Tata Motors marketing strategy Coursework Example | Topics and Well Written Essays - 750 words

Tata Motors marketing strategy - Coursework Example The suppliers have little bargaining power over Tata Motors (Morrison, 2011). The suppliers include companies selling metals, tires, radios, air condition units, and other accessions to Tata Motors. The suppliers include companies offering different accessories Tata Motors. A large number of competing suppliers prevents one supplier having significant control or influence over Tata Motors’ choice of suppliers. In the short term, the suppliers’ bargaining power has a favorable effect on Tata Motors. Tata Motors can choose a supplier that offers the best quality product or service. In the long term, the suppliers’ bargaining power has an unfavorable effect on Tata Motors. The suppliers may unite to offer an industry-agreed price for the products. The new competitors’ threat is insignificant (Clark, 2010). With the high entry barriers, entities are discouraged from entering Tata Motors’ current vehicle market. One of the high barriers is the required h igh investment amount. Another barrier is the high India import duty rates. A third high barrier is the need to adapt the imported motor vehicles to India’s dilapidated poor road conditions. The fourth barrier is the high-temperature level’s damaging effects on the new competitors’ motor vehicles.The substitutes deliver lesser transportation quality and service than Tata Motors. The use of slow men-carrying Palanquin transport is not practical. The use of the Bullock cart is unrealistically slow. The horse carriage is slower than the Tata vehicle.

Operation managment (Exercises) Essay Example | Topics and Well Written Essays - 4500 words

Operation managment (Exercises) - Essay Example Both the -charts and R-charts are used to determine whether the output of the process fall within a certain range. These measures may focus specific features such as the net weight of the product. Alternatively they may also analyze the process as a whole such as the average output (Heizer and Render). However, what these two charts often do not measure is the defect rate. For this reason, p-charts and c-charts are present to do such analysis. The difference between the two is that the former can be used to describe the proportion of the population which is defective (Reid and Sanders). On the other hand, c-charts are used to analyze the raw quantity of defects which occur. In the case presented, only the number of defects is readily available for analysis. It is therefore necessary to use c-charts in analyzing data. There can be two approaches to analyzing the said data. To view the process as a whole, the total daily defect count can be computed. Using the daily defect count, the mean may be obtained. Subsequently, the upper and lower control limits for the c-chart may be constructed and analyzed. Tables 1 and 2 present the daily defect data for the standard material and the super plastic material. These two control charts reveal some interesting features of the two processes. The process for manufacturing the standard material shows a stable operation. ... Knowing these quantities, the control charts shown in Figure 1 and 2 may be constructed. Figure 1. Control Chart for the Defects in the Standard Material Figure 2. Control Chart for the Defects in the New Material These two control charts reveal some interesting features of the two processes. The process for manufacturing the standard material shows a stable operation. The points in the control chart are centered on the mean value and fluctuate above and below the central tendency. Also, no spikes can be seen in the chart. It can therefore be said that the original process is in control. The second chart shows a trend quite similar to the original process. As with the first chart, there are no spikes above or below the control limits. Also, the data fluctuates as with any normal process. However, it should be noted that near the start of the production process, the points are generally below the control limit. As each successive day in the production process passes, the total number of defects appears to be increasing. In fact, at the second half of the data, the points tend to be above the mean. The control chart in Figure 2 therefore reveals a drift towards the upper control limit. While this process is currently in control, it may eventually shift above the upper control limit. It therefore warrants further investigation (Heizer and Render). To isolate the nature of the defect, it becomes helpful to analyze each type of defect. That is, a control chart may be constructed for each particular type. The said defect counts are shown in Tables 3 and 4. Table 3. Individual Defect Count for the Standard Material Standard Uneven Crack Scratch Bubbles Thickness Week

Collecting DNA Evidence Essay Example for Free

Collecting DNA Evidence Essay For many years, fingerprints were the gold standard for linking suspects to a crime scene. Today, the gold standard is DNA evidence because DNA can be collected from virtually anywhere. Even a criminal wearing gloves may unwittingly leave behind trace amounts of biological material. It could be a hair, saliva, blood, semen, skin, sweat, mucus or earwax. All it takes is a few cells to obtain enough DNA information to identify a suspect with near certainty. For this reason, law enforcement officials take unusual care at crime scenes. Police officers and detectives often work closely with laboratory personnel or evidence collection technicians to make sure evidence isnt contaminated. This involves wearing gloves and using disposable instruments, which can be discarded after collecting each sample. While collecting evidence, officers are careful to avoid touching areas where DNA evidence could exist. They also avoid talking, sneezing and coughing over evidence or touching their face, nose or mouth. The following list shows some common sources of DNA evidence: A weapon, such as a baseball bat, fireplace poker or knife, which could contain sweat, skin, blood or other tissue A hat or mask, which could contain sweat, hair or dandruff A facial tissue or cotton swab, which could contain mucus, sweat, blood or earwax A toothpick, cigarette butt, bottle or postage stamp, all of which could contain saliva A used condom, which could contain semen or vaginal or rectal cells Bed linens, which could contain sweat, hair, blood or semen A fingernail or partial fingernail, which could contain scraped-off skin cells When investigators find a piece of evidence, they place it in a paper bag or envelope, not in a plastic bag. This is important because plastic bags retain moisture, which can damage DNA. Direct sunlight and warmer conditions may also damage DNA, so officers try to keep biological materials at room temperature. They label the bags with information about what the material is, where it was found and where it will be transported. These are chain-of-custody procedures, which ensure the legal integrity of the samples as they move from collection to analysis. Analysis occurs in a forensic laboratory, the topic of our next section.

Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay

Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay Job satisfaction is a state whereby an employee is content with the situation around him/her. Satisfaction occurred when you get everything you desire from your work. The achievement of one desire to work leads to job satisfaction. The desire may be financial, prestige, social recognition or just to find something to do or somewhere to go, etc. Locke (1976) defined job satisfaction as a pleasurable emotional state resulting from the perception of ones job as fulfilling ones important job values, provided these values are compatible with ones needs. www.4u-2.com//HYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employeesjobHYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employees-HYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employeessatisfactionHYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employees-of-call-center-employees Bram Steijn (2000) cited (Hackman Oldman 1980) that believed a higher job satisfaction is associated with increased productivity, lower absenteeism and lower employee turnover. A lot of research or studies had been carried out on job satisfaction. Many of them are carried out to establish the level of job satisfaction among a group of employees or a profession, many establishes the relationship between job satisfaction and constructs like commitment to work, motivation at work, managerial approaches, productivity etc. This chapter will discuss the strengths and weaknesses of many of these studies and also highlight how this present research will contribute to them. 2:1 Job satisfaction among the professionals Roberto Jon, (2003) analysed the level of job satisfaction by certified athletic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA institution having football programmes. They made use of an excellent job satisfaction scale called the Minnesota Satisfaction Questionnaires to collect the data from the 240 samples around the country, 138 questionnaires were returned among which only 31% were young employees. The one way analysis plus post hoc which were perfect were used to analyzed the data. The percentage of the young employees used for the analysis was low. In these present studies 100% of the samples will be young employees in order to establish the factors affecting job satisfaction among them. www.thesportjournal.org//HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-H YPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsathleticHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionstrainersHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfactio n-among-athletic-trainers-ncaa-division-iaa-institutionsncaaHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsdivisionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsiaaHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsinstitutions The findings or the results of analysis found that there is significant difference (p less than 0.05) in trainers job satisfaction and their various employment positions. While those in high/upper position(which assume to be among the old employees) were most satisfied with their jobs, those in low post were not and these are mainly the assistant trainers and graduate assistant( mainly young employees). Even though the study did not mention the theory used, it was established that the older trainers experience greater job satisfaction than young trainers. This present study will consider using some established theories to buttress its findings. The above study was supported by K. Chandraiah et al (2003)s study that investigated the effect of Age on Occupational stress and job satisfaction among managers of different age groups. They made use of the Occupational Stress Index and Job Descriptive Index to gather data from the 105 samples out of which 35 were young employees. One of the results of the findings found that the young employees/managers are more stressful due to the load of work and thereby job unsatisfied. http://medind.nic.in/iay/t03/i2/iayt03i2p6.pdf. The scales used were good, the samples were well selected in and around Calcutta city but the number of the young employees involved were few. This research aims to concentrate on the young employees who happen to be the future strength of any organisation. Patrick Manuel, (2007) also supported the above in their study that investigated job satisfaction among practising pharmacy. They made use of Rasch Rating Scale Model, gathered data from 5000 samples throughout the United States but finally made use of 840 for the purpose of data analysis. One of their findings which I am very much interested in found that the older, higher-wage earning pharmacists working at independence practice sites experience greater amount of job satisfaction. http://ijahsp.nova.edu/articles/vol5num4/pdf/hardigan.pdf .This meant that the young pharmacists/employees in this study were less job satisfied. Ibrahim et al, (2005) investigated job satisfaction of primary health care physician at capital health region discovered that age affect job satisfaction and that the higher the age the higher the job satisfaction. This result indicated that the young employees are not job satisfied. Ibrahim et al (2005) did a very good job but the numbers of young employees used were few. This study will use 100% of young employees as its samples. www.HYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfmejfm.comHYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/HYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfjournalHYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/July05/PDFs/JobSatisfaction.pdf Sharon and Zhan, (2003) made use of bottom-up theory as on one of the theories and questionnaires with high reliability and validity values in their survey of job satisfaction of recent graduates in financial service . One of the results of the findings indicated that graduates were fairly satisfied with their jobs and not extremely satisfied. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. The use of young graduates which I can classify as young employees was excellent but the study focused on a particular professional. This study will make use of the bottom-up theory as they did but will include young employees from other professional fields such as teaching, nursing, call center, care workers, transport etc. A.O. Okaro et al (2010) evaluated the job satisfaction level of Nigeria radiographers working in the South-Eastern, Nigeria. Using 28 item self-completion questionnaires and later analysed the data with Statistical Package for Social Sciences(SPSS), concluded that Nigeria radiographer working in the South Eastern are not job satisfied with their job and would prefer another job if given a choice. www.euroHYPERLINK http://www.eurojournals.com/ejsr_39_3_13.pdfjournalsHYPERLINK http://www.eurojournals.com/ejsr_39_3_13.pdf.com/ejsr_39_3_13.pdf Susan J Linz (2002) analyzed the nature and scope of job satisfaction among the Russian workers. The study was in four different folds, among them was the use of survey data to identify level of job satisfaction by 1200 survey participant; investigate the variation in job satisfaction explained by differences in worker characteristics e.g. age. Sex. Her findings found that respondents were generally satisfied with their own job and the kind of work they do in their job. It was also revealed that the older workers (born before 1965) were significantly more satisfied with their job and work more than young workers and older workers also thought less frequently about quitting. The concentration will be on the young employees in this study and will involve only those in the city. http://HYPERLINK http://deepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdfdeepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdf. Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) investigate the level of job satisfaction and intent to leave among Malaysian nurses. The results of the study found that the nurses were moderately satisfied with their job in all six facets of job satisfaction i.e. satisfaction with supervisors, job variety, closure, compensation, co- workers and HRM/ management policies. They also found that the nurses perceived a lower level of intention to leave. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdf In support of the above research and some others, Bram Steijn (2002) cited Reiner and Zhao (1999) who reported only a significant effect of age and Ting (1997) who reported mixed results with significant effects for age and race but not for education and gender. http://soc.kuleuven.be/io/egpa/HYPERLINK http://soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdfHRMHYPERLINK http://soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdf/potsdam/steijn.pdf Contrary to the above findings and some others Sariye Gaziolu and Aysit Tansel (2002) observed a non-linear relationship between age and the four measures of job satisfaction. This non-linearity showed a U- shaped relationship. Sariye Gaziolu and Aysit Tansel (2002) cited the study of Clarks (1996) and Clarks et al (1996) that also reported significantly U shaped pattern in age for several job satisfaction measures. www.erc.metu.edu.tr/menu/series03/0303.pdf Safdar Rehman Gehazi and Umar Ali Khan (2007) conducted a study to measure the general and facet specific job satisfaction of the head teachers and the influence of gender and school location on their job satisfaction. They made use of Minnesota Satisfaction Questionnaires (MSQ) and self developed Individual Data Sheet (IDS) to collect data from the respondents. Using the SPSS-10, the findings of the study showed that; head teachers were generally satisfied with their posts; the female head teachers were more satisfied that the male head teachers and that the head teachers located in the urban areas were more satisfied than those located in the rural areas. This study will establish among other things the relationship between the job satisfaction and city life using 100% of city based young employees. www.usindh.edu.pk/suje//Issue%202007/Dr_Umar_Ali.pdf 2:2 Job satisfaction in relation to other constructs Many research works had been done to establish the relationship between the job satisfactions and other constructs such as organisational commitment, life satisfaction, compensation, managerial styles, working condition, personality, etc. 2:2:1 Organizational commitment Stranglen (2009) defined an organizational commitment as how employee identifies him/herself with the organization. L.K. Stranglen (2009) carried out a research to determine whether job satisfaction correlates with organisational commitment. 76 nursing home foodservice employees were the participants. Job satisfaction and organisational commitment survey were used to collect the data. The findings of the research indicated that satisfaction with work itself correlates to organisational commitment and to other three subcategories: organisational identification, involvement in the organisation and loyalty. According to the study, satisfaction with work did not correlate with satisfaction with pay, benefit or operational procedures. It was also found that the years employed did not correlate with identification, involvement or loyalty for the organisational commitment survey. www.minds.winsconsin.edu. Stranglen (2009) cited the study of Sneed and Herman (1990) that found hospital food service employees 29 years old and younger were less committed to the organization than were employees over 30 years. Stranglen (2009) also cited Shen, Pitt-Catsouphes and Smyer (2007), they reported that older employees are more likely to report high commitment to employer than either young employees or employees at the mid life. . www.minds.winsconsin.edu Stranglen (2009) also indicated that young employees scored lower on loyalty which was one aspect of commitment. Stranglen (2009) cited Feinstein and Vondrasek (2001) who found that employees could be more committed to the organization by increasing compensation, working conditions and improving policies. All the above research works indicated that young employees have less organizational commitment. This I think may be as a result of job dissatisfaction. This study will investigate the factors that actually influence job satisfaction among city based young employees and also analyses the possible correlation between job satisfaction and city life, managerial approaches and opportunity gained at work. The study will make use of 100% young employees as the participants. Adeyinka, et al (2007) investigated work motivation, job satisfaction and organizational commitment of library personnel in academic and research libraries in Oyo State, Nigeria. They used a modified questionnaire tagged Work motivation, Job satisfaction and Commitment (WMJSCS) to collect the data from 200 library personnel. The instrument consisted of 3 parts namely motivation, job satisfaction and commitment. The results of the study found that there is a correlation between perceived motivation, job satisfaction and commitment although the correlation between motivation and commitment was negative. In other case, motivation is seen as an ingredient that increases employees performance and job satisfaction. The findings also confirmed that there is a relationship between the organization commitment and job satisfaction. This indicated that those employees who are job satisfied may be committed to the organization. www.webpages.uidaho.edu/~mbolin/tella2.pdf 2:2:2 Life satisfaction Andrew J Wefald et al (2008) studied the relationship of life and job satisfaction to emerging attitude, using 532 participants of 62% males and 37% females. They made used of self developed questionnaires and many others surveys such as Life Satisfaction (Diener, Emmons, Larsen Griffing, 1985). The study found a correlation between life satisfaction and job satisfaction was significant at 0.36 (p less than 0.01). Their hierarchical regression analysis revealed that, after controlling for demographic variables, job attitude predicted both life satisfaction and job satisfaction however the relationship was stronger for job satisfaction. www.midwestacademy.org/Proceedings//Wefald,Smith,etal_33.pdf. This study will analyse a possible correlation between job satisfaction and city life among the young employees. 2:2:3 Training and Workplace performance Melanie K. Jones et al (2008) in their paper analysed the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS) found that workers who receive very short amount of training (less than one day) in the previous year are actually less satisfied on several dimensions than those who received no training at all. They also considered an interaction between age and training and discovered a significant à ¢Ã¢â€š ¬Ã‚ ¦. for workers in their thirties. The interaction terms used were also significant for those whose tenure is either 2 or less than 5 or 5 to less than 10 years. This study will analyse a possible correlation between job satisfaction and opportunity (training, pay etc) gained from the job among the young employees http://ftp.iza.orgHYPERLINK http://ftp.iza.org/dp3677.pdf/HYPERLINK http://ftp.iza.org/dp3677.pdfdp3677HYPERLINK http://ftp.iza.org/dp3677.pdf.pdf. Melanie K. Jones et.al (2008) cited the study of Siebern-Thomas (2005), who found that job satisfaction tended to be greater where there was availability of work training. Also cited Hersch (1991), he found that over educated workers were less satisfied than adequately educated workers. http://ftp.iza.orgHYPERLINK http://ftp.iza.org/dp3677.pdf/HYPERLINK http://ftp.iza.org/dp3677.pdfdp3677HYPERLINK http://ftp.iza.org/dp3677.pdf.pdf 2:2:4 Job stress Nilufar Ahsan, et al (2009) investigated the relationship between job stress and job satisfaction among university staff in Malaysia; the aim of the study was to identify stressor issues that will influence the academy staffs job satisfaction. They made use of 300 respondents from the public university in Klang Valley and also use cross sectional analysis, descriptive analysis and regression analysis to analyse the data collected. The following are some of the findings of the study- there was a relationship between management role and job stress; the association between relationship with others and job stress was not significant; the relationship between role ambiguity and job stress is significant; the relationship between the job stress and job satisfaction is significant. www.euroHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdf Nilufar Ahsan, et al (2009) cited the UK study of (Townley 2000) that indicated that the majority of the workers were unhappy with the current culture where they were required to work extended hours and cope with large workloads while simultaneously meeting production targets and deadlines. They also cited (Alexandros-Stamatios et al, (2003) that concluded that management role of an organisation is one of the aspects that affect work related stress among workers. www.euroHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdf 2:2:5 Individual and job related factors Sariye Gaziolu and Aysit (2002) observed the job satisfaction in Britain considering individual and job related factors. The four measures of job satisfaction considered were; satisfaction with influence over job, satisfaction with the amount of pay, satisfaction with sense of achievement and job satisfaction with respect from supervisors. The paper analysed the above measures of job satisfaction using a data of 28240 British employees Workplace Employee Relations Survey (WERS97) and investigated their relationship to individual and job characteristics. The findings of the study indicated that women were more satisfied with various aspects of their job compared to men. They also observed that satisfaction with the sense of achievement and satisfaction with respect from the supervisor reached a minimum at the ages of 22 and 28 years respectively. They observed that those with higher levels of education have lower satisfaction than those with low level of education. They also observed that training opportunity in the past year led to job satisfaction as compared to no training. A non-linear relationship between establishment size and the four measures of satisfaction was also observed.www.erc.metu.edu.tr/menu/series03/0303.pdf 2:2:6 Personality Jennifer S. Skibba (2002) evaluated how personality and job satisfaction affect job performance in employees at a Central Wisconsin fire department. The main objective of her study was to see if there was any relationship between job performance, personality and job satisfaction. Among other scales used were Cattells 16 Personality Factors and the participants were all the 38 fire fighters in a local fire department. She found that most of the employees were generally satisfied with the job, work on present job and people on present job. The study also pointed out that most of the employees were unsatisfied with pay, supervision and opportunity for promotion. The results of the 16 Personality Factors scale used indicated Warmth and Sensitivity factor as the lowest while the highest mean was found for the Self-Reliance factor. Job satisfaction was positively correlated with the personality factors of liveliness, leadership potential and self-esteem but was negatively correlated with dominance, tension and independence. Jennifer S. Skibba (2002) cited Abraham (2000) that found that personality cynicism was the best predictor of job satisfaction. http://www2.uwstout.edu/content/lib/thesis/2002/2002skibbaj.pdf Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) cited Purani and Sahadev (2007) who argued that while issues like supervisory behaviour and compensation form a part of the micro issues regarding a sales persons engagement with the organization, the overall policies and strategies regarding the personnel is associated with a macro perspective with regard to the persons evaluation of the organization. Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) saw compensation as one of the most extrinsic indicators of job satisfaction and argued that this dimension determines the level of job satisfaction of employees by knowing how much they are satisfied with the pay or compensation or any other security their jobs have provided to them. They cited Churchill et al (1974) that considered compensation as one among the dimensions of job satisfaction among sales people. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdf 2:3:0 JOB SATISFACTION THEORIES 2:3:1 Bottom-up theory and the top-down theory. Sharon and Zhan, (2003) conducted a research to explain how two social theories compete to explain what determines job satisfaction: the bottom-up theory and the top-down theory. The bottom-up theory basically indicates that persons have desires and they will be glad if their desires are met or satisfied. The total of positive and negative effects is used to establish happiness. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. If the positive effects are larger than the negative effects, individuals will judge their life as happy. Sharon and Zhan, (2003) explained that top-down theory indicates that there is a global propensity to experience things in a positive way. In other words, all individuals have a desire to be happy and this attitude will be the major influence on their lives. Thus, feelings about job satisfaction are generated in one of two ways: from the bottom up by adding positive effects and subtracting negative ones, or from the top down by the diffusion of ones desire to be happy. (Sharon and Zhan, 2003) http://www.bls.gov/opub/cwc/cm20030522ar01p1.htm 2:3:2 Maslows Hierarchy of Needs Stranglend (2009) cited and explained Maslows Hierarchy of Needs as the theory that is based on a hierarchy of needs. Also cited Bor, Kraft and Sjunnesson, 2007) that indicated that the theory can be showed as a pyramid that has five levels starting from physiological, safety, love/belonging, esteem and then self-actualisation which are grouped as deficiency needs. Maslow believed that to motivate an individual he/she must meet the basic needs of food, shelter and warmth, and then move to the next level until he/she reached the highest level self-actualisation, a level where one purses inner talent, creativity and seeks fulfilment. www.minds.winsconsin.edu. 2:3:3 Herzbergs Two Factor Theory Stranglend (2009), also Herzbergs Two Factor Theory that was developed by Frederick Herzberg. The theory suggested Satisfaction and Dissatisfaction are influences upon employees from two factors known as Motivators (intrinsic factors) and Hygiene (extrinsic factors). (Allen, 1998). http://www.imdb.com/title/tt0120533/. The factors affect motivation at workplace. It was further explained that Dissatisfaction is related to circumstances close to the work environment such as working conditions, security, pays, quality of supervision and relationship with co-workers rather than from the job itself. Deficiency of any of these conditions could cause dissatisfaction but has little effect on long-term satisfaction. These factors are referred to as hygiene or maintenance factors by Herzberg. Satisfaction is the relationship to the job itself or aspect from it. This includes the nature of job, recognition, achievement, personal growth and advancement. Herzberg regards them as motivators. www.minds.winsconsin.edu. 2:3:4 Lockes Value Theory Stranglend (2009) also cited and explained Lockes Value Theory. A part of the theory indicated that satisfaction is achieved when job results the employees receive matche those outcomes they desire. It also indicated that the more results people value and receive from the job, the more they are satisfied and vice versa. Stranglend (2009) also cited (Greenberg and Baron, 1997) who stated that the main purpose of Lockes theory is understanding the discrepancy between what one desires in a job and what one has in a job that affects satisfaction. For example, if one desires to be recognised in a job and that same employee received recognition, he/she will be satisfied. If such an employee was not recognised, he/she may be dissatisfied. www.minds.winsconsin.edu. 2:3:5 Expectancy Theory Expectancy Theory emphasised that employees are motivated to do their jobs when they achieve what they want or actually expected from the job. It also explains the role of motivation in the overall work environment. Stranglend (2009) also cited (Greenberg and Baron, 1977) who stated that an important part of expectancy theory is motivation coupled with an employees expertise and capabilities, role perception and opportunity which influence job performance. There are managerial methods of expectancy theory that can help to motivate employees. According to them, good managers will inform the employee what is expected from and will help them to reach the desired level of performance. www.minds.winsconsin.edu. 2:3:6 Equity theory A.O. Okaro et al (2010) cited the equity theory which views motivation as reliant upon the need for fair treatment (Porter, 1961) and the goal or intention theory which postulates that performance is determine by the goal to which an employee is committed (Vroom, 1964) Stranglend (2009) the theory explains that the employee is satisfied if the input (challenging work, qualification) is equal to the outputs (pays, benefits). This is what its referred to as equality. www.minds.winsconsin.edu. 2:3:7 Job Characteristic Model Rajah (2009) cited Hackman and Oldham that proposed the Job Characteristic Model, which states that there are five core job characteristic which impact three critical psychological states. The five core job characteristic skills variety, task identity, task significance, autonomy and feedback. All these are combined together to form a motivating potential score. The three critical psychological states are experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results. All these influence work outcomes (job satisfaction, absenteeism, etc). (Rajah, 2009) http://www.slideshare.net/roadies_virus/job-satisfaction-1881481 2:4:0 Job satisfaction The scales In measuring job satisfaction of the employees, the most common means of data collection is Likert Scale. Others are yes/no questions, true/false questions, points systems, checklist, and forces choice answers. (Rajah, 2009) The major and common scales used for measuring job satisfaction apart from the self developed questionnaires are: 2:4:1 The job descriptive index (JDI): Stranglen (2009) explained that the scale or questionnaire is based on yes, no or a question mark answers. The questions are based on how satisfied the employees are about their jobs and not on how they feel about it. The scale consists of five facet of job satisfaction which are; satisfaction with co-workers, satisfaction with the work itself, satisfaction with the pay, satisfaction with the opportunity for promotion and satisfaction with supervision. (Greenberg and Baron, 1997) as cited by Stranglen (2009). Many researchers had made use of this scale. www.minds.winsconsin.edu. This study will make use of this scale to investigate the factors that actually influence job satisfaction among city based young employees. 2:4:2 The Minnesota satisfaction questionnaires (MSQ) Strangled (2009) explained MSQ as a scale that is developed into two forms. The short form that contains twenty items measure overall satisfaction. The long form contains one hundred items and measures twenty facets. According to (Greenberg and Baron, 1997) in (Strangled, 2009), the scales allow the employees to rate their dissatisfaction to satisfaction about various aspects of facets of the job. Also according to them, the higher the score on the Likert scale the higher the satisfaction. www.minds.winsconsin.edu. MSQ have been used by lots of researchers. For example, Safdar Rehman Gehazi and Umar Ali Khan (2007) cited McCann (2001) who made use of MSQ in his study to measure the job satisfaction of directors in California and Dutka (2002) also use the same questionnaires in his study on job satisfaction and organizational climate relationship for female administrators of higher education institution. Roberto Jon, (2003) also made use MSQ to analysed the level of job satisfaction by certified athletic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA institution having football programmes. www.thesportjournal.org//HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org/..

Tracing Changes in Pythagoras Speech in Ovids Metamorphoses

Tracing Changes in Pythagoras' Speech in Ovid's Metamorphoses    Change in Ovid, as well as in life, seems to be the only constant.  Ã‚   Change is the subject of the Metamorphoses and Ovid's purpose in recounting myths is established from the very beginning: "My intention is to tell of bodies changed to different forms... with a poem that runs from the world's beginning to our own days" (1.1-4).   From this foundation, Ovid launches into his stories, using metamorphosis more as a vehicle for telling his stories than as an actual subject matter.   Although he retells religious myths, Ovid is not writing a religious manuscript.   Rather, the product is a work of literature.   Ovid is conscious that he is writing literature, not religion, and implied in his intention to tell "of bodies changed" is also to demonstrate how skillful he can retell these stories.   Ovid could have dealt with the metamorphoses theme in a philosophical manner, but philosophy seems out of place in this rich literary work.   For this reason, the speech of Pythagoras in book fifteen seems to be an odd shift in tone. Using Pythagoras as a mouthpiece, Ovid's playful narrative abruptly turns into a long diatribe against meat eating.   Given the informal nature of the previous fourteen books, this scene seems out of place.   But the Pythagorean episode is not without its purpose.   Pythagoras' speech on the nature of metamorphosis is Ovid's way of contrasting his own eloquent style of narration in the Metamorphoses.      Ã‚  Ã‚  Ã‚  Ã‚   By contrast, Pythagoras' speech is a rather dry oration.   It is a reminder on Ovid's part of what the Metamorphoses would have been had he concentrated on metamorphosis as an actual subject rather than a literary vehicle.1   Unlike Ovid's oth... ... part, immortal, will be borne above the stars; my name will be remembered... I shall be living always" (15.867-879).   This is a highly ironic ending, especially since in the Pythagorean episode, Ovid has asserted that nothing save the soul is immortal.   Ovid seems pretentious to assert that his poetry will be "immortal."   But we have not read the Metamorphoses correctly if we take this seriously.   Ovid's tone is tongue-in-cheek in a large majority of his poem, and it be would out of character for him to assert this.   It is a bit of subtle humor on Ovid's part.   Humorous or conceited, Ovid so far has proven to be correct.    1 Karl Galinsky, Ovid's Metamorphoses: An Introduction to the Basic Aspects, University of California Press, 1975, p 106. 2 Richard D. McKirahan, Jr., Philosophy Before Socrates, Hackett Publishers, 1994, p 81. 3 Galinsky, 48.

Factors, Symptoms and Treatment of Alzheimers Disease Essay -- Alzhei

Alzheimer Disease 1 Alzheimer Disease Introduction This research paper will examine factors, signs of symptoms, treatment, when to visit a doctor and how to care for a love one with Alzheimer disease. In the early stages of the disease, scientists have estimated that 500,000 people in their 30’s, 40’s and 50’s that have Alzheimer disease or a related dementia. Younger individuals may have problems with memory, thinking and concentration. The form of dementia is a term for the loss of memory and other intellectual abilities that interferes with their daily life. There’s serve types of dementia such as vascular dementia, mixed dementia, dementia with Lewy bodies, and frontotemporal dementia. Those individuals with a parent, brother, sister or a child with Alzheimer’s are most likely to develop the illness. A great risk increases if more than one family member has the disease. Alzheimer disease is a brain disorder that will get worse over time, and it is fatal. It destroys memory, thinking and behavior that will affect their work, and hobbies or social life. The brain has 100 billion cells (neurons). Each nerve cell communicates with many others to form networks. Nerve cells networks have special jobs. Some are involved in thinking, learning and remembering, help us to see, hear, smell and others to tell our muscles when to move. Individuals who stay socially engaged in activities that stimulate the mind and body can reduce the risk of Alzheimer’s disease or other dementia. As people get older, our brain ma... ... Changing the person’s environment to Alzheimer Disease 4 understand the cause, resolve challenges, obstacles to comfort and security. Everyone who develops behavioral symptoms should receive a thorough medical exam, especially if symptoms appear suddenly. An exam may reveal treatable conditions that are contributing to the behavior. The treatable drug can cause side effects to many people with Alzheimer’s who is taking the prescription medications for other health problems. The drug for Alzheimer’s can cause side effect or interaction between drugs that can sometimes affect the behavior. As the disease gets worse, those with Alzheimer’s have difficulty communicating about their experience.

Taylor’s Scientific Management Principles

â€Å"Maximum prosperity† means not only increase prosperity and productivity of employer or companies but the overall increase efficiency of the employees in form of higher wages, increase standard of living. Taylor’s stated that prosperity for the employer cannot exists for the long term unless it is accompanied with the prosperity of employees. This statement is very true because unless employees are not satisfied with their wages, working conditions etc. cannot give their best to the organization. There are some of employers who believe in extracting largest amount of work from their employees at low wages indicates low profits in comparison to the employers who are more liberal towards their employees obtained more fruitful results because the employees do their work with full interest. It is completely true that company achieve its highest prosperity when he is making his largest daily output. Related essay: Scientific Management Theory and Inefficiencies in Healthcare For e.g. if a successful workman and employer in combination produces 2 pair of shoes in a minute while his competitor produces only 1 pair of shoes in exact time, it is very clear that the   previous workman will receive more wages than later because large profits earned by the   organization. Until both men and machine contribute their fullest capacity it is not possible to obtain highest productivity and to exist in competition around the organization and to achieve high prosperity. Therefore, we can say that there is direct relationship between high prosperity and high productivity. There has been great impact of philosophy of maximum productivity results in maximum productivity on American society. The concept develops the attitude towards work in the employees and the worker. They were became more determined towards their work as they clearly known that their result bring them handsome wages. Therefore, in early sixties America was on the peak with the wealth and money, the policy of productivity was the main factor. This concept helps to create a sense of responsibility attitude in the mind of employees because there work was directly related to work. This also result in removing dull times, unemployment or underemployment, poverty. This would insure higher wages and make shorter working hours and better working and home conditions possible. A scientific management deals with the development and coordination of the welfare of each and every individual in the organization. It has great impact even on development of management and workman by way of its principles. Taylor’s scientific ideas provided a catalyst for increasing the output of American factories beyond the promise and provided technological advancement. His principles also help in modifying the American education system by making better use of buildings and classrooms and by standardizing the work. It emphasis on evaluating teaching skills of teacher to determine whether the material used for teaching is appropriate or not and to standardize the system. The Taylor’s principle helps to generate the law of efficiency in the organization which results in higher wages for higher work than other fellow workers and directly lead to increase in productivity. It provides more flexibility in developing method of production and to apply more dynamic operations. Earlier workers in the organization were not treated as human being but with the emergence of Taylor’s principles the importance of workmen in the industry increases manifold. They are provided with high wages, regular bonus, promotions, and other non-monetary benefits. He stressed upon the careful selection of employees which match the needs and requirements of the task and also on their training. New departments appeared like personnel and quality control in the organization which results in increasing the efficiency of an organization. However instead of so much acceptability it faces certain criticism such as individual differences ignores the economic interests of workers and management and many more. REFERENCE Referred to sites:- 1.http://www.fordham.edu/halsall/mod/1911taylor.html Modern History Sourcebook: Frederick W. Taylor: The Principles of Scientific Management, 1911 People organizations theory models [email  protected] 3. http://faculty.ncwc.edu/TOCONNOR/417/417lect03.htm THE SCIENTIFIC MANAGEMENT ERA Dated 6th 2007