History of the Swastika Analysis Essay Example

History of the Swastika: Analysis Essay Most people associate the swastika with Hitler, the Nazis, and the Holocaust.Because of this, it has become a symbol of hatred and violence.However, the symbol known as the swastika has been in existence for over 3,000 years, and a variety of cultures have used it in a variety of ways.Although different cultures called it by different names, the actual work swastika is Indian, actually from the Sanskrit.One writer notes, The word swastika comes from the Sanskrit svastika su meaning good, asti meaning to be, and ka as a suffix (Rosenberg, 2007).Thus, initially the meaning of the symbol was a positive one, and some cultures looked at the symbol as a religious emblem, similar to a cross, but it also symbolized good luck and power.The symbol has been used throughout history to decorate everything from buildings and temples to pottery vessels and even military uniforms.(An American Division, the 4th, actually used it as one of their uniform patches in World War I) (Rosenberg, 2007).Arche ologists have found numerous representations of the symbol on the ancient ruins of Troy, establishing its use for thousands of years (Quinn, 1994, p. 49).Thus, its use is long established and well recorded.How most Americans view this symbol is far removed from its history, however.If most Americans traveled to India and saw swastikas adorning everything from front doors to food carts, they would probably be shocked and appalled.Most would not understand the symbol is an important religious symbol in the country, and it is used to bring good luck to families and religious temples. American culture has recognized the swastika as a symbol of hatred and intolerance for decades.Since many Americans do not take the time to research history and culture, they simply assume their knowledge or beliefs about a symbol are the only truth, which can lead to very inaccurate assumptions.Most Americans would believe

The Impact of Computers on Careers essays

The Impact of Computers on Careers essays Computers are the future whether we like it or not. Some people dislike computers, because of the complications it takes to understand the basics. Computers are not exactly the easiest tools to work with, but they are the most rewarding, and they are the future. Future cars will all be run by computer. You will be able to talk to a car and it will take you to your destination. Telephones are technically computerized. You will soon be able to talk to a person on the telephone as well as look at the person you are talking to on a television set. Also, television is computerized. Soon we will have true three-dimensional television. We will be able to watch television like we never have watched it before. We will be able to touch the characters and feel the characters like they were in the room with you. For people who don't know much about computers, you will be lost in the future. You should learn what you can while you still have the chance because things will develop too quickly for you and you will not be able to cope with new technological events. Computers will fall into careers and our everyday life more rapidly then you think. Perhaps you would like to be a teacher. You will store all class data, students work, names, grades, records all accessible by computer. Or, how about a doctor. You will use computers to examine and evaluate a patients problem quicker and more efficiently. These are only a few examples. The bottom line is, computers provide worthwhile careers. Having a job that involves computers, in terms of the conditions, is very much similar to an office job. In most of the common jobs, the worker will get to an office in the morning, sit at a desk, in front of a computer, and will do very little manual labor except a lot of typing. For example, the computer consultant we have already mentioned might do several jobs, a few being: Traveling to clients computers, writing customized programs, repairing computer part...

Personal Growth Response Paper Essay Example | Topics and Well Written Essays - 1750 words

Personal Growth Response Paper - Essay Example In lieu of these situations they motivate and develop strategic responses. While being effective leaders the CEOs must actively engage themselves in the realization of action-oriented plans. This meant that leaders are vision oriented whereas the manager is objective oriented. He further emphasized that a leader works under unstructured environment and the manager is facilitated by a semi-structured environment under well-defined policies and guidelines. This lead to an important decision in my life which was a choice between a leader and manager and I came to realize that why should one settle for a manager whose goal is, basically, to maintain the status quo Thus I came to recognize that the true task of a leader is to reinvent strategies so that the organization and every person who works with him continuously become better. A leader should be flexible enough to be associated with the change in structure. To further explain this I would like to quote the example of Z.A. Bhutto explaining that Bhutto's downfall had come as a result of his inability to adapt to the changing political situation in the country. While the military and the U.S. backed out in supporting him, he persisted with his old policy eventually he failed. Therefore a leader needs to change oneself according to the environment and the structure. Sincerity: A leader has to be sincere to all stakeholders on all fronts ranging from

Southwest Airlines Case Study Example | Topics and Well Written Essays - 500 words - 2

Southwest Airlines - Case Study Example In addition, the company viewed offering the air service as an innovative and environmentally responsible industry driving at economic and social progress (Rochat, 2007). The fun campaign led by Keller and involving crews and all employees was an innovative way of making their flights a fun to all customers. Another factor behind the success was the cost cutting strategies which included contracting fleet maintenance and fuel supplies, fewer than average operators and crews in all its services, and the no frill policy was a different approach that ensured the company minimized its costs. Morrison (2001) elaborates how the low cost Carriers had to adopt some of the strategies used by Southwest to cut costs. Making employees as part of a larger family of Southwestern Airlines was perhaps the largest asset that the company utilized to succeed in the market. Brueckner, Lee & Singer (2012) elaborate one of the main characteristics of LCC as cutting costs while still charging very low fares compared to major airlines. The 10 to 15 turnaround therefore ensured Southwestern airline maximum usage of its fleet while carrying a below average or average number of customers per trip. In addition, the high turnaround ensured the business class customers could effectively use the company due to reliability, speed and effectiveness of reaching these destinations, including the ability to acquire a ticket in the airline’s gates and board the next flight to their destination. The high turnaround therefore translated to more customers due to reliability, and effectively utilizing the fleet, which increased the company’s profits. One of the challenges faced is flooding of other low cost carriers in the market with better services, the threat of terrorism rapidly increasing in air transportation making the turnaround required difficult to maintain, and rising fuel costs that may increase its operating costs in addition to the tantrums in global economy. According to

Plato, John Dewey, Maria Montessori Essay Example | Topics and Well Written Essays - 750 words

Plato, John Dewey, Maria Montessori - Essay Example To the prisoners the shadows and objects are his reality. (Cottingham, 1996, p. 67-69 512-513) In case the prisoner is allowed to turn around or even stand the sunlight coming into the cave from the entry will be too much for him. And if they are objects passing by their shadow to the prisoner are the reality rather than the object itself. He will see the sun as the source of the shadows that he has seen. Once this prisoner is taken outside and gets enlightened and has he desires to free other prisoners in the cave but they are not willing to set free. When the prisoner is back in the cave he is trying to adjust to the dim light and has to get used again. His identification of the objects on the wall goes down this makes the other prisoners to think that going to the surface has destroyed his eyesight. In the allegory the outside of the cave or the world represent amass knowledge and the cave is a representation of a dark place with limited information leading to a faulty reality. (Cottingham, 1996, p.67-69 512-513) According to Plato to get reality one had to look at the order of the creation to increase understanding of experience. 'Humans had to travel from the visible realm of image-making and objects of sense, to the intelligible, or invisible, realm of reasoning and understanding. "The Allegory of the Cave" symbolizes this trek and how it would look to those still in a lower realm. Plato is saying that humans are all prisoners and that the tangible world is our Cave. The things which we perceive as real are actually just shadows on a wall. Just as the escaped prisoner ascends into the light of the sun, we amass knowledge and ascend into the light of true reality: where ideas in our minds can help us understand the form of 'The Good'. (Cottingham, 1996, p. 67-69 512-513) In Plato theory, what we perceive through our senses is not a reality i.e. what the prisoners see as the reality on the wall are just shadows, but on the contrary when one gains knowledge then he/she is able to understand the true reality. (Cottingham, 1996, p. 67-69 512-513) Unlike Plato in the Allegory of the cave the Pragmatisms connote that action and knowledge are two different spheres and also there is a supreme truth exceeding the sort of inquisition (ways by which the organisms can get a hold of their surrounding) that organisms use to get by in life. (Shusterman, 1997, p.11, 23, 90-95) This theory provides an environmental account of knowledge. 'Real' and 'true' are used in the inquiry process and they cannot be comprehended outside of that context. The theory acknowledges an outside world which needs to be tackled or dealt with. John Dewey says 'something is "made true" when it is verified.' According to Pragmatists; 'truth is not ready -made, but jointly we and reality "make" truth.' Truth is characterized by being mutable and it relative to abstract system. (Shusterman, 1997, p.11, 23, 90-95) In the Allegory of the cave approach they are no visible importance of teaching since the students observe and learn from what they see. A teacher or a mentor is not assigned any role since in Plato view of man is as a universal being that does not learn but discover. All human beings have the ability to move being ignorant to being knowledgeable as Plato asserts. (Shusterman, 199

Importance of employee satisfaction in an organization

Importance of employee satisfaction in an organization In the beginning, we are looking for the factor that influences job satisfaction among the workers/ front liner in SingTel. After that in the following chapter is about the review of the relevant literature. In chapter 3, we will looking for the method been use for this study and followed by chapter 4 is about the result and discussion from the analyses of data and findings of the research. And for the last chapter which is chapter 5, it summarized and recommend according to the finding and result. Job satisfaction is about the feeling of the nature of the job. In order for an organization to be successful, it must continuously ensure the satisfactorily of their employees (Berry, 1997). The happier the workers, the more satisfied they are. Besides, satisfied worker also a productive worker. Organization with more satisfied employees tends to be more effective (Robbins Judge, 2007). In todays world, organization realize that is it important to keep their worker satisfied as human recourse is the important assets for the organization to keep their business running. With satisfied workers, they will deliver the better quality service to the customer which indirectly will increase customer satisfaction. Customer satisfaction is important as it is essential in building long-term, profitable relationships ultimately leading to customer loyalty and repeat business. As for the workers, job satisfaction is important for the employees mental health (Smith, Kendall and Hulin, 1969). Upon study on job satisfaction, factor that influences the level of job satisfaction is vital to be addressed. They are many factors that influence level of job satisfaction such as the organization factor which may include working condition or anything that related to the working condition. For example: leadership style and pay. Besides working condition, personal factors such as health issue and family conflict. 1.2 Problem statement Human resources are the most valuable assets in an organization especially those high performing employees and it will be a trouble to company if those employees leaving or deliver bad service to their customer. One special issue is the low level of employee job satisfaction that brought difficulties in increasing service quality (Yi, 1993). Seta, Paulus and Baron (2000) pointed out that knowing the factors contributing to the employees satisfactions; the organization can plan properly and take appropriate step to increase positive behavior among employees. It means that organization or management need to prepare proper training or program such as reward, growth opportunities or job security in order to increase job satisfaction among the employees. According to malhotra Mukerjee (2004), Call centers facilitate flow of information and communication between firms and their remote customers via the telephone. According to Prahabkar, Sheehan, and Coppett (1997), call centers à ¢Ã¢â€š ¬Ã‚ ¦.allow a company to build, maintain, and manage customer relationships by solving problems and resolving complaints quickly. Front liners who work in call centre have to answer call from customer 24 hour a day throughout 365 days in a year. As a front lines, this job full with challenge and stress. They need to manage their emotion very well in order to deliver good services to customer. Therefore, it is important to make sure that the workers are satisfied with their current job scope. Holman et al.s (2007) à ¢Ã¢â€š ¬Ã‚ ¦.number of call center employees stood at 450,000. This is quite a huge amount in this communicating field. According to Zeithml Bitner (2000), since the customer contact employees or popularly known as the call center agents are the link between the entire organization and the external customer, so they are able to influence the perception of the customer to the organization. From the previous study, there was evidence in between job satisfaction and performance deliver by the front liners. Therefore, the research tries to find out the link between the job satisfaction and organization factors and also the personal factor. 1.3 Research Questions The research questions will be: 1.3.1 To what extent is the influence of work conditions on employee job satisfaction among the front liners in Sing Tel? 1.3.2 To what extent is the influence of promotion on employee job satisfaction among the front liners in Sing Tel? 1.3.3 To what extent is the influence of gender on employee job satisfaction among the front liners in Sing Tel? 1.3.4 To what extent is the influence of age on job satisfaction among the front liners in Sing Tel? 1.4 Research Objectives Based on the above research questions, this study intends to achieve the specific research objectives: 1.4.1 To determine the influence of work conditions on employee job satisfaction among the front liners in Sing Tel. 1.4.2 To examine the influence of promotion on employee job satisfaction among the front liners in Sing Tel. 1.4.3 To investigate the influence of gender on employee job satisfaction among the front liners in Sing Tel. 1.4.4 To determine the influence of age on employee job satisfaction among the front liners in Sing Tel. 1.5 Significance of the study There are many studies revealed the factors that may affect job satisfaction but they are related to all aspect for the job satisfaction. The employee satisfaction theory (Vroom, 1964) and (Herzberg, 1966) employee satisfaction measurement tools, as well as Maslows Hierarchy of Needs (Abraham Maslow, 1943), but there are rarely study regarding factors that may contribute to job satisfaction in call centre in Malaysia. In Malaysia, call center are growing in a rapidly rate. There are many communication company increases the intake of the call center agent or in the other ways knows as front-liners. From this point of view, it is important for us to study on the front-liners job satisfaction. Since the number of employed for the front-liners are growing, through the study, it help the organization to understand what is the need for the entire front-liners, what is their basic request. Through this study, it help organization to knowing better on what is the benefit that they can provide for them for satisfaction and at the same time organization can deliver a good services to the customer. Apart from that, this is a way to send out the messages for those who desire to work in this field. It is also information to the public who always complaining or disputing about the customer services staff without knowing their sacrifice. 1.6 Scope and Limitation of the Study The scope of the study is to study the link between the job satisfaction and organization factors and also the personal factor in Sing Tel. These include work condition, leadership style, promotion, gender, personality and individual experience. The study limited only to the front-liners in Sing Tel. 1.7 Organization of the Research Project This study consists of five chapters which are introduction, literature review, methodology, result and discussion followed by conclusion and recommendation. Each chapter will discuss in depth later. In chapter 1, we are looking for the factor that influences job satisfaction among the workers/ front liner in SingTel. After that in the following chapter is about the review of the relevant literature. Chapter 3, we will look for the method been use for this study and followed by chapter 4 is about the result and discussion from the analyses of data and findings of the research. And for the last chapter which is chapter 5, it summarized and recommend according to the finding and result. CHAPTER 2 LITERATURE REVIEW 2.1 Introduction This chapter will discuss about the job satisfaction in several perspectives. It is includes definition of job satisfaction, previous studies on job satisfaction and the factors that influence the job satisfaction. A part from this, it is also a brief discussion regarding the job satisfaction among the staff in call center. And it ends with a brief summary for this chapter. 2.2 Job Satisfaction According to Steyn Van Wyk (1999), job satisfaction can be formally defined as the degree to which individuals feel positively and/or negatively about their jobs. From this, when an employee meets their needs or expectation, then they will feel the accomplishment and from here the degree of satisfaction can be determine. Gordon (1999) claims that job satisfaction occurs when a job meets the expectations, values and standards of an individual and will influence their commitment and performance. So from here, it is how an organization gets satisfied their workers in order to get their commitment to performed well. Maslows Hierarchy of Needs was proposed by Abraham Maslow in 1943 from his paper A Theory of Human Motivation. According to Maslow, people are not satisfied with what they have and will always request for more. From the hierarchy, they are five level can be found in each individual which is physical, security, social, ego and self-actualization. Physical needs are the base from the hierarchy. It includes the basic human needs such as the need for air, water, food, exercise and freedom form diseases. It is commonly achieve by the human being. Once this basic is achieved, then they will go for the other level which is the security. This level includes the need of safety, shelter and stability. In term of the working environment, it means that an employee may demand for the job security, they can have a stabile job, being treated fairly and have a good pay for their job. The third phase is the social, it includes the need of being loves, and they experience the feeling of belonging and inclusion. In the work place, the employee need to feel the sense of belonging and acceptance, once they have this feeling, it helps them to achieve the satisfaction on this level. Let say ones cannot fulfill this level, for example maybe he or she facing problem in their marriage; it will lead to fail on this level. After fulfill this level, it comes to another level which is the ego or known as self-esteem and follow by the highest level which is the self-actualization. Figure1. Maslows Job Hierarchy of Needs Model 2.3 Work Condition According to Stallworth and Kleiner (1996) increasingly an organizations physical layout is designed around employee needs in order to maximize productivity and satisfaction. Employee would prefer to work in an organization which can provide better physical comfort and convenience. With a better environment, it can reduce the unsatisfied feeling of the employees. According to Robbins (2001), working conditions will influence job satisfaction, as employees are concerned with a comfortable physical work environment. 2.4 Promotion A study conduct by Ellickson and Logsdon (2002) claim that with municipal government workers where satisfaction with promotional opportunities was found to be positively and significantly related to job satisfaction. The chances to get promotion have a strong effect on the employee job satisfaction. From the study, the management can take notes that promotion can always be a motivation tools for them to ensure the employee can achieve their goals. 2.5 Gender Gender is one of the demographic characteristic that researchers always investigated the relationship with the job satisfaction. Shahri (2001) found that male managers were more satisfied with their jobs than female managers in upper level management. From the study of Tang and Talpade (1999), it found that men tend to have higher satisfaction with remuneration in relation to females, while females tended to have higher satisfaction with co-workers than males. From the previous study, it shows that the job satisfaction effected by the gender. 2.6 Age Most of the studies found the existing relationship between age and job satisfaction. According to the study done by Drafke and Kossen (2002), it shows that older employee with more working experience are more satisfied compare with younger employee, the study also claim that job satisfaction increase with age. Greenberg and Baron (1995) claims that generally older employees are more satisfied with their job compare with younger employee. From the reviews, it shows that age play a role in the employees job satisfaction. 2.7 Research Framework The purpose of this study is to determine the factors affect the job satisfaction in call center. This part is regarding the discussion that forming the theoretical framework. It is based on the previous studies that had been review. There are two independents variables, which consist of the personal factors and the organizational factors. The personal factors includes gender and age, meanwhile the organizational factors includes work condition and promotion. Figure 2 shows the theoretical framework for the study. Organizational Factors Work condition promotion Job satisfaction Personal Factors Gender Age Figure 2 Theoretical Framework 2.8 Summary This chapter has discussed about the factors that influence the job satisfaction. This was discussing clearly with different researchers and theorist. The Maslows Hierarchy of Needs also reviewed as this theory related with the research topic. It is good for management to understand the factors that influence the job satisfaction. It helps organization to indentify those factors and avoid the mistake. . CHAPTER 3 RESEARCH METHODOLOGY 3.1 Hypotheses statement Hypothesis 1 Ho: There is positive relationship between work condition and job satisfaction among the front liners in Sing Tel. H1: There is negative relationship between work condition and job satisfaction among the front liners in Sing Tel. Hypothesis 2 Ho: There is positive relationship between promotion and job satisfaction among the front liners in Sing Tel. H1: There is negative relationship between promotion and job satisfaction among the front liners in Sing Tel. Hypothesis 3 Ho: There is positive relationship between gender and job satisfaction among the front liners in Sing Tel. H1: There is negative relationship between gender and job satisfaction among the front liners in Sing Tel. Hypothesis 4 Ho: There is positive relationship between age and job satisfaction among the front liners in Sing Tel. H1: There is negative relationship between age and job satisfaction among the front liners in Sing Tel. 3.2 Research Design There are a lots of research method to use to analyze job satisfaction. There is no single method or the most appropriate on it. According to Punch (1998) each approach has it strength and weaknesses. When we understand each of the strength and weaknesses, we can select or combine the approach. This study used quantitative methods involving survey questionnaires to collect the quantitative data. The purpose is to determine whether there is a correlation between the personal and organizational factors with the job satisfaction among the front liners in Sing Tel. The Job Descriptive Index (JDI) was used to measure the level of job satisfaction among the front liners in Sing Tel. The Job in General (JIG) also used to measure the overall job satisfaction. 3.3 Research Sample The present number of all the front liners in Sing Tel consists of 210 employees. Therefore, the sample was selected randomly from a total of 50 respondents that able to facilitate the objectives of the study. This sample size was according to the Roscoes rule of thumb (cited in Sekaran, 2003) which is stated that sample larger than 30 and less than 500 is appropriate for most research. 3.4 Research Instrument The Job Descriptive Index (JDI) and Job in General (JIG) were used to measure the job satisfaction. The job descriptive index (JDI), created by Smith, Kendall, Hulin(1989), is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five dimensions such as: pay, promotion and promotion opportunities, relationship with coworkers, supervision, and the work itself. The General Job Index is an overall measurement of job satisfaction. It was an improvement on the job descriptive index because the JDI focused too much on work 33 satisfaction. The questionnaire consists 3 parts. The first part related to the personal factors in Sing Tel, the second part is regarding the job satisfaction of the front liners in Sing Tel and last part is about the organizational factors that affect job satisfaction. 3.5 Data Collection Procedures As this is my previous company, so I will distribute the questionnaire to my ex-colleague. The questionnaires were answered by the respondents by following the instructions for each section. The questionnaire will be collected after all the respondents had answered it. 3.6 Data Analysis Statistical Package for Social Science (SPSS) computer software program (version 12) was use to analyzed all the data that collected from the respondents. Descriptive analysis was used to explore the data collected as well as summarizing and describing the data. For this study, it was use to describe the gender and age. CHAPTER 4 RESULTS AND FINDINGS 4.1 Introduction This chapter reveals and reports the findings from the study of job satisfaction among workers/ front liner in SingTel. Fifty sets of questionnaire were distributed as mentioned in the research methodology. They were processed and analyzed using SPSS Package Program (Version 12) and the results are presented in tables. The first section will provide the background of the respondents. The second section will then provide the reliability of the variables. The third section will present the correlation analysis with regards to the relationship of the independent variables in influencing the dependent variable. 4.2 Frequency Analysis 4.2.1 Gender Statistics Gender N Valid 50 Missing 0 Gender Frequency Percent Valid Percent Cumulative Percent Valid male 24 48.0 48.0 48.0 female 26 52.0 52.0 100.0 Total 50 100.0 100.0 Table 4.2.1: Gender Table 4.2.1 shows the frequency distribution for gender composition. As stated previously, the total respondents for this study was 50. From the total respondents, 26 (52%) respondents were female while 24 (48%) of the respondents were male. 4.2.2 Age Age N Valid 50 Missing 0 Age Frequency Percent Valid Percent Cumulative Percent Valid 19-29 14 28.0 28.0 28.0 30-39 21 42.0 42.0 70.0 40-49 12 24.0 24.0 94.0 50-60 3 6.0 6.0 100.0 Total 50 100.0 100.0 Table 4.2.2 Age By referring to the table 4.2.2 above, the majority of the respondents were between 30 to 39 years old (42%), the second highest of the respondents were in the range of 19 to 29 years old (14%) followed by the respondents in the range 40 to 49 years old (12%) and finally the least was 50 to 60 years old group with 6%. 4.2.3 Overall Satisfaction Overall Satisfaction N Valid 50 Missing 0 Overall Satisfaction Frequency Percent Valid Percent Cumulative Percent Valid Not Satisfied Slightly 0 0 0 0 Satisfied 12 24.0 24.0 24.0 Moderately Satisfied 32 64.0 64.0 88.0 Satisfied 6 12.0 12.0 100.0 Very satisfied 0 0 0 100.0 Total 50 100.0 100.0 Table 4.2.3 Overall Satisfaction From the result of table 4.2.3, there are 32 respondent out of 50 is moderately satisfied with the overall satisfaction (64%), there are 12 respondents who are slightly satisfied with the overall satisfaction (24%) and only 6 respondents are satisfied with the overall satisfaction (12%). From this result, it concludes that most of the Sing Tel Front-liner only moderately satisfied with their current condition. 4.3 Level of Job Satisfaction Job Descriptive Index (JDI) and Job In General (JIG) are used to measure job satisfaction in this research. The level of JDI and JIG and also others variable are measured by using the mean. The levels of perception to all variable are group into two categories as per below: Mean Std. Deviation JDI JIG 3.67 0.48 Work Condition 3.51 0.69 Promotion 3.21 0.69 Table 4.3 Level of Job Satisfaction, Work Condition and Promotion Table 4.3 shows that the level of job satisfaction of the respondents is high with mean=3.67 and sd=0.48. Respondents also perceived that their level of work condition is also high with a mean=3.51 and sd=0.69. However, there was a moderate level of perception towards promotion with a mean=3.21 and sd=0.69. 4.4 Relationship between Job Satisfaction, Age and Gender Pearson correlation (r) was used to test the relationship between job satisfaction, age and gender. The results are shown in table 4.3 below. Correlations tjs gender age tjs Pearson Correlation 1 .138 -.152 Sig. (2-tailed) . .338 .292 N 50 50 50 gender Pearson Correlation .138 1 -.004 Sig. (2-tailed) .338 . .980 N 50 50 50 age Pearson Correlation -.152 -.004 1 Sig. (2-tailed) .292 .980 . N 50 50 50 Table 4.4 It can be seen in the table 4.4, there is a positive relationship between gender and job satisfaction. but it is not significantly related to job satisfaction (r=0.138, p for gender is 0.138). Based on the result, it can be seen a negative relationship between age and job satisfaction at r=-0.152 but again it is not significantly related to job satisfaction (p for age is 0.292). 4.5 Relationship between Job Satisfaction, Work Condition and Promotion Table 4.5 shows the correlation matrix output of job satisfaction, work condition and promotion. Correlations tjs twc tp tjs Pearson Correlation 1 -.137 -.499(**) Sig. (2-tailed) . .343 .000 N 50 50 50 twc Pearson Correlation -.137 1 .620(**) Sig. (2-tailed) .343 . .000 N 50 50 50 tp Pearson Correlation -.499(**) .620(**) 1 Sig. (2-tailed) .000 .000 . N 50 50 50 ** Correlation is significant at the 0.01 level (2-tailed). Table 4.5 It is found that job satisfaction is not significantly related to work condition but with a negative relationship(r=-0.137, p for work condition is 0.343). While for the promotion, the result shows that promotion is significantly related to job satisfaction and with a negative relationship(r=-0.499, p for promotion is 0.000). 4.6 Relationship between Job Satisfaction and Gender T-test was used in the analyses of statistically significant gender. Group Statistics gender N Mean Std. Deviation Std. Error Mean tjs male 24 3.7262 .28546 .05827 female 26 3.7692 .27724 .05437 Independent Samples Test Levenes Test for Equality of Variances t-test for Equality of Means F Sig. t df Sig. (2-tailed) Mean Difference Std. Error Difference 95% Confidence Interval of the Difference Lower tjs Equal variances assumed .157 .694 -.541 48 .591 -.04304 .07960 -.20309 Equal variances not assumed -.540 47.417 .592 -.04304 .07970 -.20333 Table 4.6 There were no statistically differences in the overall perception between the respondents group according to gender as for male, mean=3.72 and for female, mean=3.77. From the result, it shows that gender is not statistically significant in the perception of affecting front-liners in Sing tel. Regression Analysis Model Unstandardized Coefficients Standardized Coefficients t Sig. Correlations Collinearity Statistics B Std. Error Beta Zero-order Partial Part Tolerance 1 (Constant) 4.622 .422 10.965 .000 twc .199 .135 .232 1.473 .148 -.137 .214 .178 .591 tp -.443 .104 -.677 -4.283 .000 -.499 -.538 -.518 .586 tgender .012 .068 .021 .172 .864 .138 .026 .021 .953 tage -.068 .039 -.217 -1.743 .088 -.152 -.251 -.211 .944 a Dependent Variable: tjs Table 4.6.1 Based on the result from table 4.6.1, it shows: Job Satisfaction= 4.622+0.199(twc)-0.443(tp) +0.012(tgender)-0.068(tage) From this equation, it shows there is a positive relationship between work condition, gender and job satisfaction but not significant while relationship between age and job satisfaction is negative and significant. Only promotion is significantly related to job satisfaction with negative relationship. 4.7 Summary of Hypotheses Test Hypothesis 1 Ho: There is positive relationship between work condition and job satisfaction among the front liners in Sing Tel. H1: There is negative relationship between work condition and job satisfaction among the front liners in Sing Tel. Therefore, accept Ho reject H1. Hypothesis 2 Ho: There is positive relationship between promotion and job satisfaction among the front liners in Sing Tel. H1: There is negative relationship between promotion and job satisfaction among the front liners in Sing Tel. Therefore, reject Ho accept H1. Hypothesis 3 Ho: There is positive relationship between gender and job satisfaction among the front liners in Sing Tel. H1: There is negative relationship between gender and job satisfaction among the front liners in Sing Tel. Therefore, accept Ho reject H1. Hypothesis 4 Ho: There is positive relationship between age and job satisfaction among the front liners in Sing Tel. H1: There is negative relationship between age and job satisfaction among the front liners in Sing Tel. Therefore, reject Ho accept H1. 4.8 Conclusion This chapter presents the results of the statistical analysis of the hypotheses. Correlation analysis was used to test the relationship among the variables of interest provided in the study. This study revealed that: There is positive relationship between work condition and job satisfaction among the front liners in Sing Tel. There is negative relationship between promotion and job satisfaction among the front liners in Sing Tel. There is positive relationship between gender and job satisfaction among the front liners in Sing Tel. There is negative relationship between age and job satisfaction among the front liners in Sing Tel. CHAPTER 5 CONCLUSIONS AND RECOMMENDATIONS 5.1 INTRODUCTION In order for an organization to be successful, it must continuously ensure the satisfactorily of their employees (Berry, 1997). In todays world, organization realize that is it important to keep their worker satisfied as human recourse is the important assets for the organization to keep their business running. In this study, employee satisfaction is pivotal to Sing Tel in order to deliver good services to their customer and also become more competitive. From the finding of this study, it is revealed that the job satisfaction of the employer is high. Promotion is the most influence factors compared to others. It is also revealed that the relationship between gender and job satisfaction is no significant. 5.2 Discussion of the Research Findings This study is about factors that influence job satisfaction in Sing Tel front-liner. A satisfied employee will deliver good service to the customer and increase company image. Based on the results, it shows that work condition and promotion are the key factors that influence a employee satisfaction. 5.2.1 Research Question One The first research question of this study was to identify what is the relationship for the organizational factors such as work condition and promotion influence the employee job satisfaction. Based on the results, it shows a positive relationship between work condition and job satisfaction. Arnold and Feldman (1996) promoted factors such as temperature, lighting, ventilation, noise, working hours, and resources from all types of working conditions. Since their job is mentally demanding, so a poor working condition will influence Sing Tel front-liner to perform their job. Besides, the physical design of the work place also has certain impact on job satisfaction. A better working environment and work condition can increase employee job

funeral games of Patroclus(iliad) from a different perspective :: essays research papers

The Funeral Games of Patroclus Narrated by Meriones   Ã‚  Ã‚  Ã‚  Ã‚  Hey, I’m Meriones, the son of Molus and the comrade and squire of Idomeneus. Today I found that some â€Å"great warrior† was killed. His name was Patroclus or something. Everyone was acting ridiculous in my opinion. First Achilles called everyone outside so we could drive our chariots around his body. Wow, what a great way to show we care for someone†¦not. While I was driving my chariot everyone around me was weeping and mourning for the loss of Patroclus. To tell you the truth I’ve never heard of Patroclus doing anything special for the Achean army. I think that Zeus probably commanded Achilles to make a big deal out of this death. Otherwise we probably would have just thrown him on some wood and burned him or the easier funeral, throw him in the ocean. Meanwhile Hector, the leader of the Trojan army, was dead and we had the body. Achilles went on a mad streak and dragged the body and threw him out for the dogs. Well that really gives a good reputation for the Acheans. Achilles announced that he is also going to slay twelve noble Trojan men and cattle while they burn Patroclus’ body.   Ã‚  Ã‚  Ã‚  Ã‚  Later Achilles started getting ready for the funeral. He asked me to go out and find an ox that was worthy enough to get slayed with Patroclus. In that case, I decided that the only thing worthy ebough for him would be a pig. So, jokingly I brought the pig back to Achilles. He shockingly but sternly replied, â€Å" You, Meriones, are a poor disgrace for a soldier, and have never deserved and honor in anything you’ve done. I don’t think you have ever even won anything in your life! Ha! I am ashamed of you especially to dishonor such a great man like Patroclus. Now, go away we do not need your help.† After he said that I got very angry. I had to think of a away to get him back.   Ã‚  Ã‚  Ã‚  Ã‚  Later Achilles called us out and told us that Patroclus had come to him in a vision told him to hurry up and bury him so he could enter the gates of Hades. When Achilles said that I couldn’t help but laugh because that right there proves that Achilles is the one with the problem, not me. It seems that just because I’m not as serious as the rest of the army and that I like to have fun, he won’t respect me for who I am.

Is Children’s Development a Universal Staged Process or a Social and Cultural Process?

There are three main approaches to child development, the scientific, the social constructionist and the applied approach. Each of these approaches look at children’s development from a different stand point. I will go on to explore each approach in turn and how they can help us answer the above question. The scientific approach to child development seeks to explain the facts about child development. It does this by devising theories which are then tested through observations and experiments. A classic example of this is Jean Piaget (1896-1890) who was one of the most influential theorists in child development. Piaget built up a theory about how children’s thinking developed; this is usually referred to as his theory on Cognitive development. He proposed that children do not gradually increase their thinking capacity but that they go through a series of stages or transformations in their thinking. Piaget (1932) proposed that there are 4 main stages in a children’s development; sensor-motor (approximately 0-2yrs), pre-operational (approximately 2-6 yrs), concrete operational (approximately 6-12 yrs) and formal operational (12 yrs and over). His approach can be seen today in how the curriculum is sequenced in schools and in the rise of children’s centres across the UK. Piaget used many similar experiments to support his theory. Examples are, children were asked to compare balls of plasticine after one had been rolled into a sausage; another was for children to compare rows of counters where one row had been stretched into a longer line. In each case the younger children appeared to reason that the amount of counters or plasticine had also changed. (Light and Oates, 1990, PP. 101-106). He was trying to show that children aren’t less cognitively developed than adults but they actually think differently. In many of Piaget’s experiments he tried to show how & at what stage do children see things from another’s point of view. One very famous experiment was a construction of a model of 3 mountains. The largest gray and snow capped, the middle sized brown with a red cross on it and the smallest was green with a house on top. Children were then asked to sit on one side of the model with a doll at the opposite side. They were asked to arrange three pieces of cardboard shaped like the mountains. They they were asked to chose the doll’s view from 10 pictures and finally what the doll would see from other view points. Children younger than about 7 were unable to see things from another view point. Piaget’s claims were bold and his theories and experiments have been criticized by developmental theorists. Developmental theorists now recognise that a child’s development is far more complex than the 4 stages Piaget supported. Lawrence Kohlberg (1927-1987) used Piaget’s stage of development as a starting point to suppose a theory about children’s moral development. He used moral dilemmas to study how children develop the capacity to make moral judgments. Kholberg (Kholberg 1967) proposed that there are 6 stages or levels to a child’s moral development, these are grouped into 3 levels with 2 stages in each; preconventional, conventional and principled. It is extremely rare to progress back in stages and each stage must be completed to move onto the next as each stage is more complex than the last. In Kholberg’s experiments children were given moral dilemmas about right and wrong to discover at what stage a child reaches different levels of cognitive capacity. Kholberg and his team started testing 75 boys in the US and went back and tested them at intervals as they grew into adulthood. However, this was not a cross section of US children as no girls were tested. The data from these scientific studies can be used to assess when a child knows right from wrong. These and similar techniques are used today to carry out assessments for courts deciding whether a child can be held criminally responsible. The social constructionist view of child development looks at the ways that childhood is experienced in different situations and circumstances. Different cultures, religions and social economic conditions have different expectations and beliefs around childhood. These have also been different throughout history. For example in Victorian Britain, children were expected to work in the home, field, streets or in factories. However in modern Britain we expect our children to spend much of their childhood learning at school. Another example is, Maya’s (U212 Video 1, band 1) experiences of childhood in the poor area Chittagong being different to the twins Yasir and Yamin’s experiences in middle class Chittagong. Each have different expectations of their roles within society according to their social boundaries, gender, family and beliefs. Central to the social constructionist approach is the concept of competing discourses of childhood. A discourse is a particular way of thinking or a particular view point that is influenced by our gender, language, history, beliefs, experiences and social boundaries. There are numerous discourses but a romantic discourse sees children as inherently good; a child would only do terrible things if damaged in some way. Contrary to this is the puritanical discourse which sees the child as inherently evil, doing evil things because they are wicked and need punishing. Using the social constructionist view allows us to recognise that a child who is a killer can be seen through these two very different discourses either needing therapy or needing punishment. Social constructionists are not about applying facts and time frames to child development, neither is it just about there being different ‘realities’ created by the way people think and make sense of children. It goes far deeper by exploring what these different ‘realities mean in terms of our moral consequences, what we expect, what we believe our outcomes can be and more importantly what our outcomes can’t be, what is hidden from our view and what we are prevented from doing by our constructed society. Rex Stainton Rogers (1992) says of a socially constructed world: ‘But what about childhood?†¦ For example. The children of Longwitten have come to understand that they ‘have to go to school’, that the human made ‘thing’ down the road is a school, that certain activities belong in he classroom, and others in the playground, and so on. The social world works because we share common understandings. ’ Stanton Rogers says (1992) that it is taken for granted that children will go to school and that this appears normal and the right thing to do in our socially constructed world, and that sometimes we fail to question or imagine anything els e outside of this. The third approach is the applied approach. This focuses on practical issues of childhood such as how should we parent out children, what support and services might we need in order to protect them. The applied approach relies on both the scientic and social constructionist approaches when applying theory and research to social policy, the law and professional practise. I have already looked at the romantic and puritan discourses. The romantic discourse believes that children are naturally good, therefore children who commit crime should be rehabilitated which Stuart Asquith (1996) describes as the Welfare model and the puritan discourse the ‘Justice’ model. The welfare model looks at children who do wrong as doing so because they have been mistreated / deprived or having been disadvantaged in some way. These children need nurturing and need our care to overcome these disadvantages. The Justice model looks as children as being responsible when they reach an age where they can be held partially accountable for their crimes. These children need to be treated as criminals and punished accordingly. Asquith’s applied approach draws on both the scientific aspects of children’s moral development and the social constructionist view on how culture and society affect us as humans.. In looking at all three approaches it is clear that they are all complex and interplay greatly with each other. The scientific approach concentrates on identifying universal stages of children’s development. These are a series of stages which all children pass through from immaturity to maturity. The danger is that these can result in a picture of a universal child which is mainly based on a western culture. There is scientific research to determine when a child can be morally responsible for a crime and scientific research has produced lots of data on what reformatory regimes appear to work for young offenders. But we must remember that the child is not a passive participant in this research. The outcomes will depend on both the researchers and child’s social constructions of their worlds. In contrast the social constructionists’ view is that immaturity and maturity are complex constructs that we have made for ourselves depending on a whole range of outside influences, these will be different for each one of us. Children do not develop autonomously from culture and society and take many different routes to maturity depending on many things including gender, culture, religion, and their social and economic circumstances in which they find themselves.

Pythagoras essays

Pythagoras essays Pythagoras was born sometime between 495 and 575 B.C. on the island of Samos. There are few documents recording his life therefore little is known about what he did in his life but there are records of things he discovered and studied. All the descriptions that have been recorded about Pythagoras appearance are most probably made up or embellished, although it is believe that he did have a striking birthmark on his thigh. It is believed that he had two brothers, but some sources say he had three. For many years he lived in Kronton, which is located in Southern Italy. He established a school of philosophy and science there and gained followers and together they came to political power. Both men and women were permitted to join, but were all sworn to secrecy. This secrecy caused the group to be surrounded by suspicion. A group of Pythagorean rivals fought back against them and practically shattered the organization. There are also rumors that Pythagoras traveled to Egypt and B abylon at one time but there is no proof of this. He is said to have adopted customs from Egyptian priests such as abstaining from eating beans, not wearing animal skin clothing, and trying to remain very pure. He died in the early part of the 5th century in the city of Metapontum. Not only was Pythagoras was very interested in Mathematics and Science but also Religion and Philosophy. Pythagoras is often know as one of the worlds greatest men but unlike other famous and historical figures Pythagoras wrote nothing about himself, his work, or his teaching. It is believed that the main reason for this was the secrecy that his organization was required to abide by. Much of what we know about him today are things that have been passed down from generation to generation or written later by some of his followers. It is often hard to distinguish what things Pythagoras actually thought up himself and taught and what things were thought up aft...

Employee Satisfaction in the Hospitality Business

Employee Satisfaction in the Hospitality Business Introduction According to Kuballa (2007), employee satisfaction can be defined as a measure of how enthusiastic employees can be towards their duties and their workplaces. Maintaining a high morale at the workplace can be of great benefit to any corporation since contented employees are more probable to produce more; they remain loyal to the corporation and usually take fewer days off.Advertising We will write a custom essay sample on Employee Satisfaction in the Hospitality Business specifically for you for only $16.05 $11/page Learn More Maintaining high employee satisfaction involves several factors that can be implemented by wise employers. In addition, satisfied workers are also more probable to be inventive and innovative in developing breakthroughs, which can allow any business to advance and transform positively with shifting market conditions and time. To determine the level of employee satisfaction, most corporations conduct compulsory surveys of c onfrontational meetings with their employees to acquire information (Hayes Ninemeier, 2009). The importance of this subject has led to a lot of research. In this essay, a literature review is conducted on various research works that have been done on employee satisfaction in the hospitality industry. Literature Review Hospitality business is one of the industries that is rapidly growing. However, there are still challenges of acquiring and keeping a competent workforce (Tanke, 2001). Basically, there are two things that are most prevalent in this business. The first one is high incidences of staff turnover influencing the capacity to provide a consistent brand experience, which adversely affects the industry; the second one consists in the fact that most individuals do not view hospitality industry as rapidly developing, which implies that they do not want to stay and advance their careers in such businesses (Gitman McDaniel, 2009). These are indicators of employees who are not co ntented. As it has been mentioned, lot of research has been conducted in this field, however, there are still loopholes that have not been fully explored. In 2006, Hemdi and Nasurdin conducted research to investigate the employee turnover in the hotel industry throughout the world. In their research, they indicated that the turnover of employees in the hotel industry could be approximated at 60% to 300% per year, which is very high as compared to the manufacturing industry at 34.7%.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This indicates that the turnover rate of employees is very high. Most significantly, they assert that this kind of turnover is unfavorable for the business because it is apparent that they are closely correlated to direct and indirect rates. In addition, it impacts the ethical, output, reputation and subsistence of organizations. In their findings it is h ighlighted that, in case the turnover is high, it is implied that employees are not contented with the work or payment. It could as well indicate insecure or unhealthy working conditions or the fact that very few workers perform well, probably, because of impractical expectations or poor employee recruitment. Conversely, low turnover shows employee satisfaction (Yeh, 1999). There are theories and models that have been used to explain the cause of high employee turnover in the hospitality industry. Some of the most common theories and models used by different authors include two factor theory, job characteristics model, Peter Principle, McClelland’s Theory, and Mobley’s model (Walker Miller, 2010). The two factor theory used by Herzberg in 1973 claims that the job an individual performs can warrant needs such as accomplishments, proficiency, position, individual value, and self-realization, which could result into a happy and contented person. However, without such gra tification, job nature does not result into a happy and satisfied person. McClelland’s theory, which was developed by McClelland in 1973, postulates that a person’s desires are developed over time and is formed by a person’s childhood experiences. The needs are classified as the need for achievement, affiliation, and power. These theories have been used to explain the reasons for high turnover in hospitality organizations (Cook, 2008). Even though, the theories have proved very accurate in explaining the causes of high employee turnover, there is still little research on methods of determining employee satisfaction in an organization. Currently, direct interviews and compulsory surveys are the commonly used methods. However, these approaches have their advantages and disadvantages. In most cases, interviews with the management can be intimidating, though if done appropriately, could let the employees know that issues are addressed by the management. Nevertheless , the responses could as well be very misleading especially when there is no good rapport between the management and the workers. This implies that some responses cannot be used to make conclusions at the level of employee satisfaction (Kusluvan, 2003).Advertising We will write a custom essay sample on Employee Satisfaction in the Hospitality Business specifically for you for only $16.05 $11/page Learn More Identified research questions aims and objectives Owing to the existing loopholes in the existing research especially with regard to assessment of employee satisfaction, there are areas that still need to be researched. The research questions that need to be addressed include the following: What factors determine the accuracy of an employee satisfaction assessment method? What are the most appropriate methods of assessing employee satisfaction? How does the employee satisfaction method affect the accuracy of outcome determined? What are the most effectiv e ways of boosting the employee morale in a hospitality industry? How has poor methods of evaluating employee satisfaction affected the results obtained? References Cook, S. (2008). The essential guide to employee engagement: Better business performance through staff satisfaction. London: Kogan Page. Gitman, J McDaniel, D. (2009). The future of business: The essentials. Mason, OH: South-Western Cenage Learning Hayes, K Ninemeier, D. (2009). Human resources management in the hospitality industry. Hoboken, N.J: John Wiley Sons. Hemdi, A Nasurdin, M. (2006). Predicting turnover intentions of Hotel employees: The influence of employee development human resource management practices and trust in organization. Gadjah Mada international Journal of business, 8(1), 21-42. Retrieved from EBSCOhost database. Kuballa, J. (2007). Employee satisfaction A precondition for economic success of service companies? München: GRIN Verlag GmbH.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Kusluvan, S. (2003). Managing employee attitudes and behaviors in the tourism and hospitality industry. New York: Nova Science Publishers. Tanke, L. (2001). Human resources management for the hospitality industry. Albany, NY: Delmar Thomson Learning Walker, R Miller, E. (2010). Supervision in the hospitality industry: Leading human resources. Hoboken, N.J: J. Wiley. Yeh, Y. (1999). Employee satisfaction of hotel industry: A case study of the Grand Hotel Taipei. Rochester Institute of Technology

Discuss safe urinary catheterisation of a male patient defining the Essay

Discuss safe urinary catheterisation of a male patient defining the indications and contra indications and the potential complications that may arise - Essay Example es are verified, they should be positioned as comfortable as possible in order to reduce anxiety and also facilitate access to their anatomy (Michael 2012, p. 31). The proper type and size of catheter is selected and then the genital area cleansed thoroughly. In case of an uncircumcised patient, the foreskin should be retracted and the area cleansed with saline (Saint 2000, p. 804). This reduces chances of contamination and trauma to the urethra. The penile urethra is straightened by extending the penis at a 90 degree angle to the body to facilitate the administration of local anaesthetic gel. The gel, which requires approximately five minutes to take effect, will dilate, lubricate and anaesthetise the urethral passage (Bradsley, A 2005, p. 45). The catheter is then inserted approximately 20 centimetres into the urethra, at which point urine should flow. In case of resistance at the sphincter, gentle pressure should be applied on the catheter. It is then inflated to make sure it rema ins in situ and a suitable closed drainage unit attached. Before the foreskin is returned to its position, it must be dry and clean (Francis 2008, p. 69). Indications include acute urinary retention, hygienic care of patients who are bedridden and monitoring the output of urine. Traumatic injury of the urinary tract, such as a urethral tear, will contraindicate urinal catheterisation. Possible complications include infection, bladder spasm and trauma to the bladder neck or urethra (Stewart 1998, p. 124). Michael, S 2012, ‘A review of strategies to decrease the duration of indwelling urethral catheters and potentially reduce the incidence of catheter-associated urinary tract infections’, Urology Nursing, vol. 32, no. 1, pp.

Giza Pyramids Essay Example | Topics and Well Written Essays - 500 words

Giza Pyramids - Essay Example Theories of aliens having built the pyramids at Giza are far-fetched and have not been proved to date. These theories are sometimes advanced by well-known archaeologists like Abdel Gallad, but their theories often are based on conjectures and guesses that are unable to stand the test of rigorous academic work by other historians (Todd, 1993). They are often inspired by the sensational nature of researches that surround the pyramids and the conspiracy theories that surround them, accompanied by talk of the power of the dead pharaoh, which has been well-documented in popular culture through films and stories. There are however, theories that talk of the creation of the pyramids by human hands. Prominent among these is the theory that is put forward by Joseph Davidovits and Margie Morris, who talk of how the very idea of huge rocks having been hauled up could be wrong. They discuss the possibility of slurry being carried up to the heights of the pyramid and then poured into parts of it where it would solidify into the shape that was desirable. This theory tries to address the difficulty of lifting rocks to the incredible heights that the pyramids were constructed at (Morris, 1988). Andrzej Bochnacki proposes another theory that tries to explain the mystery of the pyramids.