons they had only restricted choices and they couldn’t absorb the right blood to the organisation. In absence of the standard selection process, limited the possibility to select the right applicant. * Not having proper induction and placement Country Consumer Company did not placed Mr. Anton in a suitable job. They just thought on the suitability of the individual to the job and they did not think on the suitability of the job to the individual. Due to that Mr. Anton was not competent enough to perform the job. He always depend subordinates and there were no proper guidance for the branding team. Also Mr. Anton missed the opportunity to get proper induction which can identify the surrounding of the practices, policies and the purposes of the organization. Because of the hurry of the company they directly appoint Mr.Anton to perform the job. Due to the improper induction and placement the company couldn’t get the maximum benefit from the particular employee. * De-motivated and frustrated employees due to the poor HR practices The company couldn’t get right employee for the place of brand manager for newly introduced baby soap ranges Due to the improper HR planning, recruitment, selection and placement. In the absence of proper guidance, employees who were under the supervision of Mr.Anton had frustrated minds. Because in the beginning they had more orders but gradually they had lost them and couldn’t achieve the given targets. Therefore it caused to decrease the motivation among the employees. 03. Recommendations to overcome the obstacles To overcome the above issues following recommendations can be used as the alternative solutions to this case. * Integrating HR planning with goals and objectives of the organization Country consumer products Company should determine the requirement of human recourse to achieve its strategic goals of the company. Company should identify the right people with the proper skills and have to motivate them to achieve higher performance. Company can automatically achieve the goals and the objectives through people. Also it needs to create interactive links between business objectives and people planning activities. * Establish and develop strategies to attract employees to the organization Employees are assets for an organization. Therefore company should attract right candidate with proper qualifications and expertise. To attract right candidate for the company, first they should analyze the job to identify the requirements of the job of brand manager. It gives a solid basis for job related employment decisions. After the job analysis HR department need to prepare the job specification and the job description. Job description describes the details of the job of a brand manager, reporting relationships, overall objectives, main activities and tasks. Through the job specification the company can convey what kind of characteristics that are needed to perform the job of brand manager. Through job analysis the company can attract the right blood among pool of people. * Establish recruitment and selection procedure which help to hire the right person HR department of the company needs to establish proper process to search prospective employees. First there should be an effective HR department within the company and they should analyze the future and current human requirement. Through the job analysis, job specification and the job description should be developed. Then it should send to the relevant department heads to the confirmation. For need of brand manager it should send to the head of the marketing department. It will allow the company to confirm the information under the supervision of the authorised party. For the above post company can select advertising, Employment agencies, secondments etc. to select people. Advertisement should be properly developed and should contain essential information. To advertise the job can use week end news paper or commonly use media. Finally it needs to assess the effectiveness of the recruitment process. * Establish proper induction and selection procedure To select the qualified personal company should follow well managed selection process. For that they can conduct interviews, examinations and referral checking etc. For the immediate post of brand manager, interviews can conduct to identify the suitability of the employee to the job. Interviews should well-planned and there should be qualified interview panel including the head of marketing department. There should be Fair evaluation criteria and every candidate should have equalant chance to be select. Through a proper selection company can select best among the good. Also it must be a mandatory requirement to have 1 month induction programme for the all new employees. Because of that they can familiar to the company environment. * Implement proper HR planning process in order to get right people to the current and requirements of the organization The success of country consumer Products Company is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that the company put effort into human resource planning. Planning for HR needs will help to ensure the employees have the skills and competencies which the business needs to succeed. A HR plan works hand in hand with the business plan to determine the resources which need to achieve the business’s goals. It will better prepare for staff turnover, recruitment, and strategic hiring and alleviate stress when the company have emergency (last-minute hiring needs). Not only for the country consumer Products Company but also have every organization needed to have a proper HR planning process. Because it provides quality workforce, Reduces labour costs, Facilitates rise in skills, Effective motivation, Safety of health. 04. Conclusion Country consumers Product Company failed to achieve their sales target and goals of the organisation due to their improper HR practices poor HR plantings selection of unsuitable recruiting sources and absence of proper selection and induction made the sales drop. Because of that they had restrict choice to select the suitable candidates for the company. However they selected Mr. Anton as their brand manager. Gradually Mr. Anton couldn’t achieve the objectives and frustrated about the job. That course to de-motive other employees too. As a result of that the company have two options regarding the Mr. Anton. First one is to extend his production period. Without taking him directly as a permanent employee they can hold under the production period. Because of that Mr. Anton can understand the surroundings of the organisation and he can understand department processes structure and system of the company. Through working on the job he can directly get an idea about with his responsibilities and duties, who are their clients and customers. How to perform a team work, how he have to provide the guidance to the team through the training he will perform better. Also Mr. Anton can motivate himself and it cause to increase the confidence to perform the job. Apart from that above advantages the company has to bear extra lost to train him again. It will get more time and automatically it will cause to reduce their revenges. The second option is to terminate the job of the Mr. Anton due to the poor performance. If they terminate Mr. Anton they need to recruit another employee by the following proper HR practices. They can get the most suitable employee among the qualified people. But they need to bear huge cost including leaving cost of Mr. Anton. To recruit another employee they need bear opportunity cost of recruiting, selecting and training of the particular employee. Also there is a huge possibility to engage with the labour department activities, If Mr. Anton file a case on there. Also Mr. Anton will recommend the company as an unhealthy company for an employee and it will create a bad image with in the market Therefore considering all the disadvantages and advantages the company should select a better option whether to terminate Mr. Anton or extend his probation period. 05. Implementation According the point of my view if the company can extend the probation period of the Mr. Anton it will provide more benefits to the company and to the Mr. Anton. Through proper training and a proper induction Mr. Anton will perform his job in a high level. First the company should have to give an introduction about the organisation, department structure and the processes. Through this he can get the idea of the full picture of the company. For this company can use past annual reports, product manual, websites and etc. One authorised party [marketing manager] can arrange a small company visit and identify the process physically and to identify the other top, middle and lower level employees. This practically causes to increase the confidence level of the Mr. Anton. After the introduction the company can assign little responsibility to Mr. Anton to work on it. There should be a proper guidelines and a continuous supervision on Mr. Anton through this Mr. Anton can learn how the job shou ld be. Perform and with the direct responsibilities of him. He should be advised how to guide a team to achieve the targets. If the Mr.Anton needs more educational qualifications company can sponsor him to get further education. To cost of the training company need to well plan the training program from the beginning to end. On the job training can reduce the cost of training. Because he learns when work. It save the also. Step by step Mr.Anton will perform better and better. It will protect the image of the company, cost and the time. Also company’s Human Resource department need to be more focus on HR practices. They need to plan the HR requirements and need to adjust all the other recruitment and the selection processes to get the most suitable candidates for the job. They need to concentrate to gain fresh, innovative, competitive blood to the company. Furthermore company need to assess the performances of the Mr. Anton and need to check whether there is a performance gap. To assess the performance in the probation period company need to record all positive and negative achievements created by the Mr.Anton. Apart from terminate the job of Mr.Anton, extending the probation period increases the confidence level and the mental strengths of him. It will provide long term benefits and will protect the goodwill of the company.

Attrition in Bpo

Abstract The broad objective of this research is to identify the root causes of attrition and retention in BPOs, analyzing the level of employee motivation, satisfaction and involvement, generate a model for maximizing sustenance of employees in the organization and come up with concrete recommendations, which will eventually be valuable to the organizations to retain their employees for a long term. 1. Objective It is clear from the review of BPO research that solutions are required to some specific problems of practical importance in the field of escalating attrition and retention in BPOs. The broad objective f this paper is to identify the root causes of attrition and retention in BPOs, analyzing the level of employee motivation, satisfaction and involvement, generate a model for maximizing sustenance of employees in the organization and come up with concrete recommendations, which will eventually be valuable to the organizations to retain their employees for a long term. The spec ific objectives of this paper are:  · To identify and rank the factors of attrition in BPOs based on accumulative literature review and secondary data.  · To develop a regression model for escalating the stay of employees in BPOs nd give recommendations for the same.  · To assess the existing level of employee motivation and validate the model by studying the impact of recommendations on a small patch. 2. Introduction The last decade saw an upheaval in the growth and development of the Indian economy, which was accompanied by the revolution in the technological front and a radical change in the way businesses were done. Instead of being the jack-ofall- trades, the smart organizations have now redefined the way of working and now aim at being the master of their core business. Outsourcing the non-core processes in order to concentrate on the ore ones is how the companies prefer to work now. BPO has become the obvious strategic choice of the phenomenal lifestyles seem to flash t he mind in a jiffy. That’s just the start. One reads it again, contemplates over it, dives into the unveiled afflictions, and gives it a second thought and companies looking at the visible profits of cost reduction while improving the quality of service, increasing shareholder value etc. With the whirlpool of opportunities the Indian Business Process Outsourcing sector seems to be on a happy ride. It has emerged rapidly, and its exports have grown from $565 million in 2000 to about $7. 3 illion in 2005. With the boat steaming ahead in the global markets, India has already become the most privileged destination. Hence such an eternal inventory of opportunities simply showcases a phenomenon, which is no less than the renaissance for our Indian markets. Attrition in BPOs has terrible effects on the organization. The high attrition costs increases the costs to the organization considerably. They have to combat the amount of disruption due to unplanned exits. The more the people l eave an organization, the more it is a drain on the company’s resources like recruitment expenses, training and orientation resources and the time.The high attrition rate also affects the productivity of the organization. Therefore, it is extremely important to curb attrition not only for an individual firm but also for the industry as a whole. Many researchers have worked enormously on the IT & BPO sector, citing its challenges, issues, and ATTRITION AND RETENTION OF EMPLOYEES IN BPO SECTOR Ankita Srivastava [email  protected] com SKS Group of Institution,Mathura Yogesh Tiwari [email  protected] com SKS Group of Institution,Mathura Hradesh Kumar hradesh. [email  protected] com SKS Group of Institution,Mathura Ankita Srivastava et al,Int. J. Comp. Tech.Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3056 ISSN:2229-6093 opportunities in and around employee performance, employee satisfaction, employee turnover etc. 3. Literature Re view Grossman and Helpman’s (2005: 135) statement, â€Å"We live in an age of outsourcing,† clearly designates that outsourcing has now become an acknowledged, accepted and established business strategy. One of the most familiar forms of outsourcing is business process outsourcing BPO, i. e. , transferring the operational ownership of one or more of the firm’s business processes to an external supplier that, in turn, administers the rocesses according to some predefined metrics (Ghosh and Scott, 2005; Stone, 2004). BPO or Business Process Outsourcing thus refers to the rearrangement of entire business functions to some other service providers, primarily in low cost locations. The service provider may be either selfowned or a third party. This relocation or transferring of business processes to an external provider is essentially to accomplish increased shareholder value. Some of the general services provided by the BPOs are Receivables and Payables, Inventory Ma nagement, Order Processing, Cash flow Analysis, Reconciliation, Data Entry, PayrollProcessing, QuickBooks Accounting, Financial Statement Preparation and Accounting Services. Some of the web based services include live online sales and order entry, E-commerce transaction support, Live online enquiry handling, Web Design/Development. Reduced international trade barriers and improved telecommunication and IT capability over the past decade has led to a situation where organizations across the world are increasingly interlinked with each other. This has resulted in intense global competition, challenging business managers across the world to find ways to reduce the cost of conducting business and accessing lobal resources in meeting the need of global markets. In such a context, the reorganization of business models to leverage benefits of outsourcing and focus on core competencies has become a key strategy pursued by large corporations across the world. BPO service-providers are expec ted to provide a wide spectrum of benefits to their customers, ranging from having greater expertise in the outsourced processes, lower costs achieved through economies of scale, scalability and the ability to absorb cyclicality of loads.  · Demand-Supply Equations According to market analysis firm Gartner, the global outsourcing market in 2000 was pproximately $119 bn and will touch $234 bn by the end of 2005. The market is expected to grow to about $310 bn by the end of 2008. Contribution from the North American continent stands at about 59% of the total market, with Europe contributing about 27% and Asia-Pac region (including Japan) contributing the remaining portion of the market. In terms of vertical contribution, the financial services industry contributes approximately 17% of the total market size, followed by the Telecom sector (16%), Consumer Goods and Services (15%), Manufacturing (9%) and the rest by the Information Technology sector. Global BPO Market by IndustryFigure : 1 The BPO market can be broadly broken down into three areas of functional operations: i. Business administration (falling under G&A expense costs) ii. Supply chain management (COGS), and iii. Sales, marketing and customer care (Selling and marketing costs) India has emerged as one of the bright stars in the global Business Process Outsourcing market and has maintained its global competitiveness by offering the best combination of cost, quality and scalability. The growth rates of the Indian BPO-ITES industry have been 59%, 45. 3% and 44. 4% in years 2002-03, 03-04 and 04- 05 with revenues of over $3. billion in FY 2003- 04 and expected to touch $5. 7 bn in FY 2004-05. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3057 ISSN:2229-6093  · BPO in India Currently the sector employs approximately 2,45,100 people and another 94,500 jobs are expected to be added in the current financial year. There a re over 400 ITES-BPO companies operating in the Indian market, including captive units (of both MNCs and Indian companies) and third-party services providers. In terms of markets, the US continues to be the main consumer of India’s ITES-BPO ervices (with a 66% share of the market), followed by Western Europe (including the UK), which accounted for 20% of export revenues. In terms of functional service offerings, Customer Care and Support services contributed approximately 34% of the industry’s revenues with the other leading service lines including Finance (with a contribution of 22%), Administration (13%) and Content Development (19%). The global financial services vertical remained the largest user of Indian ITESBPO services, followed by telecom, healthcare and airline segments. Captive units continued to dominate the ITESBPO industry, accounting for ver 65 percent of the value of the work off shored to India. 4. Research Methodology The methodology deployed for this survey consisted of primary research, with insights being captured through questionnaires and face -to- face discussions with senior management of participant organizations. Inputs from potential customers to this industry have also been collated, with respect to their key concerns while considering outsourcing to India. The analysis was further supplemented by PwC knowledge-bases and published data to validate trends and best practices, emerging from primary sources. Our analysis and findings are ased on consensus findings from the survey and are supported by quantitative and qualitative inputs from the respondents. The data presented in this report is based on information received from the respondents and has been collated to represent an industry trend. The general intent of this descriptive study was threefold. Therefore a systematic and organized methodology was obtained for the research study. A survey design was used to obtain the required information. The population for thi s study comprised of employees working in various BPOs in the National Capital Region. A sample size of 250 was chosen for this study. Simple andom sampling technique was used to gather data from the respondents, because of which respondents diverged from every age group, gender, organization, marital status etc. but were restricted only to low and middle level employees, where the attrition is highest. The questionnaire was intricately designed to tap the demographic variables including age, education, gender, marital status, and tenure of the respondents. It also gathered information about the factors responsible for attrition, the factors that can be employed to retain the employees in a BPO, their overall level of satisfaction, motivation, involvement and life nterest and work compatibility. Main data collection began in the month of July 2011. Statistical Package for the Social Sciences (SPSS) version 17. 0 was religiously used for the statistical analyses.  · Primary Data An alysis A questionnaire was intricately designed to tap the factors responsible for attrition, the factors that are expected to be present in a specific job for retention. The instrument was divided into 4 parts. The first part gathered information about the personal profile of the respondents which included their age, gender, education, marital status, and tenure. Part II consisted of questions about their easons for change or probable change in their jobs. Part III aimed at knowing what according to the respondents is important for their sustenance in an organization. And last of all, Part IV was about their overall perception of the work which included their level of satisfaction, level of motivation, level of involvement and level of life interest and work compatibility.  · Secondary Data Analysis In order to gain a deeper understanding about the phenomenon of high attrition, and identification of the factors behind it, a lot of literature on BPO, particularly what got publishe d during 2004 and 2005 was studied in detail.Major causal factors for high attrition in Indian BPO industry identified in this study were based on qualitative research using secondary data. These were compared with causal factors for attrition identified through personal interview with a number of BPO employees in the Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3058 ISSN:2229-6093 NCR. There was a close similarity between the two results, authenticating the qualitative research on causal agents for attrition identified in this study. The study ranked low perceived value and onotonous work as number one factor attrition. Rank two was shared by high salary expectation and unusual working hours. Next factor was disillusioned employees; rank four was shared by stress and burnout, pressure to perform on metrics, and lack of motivation. Finally rank five was jointly shared by lack of security and soci al interaction. Causal Agents / Factors Score (on 1) (Rank) Higher Salary Expectation 0. 7 (Rank-II) Lack of Security 0. 3 (Rank-V) Lack of Social Interaction 0. 3 (Rank-V) Monotonous Work 0. 8 (Rank-I) Unusual Working Hours 0. 7 (Rank-II) Pressure to perform on Metrics 0. 5 (Rank-IV) Low Perceived Value 0. (Rank-I) Disillusioned Employees 0. 6 (Rank-III) Stress and Burnout 0. 5 (Rank-IV) Lack of Motivation 0. 5 (Rank-IV) Table 1: Summary of ranks from secondary study 5. Growth of BPO industry  · Company Owned Units Pioneered BPO in India Company owned units such as American Express, General Electric (GE), Citibank, and AOL etc. triggered the trend of outsourcing back office operations and call centre services to India. Since then several banks, insurance companies, airlines and manufacturing companies have set up back office service centers in India.  · Venture Funded New Companies Over the last few years, a number of xperienced professionals have set up start-up operations in India. Generally such start-ups have been funded by venture capital funds.  · Leading IT Services Companies enter BPO Given the magnitude of such opportunity, natural synergies with the software services business and the ability to leverage their high-end physical infrastructure and management bandwidth, most large IT services companies have ventured into ITES. Consolidation of the market with the smaller players merging with each other/ larger companies for economies of scale  · Domain / Industry Specialized BPO’s Niche players in industry verticals or specific usiness processes have setup BPO businesses. Many of these players have had vast experience in the domestic market and are now offering offshore BPO services Generalized large BPO players are now focusing on â€Å"verticalizing† their competencies and structures Industry Structure MNC subsidiar ies Internatio nal BPO Companie s Diversifi ed IT Compan ies GE Convergys Daksh Infosys (Progeon) British Airways Sitel Brigade Wipro (Spectrami nd) eServe, HSBC, Scope, AmEx eFunds Talisma Tech Mahindra Hewlett Packard —- Hero HCL Table: 2 Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011Available [email  protected] ijcta. com 3059 ISSN:2229-6093  · Size and Growth of BPO in India Figure: 2 The growth in the BPO sector of India in 2004 was mainly due to the demands from the two segments – BFSI and telecommunications. There were low telecom costs for the leased lines and 400 companies were part of the BPO sector of India. The companies that were involved included third parties, Indian companies and MNC. Growth of BPO sector in India has been truly impressive in recent years, but things can get even better, according to market analysts. India stands out already as a market leader as far as BPOs are oncerned and so India also attracts huge foreign investments which are extremely essential since the Indian economy is expected to have an un precedented growth in the years to come. Growth of BPO Sector in India during the first half of 2007 was showing a moderate trend of growth which is registered at 14%. Five years ago, the growth in this sector was quite low due to less contracts but the situation is worse now. However, the growth of the BPO sector is expected to improve. The BPO and KPO sectors in India have been showing some positive signs with demands from western countries increasing manifold due to the vailability of cost-effective labour in India, which is highly skilled and also fluent in English. The BPOs in India are focused on increasing the growth through change in pricing techniques. Pricing in a BPO is supposed to be based on the value added to the business. So a remarkable change is in store as the BPOs in India work towards their full potential. Of course, the big boom in the BPO industry in 2003 had generated a lot of employment opportunities and continues even today. Nevertheless, Indian BPO sector i s facing competition from countries like Philippines, Mexico, Malaysia, China, and Canada. The xpected growth of this sector in 2003 was 25%. Nations like the United States and Europe are showing great interest in increasing their investments in the Indian BPO sector. India has an edge over other countries as we consider the following:  · Tech savvy professionals  · Cost effectiveness  · Superior competency  · Business risk mitigation  · 24 hour service  · Economy of scale The trends in growth of the BPO sector in India are as follows:  · 2003 – USD 2. 8 billion  · 2004 – USD 3. 9 billion  · 2005 – USD 5. 7 billion According to studies conducted by NASSCOM and leading business Intelligence Company, McKinsey & Co. he Indian IT/BPO segment is expected to employ over 1. 1 million Indians by the year 2008. Market research shows that in terms of job creation, the ITES-BPO industry is growing at over 50 percent. In the financial year 2003-2004, ITESB PO companies were the largest recruiters in the IT/ITES sector, adding a total of about 70,000 jobs. An estimated 70,000 new Jobs expected in 2005 in the field pf ITES. Plus there will be additional hiring to replace industry attrition that is around 25%. On the other hand BPO and outsourcing services would generate around 1, 25,000 new Jobs in 2005. McKinsey & Co. predicts global market or IT-enabled services to be over $140 billion by 2008. In that the opportunity for India will be around $ 17 Billion. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3060 ISSN:2229-6093 Figure: 3 Supplier-Side Assessment  · Domestic Indian BPO Industry has seen a spurt in the recent years growing at a 33 %CAGR.  · The Domestic Indian BPO industry grew from a USD 660 Million to a USD 1. 18 Billion industry.  · EBITA margins for domestic BPO stood at a double digit Percent figure  · Billing rates are less com pared to offshore segment – Most Indian BPOs (especially all centers) are engaged throughout the night hours (for offshore clients), leaving the facility empty for the day. 1. This enabled them to be leveraged during the day for domestic markets in India Demand Side Assessment  · Financial, banking, and telecom companies are leading the domestic BPO wave: 1. BFSI sector companies – UK’s largest banking firm 2. Telecom majors- almost all major mobile & landline telephony provider 6. Factors responsible for attrition and retention of employees in BPO Hackman & Oldham (1976) proposed the Job Characteristics Model, which is widely used as a framework to study how particular ob characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experience d responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc). The basic hypothesis of this research that employee motivation, employee satisfaction, employee involvement, and life interest and work compatibility lead to rolonged sustenance is an extension of this model with minor modifications in it. It is proposed that the Job Characteristics model is modified by redefining job dimensions as growth prospects, accountability, sense of accomplishment, self-esteem, job security, interpersonal relationships, working conditions, by extending organizational outcomes as satisfied, motivated, involved and retained employees. Figure 1 is the modified Hackman and Oldham’s Job Characteristics model which has been taken as the base to study the research questions pertaining to this research. The new model is also designed to be of use as a management tool and must herefore be simple and flexi ble enough to be of use to the management of an organization. Typical management questions would involve the likely motivational impact of job redesign, such as increasing employees’ level of control and responsibility over their work behaviour or introducing a scheme whereby employees participate in certain management decisions. The model should therefore allow managers to manipulate a host of job characteristics and investigate the likely effects upon the motivation, performance and sustenance of the workforce. This study aimed at exploring the dimensions of attrition and retention.Based on our ground work; initial survey and personal interviews held with the BPO employees, it was found that factors that contribute to attrition are quite different from the factors that contribute to retention. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3061 ISSN:2229-6093 Figure:4 Modified version of H ackman and Oldham’s Job Characteristics Model Based on the Hackman and Oldham’s Job Characteristics Model and the modifications made to it, a clearer and more lucid pictorial framework of the model is given in Figure 5 and 6. Figure 5 learly illustrates the basic constructs of the attrition model: personal characteristics, negative job characteristics (job dimensions), and the final resultant as attrition. Figure 6 illustrates constructs of retention model i. e. personal characteristics, intrinsic job dimensions and the resulting level of satisfaction, motivation and involvement (work outcomes) and the final result i. e. retained employees (organizational outcomes). Figure: 5 Basic models for attrition Figure 5 clearly suggests the personal characteristics as age, education, gender, marital status and tenure along with the negative characteristics of a BPO job i. . monotonous nature of job, lack of motivation, poor mentoring, power and politics, dissatisfaction with co lleagues, low career growth, lack of skill variety, irregular working hours, achievement not recognized etc. These two collectively result in the attrition of employees. The question is how much do these factors actually contribute to attrition. Similarly figure 6 describes the personal characteristics and core job dimensions which are intrinsic in nature and how do they contribute to retention of employees. Figure: 6 Basic model for retention of employee 7. Result and Analysis  · Regression Model for retentionThe dependent variable was sustenance in an organization, and the independent variables were personal characteristics viz. age, gender, education, marital status, and retention factors viz. motivation factors, extrinsic factors, involvement factors, and life interest and job compatibility factors. All these eight factors were put in the model as independent variables and willingness to continue in the organization was put as the dependent variable. Intrinsic motivation facto rs, employee involvement factors, age and education are the main determinants of retention. The value of multiple R is 0. 60 and the value of r square is 0. 6 in the equation. It states that 36% of the retention in a BPO is explained by these factors. An employee’s sustenance in an organization can be rightfully explained by these factors. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3062 ISSN:2229-6093 Equation: 1 Y= 1. 78 + 0. 47X 1 + 0. 15X 2 – 0. 13X 3 – 0. 11X 4 Where, Y = Stay in the organization X1 = Intrinsic Motivation Factors X2 = Involvement Factors X3 = Age X4 = Education After forming the regression model, value for each respondent’s willingness to stay in the organization was calculated.These predicted values were then compared to the actual values as given by the respondents. There was a strong correlation between the actual and predicted values. The cor relation came out to be 0. 659** which was significant at 0. 01 level. Thus, on the basis of the regression model it can be concluded that intrinsic motivation factors; and involvement factors are quite instrumental in retaining the employees in an organization and at the same time, age and education negatively contribute to the sustenance of the employees in the organization. Employee involvement is a proven tool to motivate and retain mployees and according to the result here, it can be constructive in the Indian BPOs too. In the West, there has been ongoing interest in getting workers more involved in various processes, such as decision-making and information sharing. Employee participation adds to employees’ growth needs and sense of achievement through a healthier deployment of their dexterity and potential. Employee participation in planning and decision making and in articulating new policies also acts an important tool to improve employee motivation. Finding ways to i ntrinsically motivate employees to improve effectiveness and performance can have ong lasting impact on their sustenance too. Based on the two dimensions i. e. motivation and involvement which, according to the regression model, significantly contribute to the sustenance of an employee in the organization, employees can be broadly classified into four broad categories. There are people who are woefully inadequate in both dimensions i. e. neither are they involved in the work, nor are they motivated to perform. We may call such people as ‘detached’ who leave the organization for no rhyme or reason, hence extremely difficult to be retained. Next comes the ‘disgruntled’ who get involved in the iven assignment but lack aspiring motivation. Such people are moderately to highly difficult to be retained as they lack in the basic intrinsic motivation. The other two segments comprise of ‘strugglers’ and ‘stars’ who are at the higher end of the motivation continuum. The former may be relatively lower in their involvement as compared with the latter. ‘Strugglers’ lack involvements but have a high degree of intrinsic motivation, because of which they struggle hard to work. It is moderately difficult to retain them. The ease and art lies in fulfilling their involvement needs by expanding their responsibilities, empowering them, aking them involved in decision making etc. ‘Stars’ are highly motivated and highly involved in the work, and thus they are the easiest to be retained. ‘Disgruntled’ and ‘strugglers’ are the focus segments, which a company would not want to lose. They need to be enhanced, protected, valued and retained by pulling away all the nonretentive forces and kicking the retentive forces into high gear. DISGRUNTLED Highly involved but demotivated employees Moderately to highly difficult to retain STARS Highly involved and highly motivated employees Easy to retain DETACHED Uninvolved and demotivated employees Highly Difficult to retainSTRUGGLERS Uninvolved but highly motivated employees Moderately difficult to retain LOW HIGH Table: 3 Intrinsic Motivations Involvement vis-a-vis Intrinsic Motivation: Effect on employee retention  · Model Validation For the final validation of the regression model, a small patch test was done on a sample of 50 employees in Intelnet Private Ltd. Few concrete recommendations were made to the process manager of this BPO and he was asked to stringently apply these recommendations. The employees chosen for this study were the ones who had said they would leave the organization if they were offered work with the same pay elsewhere.Data which was collected, after three months of implementation, was analyzed statistically. The response scores were put in the regression equation as derived from the fourth objective and the resultant willingness to stay in the organization was calculated. The comparison with the ir original scores clearly revealed that there was an escalation HIGH LOW Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3063 ISSN:2229-6093 in the scores. Also, the predicted scores and the actual scores of the willingness to continue in the organization was put under correlation.Finally, employees were classified under four broad categories based on their level of involvement and motivation viz. detached, disgruntled, strugglers and stars. 8. Conclusion The regression model for the retention of employees in a BPO explains two important factors i. e. intrinsic motivation factors and involvement factors. This result is robustly analogous with all the prevalent and established theories of motivation viz. Herzberg’s theory, Maslow’s theory, Alderfer’s Theory, McClellend’s Theory. According to all these theories, the higher order needs revolve around self esteem, or selfact ualization in one way or the other.According to Maslow’s theory, the higher-level needs are selfesteem and self-actualization. Only when one need is satisfied, another higher-level need emerges and motivates the person to do something to satisfy it. A satisfied need is no longer a motivator. Only the next level of needs in the hierarchy will act as motivators. Once a level of needs has been satisfied they no longer act as motivators and the individual then directs attention towards the next level of needs in the hierarchy. Herzberg draws a parallel with Maslow’s theory but with a subtle difference. According to his theory, motivator factors are actors that are intrinsic to the job, such as the content of the work itself and the availability of opportunities for responsibility, advancement and recognition for achievement. The motivator factors, which Herzberg described as â€Å"complex factors leading to this sense of personal growth and selfactualization†, would then be able to act on that employee and increase job satisfaction and productivity. Thus, according to this theory, in order to motivate workers towards higher productivity, it is important to ensure that the motivators are utilized to arouse the instinct of the employees. Herzberg’s motivator and hygiene actors can be mapped onto Maslow’s hierarchy of needs with the motivator factors corresponding to the higher order needs of ego and self-actualization. Next, according to Alderfer’s ERG theory, growth needs involve the intrinsic desire for personal development and include the intrinsic element of Maslow’s esteem category as well as self-actualization needs. Finally according to McClellend’s theory, people with a high achievement need have a compelling drive to succeed. They strive for personal achievement rather than rewards and have a desire to do something better or more efficiently than it has een done before. They seek situations where they can attain personal responsibility for finding solutions to problems, where they can receive rapid feedback on their performance so they can tell easily whether they are improving or not, and where they can set moderately challenging goals. 9. Recommendations Organizations should have a proactive retention strategy which helps in reducing employee turnover. Retention plan strategies should be different for different level of employees, because their roles are different; their needs are different; what motivates them are different and what makes hem leave are also different. Based on the study it has been seen that dimensions of satisfaction and motivate are significantly different for employees on the basis of age, gender, marital status and education. Then, the regression model revealed that intrinsic motivation and involvement factors, as well as age and education level contribute to the sustenance of employees in the organization. Thus based on the findings, it can be said if the employees are motivated and involved in the work they can be retained. The ease of retention would depend on their degree of motivation and involvement. It is desirable to lan employee retention strategy by an organization, which should cover following aspects:  · Reciprocity is the key. Employees are investors in the company and expect a return on investment. The return can be in the form of recognition, empowerment and authority.  · Retention must be part of the organization’s DNA. Successful organizations have woven retention and engagement deeply into their structure.  · Loyalty is never given. Loyalty must be earned; even satisfied employees sometimes leave. Therefore, develop sense of loyalty among the employees.  · Organizations must be seen as employers of choice. One has to compete on ompensation and benefits, but win on culture, learning and development.  · Stars include more than just the top 10% – – or 1%! Stars are people at any level who sustain in the organization and bring value to it. Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3064 ISSN:2229-6093  · Each generation of employees has different reasons for staying. For the first time in modern history, there are varied generations working side-by-side in most companies of this industry. Generational differences continue to pose new challenges to today’s employers.Thus, retaining them needs a generation-centric approach.  · Mentor widely and in both directions. Build learning relationships in all directions and hold all partners responsible for the success.  · Train intelligently. Provide on-going retention training in manageable bites – make it a continuous effort and find ways to size the retention plan to the specific demographics of the organization.  · Create a development culture. â€Å"Career development is the right thing for the organization (ide ntifying and developing future leaders), the right thing for the employee (creating a development environment), and a key retention omponent. †  · Recognize managers who keep employees. Meaningful recognition remains a potent energizer for employees and managers alike. 10. References 1. Vohra, Kushal, Systems Approach to Retention of Critical Employees. Available at SSRN: http://ssrn. com/abstract=662442 2. Tapper, David. â€Å"Worldwide and U. S. IT Outsourcing Services 2004–2008 Forecast: A Potential Perfect Storm. † Market Analysis (April 2004): IDC, Document 31089 . 3. Witt, L. A. , Martha C. Andrews, and Dawn S. Carlson. â€Å"When Conscientiousness Isn’t Enough: Emotional Exhaustion and Performance among Call Center Customer Service Representatives. †Journal of Management 30 (February 2004): 149–60. 4. Walletwatch. â€Å"Call Centre Attrition Puts HR Managers to Test. † (April 2003). www. samachar. com/biz/fullstory. ht ml; (Ac cessed on May 8, 2010). 5. Rediff. com â€Å"What Indian BPO Industry Needs. †(2005a). us. rediff. com/money/200 5/apr/23bpo. htm; (Accessed on May 1, 2010). ———. â€Å"1000 Jobs Offshored . 6. Ravichandaran, Ram. â€Å"BPO, ITES Sectors to Hot Up in 2005, Says NASSCOM Report. † Financial Express (March 9, 2005): 2 7. Ramchandran, Kumar and Sudhir Voleti. â€Å"Business Process Outsourcing (BPO): Emerging Scenario and Strategic Options for IT-enabled Services. Vikalpa 29 (January–March 2004): 49–62. 8. Prakash, S. and Chowdhury, R. (2004). â€Å"Managing attrition in BPO†, In search of Excellence, Cool Avenues, http://www. coolavenues. com/know/hr/s_1 .php. Last accessed on: February 06, 2010. 9. Pande, Bhanu â€Å"Sun, Survey Can’t Deter the Call of Duty. † Economic Times Online (July 29, 2005). (Accessed on May 8, 2010). 10. Neale, Helen. â€Å"Offshore BPO Delivery. † NelsonHall BPO and Outsourcing Sub scription Service: Nelson-Hall, 2004 . Ankita Srivastava et al,Int. J. Comp. Tech. Appl,Vol 2 (6), 3056-3065 IJCTA | NOV-DEC 2011 Available [email  protected] ijcta. com 3065 ISSN:2229-6093

Identify the Ash

Identify the Ash An ash tree commonly refers to trees of the genus Fraxinus (from Latin ash tree) in the olive family Oleaceae. The ashes are usually medium to large trees, mostly deciduous though a few subtropical species are evergreen. Identification of ash during the spring/early summer growing season is straight forward. Their leaves are opposite (rarely in whorls of three)  and mostly pinnately compound but can be simple in a few species. The seeds, popularly known as keys or helicopter seeds, are a type of fruit known as a samara. The genus Fraxinus contains 45-65 species worldwide. The Common North American Ash Species Green and white ash trees are the two most common ash species and their range covers most of the Eastern United States and Canada. Other significant ash trees to cover significant ranges are black ash, Carolina ash, and blue  ash. green ashwhite ash Unfortunately, both green ash and white ash populations are being decimated by the  emerald ash borer  or EAB. Discovered in 2002 near Detroit, MIichigan, the boring beetle has spread through much of the northern ash range and threatens billions of ash trees. Dormant Identification Ash has shield-shaped leaf scars (at the point where the leaf breaks away from the twig). The tree has tall, pointed buds above the leaf scars. There are no stipules on ash trees so no stipulate scars. The tree in winter has pitchfork-like looking limb tips and there could be long and narrow clustered winged seed or samaras. Ash has continuous bundle scars inside leaf scar looks like smiley face. Important: A leaf scar is the major botanical feature when keying a green or white ash. The white ash will have a U-shaped leaf scar with the bud inside the dip; the green ash will have a D-shaped leaf scar with the bud sitting atop the scar. Leaves: opposite  , pinnately compound , without teeth.Bark: gray and furrowed.Fruit: a single winged key hanging in clusters. The Most Common North American Hardwood List ash  - Genus Fraxinus  beech  - Genus Fagus  basswood  - Genus Tilia  birch  - Genus  Betula  black cherry  Ã‚  - Genus  Prunus  black walnut/butternut  - Genus Juglans  cottonwood  Ã‚  - Genus  Populus  elm  Ã‚  - Genus  Ã¢â‚¬â€¹Ulmus  hackberry  Ã‚  - Genus   Celtis  hickory  Ã‚  - Genus   Carya  holly  Ã‚  - Genus   IIex  locust  - Genus Robinia and Gleditsia  magnolia  Ã‚  - Genus   Magnolia  maple  - Genus Acer  oak  - Genus Quercus  poplar  Ã‚  - Genus  Populus  red alder  Ã‚  - Genus   Alnus  royal paulownia  Ã‚  - Genus  Paulownia  sassafras  Ã‚  - Genus   Sassafras  sweetgum  - Genus Liquidambar  sycamore  Ã‚  - Genus   Platanus  tupelo  Ã‚  - Genus   Nyssa  willow  Ã‚  - Genus   Salix  yellow-poplar  - Genus  Liriodendron

Theories of Ideology in Sociology

Theories of Ideology in Sociology Ideology is the lens through which a person views the world. Within the field of sociology, ideology is broadly understood to refer to the sum total of a persons values, beliefs, assumptions, and expectations. Ideology exists within society, within groups, and between people. It shapes our thoughts, actions, and interactions, along with what happens in society at large. Ideology is a fundamental concept in sociology. Sociologists study it because it plays such a powerful role in shaping how society is organized and how it functions. Ideology is directly related to the social structure, economic system of production, and political structure. It both emerges out of these things and shapes them. Ideology vs. Particular Ideologies Often, when people use the word ideology they are referring to a particular ideology rather than the concept itself. For example, many people, especially in the media, refer to extremist views or actions as being inspired by a particular ideology (for example, radical Islamic ideology or white power ideology) or as ideological. Within sociology, much attention is paid to what is known as  the dominant ideology, or the particular ideology that is most common and  strongest in a given society. However, the concept of ideology itself is actually general in nature and not tied to one particular way of thinking. In this sense, sociologists define ideology as a persons worldview and recognize that there are various and competing ideologies operating in a society at any given time, some more dominant than others. Ultimately, ideology determines how we make sense of things. It provides an ordered view of the world, our place in it, and our relationship to others. As such, it is deeply important to the human experience, and typically something that  people cling to and defend, whether or not they are conscious of doing so. And, as ideology emerges out of the  social structure  and  social order, it is generally expressive of the social interests that are supported by both. Terry Eagleton, a British literary theorist, and intellectual explained it this way in his 1991 book  Ideology: An Introduction: Ideology is a system of concepts and views which serves to make sense of the world while obscuring the  social interests  that are expressed therein, and by its completeness and relative internal consistency tends to form a  closed  system and maintain itself in the face of contradictory or inconsistent experience. Marxs Theory of Ideology German philosopher Karl Marx  is considered the first to provide a theoretical framing of ideology within the context of sociology. Michael Nicholson  / Contributor  / Getty Images According to Marx, ideology emerges out of a societys mode of production. In his case and in that of the modern United States,  the economic mode of production is capitalism. Marxs approach to ideology was set forth in his theory of  base and superstructure. According to Marx, the superstructure of society, the realm of ideology, grows out of the base, the realm of production, to reflect the interests of the ruling class and justify the status quo that keeps them in power. Marx, then, focused his theory on the concept of a dominant ideology. However, he viewed the relationship between base and superstructure as dialectical in nature, meaning that each affects the other equally and that a change in one necessitates a change in the other. This belief formed the basis for Marxs theory of revolution. He believed that once workers  developed a class consciousness  and became aware of their exploited position relative to the powerful class of factory owners and financiers- in other words, when they experienced a fundamental shift in ideology- that they would then act on that ideology by organizing and demanding a change in the social, economic, and political structures of society. Gramscis Additions to Marxs Theory of Ideology The working-class revolution that Marx predicted never happened. Nearly 200 years after the publication of The Communist Manifesto, capitalism maintains a strong grip on global society and  the inequalities it fosters continue to grow. Fototeca Storica Nazionale.  / Contributor  / Getty Images   Following on the heels of Marx, the Italian activist, journalist, and intellectual  Antonio Gramsci  offered a more developed theory of ideology to help explain why the revolution did not occur. Gramsci, offering his theory of  cultural hegemony, reasoned that dominant ideology had a stronger hold on consciousness and society than Marx had imagined. Gramscis theory focused on the  central role played by the  social institution of education  in spreading the dominant ideology and maintaining the power of the ruling class. Educational institutions, Gramsci argued, teach ideas, beliefs, values, and even identities that reflect the interests of the ruling class, and produce compliant and obedient members of society that serve the interests of that class. This type of rule is what Gramsci called cultural hegemony. The Frankfurt School and Louis Althusser on Ideology Some years later, the  critical theorists  of  the Frankfurt School turned their attention to the role that art,  popular culture, and mass media play in disseminating ideology. They argued that just as education plays a role in this process, so do the social institutions of media and popular culture. Their theories of ideology focused on the representational work that art, popular culture, and mass media do in telling stories about society, its members, and our way of life. This work can either support the dominant ideology and the status quo, or it can challenge it, as in the case of  culture jamming. Jacques Pavlovsky  / Contributor  / Getty Images Around the same time, the French philosopher Louis Althusser developed his concept of the ideological state apparatus, or the ISA. According to Althusser, the dominant ideology of any given society is maintained and reproduced through several ISAs, notably the media, religion, and education. Althusser argued that each ISA does the work of promoting illusions about the way society works and why things are the way they are. Examples of Ideology In the modern United States, the dominant ideology is one that, in keeping with Marxs theory, supports capitalism and the society organized around it. The central tenet of this ideology is that U.S. society is one in which all people are free and equal, and thus, can do and achieve anything they want in life. A key supporting tenet is the idea that work is morally valuable, no matter the job. Together, these beliefs form an ideology supportive of capitalism by helping us make sense of why some people achieve so much in terms of success and wealth  while others achieve so little. Within the logic of this ideology, those who work hard are guaranteed to see success. Marx would argue that these ideas, values, and assumptions work to justify a reality in which a very small class of people holds most of the authority within corporations, firms, and financial institutions. These beliefs also justify a reality in which the vast majority of people are simply workers within the system. While these ideas may reflect the dominant ideology in modern America, there are in fact other ideologies that challenge them and the status quo they represent. The radical labor movement, for example, offers an alternative ideology- one that instead assumes that the capitalist system is fundamentally unequal and that those who have amassed the greatest wealth are not necessarily deserving of it. This competing ideology asserts that the power structure is controlled by the ruling class and is designed to impoverish the majority for the benefit of a privileged minority. Labor radicals throughout history have fought for new laws and public policies that would redistribute wealth and promote equality and justice.

Discussion Essay Example | Topics and Well Written Essays - 250 words - 146

Discussion - Essay Example form of confessional poetry rich in poetic styles and brought out the sensational part of her life and the real life of many individuals (Burdescu, 2013). Although there are some ethical issues in Anne’s bibliography, Anne’s work can help many people who are in a similar state of depression and on the verge of committing suicide. In fact, the biography has increased the significance of her artwork and many people are interested in reading and understanding her work more than before. The description of Anne’s hard work as she writes a poem after another is quite encouraging to readers and other people as it stresses the value of hard work. Anne turned to writing to avoid killing herself something that is quite interesting to readers and other people in a similar situation. Engaging in something useful helps one to avoid engaging in certain vices, which has led to greater appreciation of her work. Despite the evils of her sexual and alcoholic life, her book won many praises and a national book award in the biography category as it depicted the actual life experiences that many people go through. Anne’s bibliography increased her creative endeavors and influenced many to read her poems appreciating the poetic

John Kerry's Political Portrait Essay Example | Topics and Well Written Essays - 1000 words

John Kerry's Political Portrait - Essay Example In response to Rice’s remark that â€Å"The rise of the insurgency was an ‘unforeseen’ development in Iraq, Kerry said, â€Å"There was nothing "unforeseen" about the insurgent’s re-emergence. He added that â€Å"The U.S. military ‘encouraged’ them to vanish from the battlefield, promising to pay them if they did so, but we didn't pay them". This resulted in their becoming angry and organized. To understand the situation, he himself went on a tour to Iraq. This shows that Kerry firmly believes in studying and analyzing the situations first hand.Though Sen. John Kerry has been a known figure in national politics since 1971, it was during the Presidential elections campaign that we could see a multifaceted personality during all of the TV shows, debates, and election rallies. He started off as a lone ranger, in contrast to the huge hype created around President Bush, but gradually succeeded in picking up the pace solely on the basis of his unc anny ability to address the issues in right perspective. His grasp on foreign affairs has been the key to giving his popularity graph a big boost. Though George W. Bush appears to have an edge as far as mesmerizing the audience is concerned but John Kerry makes his mark amongst the intellectuals. As the campaign progressed, the general public too started taking notice of his able leadership and he was able to put up a tough fight in front of George Bush.In national politics, Massachusetts has remained overwhelmingly Democratic (Almanac, 2006). The state voted for John Kerry 62%-37% in 2004. George W. Bush could top 40% only in Plymouth County and Cape Cod, and the northeast Boston suburbs in Essex County. Politics in Massachusetts for years has been a kind of culture war between Yankee Republicans and Irish Democrats. With a population of 6,349,097 (Almanac, 206) and rural-urban composition of 8.6%-91.4%, the state today boasts of almost 100% employment figures. That’s indeed a feather in the cap of the officials representing the state. The prosperity of the people in the state is further evident by the rising income levels of the people with the majority of the job holders (i.e. 67%) being white collar, while 18.7% hold blue collar and 14.3% hold gray collar jobs.