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). The time came in which ourRead MoreThe Cause of the Civil War800 Words   |  4 Pages The Cause of the Civil War Generally, it is thought to be the South’s fault for causing the Civil War. Contrary to popular belief, the Civil War was mainly provoked by the North; through using the federal government to overtake the South, removing slavery which would destroy Southern economy, and creating the moral issue of slavery. The North was the primary reason for the start of a war that ripped our country apart. The North had full control over the federal government and used that to suppressRead MoreCivil War Causes1382 Words   |  6 Pages Causes of the Civil War John Brown’s Raid vs. Industrial Revolution John Brown’s Raid was a more influential cause to the civil war than the Industrial Revolution. The Industrial Revolution caused incompability between the North and the South. The North relied on wage laborers with the new machine age economy while the South relied heavily on slaves. 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. The South was going to do anything they could to keep it. This was the issue that overshadowed all others. At this time the labor force in the South had about 4 million slaves. These slaves were very valuable to the slaveholding planter class. They were a huge investment to Southerners and if taken awayRead MoreThe Causes Of Civil War2004 Words   |  9 PagesGà ¶ksel What are the causes of Civil War? Do ethnic determinants play an important role? Why are certain parts of Africa characterized by ethnic conflict while other parts remain relatively calm? The conventional understanding on the causes of civil war especially within African countries, to a considerable degree, has being predominantly characterized to draw its root on ethnic divergences. However, such premise appear extremely difficult to be true, owing to the fact that civil war is a complex action

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

Jeannie Brown and Invasive Group A Streptococcus Essay Example For Students

Jeannie Brown and Invasive Group A Streptococcus Essay our everyday lives bacteria is constantly surrounding us, some of the bacterium that we encounter are beneficial to us but then there are the ones that are severely detrimental to our health. The way that they effect a persons body can differ from person to person. Many of the microscopic foes are very resilient and have a very fast reproduction rate. Not only do they reproduce quickly they sometimes seem to outsmart our immune system and not allow our bodies to fight the infection making it almost impossible to stop them. One thing that a lot if people rely on is the assistance of prescription drugs to get them better but even the drugs are not being effective and we cant stop the pathogens from invading our personal places such as work, home, school, or anywhere. Even though modern medicine is advancing the pathogens could still get the get the best of us. The scary thing is we never know when the next pandemic or epidemic is going to arise. All it needs is some ordinary microbe to swap genes with a deadly germ to produce a super pathogen and it could happen to anyone, anywhere, as it did to Jeannie Brown who is from our neck of the woods. Jeannie Brown was a hard working thirty- two year old woman from Canton North Carolina. She worked two jobs to make ends meet at home for her and her ten year old son. Jeannie was insecure about her recent weight gain and that caused her to get sucked into depression. Not only was she stressed and depressed she also had high blood pressure which she was taking medication for. Jeannie needed a break and she decided that she was going to take one and go to Myrtle Beach with one of her friends for a relaxing three day weekend. After they got settled in at the beach Jeannie changed into her bathing suit and it was then when she noticed an unfamiliar feeling in her neck and behind her left ear. She also said that she felt as if there was a knot in her neck. Jeannie then asked her friend if she noticed anything different. There were no visible signs that would make them come to the conclusion that anything significant was wrong with her. Not overreacting to the situation they came to the c onclusion that Jeannie had probably slept funny the night before, so they continued with there day relaxing on the beach. When Jeannie woke up the next day the pain had not ceased it had become worst. The knot moved to her shoulder and she felt discomfort and pain all over her body. She decided to leave the beach so that she could go home and get some rest and her complaining wouldnt affect the rest of the peoples short vacation. The long drive back from the beach only made her feel worst. She was unaware of what was wrong with her but she hoped that it would just go away. But it did just the opposite of that, when she woke up the next morning her shoulder was swollen, reddish purple all over. She did not want to call the doctor because she could not afford it but she did anyways. When she went to the doctor he told her that she probably pulled a muscle. Not long after this she began vomiting and her shoulder was having spasms. Jeannie still feeling horrible attempted to drive to work, pulling over on the side of the road several times so that she could vomit. When she arrived at her work she looked motionless, drenched and pasty. Her co-workers convinced her to see the doctor again and this time she diagnosed her withdeep sunburn and he gave her an anti-inflammatory to reduce to swelling. The following day the pain she was experiencing was very sever and she was continuing to vomit, she thought she was dying so she called a friend who came over. Jeannie was now very short of breath, her eyes were glassy, a rusty-brown colored blood was spewing from her mouth, her chest was black, her stomach, back and thighs were purple,