Principles of Pathology Essay Example | Topics and Well Written Essays - 1500 words

Standards of Pathology - Essay Example Clinical pathology manages the lab investigation of the illness through looking at the natural liquids, for example, blood. Lab testing is a typical method to analyze a malady along these lines clinical pathology is ordinarily utilized in emergency clinics. Atomic pathology is additionally a comparable sort which inspects the sicknesses through sub-atomic examination. It is typically rehearsed to cover those illnesses that have abnormal causes or are hereditary (Woolf, 1998, p. 17). General pathology is a wide term which depicts the logical part of diagnosing infections. It is a wide term that covers all the authority highlights of pathology. The logical angle discusses the instruments of the phone during the ailment procedure. This remembers the injury and the impacts for the cells, alongside the body’s capacities to fix these cells. The burst and contaminations caused to cells is researched to analyze the illness, and with respect to the treatment of the malady, these cells are dealt with and fixed. The investigation of general pathology incorporates the cell reaction to illnesses and wounds, for example, aggravation, putrefaction and wound recuperating, and so on. (Spector, 1999, p. 236). Enhancements in the investigation of pathology and in the long run in the analysis procedure of an ailment can cause numerous upgrades in the treatment of that illness also. Symptomatic tests should be exact and bona fide so as to control the infections from spreading and getting wild. In many creating nations, these tests despite everything need quality and in this manner impact the patient administration. The obsessive examination is a pro region in science where the exhibition of the indicative tests are judged and watched unmistakably. The presentation of these tests will be effectively accomplished if the data and technique for conclusion isn't one-sided. Incorrectness is an impediment to medicinal services for the individuals who are seriously tainted however

When Texting While Driving is to be Seriously Considered Essay

Ethics Issues Essay

Morals Issues Shawnez M. Mckenzie MGT/216 August 12, 2010 Carrie Baird The idea of business morals is portrayed as, what is reasonable, and Just. As per Jentz, Miller, and Cross (2002) states, business morals focuses on the convictions, which is good and bad activities in the business world and the way of thinking of profound quality and how moral standards are significantly applied to a person’s every day life in the business or social condition. Albeit a few issues appear to be exploitative, it isn't really illicit (Rainer ; Turban, 2002, p. 2) Society expresses the terms moral and oral are not the equivalent and utilized conversely. Here are three explicit instances of moral issues inside todays organizations. Pay off, theft and tricky promoting can be characterized and examined in this paper. Pay off is viewed as offenses identified with the ill-advised impacting of individuals in position of trust. Pay off is a cushy wrongdoing, expectations must be clear and confirmed, a nd the wrongdoing of pay off must happen when the pay off is advertised. Pay off can influence the nearby lawful framework, which can leave the residents in uncertainty of who is reliable in keep up the laws. A case of pay off is impact an open authority to act in a way that benefits a specific private intrigue. Pay off influences networks with deceptive nature and doubt of expert in any business or association. Second, is misappropriation it is the demonstration of taking assets from a business or association that was depend to shield, and deceitfully deceive money related records. Misappropriation influences the network and individuals when a financial instinct is included. As indicated by Fridell (2009), two bank representatives stole 1. 3 million dollars through the span of our years, by utilizing many isolated financial exchange. The two ladies cost six casualties their homes, reserve funds and ventures by taking the assets from the bank and going on showered get-aways. The demonstration of misappropriation can monetarily influence the lives of others just as the business. It could leave any organization with disgrace and embarrassment, if appropriate convention or arrangement was not upheld or set up to maintain a strategic distance from such a wrongdoing. In any case, the demonstration of treachery inside any business, the association needs to revamp the trust of the network. Last, is beguiling publicizing, is onsidered when organizations are deceiving or offering bogus expressions with respect to an item to delude customer. The reason for the publicizing are trusts that promoting would persuade shoppers to buy their items. The Federal Trade Commission states, publicizing must be honest and non-deluding, sponsor must have the option to help their cases; and notice can't be exploitative with shoppers. Under the FTC Deception Policy Statement, a promotion is misleading in the event that it contains an announcement or forget about data that is; prone to misguide shoppers cting convincingly in light of the current situation and â€Å"material† that is fundamental to a consumer’s choice to buy or use items. Tricky promoting as an are certified and the business are reliable, which can influence how purchasers and the network see dishonest issues. Taking everything into account, business morals centers around what makes up the good and bad hypothesis in the business and how moral standards and ethics are valuable by representatives. Increasingly significant, moral or good guidelines direct our conduct, as guardians, youngsters, or understudies who apply to our regular day to day existences in the business or social calling. As present individuals from the business world, we have a good and business commitment to be moral by they way we manage others, regardless of in what limit. References Federal Trade Commission, Inc. (2010) Consumer Protection. Recovered from http://www. ftc. gov. gov Gaylord,J. , Miller, R. , cross, B. F. (2002). wests Business Law. USA. Rainer, K. , and Turban, E. (2008). Prologue to Information Systems. Hoboken, NJ: John Wiley and Sons. Fridell, Z. (2009). Impacts of theft despite everything felt as families, bank modify. Steamer Today. Recovered from http://www. steamboatpilot. com

A Brief History of the Hybrid Vehicle Essay -- essays research papers

Brief History of Hybrid Vehicle Development First inherent the mid 1900s by designers tinkering with mixes of the electric engine and the gas motor, cross breed vehicles were dropped when gas filled vehicles turned out to be progressively dependable and simpler to begin, and gas fuel all the more promptly accessible. Innovative work of half and half vehicles was resuscitated by worry about oil reliance in the1970s and about air contamination in the late 1980s. Various crossover vehicles have been manufactured and tried since 1980. A portion of these vehicles have dazzled experts with their presentation and low degrees of fumes and oil utilization. Enthusiasm for half breed vehicles hopped in late 1993 with the declaration of subsidizing for two significant coordinated efforts. The US Department of Energy marked a five-year, $138 million improvement concurrence with General Motors and a $122 million concurrence with Ford to plan and assemble preproduction cross breed models that could be advertised in under 10 years.[1] All these were done on the grounds that cross breed electric vehicles are relied upon to be the eventual fate of vehicles around the world. Definition One believes a vehicle to be a cross breed when it consolidates at least two wellsprings of intensity. For instance, a mo-ped (a mechanized pedal bicycle) is a half and half since it consolidates the intensity of a fuel motor with the pedal intensity of its rider. Correspondingly, the fuel electric half and half vehicle is a blend of both an electric vehicle and a gas controlled one. That is, it utilizes both power and fuel to give the vitality to turn the wheels of the vehicle. Figure 1 shows a gas-controlled vehicle. [2] Parts Of A Gasoline Powered Car The 4-chamber motor proselytes fuel into movement with the goal that the vehicle can move. The most effortless way it does this is to consume the gas inside the motor. Subsequently is goes about as an interior ignition motor for example ignition happens inside. Gas controlled motors regularly have more than 100 drive and work at speeds up to 8000 RPM. The fuel tank stores and supplies gas to the motor. It can normally store enough fuel to furnish the motor with vitality equipped for moving the vehicle through a separation of 300 miles or more. Figure 2 underneath shows an electric vehicle, which has a lot of batteries that gives power to an electric engine. The engine turns a transmission, and the transmission turns the wheels. [3]... .......................How I discovered my references........................... Send me your comments...........................Homepage...........................Comments - - - - - [1] Daniel Sperling; Future Drive: Electric Vehicles and Sustainable Transportation, pg 101 [2] http://auto.howstuffworks.com/half breed car1.htm [3] http://auto.howstuffworks.com/half breed car1.htm [4] http://auto.howstuffworks.com/half breed car2.htm [5] http://auto.howstuffworks.com/half breed car3.htm [6]http://web1.infotrac.galegroup.com/itw/infomark/155/298/52759225w1/purl=rc1_ITOF_0_A122672547&dyn=5!xrn_15_0_A122672547?sw_aep=swar94187, Electric and Hybrid Vehicles Today, Sept 30, 2004 p0 , Article A122672547 [7] http://auto.howstuffworks.com/half breed car4.htm [8] http://www.morphizm.com/perceptions/borah/borah_corner1.html [9] Daniel Sperling; Future Drive: Electric Vehicles and Sustainable Transportation, pg 100 [10] http://auto.howstuffworks.com/half breed car8.htm [11] Daniel Sperling; Future Drive: Electric Vehicles and Sustainable Transportation, pg 2 [12] Electric and Hybrid Vehicles Today, Oct. 7, 2004, p0; Article A122947647 A Brief History of the Hybrid Vehicle Essay - expositions look into papers Brief History of Hybrid Vehicle Development First implicit the mid 1900s by creators tinkering with blends of the electric engine and the gas motor, cross breed vehicles were dropped when gas powered vehicles turned out to be progressively dependable and simpler to begin, and gas fuel all the more promptly accessible. Innovative work of half and half vehicles was resuscitated by worry about oil reliance in the1970s and about air contamination in the late 1980s. Various cross breed vehicles have been manufactured and tried since 1980. A portion of these vehicles have intrigued investigators with their presentation and low degrees of fumes and oil utilization. Enthusiasm for half and half vehicles bounced in late 1993 with the declaration of subsidizing for two significant joint efforts. The US Department of Energy marked a five-year, $138 million improvement concurrence with General Motors and a $122 million concurrence with Ford to structure and assemble preproduction half and half models that could be promoted in under 10 years.[1] All these were done on the grounds that mixture electric vehicles are required to be the eventual fate of vehicles around the world. Definition One believes a vehicle to be a cross breed when it joins at least two wellsprings of intensity. For instance, a mo-ped (a mechanized pedal bicycle) is a crossover since it joins the intensity of a fuel motor with the pedal intensity of its rider. Additionally, the fuel electric half breed vehicle is a mix of both an electric vehicle and a gas controlled one. That is, it utilizes both power and gas to give the vitality to turn the wheels of the vehicle. Figure 1 shows a gas-controlled vehicle. [2] Parts Of A Gasoline Powered Car The 4-chamber motor proselytes gas into movement so the vehicle can move. The most straightforward way it does this is to consume the fuel inside the motor. In this manner is goes about as an inward ignition motor for example burning happens inside. Fuel controlled motors regularly have more than 100 strength and work at speeds up to 8000 RPM. The fuel tank stores and supplies gas to the motor. It can regularly store enough fuel to give the motor vitality equipped for moving the vehicle through a separation of 300 miles or more. Figure 2 beneath shows an electric vehicle, which has a lot of batteries that gives power to an electric engine. The engine turns a transmission, and the transmission turns the wheels. [3]... .......................How I discovered my references........................... Send me your comments...........................Homepage...........................Comments - - - - - [1] Daniel Sperling; Future Drive: Electric Vehicles and Sustainable Transportation, pg 101 [2] http://auto.howstuffworks.com/half breed car1.htm [3] http://auto.howstuffworks.com/half breed car1.htm [4] http://auto.howstuffworks.com/half breed car2.htm [5] http://auto.howstuffworks.com/half breed car3.htm [6]http://web1.infotrac.galegroup.com/itw/infomark/155/298/52759225w1/purl=rc1_ITOF_0_A122672547&dyn=5!xrn_15_0_A122672547?sw_aep=swar94187, Electric and Hybrid Vehicles Today, Sept 30, 2004 p0 , Article A122672547 [7] http://auto.howstuffworks.com/half breed car4.htm [8] http://www.morphizm.com/perceptions/borah/borah_corner1.html [9] Daniel Sperling; Future Drive: Electric Vehicles and Sustainable Transportation, pg 100 [10] http://auto.howstuffworks.com/half breed car8.htm [11] Daniel Sperling; Future Drive: Electric Vehicles and Sustainable Transportation, pg 2 [12] Electric and Hybrid Vehicles Today, Oct. 7, 2004, p0; Article A122947647

Women in a patriarchal society Essay Example | Topics and Well Written Essays - 500 words

Ladies in a male centric culture - Essay Example In the age of Christianity the circumstance didn't change a lot. Females have been seen as a second rate sex, inclined to sins and allurements. Ladies have been denied of various rights, similar to those for instruction or casting a ballot. They have been viewed as acceptable just for cooking, washing and bringing up youngsters. Giving their lives to their spouses, ladies have not been ensured by the law in instances of separations and deserting. Having no training and calling, ladies have regularly been left beneath the line of neediness, being made to get by from hand to mouth. Women's activist development has mostly changed the circumstance. Be that as it may, sex separation keeps being a reality even in the Western world. Ladies have less open doors for advancement. They get littler wages in contrast with guys in the equivalent positions. Ladies, giving up their vocations for the sake of their families, frequently get no opportunity to reestablish their positions, despite better training and capability. Numerous guys express their disdain to females. Having progressively physical force and getting higher wages, spouses regularly embarrass their wives. In the interim, the official church is still against divorces. Ladies are normally advised to be patient and keep minding of the men, who beat and insult them. The Muslim world is significantly progressively preservationist and merciless. Misinterpretations of the Quran likewise bring about men feeling predominant. Muslim ladies are frequently denied even the rights and opportunities saw as basic in the Christian world. Ladies can without much of a stretch be executed by their dads or spouses in the event that they are considered to welcome sick notoriety on their family. In spite of the fact that is it prohibited by law these days, such cases are not uncommon. The Girls of Riyadh is a book uncovering some fact of life of females in the cutting edge Muslim world. Composed by a lady and about ladies, the novel describes of lives of five young ladies, concentrating in the capital of the Saudi Arabia. Practically every one of the tales fills in for instance

Ultimate List of Leading Job Search Engines (and Which One You Should Use)

Ultimate List of Leading Job Search Engines (and Which One You Should Use) Ask your folks how it worked back then, when they were right out of college and were looking for a job. You’d probably hear (horror) stories of them spending hours and hours poring over piles and piles of newspapers and classified ad dailies, making marks on job wanted ads and similar postings.Then they’ll spend countless more hours making calls to the numbers indicated on the ads and, more often than not, the long list that they started out with will be shortened drastically into only a handful of prospects.You’d probably hear a lot about how much of a nightmare it was, trying to look for possible job vacancies. For them, looking for job postings was as much of a battle as the process of getting the job.Fast forward decades later, with the internet pretty much reigning over even the most mundane tasks, and your folks are probably thinking they were born a century early. If they had the conveniences that we have today back then, they’d probably have had an easier and less str essful time of it. Faster, too. You should consider yourself lucky, thinking how the process of job-hunting has been considerably shortened. And who do you have to thank for that?The numerous job search engines and job portals now up and online, of course!JOB SEARCH ENGINES â€" WHAT ARE THEY AND WHAT DO THEY DO?You are probably familiar with a “job board”. Many companies have them, and you’ve probably even used at least one or two of them before. A job board is simply one of the several types of employment websites, or websites that deal specifically with employment or building careers.A job board is a website where employers can make postings about vacant job positions, providing information on the job requirements, hoping that jobseekers will spot the postings and submit their applications. Is this the same as a job search engine?You might think it is, but a job board is different from a job search engine.You see, a job board contains lists of open positions supplied by companies or employers, often for a f ee. When jobseekers find an open position they want to apply for, they can send in their applications directly through the job board. Applicants, on the other hand, can create their resumes and upload them on to the job board which, in turn, will grant employers access to the resumes â€" again, for a fee.A job search engine, on the other hand, works mainly by scouring the web for open position postings and job listings, and aggregating them in their own space on the web. Basically, job search engines get the information found in, and across, multiple job boards and other employment websites, and put it all in one place.The resulting benefits? Greater convenience for jobseekers, and more eyeballs on the job offer for employers.Let me break it down for you.Faster job search. The internet has pretty much sped up how we do things. You don’t have to collect dailies for several days â€" weeks, even â€" to find a list of job prospects. Several clicks, and you can access a comprehensive l ist of job vacancies that you can check out. And you don’t even have to wait for days or weeks, because the real-time updates ensure that the list of choices will be updated at a fast clip.Less confusion. You don’t have to wade through dozens and dozens of job boards and employer websites just to find job opportunities. Just go to the job search engine and you can get results from multiple source websites. Certainly another feature of job search engines that will simplify the process is the use of filters in the advanced searches, making it so much easier for you to target specific jobs. You can refine your search by inputting the specific skills, qualifications, and other job requirements, so you can get more accurate and reliable recommendations or suggestions on which open position to apply for.Less cost involved. The simpler and faster process means there will be less cost incurred. Sure, some job search engines may require that you pay a fee to join, but most of the time, t he amount is quite minimal and even negligible, considering the returns that you will get. You do not have to spend so much on transportation expenses when you move from place to place, looking for job vacancies. You don’t have to buy publications with these job ads, and you don’t have to make expensive phone calls, especially if the employer is far across the country. You can do it all online.More options. If you rely entirely on the yellow pages or the dailies, it’ll probably take you days or even weeks before you can find a job posting with job requirements that you can meet. The job pool seems to be very limited, and there aren’t a lot of options available. And so you play the waiting game, hoping that the next time you open that page, you’ll find a job ad that seems to be perfectly made for you. Online job search engines are not hampered by this limitation in the job pool. By aggregating job postings from numerous online employment sources, you will be presented with a whole lot more options to go through. There is also a wider variety of the job postings. Initially you may have set out looking for a job in the tech industry, since that is where your skills seem to be most needed. But you will be surprised when a job search engine provides results that show how other industries, maybe the medical/pharmaceutical or even the manufacturing industry, has a high demand for your skill set. Pretty much, job search engines open up wider worlds and broader horizons for you, presenting you with doors that you didn’t know were there in the first place.Faster response rate. Since it is in real time, the response is likely to be faster. Usually, if done through the conventional manner â€" without the help of the internet, that is â€" it would take weeks and maybe even months before the employer can respond and act on all the applications they’ve received. Many jobseekers would say that one of the hardest parts of looking for a job is the waiting period. You’ll be in tenterhooks, wondering whether your application was received or not, whether you are going to receive a call for an interview or not, and other similar concerns. This mostly leads you to waste time due to uncertainties; had you known earlier that you won’t be receiving any call, then you’d have looked for other open positions to apply for.But these are just when we’re strictly speaking about job boards. In the search, you are bound to find job search engines that also work as job boards, accepting applications through their website.HOW TO CHOOSE JOB SEARCH ENGINES TO TRUSTWith so many job boards and search engines on the internet and some of them even charging a fee, you’re probably wondering which of them can be trusted. After all, you are looking for a job and you don’t have the money to pay every job board that you come across.What factors should you consider when choosing which job search engine to use in your search for your dream job?Safety and securit yMost job search engines, when requiring users to register, will require some personal information, and not all jobseekers are keen on letting just anybody access this information. Think about it. Put yourself in a jobseeker’s shoes. You will certainly not want to miss the opportunity to have potential employers take a look at your credentials and, along with it, your personal information.You’d probably look into the assurances or guarantees provided by the job search engine when it comes to the collection, storage, access and usage of any personal information that you provide.Ease of useNaturally, you’d choose a job search engine with a user-friendly interface, so that it is easier to navigate and you can get results much faster. There are several points to take note of in this aspect.Website design. If the job search engine looks messy, with clashing colors and jarring choices of font styles and font sizes, you’d have trouble taking it seriously. If it looks professional, then you’d feel more at ease and confident using the site for your job search. It might be window-dressing to some, but a lot can be said about a job search engine from the way it looks and makes first impressions.Site performance. This talks about the accessibility and availability, and the speed of the website. If the job search engine is always down, or undergoing maintenance frequently, jobseekers and employers will be turned off, and they will look for other job search engines to use. If the website takes a very long time to load, that will eat up a lot of your time, which you do not want because you’d want to cover a lot of ground in the shortest time possible.Targeting features. Again, filters. Usually, job search engines may come up with broad results, which can be quite confusing and convoluted. But thanks to filters, you can use keywords and set certain parameters that will enable the website’s search engine to narrow down the list, providing you more targeted job op tions.Compatibility. Everyone is now going mobile, and so should job search engines. This means that you should be able to conduct job searches even by using your smartphone, instead of having to look for the nearest desktop computer or laptop. Even while travelling, you can check on job vacancies, update your resume and submit your application, all on your phone.Job listingsQuantity, variety and relevance. These are three of the most important characteristics that you’d want the job listings of the search engine to give you. Why would you spend time using a job search engine that provides only two or three open positions for a single search, when another job search engine provides more than a hundred results on the same search?If you were focused from the get-go on a specific niche, then you probably won’t even bother trying to use a job search engine. Instead, you’d head directly to a niche job board and do your search there. But you decided to use a job search engine becaus e you wanted to expand the reach of your job search as much as possible. You want a variety of options, not restricted to a single niche or industry.It makes sense, then, that you will choose a job search engine that aggregates job listings from more than just a handful of sources.TrafficWe’re talking, of course, about the amount of website traffic that the job search engine gets. Between a job search engine that gets a thousand visitors in a day and one that has hundreds of thousands, which one would you prefer to rely on?Naturally, as a jobseeker, you’d want to be seen by as many potential employers as you can, so you’d go for the more frequently visited job search engine. On the other end of the spectrum, if you’re an employer, you’re likely to trust the job search engine that is used by more jobseekers.I hope that cleared things up a bit. Now on to the good stuff: the job search engines themselves. But there are so many of them; which one should you choose? Well, each has its pros and cons, and I’ll let you decide which one suits your needs best.Here are the leading job search engines you can find online today.IndeedIndeed.com has now evolved into one of the largest job search engines, connecting jobseekers and employers from different parts of the globe, not just in the United States. This is reflected even more in their slogan, “One search, all jobs”.Pros:It lets you search millions of job listings. Yes, you read that right: millions. That is because Indeed collects jobs from thousands of job and company websites and blogs, job boards and communities, newspapers and publications.It has a wider reach, and consequently, more users. On average, the site gets more than 200 million visitors monthly from more than 60 countries all over the world. It is also available in 28 languages (and counting), so that’s definitely a major plus.It simplifies the job search.com has a no-fuss, no-frills look and feel. In fact, it is likened to how Google an d other top search engines are designed to be user-friendly. You’ll be going through a long list of open positions in no time at all, because you’d be spared the time and effort of jumping through hoops in your search. For targeted results, Indeed.com lets you filter your job search as to:Salary EstimateJob Type (e.g. part-time, full-time, contract, commission)LocationCompanyExperience Level (e.g. Mid-level, Entry-level, Senior Level)It allows the setup of alerts and reminders. Feel free to join the notification squad! You can set up email job alerts if there are new job openings that fit your preferences and qualifications. This is definitely another time-saver, since you don’t have to visit the site every single day to check out what’s new. Just configure the alerts you want to receive, and how often you want to receive it, and Indeed will notify you about them.It has a resume management feature. Another time-saver right here! Upload your resume so that recruiters and empl oyers can access and view them. Don’t worry, because you can adjust the privacy settings yourself, so you can still have control on who can view your resume. You may even edit your resume directly on the site.It has added features for jobseekers to go through, such as salary reports, job trends, information on companies, and even a discussion forum where jobseekers and employers can communicate and interact.It is now on mobile, which means you can access it at anytime, anywhere, as long as you have downloaded the Indeed.com app on your mobile device.Cons:The large quantity of results can be quite overwhelming. This poses the possibility of the quality of some of the job listings not being quite up to par. There are some complaints about the jobs ending up having high turnover, or with poor working conditions. Therefore, you should still take caution when applying for these jobs. Do not forget to do your research.Job listing redundancy is highly probable. Do not forget, Indeed gets its job listings from so many other websites, so there’s a high chance that one job will appear more than once on your results feed.Maybe it is because there is a discussion forum, but Indeed  does not go the extra mile to offer resources for jobseekers and those who want to build their careers.It does not have a resume writing tool. You’ll have to create your own resume, then upload it to the site, but it has no facility that can actually guide you along in creating your resume. You’re on your own there, buddy.SimplyHiredSimplyHired, according to the website, lets you “explore millions of jobs… with just one search.” It works in a similar manner with Indeed.com, in that it aggregates job listings from thousands of websites, newspaper and classified listings, as well as social networks.As of July 2016, SimplyHired was acquired by Recruit Holdings, which also happens to be the parent company of Indeed.com. The takeover resulted in several features being affected, but the y are currently being smoothed over still, and SimplyHired remains operational to this day.Pros:It offers a wide reach, although decidedly smaller than that of Indeed.com’s. At present, SimplyHired operates as an employment website and online recruitment advertising network in 24 countries around the world, including the United States.Simplicity and ease of navigation is another strong feature of SimplyHired. You can get started simply by typing in a keyword, or a set of keywords, such as the Job Title, Skills or Company, and specifying the Location that you have in mind, and the search engine will search the corresponding jobs for you. The targeting filters available are on Relevance, the Date when the listing was added, the Distance from the location you specified earlier, the Job Title and the Company, if any.It has the Salary Estimator feature, which provides detailed salary information for thousands of different careers. This will give you a glimpse on what the current salary in your specific field is, so you can set your expectations more accurately.It provides information on job markets, which is very useful for those who want to know more about local jobs in every city, depending on the industry, company, or job type.SimplyHired is also optimized for mobile, with its own dedicated app that lets you access it through any Android or iOS mobile device. The best part? The app even has a one-click Quick Apply feature, which means that you can apply for a listing even when you are traveling or you are out on one of your early morning jogs!Cons:24 countries is already quite a lot, and SimplyHired is definitely one of the bigger job search engines out there today. However, it would be even better if it is able to operate in more countries, making its reach more global.It does not have a resume builder, which means you are also on your own when creating your resume. Or you could just use another tool offered by another job website?CareerBuilderCareerBuilder i s certainly one of the more recognizable names among the older crop of employment websites and job search engines.Encouraging you to “Find the right job. Right now”, all it asks is for keywords regarding the job you are looking for and the City, State or ZIP code of the location you want to work at, and it will get to work, collecting the matching job postings for you.Pros:As a job search engine, it goes a step further and actually makes recommendations based on the matches that your search has turned up. Usually, it would have just presented you with the search results; but CareerBuilder has a job recommendation engine that narrows down the list even further, making it easier for you to make your choices. This job recommendation engine works by using your uploaded resume or your job application as a basis.It boasts a global operation, present in more than 60 job markets in 23 countries worldwide, and forging partnerships with publication companies and other leading job and care er portals. This means that, no matter where you are in the world, you definitely have a great chance of finding a job with the help of CareerBuilder.CareerBuilder is not focused solely on its function as a job search engine. It also offer other products and services that employers and jobseekers will definitely find very useful. Examples are background check and screening software, candidate engagement software, resume database search and applicant tracking system, to name a few.It is equipped with security features that minimize fraudulent job listings and postings that are nothing but scams or fakes. You will definitely feel more secure applying for jobs knowing that there are lesser chances of you being duped and wasting your time over something that will never really pan out in the end.You get to enjoy comprehensive search options with CareerBuilder. Targeting results won’t be hard, thanks to the filters and parameters that you can easily customize while doing your search.Sti ll unsure what type of career is most suitable for you? Then try out the various personalized career tests and assessment that CareerBuilder is offering. That way, you can explore your different career options and possibilities, and you don’t even have to pay an HR expert to do that!What do you know, it has a free resume builder! This definitely makes it so much easier for you to customize your resume so that it can be presented in such a way that will attract and engage potential employers. A free account already allows you to upload up to three resumes and cover letters.You’ll be in the know, because CareerBuilder actually lets you view the competition for each job! You’ll basically be able to see a comparison between you and the other applicants, so you’ll know exactly how your chances are!Thanks to the Quick Apply tool, you can directly apply for the job posting you see. After all, you already have your resume and even the cover letters uploaded into your profile. All yo u have to do is access them and make the tweaks necessary.Career resources are aplenty at CareerBuilder, which is definitely much appreciated. If you are looking for career advice, or some other ideas or thoughts related to your job search, you can check out the CareerBuilder blog for articles and even videos to move you along.Cons:If we’re going to be realistic about it, CareerBuilder is actually more focused on the employers and recruiters, rather than the jobseekers, especially when you take note of the software and programs they offer, which complete a suite of recruitment and advertising solutions. Still, there is no denying that jobseekers can still use the many features on the site.At first, you might need some time to get used to the interface of the site. There’s just too much going on, it might appear a bit cluttered at first. Not to worry, though. Once you get the hang of it, navigating it and looking for your dream job will be a breeze.MonsterWhenever you do a search on the top job and employment websites, there is no doubt that Monster will be on the list. And why not? Monster has proven itself as one of the forces to reckon with in the global job market, and its name “Monster Worldwide” is definitely right on target. Its slogan? “We connect people and job opportunities”.Pros:It boasts an extensive global network where, reportedly, 7,900 jobs are searched, 29 resumes are uploaded, and 2,800 jobs are viewed in ONE MINUTE. Just one minute. How many is that in a week? In a month? In a year? Do the math. With its operations in 50 countries all over the world, those figures certainly do not lie.It has a wide range of filter and search options, where you can use keywords, or specify the Job Title, Experience (in terms of years worked), and the preferred Location. You can refine your search further using the following parameters:Top EmployersLocationIndustryJob FunctionCompany TypeSalary RangeJob Freshness, or how recent the posting was madeR ejoice, because Monster has a resume writing service! For an additional fee, of course, but that is still a good feature, especially if you really require help in creating a resume that employers and recruiters that come on Monster will notice. Monster has partnered with TopResume, and came up with various resume packages that you can choose from. If you upload your resume, you will also get a free critique, so you can tweak and improve it accordingly.On top of the resume writing service, it also offers a direct application process, which is very convenient for jobseekers. One click, and they can apply to multiple job postings, choosing from any of the numerous resumes that they have uploaded on their profile.It has an email service where subscribers can get regular notifications and updates on job vacancies directly on their inbox.Similarly, it is also optimized for mobile access, thanks to its dedicated Monster.com mobile app.Cons:Many users complain about the numerous ads and pro motional links that keep popping up and appearing when they visit the site. Although they don’t really affect the results of the job search, they can be quite distracting.The resume writing service is quite pricey, especially if you are just starting out and looking for your first job.LinkedIn JobsYou already know that LinkedIn is an excellent platform for professional networking. But its job search engine has also become so powerful that more and more jobseekers and employers are using it for exactly that purpose.Pros:Perhaps the strongest point of LinkedIn is how it lets you build your network, while going about the motions of looking for a job. In other job search engines, you create an account and maintain it. In LinkedIn, you create an account and network, so your online professional identity grows and becomes stronger, increasing your attractiveness as an employment prospect, and your chances of being hired by a very good company. Hey, it won’t be called the “world’s l argest professional network” for nothing!You can count on LinkedIn to turn out very high-quality job postings, since it combines the ability to index and collect job postings in the internet with its facility of bringing like-minded professional individuals and entities together.As a professional network, it does the job of providing career advices and resources from the experts. As you are slowly building your professional identity, you will also learn a lot from the news, inspiration and other insights shared by other LinkedIn users and even industry leaders and business movers and shakers.It offers a comprehensive search facility that lets you refine your job search, according to location, company, date of posting of the job opening, job function, industry, experience level, or even job title.Cons:LinkedIn is, first and foremost, a networking site, and it uses that format in its job search engine function. Therefore, you are expected to spend a lot of time and effort on it, jus t as you would in any networking gig. Building a good professional identity cannot be done overnight, and if you’re in a hurry, this may not be the best option for you.CraiglistCraiglist is no longer just a place to buy and sell properties and other stuff online. It is now used as a place to look for job opportunities, although most are temporary in nature. It is one of those free websites where employers and jobseekers flock to.Pros:Craigslist can now be seen all over the world, which means that job listings are also sourced from practically everywhere. This is a good thing, as it means there are a lot more options for jobseekers to choose from.It’s easy to conduct a job search. Just type in the keywords, or look under the parameters such as location or City and Jobs category.Cons:There is a very low chance to find long-term or permanent employment if you’re using Craigslist. You see, most of the job listings include jobs that are temporary in nature, such as part-time gigs, contracts, and freelance work. This is ideal for those looking for short-term employment, but not really for those with long-term career goals.Unfortunately, not all the job postings on Craiglist are legitimate. Some are even downright scams, so you have to exercise caution when using this site for your job search.In addition, here are a few worthy runners-up to that list. They are classified mostly as niche job search engines, because they aggregate career- and industry-specific sites.USA JobsWait, did you think that you are on your own in your job search, with no help from the government? What if you are eyeing a job in the government? Did you think that there’s no way a job search engine will get you that type of job?Well, you’d be wrong, because there is USAJobs right there, waiting to present you with the best job opportunity. For 20 years, it has been connecting jobseekers with federal jobs, functioning as the federal government’s official employment site.Pros:You’ll g et high-quality job postings in this site. If you’re using USAJobs, that can only mean that you are specifically looking to land a federal job, or a position in government service. Well, rest assured that the job postings you will find on this site are accurate and legitimate. And these are not just jobs located stateside. Anywhere that the US government operates in, there is a chance of you getting employed. In 2015 alone, job opportunities listed in USAJobs were located in more than 145 countries.The advanced search capability is surprisingly easy to navigate, considering the usual expectation that anything related to the government is bound to be complex and convoluted. The filtering tool is so efficient, you’d wish other job search engines work in the same way.There are zero possibilities of job redundancies or multiple postings of a single opening in this site. That means less time wasted when poring over the list.Since USAJobs works as a one-stop-shop for recruitment of fe deral workers or employees, this is where you can directly submit your application. It’s so simple and quick, you don’t have to spend so much on transportation and other costs related to applying for a job.You get an easy-to-manage and comprehensive account when you sign up. As an account holder, you will be able to manage documents (your resumes, mainly), and keep a record of saved jobs, saved searches, and other resources on building a career in the government.Cons:The only complaint against this job search engine is the lack of diversity in the jobs posted. This shouldn’t come as too much of a surprise, really, since you already know what you are getting into when you signed up for an account. Do not expect much variety of jobs here, though.DiceWith the tech industry thriving on a global scale, it is no small wonder that several job search engines dedicated to the niche have cropped up. Dice claims to be the “The Career Hub for Tech Insiders”, as it focuses only on inde xing information and technology jobs.Pros:It’s all tech jobs here, so you will get the results you want. Dice’s listings are sourced from some of the biggest IT companies in the world, such as Dell, eBay, Cisco, Deloitte and Hewlett Packard. It is smaller than that of other job search engines, yes, but you can count on the quality of these postings to be high.The filtering system of Dice is very impressive, so you can really do your search up to the most specialized positions. This is definitely a very good thing, on top of the very easy-to-use interface of the website (which makes sense, considering this is for tech positions!).Customize the job alerts that will be sent directly to your email, so you can get them on a specified schedule, or in real time as updates come.To make things more convenient, download the mobile app and keep your eye out for that tech job of your dreams even when you’re on the go.Cons:It’s a niche job search engine, so expect the listings to be limi ted. What it lacks in quantity, however, it more than makes up for in quality.Do not be confused when using job search engines in your job hunt. Sure, they might be confusing at first, but if you choose well, you’ll have an easier time of it later on.What most people would recommend is that you should not stick to only one job search engine. Use as many as you can; maybe not all the top search engines since it may become too overwhelming for you. Pick two or three job search engines and focus your efforts on them.Be diligent in keeping your profiles updated in all these sites. Be active in communities and discussion groups, if there are any. Most importantly, put your heart and soul into finding the job of your dreams, and it’ll surely happen.

Anne Burke Baldridge 2016 Best and Brightest

Anne Burke Baldridge: 2016 Best and Brightest by: Jeff Schmitt on December 07, 2015 | 0 Comments Comments 484 Views December 7, 2015Anne Burke BaldridgeKenan-Flagler Business School, University of North Carolina at Chapel Hill Hometown: Roanoke, VirginiaHigh School: Patrick Henry High SchoolMajor: Business Administration and Global StudiesFavorite Business Courses: Mergers and Acquisitions, Strategic Management, Venture Capital and StartupsExtracurricular Activities, Community Work and Leadership Roles During College: Phi Beta Kappa, University of North CarolinaRobertson Scholar, University of North Carolina and Duke UniversityCarolina Challenge (Start-Up Competition), Director, University of North CarolinaUndergraduate Honor Court Member, University of North CarolinaChancellor’s Student Innovation Team Member, University of North CarolinaChancellor’s Student Advisory Committee Member, University of North CarolinaHabitat for Humanity VolunteerWhere have you interne d during your college career? (List Companies, Locations and Roles)J.P. Morgan – New York; Summer Analyst, Investment Bank, Consumer/Retail Coverage GroupEnvironmental Defense Fund – New York; Marketing and Communications InternDescribe your dream job: One day I hope to own a small vineyard that combines traditional, innovative and sustainable techniques to produce celebrated wines.What did you enjoy most about majoring in a business-related field? For me, the most rewarding aspect about studying business was its clear practical application. Whether I was in a marketing course or taking corporate finance, the direct connection between our in-class discussions and real-world challenges made me excited for opportunities beyond UNC Kenan-Flagler.Where would you like to work after graduation?  J.P. Morgan Corporate and Investment Bank – Analyst, Consumer/Retail Coverage GroupWhat are your long-term professional goals? I hope to be a partner at a venture capital fi rm investing in high-impact start-ups that seek to make transformational change in their communities.  Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"I knew I wanted to major in business when†¦I started working with Carolina Challenge, our university’s start-up competition, during my freshmen year. As a member of the executive team responsible for organizing the competition, I was inspired by the innovative venture ideas. I realized that I wanted to find a career that would allow me to connect companies with the financial resources they need to compete and grow.†Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"If I didn’t major in business, I would be†¦studying international relations and hoping to join the foreign service with the State Department.†What was the happiest moment of your life? I have been fortunate to travel a lot with my family, and my happiest moments are scattered throughout these trips. My favorite memories are hiking the Wind River Range in Wyoming, sipping wine in Napa, and tak ing a road trip through France and Germany. I have been lucky to spend time in beautiful places with great people, and I am excited for more adventures to come.Which academic or personal achievement are you most proud of? In the summer of 2014, I designed and completed an independent research project on the competitiveness of European cities as international financial centers. Over the course of eight weeks, I travelled to London, Geneva, Zurich, Frankfurt and Berlin and interviewed leaders in finance and academia to identify key determinants of each city’s strength. While the experience was rewarding academically, it was more fulfilling on a personal level. It forced me out of my comfort zone, challenged me to take risks, and allowed me to make connections with brilliant thought leaders across Europe.What animal would you choose to represent your professional brand? The monarch butterfly – their migration requires great determination and effort, but they also remain p oised and graceful.Who would you most want to thank for your success? I would like to thank my parents. They inspired my curiosity, reminded me the importance of humility, and encouraged me to always consider the impact of my decisions on others. Without the responsibility, freedom, and support they gave me when I was younger, I would not be where I am today.Fun fact about yourself: My family has hosted six exchange students, and in high school, I traveled on an exchange to St. Lo, France.Favorite book: Unbroken, Laura HillenbrandFavorite movie: The Parent TrapFavorite musical performer: O.A.R. circa 2006Favorite vacation spot: Napa, California; The Homestead in Hot Springs, VirginiaWhat are your hobbies? Travelling, running, cooking, trying new restaurants, cheering for UNC sportsWhat made Anne such an invaluable addition to the Class of 2016?â€Å"Anne Burke is a very well-rounded, accomplished and impressive individual.  She embodies the UNC Kenan-Flagler core values of excell ence, leadership, integrity, community and Teamwork.  Her exceptionally strong academic performance and leadership experiences helped Anne become a highly coveted Robertson Scholar. Anne Burke has held multiple leadership roles at UNC, including Honor Court Member and Junior Class Representative.  Her experience as the CEO of the Carolina Challenge helped propel one of the School’s premier entrepreneurship events to new heights.  Additionally, Anne’s professionalism distinguished her on a selective Finance Trek to New York City, which was instrumental in her landing a highly competitive internship and then a full-time role on Wall Street.  In short, she personifies all that UNC Kenan-Flagler stands for and we are very proud to have her as one of our students.†David Vogel Co-Director of the Undergraduate Business Program Kenan-Flagler Business School, University of North Carolina at Chapel Hill    Page 1 of 11

A Thousands Splendid Suns Book Review Essay - 525 Words

â€Å"A Thousand Splendid Suns† by Khaled Hosseini was an amazing book to read. The book keeps you interested and wanting to keep reading to find out what happens next. The story is set in Afghanistan and tells the story of different families’ experiences during the war specifically Mariam, Rasheed, and Laila. A reoccurring thought throughout the book was that women had little or no power in the Afghan society and that they were mere objects in the eyes of men. â€Å"A Thousands Splendid Suns† by Khaled Hosseini, had many examples that showed that women did not have any power in the Afghan society. For example, the book mentioned a couple times when women and young girls were forced to marry men that were much older than they were and men that†¦show more content†¦A similar instance was with Laila after her family was killed and she was forced to either marry Rasheed or be forced out on her own during the war, giving her no choice but to marry him at a y oung age. The fact that these women and or young girls were forced to marry these older men without a choice shows that they did not have much power in the Afghan society during this time. Another point in the story that shows that women did not have much power in the Afghan society is when Laila and Mariam tried to run away from Kabul, but could not travel alone and need a man to travel with them. Laila says that â€Å"The Supreme Court under Rabbani was filled now with hardliner mullahs who did away with the communist era decrees that empowered women and instead passed rulings based on Shari’a strict Islamic laws that ordered women to cover , forbade their travel without a male relative, punished adultery with stoning†(Page 260). Women during this time had little to no power with the new â€Å"Islamic State of Afghanistan and had to follow strict laws, giving them little to no power to do anything alone, like travel. When the Taliban took over Afghanistan they made strict laws, specifically with the story setting was for the members of Kabul and even stricter laws for the women of this city like Mariam and Laila. Women were seen as objects of theirShow MoreRelatedAnalysis Of A Thousand Splendid Suns1570 Words   |  7 Pages A Thousand Splendid Suns by Khaled Hosseini is a powerful and moving piece of fiction literature. Khaled Hosseini, born in the city of Kabul in 1965, is a successful author and is skilled â€Å"in pulling his readers’ heartstrings†. The title of this 367-page novel derived from the poem â€Å"Kabul† by the 17th-century Persian writer Saib-e-Tabrizi. It was published in 2007 by the Penguin Group (Monteiro). A Thousand Splendid Suns is a heart wrenching story, creating a picture of patriarchal despotismRead More1000 Splendid suns1913 Words   |  8 Pages A Thousand Splendid Suns Research Paper The People of Afghanistan have struggled with invaders in there country for many decades. The intrusion of the soviets in 1979 was the first intrusion on the Afghan people. Many people were affected by the manifestation of the soviets and either ran away or lived in fear and war. Luckily, famous author Khaled Hosseini and his family were moved out of Kabul a few years before the Soviets invaded. Khaled Hosseini and his novel, A Thousand Splendid Suns, showsRead MoreA Thousand Splendid Suns2892 Words   |  12 Pages               A  Thousand  Splendid  Suns  Ã‚   Theme  Analysis  Lesson      Subject:  English  Language  Arts   Grades:  9†12   Timeframe:  Four  45  minute  sessions         Student  Outreach  for  Shelters  (SOS)  Program         Overview   This  lesson  is  designed  to  deepen  students’  analysis  of  the  novel  A   Thousand  Splendid  Suns.  Ã‚  In  addition,  this  lesson  is  designed  to  provide   educators  with  a  core  novel  connection  to  the  shelter  outreach  themes  of   the  Khaled  Hosseini  Foundation  SOS  program.   Preparation   Read MoreOppression of Women in Afghanistan in the Text Aa Thousand Splendid Suns by Khaled Hosseini1141 Words   |  5 Pagesaspects of society we do not normally consider. To what extent do you agree with this view? â€Å"One in every Three Afghan women experience physical, psychological or sexual violence†. This a quote referenced from Harvey Thompsons book review of the novel A Thousand Splendid Suns written by Khaled Hosseini. Hosseini reveals in his novel an aspect of society we do not normally consider. That aspect of society we do not normally consider. That aspect is the systematic oppression of women in Afghan societyRead MoreA Thousand Splendid Suns: Analysis1447 Words   |  6 Pagesâ€Å" Nana said, ‘Learn this now and learn it well, my daughter: Like a compass needle that points north, a man’s accusing finger always finds a woman. You remember that Mariam† (Hosseini 7). In this passage from A Thousand Splendid Suns, Mariam’s mother explains to her what her father is really like. Through the begging of this novel, Mariam sees her father, Jalil, as the better parent and views her mother as the more strict one. Nana isn’t fond of Jalil because after he had got her pregnant, he deniedRead MoreThe Kite Runner by Khaled Hosseini977 Words   |  4 Pagesand released his book called â€Å"The Kite Runner†. The book opened to widespread critical acclaim and strong commercial success worldwide. And for this kind of novel he received Alex Award, Boeke Prize, ALA Notable Book and a lot of other prestigious awards. He has then authored several other books in his career. There was no turning back for Khaled Hosseini after his first breakthrough because he yet again produced a masterpiece in 2007 with the book â€Å"A Thousand Splendid Suns†. The book has been his mostRead MoreThe Transformation Of War Book2165 Words   |  9 PagesI . Main Thesis Martin van Creveld wrote The Transformation of War book in 1991 when he detailed a predictive hypothesis about the changing character of war into what he called ?Nontrinitarian War. There were conflicts arise as intrastate wars and were not based on the simplified version of Clausewitz?s ?remarkable trinity? of government, people and military forces (Van Creveld, 1991, pg. 49). In his book, Van Creveld offers an account of warfare in the previous millennium and suggests what the futureRead MorePersonal Project4460 Words   |  18 PagesPersonal Project: Book Review Blog - Phase 4 Searage Arabi 10A Supervisor: Miss Oznur Australian International Academy Tables of Contexts Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦................†¦.. Page 3. About My Personal Project †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Page 3. Area Of Interaction (AOI) Used †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Page 4. Plan Layout †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Page 4. Summary †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read MoreTess of the DUrbervilles5394 Words   |  22 Pages3.62 average rating, 3,301 reviews Tess of the DUrbervilles Quotes (showing 1-50 of 88) â€Å"A strong woman who recklessly throws away her strength, she is worse than a weak woman who has never had any strength to throw away.† ― Thomas Hardy, Tess of the DUrbervilles tags: strength, woman â€Å"Did you say the stars were worlds, Tess? Yes. All like ours? I dont know, but I think so. They sometimes seem to be like the apples on our stubbard-tree. Most of them splendid and sound - a few blightedRead MoreAnalysis Of The Book And The Mountains Echoed By Khaled Hosseini2562 Words   |  11 PagesAbstract The objective of this thesis is to review the book ‘And the mountains echoed’ by Khaled Hosseini. This thesis will deal with the characters and the emotions they portray throughout the book. The book was published in 2013 and received a favourable response overall. It later on became a bestseller like the author’s other two books: ‘The kite runner’ and ‘A thousand splendid suns’. Within a short span of 5 months, it sold over 3 million copies. Being his pattern, Hosseini drew on his

Classroom Behavior - 1510 Words

Would you be surprised to learn that in today s classroom children sometimes aren t learning due to behavioral issues? Teachers are attempting to teach classes in which students can be disruptive, disrespectful and defiant. Classrooms are often overcrowded which adds to the frustration of the situation. Teachers are often tempted to take the easy way out, using antiquated strategies that will usually not help the child to learn. In fact, some types of punishments can actually cause the child to become even more rebellious. The child can experience a sense of worthlessness after being punished again and again. Children do not act out because they are bad. They act out in the hopes of receiving some kind of response or†¦show more content†¦All agree that in order for a behavior to exist, a reward must be present or expected. E. Thorndike like Skinner believes that learning is the result of associations forming between stimuli and responses. According to Thorndike, rewards stre ngthen behaviors. Thorndike says that when an action is preformed and rewarded that action is continued (1921-27). As is often the case, the reward system does not just work for good behavior. As previously stated, when a child is rewarded in one way or another for poor behavior, they will continue that behavior in order to continue receiving the reward. Thorndike s theory cautions us to not reward bad behavior. The rewards that he speaks of do not have to be material. In fact, more often than not, the rewards are far from material. Sadly, for some children, their only reward for acting out can be attention. A child could receive attention for poor behavior at home which he/she would then expect at school. If the child is only acknowledged when acting out, its need for attention will take over and the child will continue to act out. The school sometimes reinforces the reward system that has been set up at home therefore ensuring the continuance of the behavior. By allowing even the smallest accomplishments to slip by and only recognizing a child when they have done something wrong, the teacher/school is letting that child know that poor behavior will pay off. The word reward usually brings to mind a materialShow MoreRelatedClassroom Behavior640 Words   |  3 PagesContracting With Disadvantaged Youths: Improving Classroom Performance, (3), 447-454 Classroom behavior management can be one of the most difficult issues teachers face today. With the variance of personalities in one classroom, it may be difficult for a teacher to stay actively in control of the ever-changing environment. The main question is, how do the new and upcoming educators of the world change the issue of behavior management in our own classrooms? First, think about the approach. Take someRead MoreA Case Study of Disruptive Behavior in the Classroom1728 Words   |  7 PagesDisruptive Behavior in The Classroom 1 A Case Study of Disruptive Behavior in The Classroom Grand Canyon University-EDU536 Peggy Mosley 05/01/13 A Case Study of Disruptive Behavior in TheRead MoreClassroom Behavior and Management Theories Essay2743 Words   |  11 PagesIntroduction I have chosen to research the classroom behavior and management theories of Judicious Discipline and Love and Logic: Taking Control of the Classroom,. I will attempt to summarize, in some detail, the authors’ findings and compare and contrast their main points. I will discuss how these two models influence and agree with, or contradict my own behavior management beliefs. Furthermore, I address how these strategies can be used in the classroom and offer my suggestions on the usefulnessRead MoreThe Impact of Classroom Technology on Student Behavior6162 Words   |  25 PagesJournal of Technology Research The impact of classroom technology on student behavior Angeline M. Lavin University of South Dakota Leon Korte University of South Dakota Thomas L. Davies University of South Dakota ABSTRACT The trend toward technology enhanced classrooms has escalated quickly during the past five years as students have become increasingly tech-savvy. Classrooms across the nation have become â€Å"wired† and textbook publishers now offer a wide variety of computerized teaching supplementsRead MoreNegative Behavior Of The Classroom1465 Words   |  6 Pagest of the problem of practice Negative behavior in the classroom makes teaching and learning difficult in urban schools. The results from the negative behavior has caused a decline in student profientency and teacher’s retention. Introduction The behavior of students in the classroom has transitioned over time. More disruptive behavior is emerging and adequate teaching is the declining. A rise in disruptive behavior in the classroom has caused educators to use more time on discipline rather thanRead MoreClassroom Behavior Management And Its Effects On Students Behavior Essay947 Words   |  4 PagesClassroom behavior management is considered to be one of the most important factors to determine student’s behaviors. With that being said, the study evaluated classroom behavior strategies that are aligned with Positive Behavioral Interventions Supports (Reinke, Herman Stormont, 2013). According to research, the impact of SW-PBIS has reduced problem behaviors and increased academic performance. However, despite the increase of PBIS many teachers continue to struggle with managing student behaviorRead MoreBehavior and Social Problems in Classrooms738 Words   |  3 PagesMany behavior and social problems observed in c hildren are related to poor classroom interventions that are designed to meet those needs. It is important that these models are applied during children’s development through positive interactions in the family, childcare centre, school and the community. However, not all conceptual models are appropriate in assisting student with behavior problems. Therefore, this essay will discuss appropriateness of the conceptual models to assisting students withRead MoreBehavioral Matrix And Classroom Behavior1537 Words   |  7 Pagesexpectations for student behavior in the classroom and school campus. A school wide behavioral matrix lists the school wide expectations for various times, location and transitions. Classroom teacher specific to that classroom creates a classroom behavioral matrix. Both school wide behavioral matrix and classroom matrix should contain the rules that are listed in the school wide expectations. These rules and expectations are displayed as a matrix, which is posted in classrooms, gym, cafeteria, hallwayRead MoreManaging Challenging Behaviors Within Classroom Management976 Words   |  4 Pageschallenging behaviours in our classroom continues to be as one of the most challenging problems in education today. Conte (1994, p.308) mentioned, If teachers, administrators, parents, and students acknowledge that the lack of discipline is a serious concern and interferes with the teaching-learning process, one would think that steps would be taken to remedy the problem.† Today s classrooms are more complicated than in the past. Discipline is now known as classroom behaviour management where newRead MoreClassroom Behavior Management For African American Students1295 Words   |  6 PagesEmotional/Behavioral disability is rapidly increasing, especially for African-American students and in students at younger ages. The U.S. Department of Education reports that an African American child is one and a half times more likely to be placed in a c lassroom for children with emotional disturbances than a White child (Children’s Defense Fund, 2011). I have observed that many of these students are often disengaged during literacy instruction. As a result, these students present literacy inadequacies in

Causes Of The Civil War Essay - 923 Words

CAUSE OF THE CIVIL WAR In 1860, the worlds greatest nation was locked in Civil War. The war divided the country between the North and South. There were many factors that caused this war, but the main ones were the different interpretations of the Constitution by the North and South, the Kansas-Nebraska Act, and the arrival of Lincoln in office. These factors were very crucial in the bringing upon of the destruction of the Union. They caused immediate war. In 1791, the tenth amendment was added to the Constitution. The tenth amendment states that â€Å"The powers not delegated to the United States by the Constitution, nor prohibited by it to the states, are reserved to the states respectively, or to the people.† (Bailey 16) This amendment was†¦show more content†¦One of the state’s reasons for seceding was because they felt the other states had broken their obligation by not allowing them to secede. With South Carolina out of the Union, the War would begin shortly. Another trigger to the civil war was the Kansas-Nebraska Act. In 1854, another slavery issue was brought up- would Kansas and Nebraska be slave-holding or free states? From the Missouri Compromise, all states above the 36 º30’ line were to be free states and all states below were slave states. But, Stephan A. Douglas, had another idea, he wanted to settle the problem by popular sovereignty. The only problem with his plan was that Kansas lay below the 36 º30’ line and Nebraska above it, which inflicted with the Missouri Compromise. Douglas had to try to repeal the Missouri Compromise in Congress, for his plan to work. Congress debated the issue. â€Å"So heated were political passions that bloodshed was barely averted† (Bailey, 414) Even though, Douglas was able to get the bill passed. The repeal of the Missouri Compromise angered the North, they wanted to stop all future slave territory demands. â€Å"TheShow MoreRelatedCauses of the Civil War951 Words   |  4 PagesCAUSE OF THE CIVIL WAR In 1860, the world s greatest nation was locked in Civil War. The war divided the country between the North and South. There were many factors that caused this war, but the main ones were the different interpretations of the Constitution by the North and South, the Kansas-Nebraska Act, and the arrival of Lincoln in office. These factors were very crucial in the bringing upon of the destruction of the Union. They caused immediate war. In 1791, the tenth amendment wasRead MoreThe Causes Of The Civil War1016 Words   |  5 Pages In 1861, a Civil War broke out in the United States when the South declared their independence from the Union.  There is a great amount of reasons that people can argue how the Civil War was started. However, what most people don’t understand, is that most of the events leading up to the Civil War were related to slavery.  Slavery was the core of the North and South’s conflict, which led to a very vicious feud.   The immediate cause of the war was slavery. Southern states, including the 11 statesRead MoreThe Causes Of The Civil War1409 Words   |  6 PagesThe causes of the Civil War were complex and have been controversial since the country began. Some causes include; states’ rights, economics, and slavery. The most recognizable and popular cause is slavery. The freeing of the slaves was an important moral issue at the time and one of the greatest causes of the civil war. It was only by carefully avoiding the moral issue involved in slavery that Northerners and Southerners could meet on any common ground. (Goldston, 79). 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So, the North did not need slaves for their economyRead MoreCauses Of The Civil War1740 Words   |  7 PagesThe Civil War was not an event that erupted overnight or something that no one had seen coming. It was a result of long stemming conflicts. â€Å"The road to civil war was complex and multi-faceted† (Wells, 1). These conflicts kept creating a divide amongst the states in the nation. The divide finally became so great, that the United States split into the Confederacy (South) and the Union (North), and fighting erupted. â€Å" â€Å"The Civil War,† Randall Jimerson observes, â€Å"became a total war involving the entireRead MoreThe Causes Of The Civil War1238 Words   |à ‚  5 PagesGalindo Mr. Scheet AP U.S History 5 November 2017 Unit 4 Essay The initial causes of the Civil War have been previously discussed and analyzed by historians, but have remained one of the most controversial debates, due to its numerous causes that created the most devastating war in American history. The country had been avoiding the disputes that would later become the causes of the civil war for decades. The Mexican War is proof that the issue of slavery was put on hold by President James K. PolkRead MoreCause of the Civil War1296 Words   |  6 PagesHistory 11 12/17/2006 The root causes and precipitating events that led to the Civil War (1861-1865) The Civil War between northern and southern states was a consequence of contradictions of two social systems inside the country. At the basis of these contradictions was a question of slavery, completely determining economic and political interests of South. North strived to enforce Federal government power to protect their own economic stability. As a result the South wanted a separationRead MoreCauses of the Civil War1489 Words   |  6 PagesThe Causes Of The Civil War The Political War The North and South fought over politics, mainly the idea of slavery. Basically the South wanted and needed it and the North did not want it at all. 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Vegeterianism Essay - 1267 Words

VEGETARINAISM Proteins, vitamins, minerals and fats which are the essential components of human life are efficiently present in fruits, vegetables, grains and legumes. Lynda Dickson stated that, â€Å"The human species did not evolve as carnivores or meat eaters† (37). It is seen that carnivores are anatomically different than those of herbivores. Meat eaters have well developed canine teeth, digestive juice with higher level of hydrochloric acid, long and larger digestive tract with well developed paws to hunt the prey, where as herbivores are physically different from these characteristics. These anatomical differences between herbivores and carnivores suggest that humans are created as non meat eaters. Vegetarian foods, which are eco†¦show more content†¦These compounds are very harmful to both terrestrial and marine ecosystem. To feed the animals which are farmed for meat production, about 260 million acres of the US forest have been cleared. Certainly, this de struction of forest has brought drought causing a severe problems to local communities. In the article â€Å"Animals Deserve Absolute Protection Today and Tomorrow†, Gary Yourofsky mentioned that production of meat and eggs require a large amount of fossils fuels that produce a large amount of green houses gases. Carbondioxide and carbon mono oxide produced by burning of fossil fuels plus methane and nitrous oxide gases from animal farms constitutes about 18 percent of entire global warming problem. With the practice of vegetarianism, environmental destruction can be controlled significantly. Vegetarian diets are healthy diets Vegetarian foods are healthy foods. Vegetarian foods have high fibers, low-saturated-fat, little or no cholesterol which reduce the risk of heart diseases, cancer, gastroesophagel reflux disease (GERD) and kidney stone. On the other hand, consumption of meat increases the risk of all these diseases. In â€Å" Reasons Why I’M A Vegetarian†, Pamela Rice explained why meat eaters are in a high risk of heart diseases, cancer, digestive diseases and kidney stones. Consumption of meat ingests high level of fat and cholesterol into the human body which get accumulated in heart causing cardio vascular diseases. Animal fat is not good forShow MoreRelatedGandhi, The Most Popular And Influential Figures Of The World1584 Words   |  7 Pagesenjoyed his new way of eating for a year, but realizes that lying to his parents is far worse than nourishing himself with meat (Gandhi An Autobiography, 30). In the future, he never consumed meat because he respected his parents, religion and vegeterianism. Later on in life, he visits the Kali temple and disagrees with the killing of animals during a sacrifice. This belief does relate to his opposition of not consuming meat since Gandhi claims, â€Å"To my mind the life of a lamb is no less precious thanRead MoreHow Food Security And Hunger Are Huge Issues3133 Words   |  13 Pagesyou think of that. According to studies, milk does not help us to grow after a certain age. It is only required during the infant stage and the milk suggested would be human breast milk. My mother has been a Jain vegeterian for 10 years. Jain vegeterianism is completely vegetarian which excludes strong flavorful taste like garlic and onions. For every dish she eats, I am confident enough to say that she is healthier than any one of us at home who eats meat. She has found a variety of supplements

Voluntary turnover Free Essays

string(175) " on costs that employees associate with go forthing the organisation ; and normative committedness refers to employees ‘ feelings of duty to stay with the organisation\." Chapter NO.1 Introduction Background 1.01 Employee turnover is a much-studied phenomenon. We will write a custom essay sample on Voluntary turnover or any similar topic only for you Order Now There is a huge literature on the causes of voluntary employee turnover dating back to the fiftiess. 1.02 Voluntary turnover is a major job for many organisations in many Asiatic states ( Barnett, 1995 ; Chang, 1996 ; Syrett, 1994 ) . Employee turnover is giving insomniac darks to human resource directors in many states in Asia ( Naresh Khatri ) . Organizations are passing tonss of money to cut down employee turnover. Employee turnover is besides one of the issues faced by many organisations in Pakistan. Aim of the Research Study 1.03 The aim of the survey is to cognize the factors of employee turnover, why employee quit the occupations and leave the organisations and which factor influence the most while go forthing the organisation. 1.04 The aim of the survey is to cognize the factors, which influence the most in employee turnover in, name centre industry in Pakistan. Problem statement 1.05 What are the factors of employee turnover in the organisations? Research Questions a ) What are the grounds ; employees quit their occupations and leave the organisations? B ) What is the function of the factors ( options, purpose to discontinue, occupation satisfaction, organisational committedness, rewards and conditions, employee features, preparation and development and influence of colleagues ) in employee turnover? degree Celsius ) Which factors cause the most in the employee turnover? Rational Of the Study 1.06 The intent of the research survey â€Å"Factors of employee turnover† is to assist out the directors to calculate out the factors of employee turnover in the organisations. So that the directors easy can happen, why employee is go forthing the organisation? Harmonizing to the consequences they can do the programs to cut down the employee turnover in the organisations. Definitions of the Footings 1.07 â€Å"Employee turnover is defined as, the ratio of figure of workers that had to be replaced in a given clip period to the mean figure of workers† . Chapter NO 2 Literature Review 2.1 Over clip there have been a figure of factors that appear to be systematically linked to turnover. An early reappraisal article of surveies on turnover by Mobley ( 1979 ) revealed that age, term of office, overall satisfaction, occupation content, purposes to stay on the occupation, and committedness were all negatively related to turnover ( i.e. the higher the variable, the lower the turnover ) . In 1995, a meta-analysis of some 800-turnover surveies was conducted by Hom and Griffith, which was late updated ( Griffith, 2000 ) . Their analysis confirmed some well-established findings on the causes of turnover. These include: occupation satisfaction, organisational committedness, comparing of options and purpose to discontinue. 2.2 The top factor cited in most surveies is low compensation and unequal benefits. Lack of grasp and feeling that the employer values the employees ‘ parts besides ranks high on the list of grounds for employee turnover. Another lending factor to employee turnover is hapless direction. This includes such factors as hapless communicating from leading, deficiency of preparation, excessively much alteration, deficiency of resources necessary to make the occupation, deficiency of acknowledgment that an employee is dissatisfied with calling development chances, torment, take downing behaviour, and a deficiency of flexibleness toward employees. Lifestyle alterations, such as the transportation of a partner, birth of a kid, or the demand for a shorter commute will besides do employee turnover. ( Kathleen Goolsby ) 2.3 Some variables and factors are examined and discussed in more item below. Comparison of Options 2.4 The comparing of options is a factor that plays a function in employee turnover. The relationship between options and turnover on an single degree has been researched widely since March A ; Simon ‘s 1958 seminal work on easiness of motion. 2.5 Much of the subsequent research focused on the nexus between occupation satisfaction, perceived alternate chances and turnover. Subsequently, research workers began to concentrate on the function of both existent and sensed chances in explicating single turnover determinations. 2.6 Subsequent research has indicated that existent options are a better forecaster of single turnover than sensed chances. Research on the impact of unemployment rates as a placeholder for existent chances in employee turnover revealed that unemployment rates affected the job-satisfaction/turnover purpose relationship but non existent turnover ( Kirschenbaum A ; Mano-Negrin, 1999 ) . They concluded that macro degree analysis predicted turnover forms but perceptual experiences of chances did non. This point was reinforced in their survey on medical centres in assorted locations used steps of perceived and nonsubjective chances in internal and external labour markets. The writers concluded that aims chances were a better set of accounts of existent turnover behaviour than either sensed internal or external labour market chances. 2.7 Nevertheless, while existent options appear to be a better forecaster of turnover, there is besides well-established grounds of the nexus between perceived options and existent turnover. In their most recent meta-analysis, Griffith ( 2000 ) confirmed that perceived options modestly predict turnover. Purposes to Discontinue 2.8 Intension to discontinue is one of the factors that play a function in employee turnover. Mobley ( 1979 ) noted that the relationship between purposes and turnover is consistent and by and large stronger than the satisfaction-turnover relationship, although it still accounted for less than a one-fourth of the variableness in turnover. Much of the research on sensed chances has been found to be associated with purposes to go forth but non existent turnover ( Kirschenbaum A ; Mano-Negrin, 1999 ) . Organizational Committedness 2.9 Many surveies have reported a important association between organisational committedness and turnover purposes ( Lum, 1998 ) . Tang ‘s ( 2000 ) survey confirmed the nexus between committedness and existent turnover and Griffith ‘s ( 2000 ) analysis showed that organisational committedness was a better forecaster of turnover than overall occupation satisfaction. 2.10 Research workers have established that there are different types of organisational committedness. Allen A ; Meyer ( 1990 ) investigated the nature of the nexus between turnover and the three constituents of attitudinal committedness: affectional committedness refers to employees ‘ emotional fond regard to, designation with and engagement in the organisation ; continuation committedness refers to commitment base on costs that employees associate with go forthing the organisation ; and normative committedness refers to employees ‘ feelings of duty to stay with the organisation. You read "Voluntary turnover" in category "Essay examples" Simply, employees with strong affectional committedness stay with an organisation because they want, those with strong continuation committedness stay because they need to, and those with strong normative committedness stay because they feel they ought to. Allen and Meyer ‘s survey indicated that all three constituents of committe dness were a negative index of turnover. In general, most research has found affectional committedness to be the most decisive variable linked to turnover. Job Satisfaction 2.11 The relationship between satisfaction and turnover has been systematically found in many turnover surveies ( Lum, 1998 ) . Mobley 1979 indicated that overall occupation satisfaction is negatively linked to turnover but explained small of the variableness in turnover. Griffith ( 2000 ) found that overall occupation satisfaction modestly predicted turnover. In a recent New Zealand survey, Boxall ( 2003 ) found the chief ground by far for people go forthing their employer was for more interesting work elsewhere. It is by and large accepted that the consequence of occupation satisfaction on turnover is less than that of organisational committedness. Features of Employees 2.12 Despite a wealth of research, there look to be few features that meaningfully predict turnover, the exclusions being age and term of office. Age is found to be negatively related to turnover ( i.e. the older a individual, the less likely they are to go forth an organisation ) . However, age entirely explains small of the variableness in turnover and as age is linked to many other factors, entirely it contributes small to the apprehension of turnover behaviour. 2.13 Tenure is besides negatively related to turnover ( the longer a individual is with an organisation, the more likely they are to remain ) . Mangione in Mobley concluded that length of service is one of the best individual forecasters of turnover. ; Griffith besides found that age and term of office have a negative relationship to turnover. 2.14 There is small grounds of a individual ‘s sex being linked to turnover. Griffith ‘s 2000 meta-analysis re-examined assorted personal features that may be linked to turnover. They concluded that there were no differences between the quit rates of work forces and adult females. They besides cited grounds that gender moderates the age-turnover relationship ( i.e. adult females are more likely to stay in their occupation the older they get, than make work forces ) . They besides found no nexus between intelligence and turnover, and none between race and turnover. Wagess and Conditionss 2.15 Wagess and conditions is one of the variables of the employee turnover. Mobley ( 1979 ) concluded that consequences from surveies on the function of wage in turnover were assorted but that frequently there was no relationship between wage and turnover. Other surveies found no important relationship. 2.16 On the other manus Campion ( 1991 ) cited in Tang suggests that the most of import ground for voluntary turnover is higher wages/career chance. Martin ( 2003 ) investigates the determiners of labour turnover utilizing establishment-level study informations for the UK. Martin indicated that there is an reverse relationship between comparative rewards and turnover ( i.e. constitutions with higher comparative wage had lower turnover ) . Pay and Performance 2.17 Griffith ( 2000 ) noted wage and pay-related variables have a modest consequence on turnover. Their analysis besides included surveies that examined the relationship between wage, a individual ‘s public presentation and turnover. They concluded that when high performing artists are insufficiently rewarded, they leave. They cite findings from Milkovich and Newman ( 1999 ) that where corporate wages plans replace single inducements, their debut may take to higher turnover among high performing artists. Attitudes to Money 2.18 For some persons pay will non be the exclusive standard when people decide to go on within an bing occupation. In the survey of mental wellness professionals, Tang ( 2000 ) examined the relationship between attitudes towards money, intrinsic occupation satisfaction and voluntary turnover. One of the chief findings of this survey is that voluntary turnover is high among employees who value money, irrespective of their intrinsic occupation satisfaction. However, those who do non value money extremely but who have besides have low intrinsic occupation satisfaction tended to hold the lowest existent turnover. Furthermore, employees with high intrinsic occupation satisfaction and who put a low value on money besides had significantly higher turnover than this 2nd group. The research workers besides found that puting a high value of money predicted existent turnover but that backdown knowledges ( i.e. believing about go forthing ) did non. Training and Career Development 2.19 Martin ( 2003 ) detected a complex relationship between turnover and preparation. He suggested that constitutions that enhance the accomplishments of bing workers have lower turnover rates. However, turnover is higher when workers are trained to be multi-skilled, which may connote that this type of preparation enhances the chances of workers to happen work elsewhere. The literature on the nexus between lower turnover and preparation has found that off-the-job preparation is associated with higher turnover presumptively because this type of developing imparts more general accomplishments ( Martin, 2003 ) . Consequence of Vocational Training 2.20 In a survey analyzing the consequence of apprenticeships on male school departers in the UK, Booth and Satchel ( 1994 ) found that completed apprenticeships reduced voluntary job-to-job, voluntary job-to-unemployment and nonvoluntary occupation expiration rates. In contrast, uncomplete apprenticeships tended to increase the issue rate to these finishs relative to those who did non have any preparation. Winkelmann ( 1996 ) reported that in Germany apprenticeships and all other types of vocational preparation cut down labour mobility in malice of the fact that the German apprenticeship preparation is intended to supply general and therefore more movable preparation. Career Commitment 2.21 Chang ( 1999 ) examined the relationship between calling committedness, organisational committedness and turnover purpose among Korean research workers and found that the function of calling committedness was stronger in foretelling turnover purposes. When persons are committed to the organisation they are less willing to go forth the company. This was found to be stronger for those extremely committed to their callings. The writer besides found that employees with low calling and organisational committedness had the highest turnover purposes because they did non care either about the company or their current callings. 2.22 Persons with high calling committedness and low organisational committedness besides tend to go forth because they do non believe that the organisation can fulfill their calling demands or ends. This is consistent with old research that high calling committers consider go forthing the company if development chances are non provided by the organisation. However, this group is non disposed to go forth and is likely to lend to the company if their organisational committedness is increased. Chang found that persons become affectively committed to the organisation when they perceive that the organisation is prosecuting internal publicity chances, supplying proper preparation and that supervisors do a good occupation in supplying information and advice about callings. Influence of Colleagues 2.23 A 2002 survey by Kirshenbaum and Weisberg of 477 employees in 15 houses examined employees ‘ occupation finish picks as portion of the turnover procedure. One of their chief findings was that colleagues ‘ purposes have a major important impact on all finish options – the more positive the perceptual experience of their colleagues desire to go forth, the more employees themselves wanted to go forth. Chapter NO 3 Method Research Procedure 3.01 The research is a descriptive survey. A descriptive survey can be defined as, â€Å"A survey that focuses on a peculiar state of affairs or set of state of affairss, studies on of import facets observed, and efforts to find the interrelatednesss among them.† 3.02 The end of the descriptive research survey is to offer to researcher a profile or to depict relevant facets of the phenomena of involvement from an person, organisational, industry- oriented, or the other prospective. ( Uma Sekran ) 3.03 The intent of the research survey â€Å"Factors of employee turnover† is to assist out the directors to calculate out the factors of employee turnover in the organisations. So that the directors easy can happen, why employee is go forthing the organisation? Harmonizing to the consequences they can do the programs to cut down the employee turnover in the organisations. Sampling 3.04 The sample for the research is taken through the random sampling. The type of sampling is cluster trying. In this type of trying I have chosen 100 employees as a sample to make full out the questionnaire. These employees are from different sections and their places in the sections are besides different. The sample of the employees consists of top degree directors, in-between degree directors and non directors. Data Collection Secondary Datas 3.05 Secondary informations is collected from the diaries, newspapers, and publications and pervious research surveies. Most of the information is taken from the old research documents on employee turnover, which are available on the Internet libraries. Primary Data 3.06 For the primary informations, I have designed a questionnaire harmonizing to factors described above in the literature reappraisal. The questionnaire is filled by 100 employees from different organisations. The employees are from top degree direction, middle flat direction and no managerial degree. Datas Analysis 3.07 Each inquiry is analyzed by utilizing informations tabular matter method ; tabular matter consists merely numbering the figure of instances that fall in to assorted classs. Tabulation Frequency Distribution 3.08 Frequency distribution is method to reason the questionnaires, frequence distribution method merely reports the figure of responses that each inquiry received and is the simplest manner of discouraging the empirical distribution of the variable. A frequence distribution organizes informations in to categories or group of values and shows the figure of observations. 3.09 The presentation of tabular matter frequence distribution is done by column charts, saloon charts and pie charts etc. Chapter NO 4 Consequences and Discussion What is your gender? Table 1 Gender Frequency Percentage Valid Percentage Cumulative % Male 75 75 75 75.00 Female 25 25 25 100.00 Entire 100 100 100 Pie Chart 1 4.1 This tabular array shows that the sample of 100 questionnaires was distributed indiscriminately among male and female employees. In which we observed that 75 % were male pupils and 35 % were female employees. What is your age? Table 2 Age Frequency Percentage Valid Percentage Cumulative % 20-24 24 24 24 24.00 25-29 31 31 31 55.00 30-34 21 21 21 76.00 35-39 13 13 13 89.00 40-44 6 6 6 95.00 45-Above 5 5 5 100.00 100 100 % 100 % Pie Chart 2 4.2 The above tabular array shows that questionnaires were divided into six different age groups i.e. from 20-24, 25-29, 30-34, 35-39, 40-44 amp ; 45-Above. Out of this 31 % employees were aged from 25-29. 24 % were aged from 20-24. 21 % were form 30-34. 13 % were from 35-39. 6 % from 40-44 % , A ; 5 % from 45-above. What is your section? Table 3 Department Frequency Percentage Valid Percentage Cumulative % Administration 11 11 11 11.00 Selling 15 15 15 26.00 Operationss 7 7 7 33.00 Customer Servicess 31 31 31 64.00 Finance 10 10 10 74.00 Human Resource 17 17 17 91.00 Technical 9 9 9 100.00 Entire 100 100 100 Pie Chart 3 4.3 The above tabular array shows that the questionnaire was divided in six different sections ‘ i.e. disposal, selling, operations, client services, human resource and proficient. Out of this 31 % employees are from client services, 17 % from human resource, 15 % from selling, 11 % disposal, 10 % from finance, and 9 % are from proficient sections. What is your place in the occupation? Table 4 Position Frequency Percentage Valid Percentage Cumulative % Top direction 14 14 14 14.00 Middle direction 21 21 21 35.00 Supervisor 34 34 34 69.00 other 31 31 31 100.00 Entire 100 100 100 Pie Chart 4 4.4 This above tabular array shows that the questionnaire divided in the employees of top direction, in-between direction, supervisors, and other degree of employees. Out of this 34 % employees are from supervisory degree, 31 % are from other degrees, 21 % employees are from in-between degree direction, A ; 14 % are from top direction. What is your monthly wage? Table 5 Salary Frequency Percentage Valid Percentage Cumulative % Below 15000 17 17 17 17.00 Between 15001-20000 27 27 27 44.00 Between 20001-25000 21 21 21 65.00 Between 25001-30000 15 15 15 80.00 Between 30001-35000 14 14 14 84.00 Between 35001-above 6 6 6 100.00 Entire 100 100 100 Pie Chart 5 4.5 This above tabular array shows that the questionnaire was divided to the employees in six different wages ranges i.e. Below 15000, between 5001-20000, between 20001-25000, between 25001-30000, between 30001-35000, A ; between 35001-above. Out of this 27 % employees are acquiring the salary between 15001-20000,21 % acquiring the salary between 20001-25000, 17 % acquiring the salary below 15000,15 % are acquiring the salary between 25001-30000,14 % are acquiring the salary between 30001-35000, A ; 6 % are acquiring the salary 35001-above. For how long do you work for the organisation? Table 6 Time period Frequency Percentage Valid Percentage Cumulative % Less than 3 months 5 5 5 5.00 Between 3-6 months 27 27 27 32.00 Between 6-12 months 21 21 21 53.00 Between 1-2 old ages 15 15 15 68.00 Between 2-4 old ages 17 17 17 85.00 More than 4 old ages 15 15 15 100.00 100 100 100 Pie Chart 6 4.6 This above tabular array shows that the questionnaire divided in to employees are from six different classs i.e. less than 3 months, between 3-6 months, between 6-12 months, between 1-2 old ages, between 2-4 old ages, More than 4 old ages. Out of this, 21 % employees are working for between 6-12 months, 27 % are working for between 3-6 months, 17 % are working for between 2-4 old ages, 15 % are working for between 2-4 twelvemonth ‘s A ; More than 4 old ages. 5 % are working for less than 3 months. Rate the following about your occupation satisfaction. My occupation means a batch more to me than merely money. Table 7 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 26 26 26 26.00 Disagree 19 19 19 45.00 Neither Agree nor Disagree 7 7 7 52.00 Agree 30 30 30 82.00 Strongly Agree 18 18 18 100.00 Entire 100 100 100 Pie Chart 7 4.7 This above tabular array shows that 26 % employees are strongly disagree that their occupation means a batch to them than merely money. 30 % disagree, 7 % neither disagree nor agree, 30 % are agree, A ; 18 % are strongly agree that their occupation means a batch to them than merely money. The major satisfaction in my life comes from my occupation Table 8 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 24 24 24 24.00 Disagree 16 16 16 40.00 Neither Agree nor Disagree 9 9 9 49.00 Agree 34 34 34 83.00 Strongly Agree 17 17 17 100.00 Entire 100 100 100 Pie Chart 8 4.8 This above tabular array shows that 24 % employees are strongly disagree that the major satisfaction in their life comes from their occupations. 16 % disagree, 9 % neither agree nor disagree, 34 % are agree, A ; 175 are strongly agree that the major satisfaction in their life comes from their occupations I am truly interested in my work. Table 9 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 37 37 37 37.00 Disagree 23 23 23 60.00 Neither Agree nor Disagree 0 0 0 60.00 Agree 19 19 19 79.00 Strongly Agree 21 21 21 100.00 Entire 100 100 100 Pie Chart 9 4.9 This above tabular array shows that 37 % employees are strongly disagree that they are interested in their work. 23 % employees disagree. 21 % employees agree, A ; 19 % employees strongly agree that that they are interested in their work. How much satisfied are you with the calling development in the organisation I am committed with my calling instead than the organisation. Table 10 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 19 19 19 19.00 Disagree 14 14 14 33.00 Neither Agree nor Disagree 37 37 37 70.00 Agree 17 17 17 87.00 Strongly Agree 13 13 13 100.00 Entire 100 100 100 Pie Chart 10 4.10 This above tabular array shows that 19 % employees strongly disagree that they are committed with the calling more that the organisation. 14 % employees disagree, 37 % employees neither agree nor disagree, 17 % employees agree, A ; 13 % employees strongly agree that they are committed with the calling more that the organisation. I have tonss of chances of calling development in the organisation. Table 11 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 27 27 27 27.00 Disagree 21 21 21 48.00 Neither Agree nor Disagree 17 17 17 65.00 Agree 22 22 22 87.00 Strongly Agree 13 13 13 100.00 Entire 100 100 100 Pie Chart 11 4.11 This above tabular array shows that 27 % employees strongly disagree that they have tonss of chances of calling development in the organisation. 21 % employees disagree, 17 % neither agree nor disagree, 22 % agree, A ; 27 % strongly agree that that they have tonss of chances of calling development in the organisation. I am satisfied with calling development in the organisation Table 12 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 27 27 27 27.00 Disagree 26 26 26 53.00 Neither Agree nor Disagree 7 7 7 60.00 Agree 23 23 23 83.00 Strongly Agree 17 17 17 100.00 Entire 100 100 100 Pie Chart 12 4.12 This above tabular array shows that 26 % employees strongly disagree that they are satisfied with calling development in the organisation. 17 % employees disagree, 7 % employees neither agree nor disagree, 23 % employees agree, A ; 27 % employees strongly agree that they are satisfied with calling development in the organisation. Rate your committedness with the organisation I am committed with my organisation Table 13 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 13 13 13 13.00 Disagree 10 10 10 23.00 Neither Agree nor Disagree 37 37 37 60.00 Agree 19 19 19 79.00 Strongly Agree 21 21 21 100.00 Entire 100 100 100 Pie Chart 13 4.13 This above tabular array shows that 13 % employees strongly disagree that they are committed with their organisation. 10 % employees disagree, 37 % employees neither agree nor disagree, 19 % employees agree, A ; 21 % employees are strongly agree that they are committed with their organisation I value my organisation more than my occupation Table 14 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 16 16 16 16.00 Disagree 20 20 20 36.00 Neither Agree nor Disagree 13 13 13 49.00 Agree 30 30 30 79.00 Strongly Agree 21 21 21 100.00 Entire 100 100 100 Pie Chart 14 4.14 This above tabular array shows that 16 % employees strongly disagree that they value their organisation more than their occupation. 20 % employees disagree, 13 % employees neither agree nor disagree, 30 % employees agree, A ; 21 % employees strongly agree that they value their organisation more than their occupation. I value organisation more than rewards paid by the organisation Table 15 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 10 10 10 10.00 Disagree 13 13 13 23.00 Neither Agree nor Disagree 35 35 35 58.00 Agree 25 25 25 83.00 Strongly Agree 17 17 17 100.00 Entire 100 100 100 Pie Chart 15 4.15 This above tabular array shows that 10 % employees strongly disagree that they value the rewards paid by the organisation. 13 % employees disagree, 35 % employees neither agree nor disagree, 25 % employees agree, A ; 17 % employees agree that they value the rewards paid by the organisation Are you paid harmonizing to your attempts in the organisation? Table 16 Frequency Percentage Valid Percentage Cumulative % More than your attempts 42 42 42 42.00 Equal to your attempts 37 37 37 79.00 Less than your attempts 21 21 21 100.00 Entire 100 100 100 Pie Chart 16 4.16 This above tabular array shows that 42 % employees are paid harmonizing to their attempts in the organisation. 37 % employees are paid equal to their attempts in the organisation, A ; 21 % are paid less than their attempts in the organisation Rate the rewards and benefits, given you by the organisation. I am paid harmonizing to my public presentation. Table 17 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 20 20 20 20.00 Disagree 17 17 17 37.00 Neither Agree nor Disagree 7 7 7 44.00 Agree 25 25 25 69.00 Strongly Agree 31 31 31 100.00 Entire 100 100 100 Pie Chart 17 4.17 This above tabular array shows that 20 % employees strongly disagree that they are paid harmonizing to their public presentation. 17 % employees disagree, 7 % employees neither agree nor disagree, 25 % employees agree, A ; 31 % employees strongly agree that they are paid harmonizing to their public presentation. I value money more than my occupation. Table 18 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 29 29 29 29.00 Disagree 26 26 26 55.00 Neither Agree nor Disagree 6 6 6 61.00 Agree 23 23 23 84.00 Strongly Agree 16 16 16 100.00 Entire 100 100 100 Pie Chart 18 4.18 This above tabular array shows that 29 % employees strongly disagree that they value money more than their occupation. 26 % employees disagree, 65 neither agree nor disagree, 23 % agree, A ; 16 % strongly agree that they value money more than their occupation. I am satisfied wit the benefits given by the organisation Table 19 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 17 17 17 17.00 Disagree 21 21 21 38.00 Neither Agree nor Disagree 9 9 9 47.00 Agree 23 23 23 70.00 Strongly Agree 30 30 30 100.00 Entire 100 100 100 Pie Chart 19 4.19 This tabular array shows that 17 % employees strongly disagree that they are satisfied with the benefits given by the organisation. 21 % employees disagree, 9 % employees neither agree nor disagree, 23 % employees agree, A ; 30 % employees strongly agree that they are satisfied with the benefits given by the organisation. Rate preparation and development in your organisation I am satisfied with the preparation given in the organisation Table 20 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 25 25 25 25.00 Disagree 17 17 17 42.00 Neither Agree nor Disagree 0 0 0 42.00 Agree 21 21 21 63.00 Strongly Agree 37 37 37 100.00 Entire 100 100 100 Pie Chart 20 4.20 This above tabular array shows that 25 % employees strongly disagree that they are satisfied with preparation and development given in the organisation. 17 % employees disagree, 21 % employees agree, A ; 37 % employees agree that they are satisfied with preparation and development given in the organisation. Training dramas of import function in my calling development Table 21 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 23 23 23 23.00 Disagree 13 13 13 36.00 Neither Agree nor Disagree 6 6 6 42.00 Agree 23 23 23 65.00 Strongly Agree 35 35 35 100.00 Entire 100 100 100 Pie Chart 21 4.21 The above tabular array shows that 23 % employees strongly disagree that preparation and development dramas of import function in their calling development. 13 % employees disagree, 6 % neither agree nor disagree, 23 % employees agree, A ; 355 employees strongly agree that preparation and development dramas of import function in their calling development. If you want to discontinue the occupation, which factor influences the most? Table 22 Frequency Percentage Valid Percentage Cumulative % Job satisfaction 12 12 12 12.00 Alternatives/Opportunities 13 13 13 25.00 Wages A ; Benefits 16 16 16 41.00 Career Development 26 26 26 67.00 Organizational committedness 10 10 10 77.00 Training A ; Development 19 19 19 96.00 Influence of coworkers 4 4 4 100.00 Entire 100 100 100 Pie Chart 22 4.22 This above tabular array shows that 34 % employees want to discontinue the occupation because of occupation dissatisfaction. 13 % employees want to discontinue the occupation because of alternatives/opportunities, 16 % employees want to discontinue the occupation because of low rewards A ; benefits, 26 % employees want to discontinue the occupation because they are non satisfied with calling development, 10 % employees want to discontinue the occupation because they are non committed with organisation, 19 % employees want to discontinue the occupation because they are non satisfied with preparation A ; development, A ; 4 % employees want to discontinue the occupation because of influence of coworkers. Chapter NO 5 Decision and Recommendations Decision 5.01 The research based on â€Å"factors of employee turnover† , the research is conducted on call centre industry, for this a sample of 100 questionnaires was developed and divided indiscriminately into the employees to cognize the factors of employee turnover. The respondents were from different age groups, different section, and from different occupation places. 5.02 The questionnaire was divided among the employees, in which 75 % employees were male and 25 % employees were female. Most of employees were the age of 20-34 about 74 % . These employees were from top direction, in-between direction, supervisory degree and others. Most of the employees were from supervisory degree or others i.e. 65 % . 5.03 The employees were asked about the occupation satisfaction, calling development, preparation and development, organisational committedness, rewards A ; benefits and influence of coworkers. 5.04 Through this research it is concluded that the factor, which influences the most in employee turnover is career development. 26 % employees said that they want to discontinue the occupation because of calling development. 19 % employees quit the occupation because of fewer chances of preparation A ; development. 16 % employees wanted to discontinue the occupation because of low rewards A ; benefits. 13 % wanted to discontinue the occupations because they have How to cite Voluntary turnover, Essay examples