A German Retailing Icon Essay Example | Topics and Well Written Essays - 1000 words

A German Retailing Icon - Essay Example These strategies are strongly in line with the company’s goal to provide offerings at lower cost but with high quality standard. The reason why customers should buy the products of Aldi is due to the firm’s success in instilling products into the market at a lower cost but with high quality standard. This is just a way of saying that at a lower cost, Aldi does not compromise the quality of its products. This can be the company’s competitive edge and it adds value to its value particularly for those customers who are after of good quality at a reasonable price. Aldi’s lines of offerings are viewed cheaper but of high quality and this perception has significantly created specific value to particular customers. 2. How are different components of Aldi’s retail strategy aligned with one another? Answer As mentioned in the case, Aldi tries to apply limited assortment for its merchandise and it particularly adheres to principle that the increase of item actually increases expenditure (Aldi: A German Retailing Icon 3). Product pricing for Aldi’s offerings is said to be 20 to 30 percent below those of regular supermarkets (3-4). Its basic design for store and open display adhere to one of its core principles, simplicity at a minimal cost (2). The communication of its products is said to apply minimal ads through its flyers and website (3-4). Its location is particularly located off land which is its own so as to ensure minimizing cost (4). Its service is through fast check out through cash and there is inclusion of entertaining returns at high speed (5). The case of Aldi simply shows that in maintaining overall cost leadership as its competitive strategy, there is a need to actually control the costs that have to be incurred in the operation. It is clear that in order for Aldi t o come up with lower cost but not to sacrifice quality of service and product offering, there is a need to consider minimizing costs that are not actually creating significant impact on product quality. This is how in particular the different components of Aldi’s strategy are aligned with each other. 3. Explain the key internal and external reasons why the company has been so successful over the past decades. Answer Aldi’s success over the past decades is due to its successful entry in the market. Part of this successful entry is its proper aligning of the different components in its retail strategy. As an effect, Aldi is creating competitive strategy which is remarkably in line with overall cost leadership. This in particular has created value not just to the company but to the customers who are after of cheaper products but with high quality. Thus, this enables the company to come up with products that are highly differentiated when it comes to price and quality. The extent of this is the achievement of specific market focus which is a market segment that over time, Aldi is willing to serve with its line of offerings. Over the course of time, this develops customer loyalty as one of Aldi’s external factors for success. This customer loyalty is a sustainable competitive advantage of the company and through this; the company has remarkably gained high buying power which means that it can further demand for low price. In return, this added to the capacity of the company to maintain its competitive edge when it comes to overall cost leadership. As it can be observed, the combined effects of both external and internal factors for Aldi’

Indigenous Tribes of Latin America Essay Example for Free

Indigenous Tribes of Latin America Essay Throughout the world, when new lands were conquered, old customs would be lost. However, in Latin America, a great deal of their indigenous tribes not only survived being conquered, they are still around today. Different regions of Latin America are home to different peoples and many tribes are part of ancient full-fledged kingdoms. Some of these kingdoms are among the most well-known in the world. The Meso-American native peoples make Latin America famous. These peoples include the Aztecs and Mayans. The Aztecs are most famous for their mathematical prowess and their calendars are exceptionally accurate. Meanwhile, the Mayans are known for creating a fully-written language and making amazing advancements in the fields or mathematics, astronomy, art and architecture. Their calendar is also well-known. The development of the Aztec language, or Nahuatl played an important role in their civilization. Pictographs were used to represent their written language. The language, both written and spoken, was important in completing business arrangements and in keeping track of family and cultural histories. The Aztec language was also used to create beautiful poetry used in rituals and ceremonies. Many Aztec customs relied on the use of their language, as did the passing down of their legends and beliefs from one generation to the next. Maya culture developed in three regions in Mesoamerica. By far the most important and most complete urban development occurred in the lowlands in the central region of southern Guatemala. The southernmost Mayan city was Copan in northern Honduras. The other major region of Mayan development was the Yucatan peninsula making up the southern and eastern portions of modern-day Mexico. The principal food of the Mayas was maize and maize production was the central economic activity. The people indigenous to the Caribbean include a few groups. These groups include the Taino people, who live in what is now known as Puerto Rico. The Taino were seafaring people whose largest towns contained around 3,000 people each which were considered immense in those times. The Arawak people of South America began migrating northward along the many scattered islands located between South and North America, an area we now refer to as the Caribbean. For a thousand years their population grew and the people lived in harmony. The people covered all the islands of the Caribbean, the major ones as they are now known: Cuba, Puerto Rico and Hispaniola as well as all the smaller ones: the Bahamas, Bimini, Jamaica etc. Certain groups of island people identified themselves as Lokono, Lucayan, Carib, Ciboney, Arawak, but most islands were primarily inhabited by people who called themselves Taino, which stood for the good people in their language. The different groups intermarried extensively to strengthen ties amongst themselves. They were aware of a Divine presence that they called Yocahu, and to worship and give thanks was a major part of their lives. They had a social order that provided the leaders and guidelines by which they all lived. They hunted, fished, cultivated crops and ate the abundant fruits provided by nature. They were clever and ingenious and had everything they needed to survive. They had beautiful ceremonies that were held at various times birth, death, marriage, harvest, naming and coming of age, to name a few. They had special reverence for the Earth Mother and had respect for all living things knowing that all living things are connected. There was little need for clothing due to the tropic heat, but upon reaching puberty both males and females would wear a small woven loincloth. Puberty was also the time at which they were considered old enough to be married. The population estimates for the Taino people at the height of their culture are as high as 8,000,000. That was in 1492. The Indigenous people of the Andes include many different ethnic groups and were among the first groups discovered by Christopher Columbus who called them â€Å"indios. † However, the most famous tribe in the Andes is the Incan tribe. Their language, Quechua is still in use today. The Incas of Cusco originally represented one of these small and relatively minor ethnic groups, the Quechuas. Gradually, as early as the thirteenth century, they began to expand and incorporate their neighbors. Inca expansion was slow until about the middle of the fifteenth century. The Inca were warriors with a strong and powerful army. Because of the fierceness of their army and their hierarchical organization, they became the largest Native American society. Quechua is the most widely spoken language and was the language of the Inca Empire. Tropical rainforests have long been home to indigenous peoples who have shaped civilizations and cultures based on the environment in which they live. Great civilizations like the Mayas, Incas, and Aztecs developed complex societies and made great contributions to science. Living from nature and lacking the technology to dominate their environment, native peoples have learned to watch their surroundings and understand the intricacies of the rainforest. Over generations these people have learned the importance of living within their environment and have come to rely on the countless renewable benefits that forests can provide. In Peru, it is estimated that there are at least 15 uncontacted tribes living in remote areas of the Peruvian Amazon Rainforest. These include the Tagaeri, Taromenane, uncontacted Matses, Cabellos Largos, Cashibo-Cacataibo, Isconahua, Murunahua, Mashco-Piro, Kugapakori, Nahua, Matsigenka, Mastanahua, Nanti and Yora tribes. Of an estimated 100 uncontacted tribes worldwide, about half of these people living in isolation from the rest of the world are thought to live in Peru and neighboring Brazil. After Brazil, Peru has the largest number of uncontacted tribes and people living in isolation in the world. There are nine principal areas in Peru where indigenous people are thought to be living in isolation. Most of these uncontacted indigenous Amazonians are believed to live in the remote border region of Peru with Brazil. Recently, the Brazilian government released photographic evidence that uncontacted Amazonian natives still exist in the area of the Peruvian border with Brazil. These natives with long hair are called the Cabellos Largos. The Matses tribe has many hunting camps scattered in and around their lands in Peru and Brazil in the Javari River Valley. These hunting camps are only occupied for several months out of the year and usually have huts and cultivated gardens with indigenous crops such as plantains and cassava. Recently, the Matses have reported several encounters of long-haired uncontacted natives who have been harvesting some of the Matses gardens at these isolated hunting camps in the southernmost range of their territory in Peru. None of the males of previously contacted tribes in the Javari Valley sport long hair. In fact, tribes such as the Matses, Matis, Korubos and Marubos are renowned for having very short hair. Hence, the Matses referring to this uncontacted tribe as the Cabellos Largos, or the â€Å"Long-Haired People. † Uncontacted natives, related to the Cashibo-Cacataibo tribe, are thought to live in the area north of Tingo Maria in the foothills of the Andes Mountains. The Cashibo-Cacataibos speak a language in the Pano linguistic family and the word Cashibo means bat. A group of the Cashibo-Cacataibos has chosen to live apart from the outside world by voluntarily isolating themselves. They live in the headwaters of the Aguaytia, Pisqui and San Alejandro Rivers in and around the Cordillera Azul National Park. These indigenous Amazonians are sometimes referred to as the Cacataibos in isolation or the Camanos. Cashibo-Cacataibo natives in isolation know about the outside world and have chosen to live apart from it voluntarily. Many indigenous tribes in South America have survived to this day, and most of their cultures are still intact. Their languages are still spoken and their customs are still practiced and passed down to their children and it’s even easy to find people from these tribes living very close to modern cities. They live without most modern conveniences and annoying hassles like criminal background checks and embrace their roots. ? References: The Aztecs – Introduction to the Aztec Civilization and Cultures. Retrieved on October 3, 2010 from http://www. aztec-indians. com/ The Taino Indians – Native Americans of the Caribbean. Retrieved on October 2, 2010 from http://www. healing-arts. org/spider/tainoindians. htm Baniwa-Curripaco-Wakuenai – History and Cultural Relations. Retrieved on October 3, 2010 from http://www. everyculture. com/South-America/Baniwa-Curripaco-Wakuenai-History-and-Cultural-Relations. html Central and Southern Andes. Retrieved on October 1, 2010 from http://www. metmuseum. org/toah/ht/?period=08 ®ion=sanc#/Overview Minnesota State University. Inca. Retrieved on October 3, 2010 from http://www. mnsu. edu/emuseum/prehistory/latinamerica/south/cultures/inca. html Pantone, Dan James. Welcome to Amazon-Indians. Retrieved on October 4, 2010 from http://www. amazon-indians. org Mariqueo, Reynaldo Calbucura, Jorge. The Mapuche Nation. Retrieved October 2, 2010 http://www. mapuche-nation. org/english/main/feature/m_nation. htm USA People Search. Native Peoples of Latin America. Retrieved October 4, 2010 http://www. usa-people-search. com/content-native-peoples-of-latin-america. aspx.

Voluntary turnover

Voluntary turnover CHAPTER NO.1 Introduction Background 1.01 Employee turnover is a much-studied phenomenon. There is a vast literature on the causes of voluntary employee turnover dating back to the 1950s. 1.02 Voluntary turnover is a major problem for many organizations in many Asian countries (Barnett, 1995; Chang, 1996; Syrett, 1994). Employee turnover is giving sleepless nights to human resource managers in many countries in Asia (Naresh Khatri). Organizations are spending lots of money to reduce employee turnover. Employee turnover is also one of the issues faced by many organizations in Pakistan. Objective of the Research Study 1.03 The objective of the study is to know the factors of employee turnover, why employee quit the jobs and leave the organizations and which factor influence the most while leaving the organization. 1.04 The objective of the study is to know the factors, which influence the most in employee turnover in, call center industry in Pakistan. Problem statement 1.05 What are the factors of employee turnover in the organizations? Research Questions a) What are the reasons; employees quit their jobs and leave the organizations? b) What is the role of the factors (alternatives, intention to quit, job satisfaction, organizational commitment, wages and conditions, employee characteristics, training and development and influence of co-workers) in employee turnover? c) Which factors cause the most in the employee turnover? Rational Of the Study 1.06 The purpose of the research study â€Å"Factors of employee turnover† is to help out the managers to figure out the factors of employee turnover in the organizations. So that the managers easily can find, why employee is leaving the organization? According to the results they can make the plans to reduce the employee turnover in the organizations. Definitions of the Terms 1.07 â€Å"Employee turnover is defined as, the ratio of number of workers that had to be replaced in a given time period to the average number of workers†. CHAPTER NO 2 Literature Review 2.1 Over time there have been a number of factors that appear to be consistently linked to turnover. An early review article of studies on turnover by Mobley (1979) revealed that age, tenure, overall satisfaction, job content, intentions to remain on the job, and commitment 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 studies was conducted by Hom and Griffith, which was recently updated (Griffith, 2000). Their analysis confirmed some well-established findings on the causes of turnover. These include: job satisfaction, organizational commitment, comparison of alternatives and intention to quit. 2.2 The top factor cited in most studies is low compensation and inadequate benefits. Lack of appreciation and feeling that the employer values the employees contributions also ranks high on the list of reasons for employee turnover. Another contributing factor to employee turnover is poor management. This includes such factors as poor communication from leadership, lack of training, too much change, lack of resources necessary to do the job, lack of recognition that an employee is dissatisfied with career development opportunities, harassment, demeaning behavior, and a lack of flexibility toward employees. Lifestyle changes, such as the transfer of a spouse, birth of a child, or the need for a shorter commute will also cause employee turnover. (Kathleen Goolsby) 2.3 Some variables and factors are examined and discussed in more detail below. Comparison of Alternatives 2.4 The comparison of alternatives is a factor that plays a role in employee turnover. The relationship between alternatives and turnover on an individual level has been researched widely since March Simons 1958 seminal work on ease of movement. 2.5 Much of the subsequent research focused on the link between job satisfaction, perceived alternative opportunities and turnover. Later, researchers began to focus on the role of both actual and perceived opportunities in explaining individual turnover decisions. 2.6 Subsequent research has indicated that actual alternatives are a better predictor of individual turnover than perceived opportunities. Research on the impact of unemployment rates as a proxy for actual opportunities in employee turnover revealed that unemployment rates affected the job-satisfaction/turnover intent relationship but not actual turnover (Kirschenbaum Mano-Negrin, 1999). They concluded that macro level analysis predicted turnover patterns but perceptions of opportunities did not. This point was reinforced in their study on medical centers in various locations used measures of perceived and objective opportunities in internal and external labor markets. The authors concluded that objectives opportunities were a better set of explanations of actual turnover behavior than either perceived internal or external labor market opportunities. 2.7 Nevertheless, while actual alternatives appear to be a better predictor of turnover, there is also well-established evidence of the link between perceived alternatives and actual turnover. In their most recent meta-analysis, Griffith (2000) confirmed that perceived alternatives modestly predict turnover. Intentions to Quit 2.8 Intension to quit is one of the factors that play a role in employee turnover. Mobley (1979) noted that the relationship between intentions and turnover is consistent and generally stronger than the satisfaction-turnover relationship, although it still accounted for less than a quarter of the variability in turnover. Much of the research on perceived opportunities has been found to be associated with intentions to leave but not actual turnover (Kirschenbaum Mano-Negrin, 1999). Organizational Commitment 2.9 Many studies have reported a significant association between organizational commitment and turnover intentions (Lum, 1998). Tangs (2000) study confirmed the link between commitment and actual turnover and Griffiths (2000) analysis showed that organizational commitment was a better predictor of turnover than overall job satisfaction. 2.10 Researchers have established that there are different types of organizational commitment. Allen Meyer (1990) investigated the nature of the link between turnover and the three components of attitudinal commitment: affective commitment refers to employees emotional attachment to, identification with and involvement in the organization; continuance commitment refers to commitment base on costs that employees associate with leaving the organization; and normative commitment refers to employees feelings of obligation to remain with the organization. Simply, employees with strong affective commitment stay with an organization because they want, those with strong continuance commitment stay because they need to, and those with strong normative commitment stay because they feel they ought to. Allen and Meyers study indicated that all three components of commitment were a negative indicator of turnover. In general, most research has found affective commitment to be the most decisive va riable linked to turnover. Job Satisfaction 2.11 The relationship between satisfaction and turnover has been consistently found in many turnover studies (Lum, 1998). Mobley 1979 indicated that overall job satisfaction is negatively linked to turnover but explained little of the variability in turnover. Griffith (2000) found that overall job satisfaction modestly predicted turnover. In a recent New Zealand study, Boxall (2003) found the main reason by far for people leaving their employer was for more interesting work elsewhere. It is generally accepted that the effect of job satisfaction on turnover is less than that of organizational commitment. Characteristics of Employees 2.12 Despite a wealth of research, there appear to be few characteristics that meaningfully predict turnover, the exceptions being age and tenure. Age is found to be negatively related to turnover (i.e. the older a person, the less likely they are to leave an organization). However, age alone explains little of the variability in turnover and as age is linked to many other factors, alone it contributes little to the understanding of turnover behavior. 2.13 Tenure is also negatively related to turnover (the longer a person is with an organization, the more likely they are to stay). Mangione in Mobley concluded that length of service is one of the best single predictors of turnover.; Griffith also found that age and tenure have a negative relationship to turnover. 2.14 There is little evidence of a persons sex being linked to turnover. Griffiths 2000 meta-analysis re-examined various personal characteristics that may be linked to turnover. They concluded that there were no differences between the quit rates of men and women. They also cited evidence that gender moderates the age-turnover relationship (i.e. women are more likely to remain in their job the older they get, than do men). They also found no link between intelligence and turnover, and none between race and turnover. Wages and Conditions 2.15 Wages and conditions is one of the variables of the employee turnover. Mobley (1979) concluded that results from studies on the role of pay in turnover were mixed but that often there was no relationship between pay and turnover. Other studies found no significant relationship. 2.16 On the other hand Campion (1991) cited in Tang suggests that the most important reason for voluntary turnover is higher wages/career opportunity. Martin (2003) investigates the determinants of labor turnover using establishment-level survey data for the UK. Martin indicated that there is an inverse relationship between relative wages and turnover (i.e. establishments with higher relative pay had lower turnover). Pay and Performance 2.17 Griffith (2000) noted pay and pay-related variables have a modest effect on turnover. Their analysis also included studies that examined the relationship between pay, a persons performance and turnover. They concluded that when high performers are insufficiently rewarded, they leave. They cite findings from Milkovich and Newman (1999) that where collective reward programs replace individual incentives, their introduction may lead to higher turnover among high performers. Attitudes to Money 2.18 For some individuals pay will not be the sole criterion when people decide to continue within an existing job. In the study of mental health professionals, Tang (2000) examined the relationship between attitudes towards money, intrinsic job satisfaction and voluntary turnover. One of the main findings of this study is that voluntary turnover is high among employees who value money, regardless of their intrinsic job satisfaction. However, those who do not value money highly but who have also have low intrinsic job satisfaction tended to have the lowest actual turnover. Furthermore, employees with high intrinsic job satisfaction and who put a low value on money also had significantly higher turnover than this second group. The researchers also found that placing a high value of money predicted actual turnover but that withdrawal cognitions (i.e. thinking about leaving) did not. Training and Career Development 2.19 Martin (2003) detected a complex relationship between turnover and training. He suggested that establishments that enhance the skills of existing workers have lower turnover rates. However, turnover is higher when workers are trained to be multi-skilled, which may imply that this type of training enhances the prospects of workers to find work elsewhere. The literature on the link between lower turnover and training has found that off-the-job training is associated with higher turnover presumably because this type of training imparts more general skills (Martin, 2003). Effect of Vocational Training 2.20 In a study examining the effect of apprenticeships on male school leavers in the UK, Booth and Satchel (1994) found that completed apprenticeships reduced voluntary job-to-job, voluntary job-to-unemployment and involuntary job termination rates. In contrast, incomplete apprenticeships tended to increase the exit rate to these destinations relative to those who did not receive any training. Winkelmann (1996) reported that in Germany apprenticeships and all other types of vocational training reduce labor mobility in spite of the fact that the German apprenticeship training is intended to provide general and thus more transferable training. Career Commitment 2.21 Chang (1999) examined the relationship between career commitment, organizational commitment and turnover intention among Korean researchers and found that the role of career commitment was stronger in predicting turnover intentions. When individuals are committed to the organization they are less willing to leave the company. This was found to be stronger for those highly committed to their careers. The author also found that employees with low career and organizational commitment had the highest turnover intentions because they did not care either about the company or their current careers. 2.22 Individuals with high career commitment and low organizational commitment also tend to leave because they do not believe that the organization can satisfy their career needs or goals. This is consistent with previous research that high career committers consider leaving the company if development opportunities are not provided by the organization. However, this group is not apt to leave and is likely to contribute to the company if their organizational commitment is increased. Chang found that individuals become affectively committed to the organization when they perceive that the organization is pursuing internal promotion opportunities, providing proper training and that supervisors do a good job in providing information and advice about careers. Influence of Co-Workers 2.23 A 2002 study by Kirshenbaum and Weisberg of 477 employees in 15 firms examined employees job destination choices as part of the turnover process. One of their main findings was that co-workers intentions have a major significant impact on all destination options the more positive the perception of their co-workers desire to leave, the more employees themselves wanted to leave. CHAPTER NO 3 Method Research Procedure 3.01 The research is a descriptive study. A descriptive study can be defined as, â€Å"A study that focuses on a particular situation or set of situations, reports on important aspects observed, and attempts to determine the interrelationships among them.† 3.02 The goal of the descriptive research study is to offer to researcher a profile or to describe relevant aspects of the phenomena of interest from an individual, organizational, industry- oriented, or the other prospective. (Uma Sekran) 3.03 The purpose of the research study â€Å"Factors of employee turnover† is to help out the managers to figure out the factors of employee turnover in the organizations. So that the managers easily can find, why employee is leaving the organization? According to the results they can make the plans to reduce the employee turnover in the organizations. Sampling 3.04 The sample for the research is taken through the random sampling. The type of sampling is cluster sampling. In this type of sampling I have chosen 100 employees as a sample to fill out the questionnaire. These employees are from different departments and their positions in the departments are also different. The sample of the employees consists of top level managers, middle level managers and non managers. Data Collection Secondary Data 3.05 Secondary data is collected from the journals, newspapers, and publications and pervious research studies. Most of the data is taken from the previous research papers on employee turnover, which are available on the Internet libraries. Primary Data 3.06 For the primary data, I have designed a questionnaire according to factors described above in the literature review. The questionnaire is filled by 100 employees from different organizations. The employees are from top level management, middle level management and no managerial level. Data Analysis 3.07 Each question is analyzed by using data tabulation method; tabulation consists simply counting the number of cases that fall in to various categories. Tabulation Frequency Distribution 3.08 Frequency distribution is method to conclude the questionnaires, frequency distribution method simply reports the number of responses that each question received and is the simplest way of deterring the empirical distribution of the variable. A frequency distribution organizes data in to classes or group of values and shows the number of observations. 3.09 The presentation of tabulation frequency distribution is done by column charts, bar charts and pie charts etc. CHAPTER NO 4 Results 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 Total 100 100 100 Pie Chart 1 4.1 This table shows that the sample of 100 questionnaires was distributed randomly among male and female employees. In which we observed that 75% were male students 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 table shows that questionnaires were divided into six different age groups i.e. from 20-24, 25-29, 30-34, 35-39, 40-44 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%, 5% from 45-above. What is your department? Table 3 Department Frequency Percentage Valid Percentage Cumulative % Administration 11 11 11 11.00 Marketing 15 15 15 26.00 Operations 7 7 7 33.00 Customer Services 31 31 31 64.00 Finance 10 10 10 74.00 Human Resource 17 17 17 91.00 Technical 9 9 9 100.00 Total 100 100 100 Pie Chart 3 4.3 The above table shows that the questionnaire was divided in six different departments i.e. administration, marketing, operations, customer services, human resource and technical. Out of this 31% employees are from customer services, 17% from human resource, 15% from marketing, 11% administration, 10% from finance, and 9% are from technical departments. What is your position in the job? Table 4 Position Frequency Percentage Valid Percentage Cumulative % Top management 14 14 14 14.00 Middle management 21 21 21 35.00 Supervisor 34 34 34 69.00 other 31 31 31 100.00 Total 100 100 100 Pie Chart 4 4.4 This above table shows that the questionnaire divided in the employees of top management, middle management, supervisors, and other level of employees. Out of this 34% employees are from supervisory level, 31% are from other levels, 21% employees are from middle level management, 14% are from top management. What is your monthly salary? 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 Total 100 100 100 Pie Chart 5 4.5 This above table shows that the questionnaire was divided to the employees in six different salaries ranges i.e. Below 15000, between 5001-20000, between 20001-25000, between 25001-30000, between 30001-35000, between 35001-above. Out of this 27% employees are getting the salary between 15001-20000,21% getting the salary between 20001-25000, 17% getting the salary below 15000 ,15% are getting the salary between 25001-30000,14% are getting the salary between 30001-35000, 6% are getting the salary 35001-above. For how long do you work for the organization? Table 6 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 years 15 15 15 68.00 Between 2-4 years 17 17 17 85.00 More than 4 years 15 15 15 100.00 100 100 100 Pie Chart 6 4.6 This above table shows that the questionnaire divided in to employees are from six different categories i.e. less than 3 months, between 3-6 months, between 6-12 months, between 1-2 years, between 2-4 years, More than 4 years. 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 years, 15% are working for between 2-4 years More than 4 years. 5% are working for less than 3 months. Rate the following about your job satisfaction. My job means a lot more to me than just money. Table 7 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 26 26 26 26.00 Disagree 19 19 19 45

Platos Republic Essay -- Philosophy Justice Plato Papers

In reading the Republic, there is no reason to search for arguments which show that Platonic justice ('inner justice' or 'psychic harmony') entails ordinary justice. The relationship between inner justice and ordinary justice is of no importance in Plato's Republic. We note that Plato tries to argue from the very first book that the true source of normativity lies in knowledge attained by philosophical reason. What is crucial, then, is the relationship between inner justice and acts which brings about a just polis. I. The Unimportance of Ordinary Justice The issue of the relationship between inner justice and ordinary justice has been the subject of critical discussion since it was famously raised by David Sachs. (1) In this essay, I shall argue that the relationship between inner (or 'Platonic') justice and ordinary justice (conceived as doing acts which Glaucon, Adeimantus and the rest of the gathering consider to be just) was of no importance in Plato's Republic. (2) What was important, rather, was the relationship between inner justice and acts which bring about a just polis. My claim about the unimportance of ordinary justice in relation to inner justice is pre-empted to some degree by Gregory Vlastos and Julia Annas. Vlastos distinguished two senses of ordinary justice:(3) (a) the degenerate morality of those who see it as a path to gratification, and (b) the common morality of those who respect virtue and have a firm disposition to act justly ('justice' as Cephalus possessed, for example). Vlastos rejected any connection between inner justice and ordinary justice in the sense of (a), but assumed that inner justice entailed ordinary justice in the sense of (b) and argued for the connection. However, at least the... ...eligion, New York, 1971. (2)I have used the Jowett translation. (3) Gregory Vlastos, Platonic Studies, Chapter 5: "Justice and Happiness in the Republic", Princeton, 1981 (2nd edition), esp. pp. 135-136. (4)Julia Annas, An Introduction to Plato's Republic, Oxford, 1981, see esp. Chapter 6. (5) There are three different ways of dividing the soul in the Republic: i) the division into reasonable, feeling and appetitive parts; ii) the simile of the line which groups its cognitive capacities into understanding and reasoning on the one hand, and belief and imagination on the other; iii) the division in Book X between the knowing part and the perceptive part. The divisions of the line correspond to the divisions in Book X. In Book III, the feelings and appetites are contrasted with reason, so they naturally rely on perception and imagination and not on knowledge.

Advanta India Limited Expanding International Presence Via Extensive Research and Development

ADVANTA INDIA LIMITED 1  © This is a licensed product of Ken Research and should not be copied T ABLE OF CONTENTS 1. Executive Summary: Advanta India Limited 2. Advanta India Limited Business Overview Introduction Expertise Product 2. 1 2. 2 Major Investments in the Company Evolution 2. 3 Ownership Structure 2. 4 3. Corporate Timeline Advanta India Limited Organisational Structure Advanta India Limited Products Portfolio 3. 1 3. 2 Field Crops 3. 3 4. Oil Seeds Vegetable Crops Advanta India Limited Financial and Operational Performance 4. 1 4. 2Advanta India Limited Geographical Revenue Segmentation, FY’2011 and FY’2012 4. 3 5. Valuation Analysis and Financial Summary DCF (Discounted Cash Flow) Valuationa and Upside Potential Advanta India Limited Annotated Stock Chart and Analyst Recommendations 5. 1. Advanta India Limited Annotated Stock Price Performance 5. 2. Analyst Recommendations Expected Bullish Stock Performance Buy Recommendation in Long term Expectation of E arning Growth 6. SWOT Analysis Strengths 2  © This is a licensed product of Ken Research and should not be copied WeaknessesOpportunities Threats 7. Advanta India Limited Key Professionals 7. 1. Board of Directors Profile 7. 2. Management Profile 8. Macro Analysis of Seed Industry 8. 1. Indian Hybrid Seed Industry Overview and Size, FY’2008- FY’2012 8. 1. 1 Indian Hybrid Seed Industry Segmentation, FY’2012 8. 1. 2 Market Share of Major Players in the Indian Hybrid Seed Market, FY’2012 8. 2 Australian Seed Industry Market Size, FY’2008-FY’2012 8. 3 Argentina Seed Industry Market Size, FY’2008-FY’-2012 9 Competitive Analysis 9. 1 By Products Offered/Revenue/Business Strategy 9. 2By Financial Performance (Topline/ Enterprise Value/ Multiples) 9. 3 A Relative Valuation Analysis of Indian Seed Industry 10. Advanta India Limied Management Outlook and Future Projection 10. 1. Advanta India Limited Future Projections 10. 2. Advanta I ndia Limited Company Financials Future Projections 10. 3. Advanta India Limited Ratio Analysis 11. Appendix 11. 1. Market Definitions 11. 2. Abbreviations 11. 3. Research Methodology Data Collection Methods Approach Non-linear Factor Based Regression Model 3  © This is a licensed product of Ken Research and should not be copied 1. 4. Disclaimer 4  © This is a licensed product of Ken Research and should not be copied L IST OF FIGURES Figure 1: Advanta India Limited Corporate Timeline 1994-2012 Figure 2: Advanta India Limited Ownership Structure in Percentage as on 31st December 2012 Figure 3: Advanta India Limited Organizational Structure Figure 4: Advanta India Limited Product Portfolio Figure 5: Advanta India Limited Annotated Stock Price Performance on the Basis of Volume Traded and Stock Prices in Thousand Shares and INR per Share, 29th February 2012-1st March 2013Figure 6: India Hybrid Seed Industry Market Size and Contribution in the Overall Indian Seed Market on the Basis of Revenue in INR Crore and Percentage, FY’2008-FY’2012 Figure 7: India Hybrid Seed Industry Segmentation on the Basis of Contribution in the Overall Hybrid Seed Industry in Percentage, FY’2012 Figure 8: Market Share of Major Players in Indian Hybrid Seed Market on the Basis of Contribution by Revenue in Percentage, FY’2012 Figure 9: Australia Seed Industry Market Size on the Basis of the Revenue in INR crore, FY’2008-FY’2012Figure 10: Argentina Seed Industry Market Size on the Basis of Revenue in INR Crore, FY’2008-FY’2012 Figure 11: Advanta India Limited Future Projections on the Basis of Revenue, EBITDA Margin and Net Profit Margin in INR Crore and Percentage, 2013-2017 Figure 12: Non-linear Regression Analysis and Scatter Chart Based upon Indian Hybrid Seed Industry Market size, FY’2008-FY’2012 5  © This is a licensed product of Ken Research and should not be copied L IST OF TABLE Table 1: Advanta India Limi ted Financial Summary on the Basis of Revenue, Growth and Net Profit Margin in INR Crore and Percentage, 2008-2012Table 2: Advanta India Limited Major Investments in Company Evaluation on the Basis Deal Stake, Deal Value and Implied Enterprise Value Table 3: Advanta India Limited Ownership Structure on the Basis of Shares Held as on 31st December 2012 Table 4: Advanta India Limited Promoters Stake on the Basis of Number of Shares Held and the Percentage of Shares Held in Shares Outstanding, as on 31st December 2012 Table 5: Advanta India Limited Revenue Segmentation on the Basis of Contribution by Products in the Overall Revenue, in FY’2011-FY’2012Table 6: Advanta India Limited Recent Developments in Oil Seeds Table 7: Advanta India Limited Recent Developments in Field Crops Table 8: Advanta India Limited Recent Developments in Vegetable Crops Table 9: Advanta India Limited Financial Performance on the Basis of Revenue, EBITDA Margin and Net Profit Margin in INR Crore, and Percentage, 2008-2012 Table 10: Advanta India Limited Valuation Analysis on the Basis of Market Capitalization, Net Debt and Enterprise Value in INR Crore and Units as on 1st March 2013 Table 11: Advanta India Limited Valuation Multiples on the Basis of Revenue, EBITDA and Net Profit Multiples, 2008 -2012Table 12: Advanta India Limited Revenue Segmentation on the Basis of Geographical Contribution in Overall Revenue in Percentage, FY’2011-FY’2012 Table 13: Advanta India Limited Discounted Cash Flow Valuation on the Basis of Weighted Average Cost to Capital, Present Value of Company Valuation and Target Share Price Table 14: Advanta India Limited Sensitivity Analysis of Discounted Cash Flow Analysis, Perpetuity Growth Rate and Weighted Average Cost of Capital on the Basis of Perpetuity Growth Rate Method in INR Crore and in PercentageTable 15: Advanta India Limited Board of Directors Table 16: Advanta India Limited Management Profile Table 17: Company Comparables o n the basis of Products Offered, Revenue and Business Strategies 6  © This is a licensed product of Ken Research and should not be copied Table 18: Company Comparable Analysis on the Basis of Financial Performance in INR Crore and Valuation Multiples as on LTM 31st December 2012 Table 19: Company Comparables on the Basis of Revenue in INR Crore, FY’2008-LTM year ending 31st December 2012Table 20: Relative Valuation Analysis on the Basis of Deal Value, Deal Stake, Implied Enterprise Value and Multiples in INR Crore, Percentage and Multiples Table 21: Advanta India Limited Company Balance Sheet, 2011-2015 Table 22: Advanta India Limited Company Income Statement, 2011-2015 Table 23: Advanta India Limited Company Cash Flow Statement, 2011-2015 Table 24: Advanta India Limited Ratio Analysis on the Basis of Liquidity, Asset Management, Profitability and Leverage Ratios in Multiple and Percentage, 2008-2015 Table 25: Regression Coefficients of the Advanta India Limited Table 26: R egression Intercepts of the Advanta India Limited  © This is a licensed product of Ken Research and should not be copied E XECUTIVE SUMMARY: ADVANTA INDIA LIMITED Recommendation: ~ Date: 1st March 2013 Target Price: INR ~ Advanta India Limited is an agronomic seed company with major operations in India, Australia, Thailand, the US and Argentina. The company is involved in production of hybrid seeds of field crop and vegetable seeds. The company specializes in the production of hybrid sunflower seeds by technical plant breeding and application of bio-technological methods.The company was listed on the Bombay Stock Exchange the National Stock Exchange of India in 2007 and having its registered office in Hyderabad. Key Differentiators ? ? ? ? Competition and Positioning ? Key Developments ? Advanta is dominant player in the Thailand corn market Dominates the international sorghum market The company has 16 subsidiaries all over the world representing its global presence First Indian m ultinational seed company Advanta dominates the sunflower seed market in Argentina with ~% market share as of 31st December 2011 ? ? ? ?In 2011 the company established a new research and breeding station in Toulouse, France so as to cater the growing demand of the European markets ? ? ? ? Financial Summary Advanta India Limited Financial Summary on the Basis of Revenue, Growth and Net Profit Margin in INR Crore and Percentage, 2008-2012 Particulars 2008 2009 2010 2011 2012 Revenue Growth% Net Profit% 8  © This is a licensed product of Ken Research and should not be copied C ORPORATE TIMELINE Advanta was established in 1994 as a joint venture between ITC Limited and Zeneca Limited.On 24th January 1994 the company started its production of hybrid seeds from its registered office at Hyderabad. The joint venture was named as ITC Zeneca Limited with the objective of production of hybrid seeds in the Indian seed market. In 1994, the company acquired seed business of Hysun India Limitedà ¢â‚¬ ¦ In 2007, Advanta India Limited came with an IPO of INR ~ crore. The IPO was of ~ equity shares at a price of INR ~ per equity share†¦ Advanta India Limited Corporate Timeline 1994-2012 9  © This is a licensed product of Ken Research and should not be copiedA DVANTA INDIA LIMITED ORGANISATIONAL STRUCTURE The company currently has ~ plants in India, out of which ~ plants are located in Andhra Pradesh and ~ plant in Haryana. Out of 16 subsidiaries across the world Advanta Netherland Holdings BV was the highest profit making subsidiary of Advanta, generating a net profit of INR ~ crore during 2011 and Advanta Holdings BV was the highest loss making subsidiary of INR ~ crore in 2011†¦ Advanta India Limited holds ~ shares that is 100. 0% of Advanta Semillas SAIC and ~ shares of Pacific Seeds Pty. Limited implying 100. % stake in the subsidiary†¦ Advanta India Limited Organizational Structure 10  © This is a licensed product of Ken Research and should not be copie d A DVANTA INDIA LIMITED PRODUCTS PORTFOLIO The company engages in ~ types of hybrid seed products in India and across the globe such as sorghum, corn, cotton, sunflower, mustard, canola and others and for vegetable such as tomato, cauliflower, sweet corn, hot pepper, okra and others. Business cycle of the company is to research and develop, produce and distribute the seeds to farmers through its distributors†¦Advanta India Limited Product Portfolio O IL SEEDS Oil seeds are produced as a source of the production for different types of oil. The oil seed portfolio of the company consists of the three hybrid seeds namely sunflower, canola and Indian mustard. These three products contribute the largest proportion of the company’s revenue†¦ 11  © This is a licensed product of Ken Research and should not be copied The company operates in the Australian canola seed market through its 100. 0% owned subsidiary namely, Pacific Seeds Pty Limited.Pacific Seeds is involved in the production of ~ types of hybrid canola seed variety such as [email  protected], [email  protected], [email  protected], [email  protected] and others. The company has achieved ~ % growth in its global canola business in 2011 y-o-y. The company has a pan India presence in the Indian hybrid mustard market. UPL group in collaboration with state government of Gujarat has entered into a project for the production of coral-432 with the average selling price of seeds INR 22. 5 and average selling price of oil INR 56. 0 under normal conditions.Advanta India Limited Recent Developments in Oil Seeds Countries Recent Developments in Product Portfolio India Mexico A DVANTA INDIA LIMITED FINANCIAL AND O PERATIONAL PERFORMANCE V ALUATION ANALYSIS AND FINANCIAL SUMMARY The company’s revenue has showcased a CAGR growth of 16. 4% from 2008 to 2012. Increase in revenue was due to the expansion of company’s operations in various countries in the last five years by mergers and acquisitions of different companies. Additionally, over the years the company has been spending considerable amount on research and development.These research and development expenditure has produced new and improved products for the company such as PAC 801, PAC 807 and others in hybrid rice seed which had enhanced the company’s revenues. The revenue for 2012 was INR 1073. 0 crore showcasing a growth of 17. 7% by y-o-y†¦ Net profit of the company has increased at a CAGR of ~% from 2008 to 2012†¦ 12  © This is a licensed product of Ken Research and should not be copied The company has been valued at INR ~ crore as on 1st March 2013. The revenue multiple of the company has shown a declining trend.Revenue multiple represents the amount that has to be paid by the investor for purchasing the company’s sales. The revenue multiple has declined at a CAGR of ~% from 2008-2012 showcasing a decline in the value of the company against the company’s sales as the amount of sales has been increasing over the years which implies that the company is now more cheaper to purchase as compare to what it was in 2008†¦ Advanta India Limited Financial Performance on the Basis of Revenue, EBITDA Margin and Net Profit Margin in INR Crore, and Percentage, 2008-2012 Particulars (in INR Crore and Percentage) 008 2009 2010 2011 2012 Revenue y-o-y Growth% EBITDA% Net Profit% Advanta India Limited Valuation Analysis on the Basis of Market Capitalization, Net Debt and Enterprise Value in INR Crore and Units as on 1st March 2013 Particulars (in INR Crore and Units) Share Price* Share Outstanding (in Units) Market Capitalization Net Debt Associates/ Minority Interest Enterprise Value Advanta India Limited Valuation Multiples on the Basis of Revenue, EBITDA and Net Profit Multiples, 2008-2012 Particulars 2008 2009 2010 2011 2012 EV/Revenue EV/ EBITDA EV/Net Profit 13 This is a licensed product of Ken Research and should not be copied D CF (DISCOUNTED CASH F LOW) VALUATIONA AND UPSIDE P OTENTIAL Advanta India Limited Discounted Cash Flow Valuation on the Basis of Weighted Average Cost to Capital, Present Value of Company Valuation and Target Share Price Particulars Value (in INR Crore, Percentage and Units) WACC Revenue CAGR over 2013-17E Present Value of Cash Flow till 2017E Terminal Growth Present Value (PV) of terminal cash flow PV of firm Less: Current Debt Total present value of the Equity Number of Equity Shares Outstanding (in Units)DCF – Target price (INR) Advanta India Limited Sensitivity Analysis of Discounted Cash Flow Analysis, Perpetuity Growth Rate and Weighted Average Cost of Capital on the Basis of Perpetuity Growth Rate Method in INR Crore and in Percentage Particulars (in INR Crore and Percentage) Weighted Average Cost of Capital Perpetuity Growth Rate 14  © This is a licensed product of Ken Research and should not be copied M ACRO ANALYSIS OF SEED INDUSTRY M ARKET SHARE OF MAJOR PLAYERS IN THE INDIAN HYBRID S EED MARKET, FY’2012 The Indian hybrid seed industry is dominated by Nuziveedu Seeds Private Limited.The company has a market share of ~% in the overall Indian hybrid seed industry, followed by Maharashtra Hybrid Corporation (Mahyco) and Vibha Agrotech Limited which have a share of ~% and ~% respectively. As per the historical trend, the revenue of the seed companies has been inclining†¦ For Monsanto India, corn hybrid was the single biggest focus in seed business. Through its Project Golden Rays project the company has signed a public-private partnership with Rajasthan state government for increasing the maize hybrid yields by two folds. The project involves 7. 8 lakh tribal farmers.The company has a share of 4. 4% in the overall hybrid seed market†¦ Market Share of Major Players in Indian Hybrid Seed Market on the Basis of Contribution by Revenue in Percentage, FY’2012 Nuziveedu Seeds Private limited Maharashtra Hybrid Corporation (Mahyco) Monsanto India Li mited (MIL) Rasi Seeds Private Limited Bayer CropScience Ltd. – India Du Pont Pioneer Syngenta India Ltd. Advanta India Limited Others 15  © This is a licensed product of Ken Research and should not be copied A USTRALIAN SEED INDUSTRY MARKET SIZE, FY’2008-FY’2012 Australia is the second largest exporter of canola in the world.Australian seed market has declined at CAGR of ~% from USD ~ million to USD ~ million from FY’2008 to FY’2012. Decline in the Australian seed industry was mainly due to natural disaster in the country which effected the production of seeds. During the early FY’2000, the seeds industry of Australia was at its peak. The seed sales grew by ~% to USD ~ million in FY’2007 from USD ~ million in FY’2005 due to pleasant weather conditions in the country, higher commodity prices and positive market sentiments†¦ Australian government policies had also played a major role in the performance of the seed industr y of the country.Australian government has strict regulations which have restricted the entry of major players in the country. These strict regulations of the government restricted the growth of the industry and debarred the nation from adoption of hybrid seeds which actually have the potential to increase the agricultural productivity with the limited use of resources. Australia Seed Industry Market Size on the Basis of the Revenue in INR crore, FY’2008FY’2012 2,500. 0 INR Crore 2,000. 0 1,500. 0 1,000. 0 500. 0 0. 0 FY'2008 FY'2009 FY'2010 FY'2011FY'2012 16  © This is a licensed product of Ken Research and should not be copied C OMPETITIVE ANALYSIS B Y FINANCIAL PERFORMANCE (TOPLINE/ ENTERPRISE VALUE/ M ULTIPLES) Table: Company Comparable Analysis on the Basis of Financial Performance in INR Crore and Valuation Multiples as on LTM 31st December 2012 (INR Crore, unless Stated) Company Market Cap Last Twelve Months (LTM) Year Ending December 2012 Net Debt Enterprise Value (EV) EV/Revenue EV/EBITDA P/E JK Agri Genetics Limited Advanta Limited India Monsanto Limited India Nath SeedsLimited India Kaveri Seeds Company Limited Mean Median 17  © This is a licensed product of Ken Research and should not be copied Table: Company Comparables on the Basis of Revenue in INR Crore, FY’2008-LTM year ending 31st December 2012 Revenue (in INR Crore) FY’2008 FY’2009 FY’2010 FY’2011 FY’2012 LTM JK Agri Genetics Limited* Advanta India Limited** Monsanto India Limited Kaveri Seeds Company Limited Nath Seeds India Limited A DVANTA INDIA LIMITED FUTURE PROJECTION Advanta India Limited has been focusing the European hybrid seed market.After doing research for over 4 years, the company is planning its first hybrid sunflower seed sale in Romania, Ukraine, Romania and France. Advanta will launce ~ hybrids sunflower seeds products to farmers of these countries under ALTA brand. The ~ hybrids sunflower seeds will generator thei r brand name in future and expected to capture sizable market share in the European seed market. This will lead to an increase in profits of the company in future. The company has recently entered into a genetically modified (GM) corn agreement with Monsanto for two countries namely, Brazil and Philippines.GM corn is developed by adding animal’s DNA into seeds DNA and thus amplifies the utility of the seeds†¦ †¦The company is expected to showcase a revenue growth of CAGR ~% from 2012 to 2017. Additionally, the company is spending substantial amount on research and development of products and these new products will generate positive cash flow in future and will increase the revenue of the company. All these factors will lead to an increase in company’s revenue from INR 1,073. 0 crore in 2012 to ~ crore in 2017. 18  © This is a licensed product of Ken Research and should not be copiedAdvanta India Limited Future Projections on the Basis of Revenue, EBITDA Ma rgin and Net Profit Margin in INR Crore and Percentage, 2013-2017 3,500. 0 16. 0% 3,000. 0 14. 0% INR Crore 10. 0% 2,000. 0 8. 0% 1,500. 0 6. 0% 1,000. 0 in Percentage 12. 0% 2,500. 0 4. 0% 500. 0 2. 0% 0. 0% 0. 0 FY'2013 Revenue FY'2014 FY'2015 EBITDA Margin FY'2016 FY'2017 Net Profit Margin A DVANTA INDIA LIMITED COMPANY FINANCIALS FUTURE P ROJECTIONS Over the years Advanta India Limited has been showing a constant growth in its shareholders’ funds as the company has been constantly generating after tax net profit expect in 2010.Net worth of the company has increased at a CAGR of ~% from 2009-2012, representing increase in profitability margin of the company. The company is expected to follow the same trend in future and anticipated to increase its net worth at CAGR of ~% from 2012-2015. As of now the contribution of outsider’s funds in the total assets of the business is greater than shareholders’ equity but with the increase in profitability the company is e xpected to reverse this scenario and debt to equity ratio will decrease in future†¦ 19 This is a licensed product of Ken Research and should not be copied The company’s cash flow from operation has showcased a positive growth trend in 2011 and 2012. It is anticipated that the cash flow from operation of the company will increase at a CAGR of ~% from 2011-2015 largely due to increase in after tax net profit of the company. In 2015 it is expected that the company will increase its revenue from operations by ~% y-o-y. An average annual growth of ~% is expected in the company’s capital expenditure from 2011-2015 due to commercialization and expansion of business.Overall cash and cash equivalent balance of the company is expected to increase at a CAGR of ~% from 2011-2015†¦ 20  © This is a licensed product of Ken Research and should not be copied D ISCLAIMER The research reports provided by Ken Research are for the personal information of the authorized recipien t and is not for public distribution and should not be reproduced or redistributed without prior permission. You are permitted to print or download extracts from this material for your personal use only. None of this material may be used for any commercial or public use.The information provided in the research documents is from publicly available data and other sources, which are reliable. Efforts are made to try and ensure accuracy of data. With respect to documents available, neither the company nor any of its employees makes any warranty, express or implied, including the warranties of merchantability and fitness for a particular purpose, or assumes any legal liability or responsibility for the accuracy, completeness, or usefulness of any information, apparatus, product, or process disclosed, or represents that its use will not infringe privately owned rights.The report also includes analysis and views expressed by our research team. The research reports are purely for informatio n purposes. The opinions expressed are our current opinions as of the date appearing in the material and may be subject to change from time to time without notice. Investors should not solely rely on the information contained in the research documents and must make investment decisions based on their own investment objectives, risk profile and financial position.The recipients of this material should take their own professional advice before acting on this information. Ken Research will not accept returns of reports once dispatched due to the confidentiality of information provided in our reports. In case, a report qualify for return, we will issue a credit, minus shipping charges, of equal value to the original purchase price, toward a future purchase— no refunds. The decision about whether the product return can be accepted or not is solely at our discretion.Any dispute will be subject to laws of India and exclusive jurisdiction of Indian Courts. No part of this manual or a ny material appearing may be reproduced, stored in or transmitted on any other Web site without written permission of Ken Research and any payments of a specified fee. Requests to republish any material may be sent to us. 21  © This is a licensed product of Ken Research and should not be copied

Free Essays on Handmaids Tale By Attwood

of Aunt Lydia, or more likely, is she silent to create emphasis on the horrific deed? The answer is easily satisfied when the reader finishes the novel. Offred must realize the injustices if she feels compelled to reveal her story on the tapes. She must grasp the importance of conveying the atrocities that were executed during the Gileadian area. Offred is representative of an average women also because she has experienced no great traumas. She isn’t just ambivalent because of her tendencies but because she has been abruptly interjected int... Free Essays on Handmaids Tale By Attwood Free Essays on Handmaids Tale By Attwood The creation of Offred, the passive narrator of Margaret Atwood’s The Handmaid’s Tale, was intentional. The personality of the narrator in this novel is almost as important as the task bestowed upon her. Atwood chooses an average women, appreciative of past times, who lacks imagination and fervor, to contrast the typical feminist, represented in this novel by her mother and her best friend, Moira. Atwood is writing for a specific audience, though through careful examination, it can be determined that the intended audience is actually the mass population. Although particular groups may find The Handmaid’s Tale more enjoyable than others, the purpose of the novel is to enlighten the general population, as opposed to being a source of entertainment. A specific group that may favor this novel is the women activists of the 1960's and 1970's. This group, in which Offred’s mother would be a member, is sensitive to the censorship that women once faced and would sh ow interest to the â€Å"possible future† that could result. Offred is symbolic of â€Å"every woman†. She was conventional in prior times, married with one daughter, a husband and a career. She is ambivalent to many things that may seem horrific to the reader. On page 93, Offred is witness to Janine’s confession of being raped. She doesn’t comment on how the blame is placed on Janine. Is this because Offred has begun to accept the words of Aunt Lydia, or more likely, is she silent to create emphasis on the horrific deed? The answer is easily satisfied when the reader finishes the novel. Offred must realize the injustices if she feels compelled to reveal her story on the tapes. She must grasp the importance of conveying the atrocities that were executed during the Gileadian area. Offred is representative of an average women also because she has experienced no great traumas. She isn’t just ambivalent because of her tendencies but because she has bee n abruptly interjected int...

The Big Business of Dairy Farming Essay Example

The Big Business of Dairy Farming Essay Example The Big Business of Dairy Farming Essay The Big Business of Dairy Farming Essay The Big Business of Dairy Farming : Big Trouble for Cows June 11, 2007 Most people are aware that dairies in the United States bear little resemblance to the idyllic pastures of yesteryear. As with other branches of animal agriculture, such as chicken and egg production, hog farming, and beef production as well as crop growing small, traditional dairy farms have been steadily pushed out of the business by large agribusiness concerns. Since the mid-20th century, the growth of factory farming has led to the transformation of agriculture, forcing small farmers to ? et big or get out.? Small farms cannot compete with big agricultural firms because they cannot achieve the same economies of scale. The American dairy industry annually produces about 20 billion gallons of raw milk, which is processed and sold as butter, cheese, ice cream, and fluid milk. This amounts to about INR 1,739. 31 billion in sales each year. There are between 65,000 and 81,000 U. S. dairies, yet corporate consolidat ion means that about half of the milk sold comes from just under 4 percent of the farms. While the large number of brands and labels on store shelves would seem to indicate a diversity of sources, in reality many of these brands are owned by a handful of large corporations. For example, the countrys largest dairy producer, Dean Foods, owns 40 or so brands, 3 of them representing organic milk. As the number of dairy farms has decreased, the size of those remaining has increased. Between 1991 and 2004, the number of U. S. dairies dropped by almost half, and the number of dairies with 100 or more cows grew by 94 percent. Because big businesses typically seek continuously increasing profits, production must be maximized, almost always at the expense of the cows in one way or another. The cows must be pushed to produce more and more milk. The production of large amounts of milk has called for changes that affect the animal’s health, including the use of drugs, mechanization, and factory-like housing conditions. Most dairy cows are raised in concentrated animal feeding operations (CAFOs); about 10 percent of those are considered large CAFOs, each with more than 700 dairy cattle. One of the keys to higher production and higher profits is to increase the milk yield while raising fewer cows. Between 1950 and 2000, the number of dairy cows in the United States fell by more than half, yet during that same period, the average annual milk yield more than tripled. What made this possible, and how has it affected the welfare of the animals? Frequent pregnancy Cows are like any other mammal in that they produce milk for the nurturing of their young; in order to lactate, a cow must recently have given birth. In her natural state, a cow gives birth after nine months of gestation and nurses her calf for seven months to a year. This is ? wasted? time that a dairy factory farm can ill afford in addition to the fact that the milk is meant to go to market, not to the calf so calves born to dairy cows, whose primary purpose in being born is to induce lactation, are taken away either immediately after birth or within a day or so. This separation causes great distress to the mother, who would normally feed the calf more than a dozen times a day and, like other mammals, forms a strong bond with her young soon after birth. Male calves are killed or sent off to be raised for veal or beef. Females become dairy cows like their mothers; frequent replacement of herd members is necessary because the death rate of dairy cows is very high. Cows natural life expectancy is 20 years or more, but the average dairy cow lives just 3 to 4 years, exhausted by constant lactation and frequent disease. Cows on factory farms give birth once a year as a result of artificial insemination. About two to three months after calving, a cow is once again impregnated, and the cycle begins again. Lactation continues throughout, except for a few weeks break in between its cessation (about eight months or so after calving) and the next time she gives birth. Thus, dairy cows are induced to produce milk for most of the year. High-protein feed and growth hormones Cows naturally eat grass, which is how the bucolic image of dairy herds grazing in pastures became so well recognized. A diet of grass, however, is high-fiber and of low nutritional density and does not result in a high milk yield. The milk produced from this diet would be enough to feed a calf, but it is not enough to satisfy market needs. So modern dairy cows are fed a low-fiber, high-protein diet of grains such as corn and soy along with animal by-products. As ruminants, they have stomachs with four compartments that are made to process high-fiber grass; partially digested food, or cud, is regurgitated to again be chewed and swallowed, a process that occupies cows for up to eight hours a day. The feed given to cows on dairy farms, however, does not lend itself to this process and is thus difficult for them to digest, causing health problems. In addition, the use of high-protein diets because they contain animal protein, including, in the past, tissue from diseased cows has been implicated in the proliferation of mad cow disease. Another tool to increase milk yield is the use of the genetically engineered growth hormone rBGH (recombinant bovine growth hormone). This hormone contributes to an average milk prouction of 100 pounds of milk per cow per day, 10 times as much milk as a calf would need. Maintaining such high production for such an unnatural length of time exhausts the cows bodies and depletes them nutritionally to such a degree that even the nutritionally dense feed cannot compensate. Copious milk production causes cowsbones to become severely deficient in calcium. They thus become prone to fracture, and the result is a sharp increase in the number of ? owned? cows, or ? downers,? a general term for farm and food animals who collapse, unable to stand up again, and must be destroyed. The use of rBGH causes other serious problems, including chronic mastitis (a painful bacterial infection and swelling of the udder), which is related to overproduction of milk. To treat infections and help prevent them, d airy farms routinely administer antibiotics to their cows. Antibiotics and rBGH find their way into the milk that humans drink. It is known that the overuse of antibiotics, including routine preventative use, encourages the development of antibiotic-resistant strains of bacteria. In addition, milk from cows given rBGH shows an increased presence of IGF-1, an insulin-like growth factor, which has been shown to cause cancer in humans. The amount of IGF-1 present in milk produced by cows given rBGH is two to 10 times that in non-rGBH milk. The U. S. Food and Drug Administration, which is responsible for regulating the use of such supplements, not only has allowed the use of rBGH but has also refused to allow the labeling of milk to advise consumers that it contains the hormone. The United States is the only industrialized nation that permits the use of growth hormone in animals used for food. How dairy cows are housed In 2001 more than 75 percent of dairy cows had no access to pasture. Cows in many dairies are housed in a combination of outdoor and indoor facilities, such as sheds, outdoor dirt corrals, and stall barns that may not have access to the open air and where cows may be tied up or otherwise restrained for long periods of time. Cows who are restrained in stalls show signs of stress from social isolation and the inability to lie down; further, they are likely to develop teat and skin injuries, lameness, and susceptibility to a variety of diseases. Over the last few decades, agribusiness dairies have experienced great growth in the southwestern United States, which has a very different climate from the country’s traditional dairy-producing regions, including New England and the Midwest. The Southwest does not have expanses of grassland, and most dairy cattle there are housed in unpaved dirt lots, or drylots. The undeveloped surface of such lots is hard on the cows and causes frequent lameness. Drylots offer inadequate protection from the elements, and heavy rains create layers of mud and manure several inches thick, often making it difficult or impossible for the cows to walk or lie down on a dry surface, which dairy experts recognize as a health requirement for cows. Further, the population density on dirt feedlots tends to be very high. In the southern regions of California, one of the largest dairy-producing states, the average number of cows per dairy was 800 to 1,000 in 2005aâ‚ ¬Ã¢â‚¬ more than three times higher than it was in 1972. High density makes it difficult to maintain sanitation, and dairy cows housed this way are subject to frequent illness and infections. Organic dairies Unlike the sorry state of most so-called free-range? hicken facilities, the majority of organic milk producers do treat their cows well, providing access to pasture and proper feed, avoiding growth hormones, and adhering to ethical standards. However, the growth of the organic milk industry in the 1990s and the early 2000s has attracted the attention of agribusinesses, whose desire to participate in this lucrative market has led them to compromise organic standards and lobby for the degradation of such regulations at the federal level. According to a 2006 report by the Cornucopia Institute, a farm-policy research group, some of the countrys leading producers of milk, after entering the organic market, have attempted to transfer their factory-farm dairying techniques to the production of aâ‚ ¬? organicaâ‚ ¬? milk. The study found that nearly 20 percent of the organic-brand milk on store shelves was from producers following substandard practices. Consumers should be aware that some of the biggest names in the business are among those implicated.

Social Impact essays

Social Impact essays It is impossible to consider the social and scientific implications of the quantumizing' of religion and science without putting that convergence into at least a recent perspective. The events of September 11, 2001, can That day, it became clear that all the supposed separations between nations, peoples and beliefs could be punctured by a group of extremists, spouting slogans but basically untutored in the new realities. The hijackers rammed the epitome of human construction with the epitome of human travel, and elicited the epitome of pre-modern response to it all from a government unaware that for most people, ideas of territory, ownership in the old sense, and the "Christian" order were all breaking down. This event, wrote British sociologist Zygmunt Bauman in the new-age journal, Tikkun, "fits the role of the symbolic end to the era of space better than any other event in recent memory." (Bauman, 2002) The event itself was grounded in old ideas of nations, one favored by God over others, and such pre-metaphysical realities. The U.S. government response to it was grounded in the same place, and the populace, by and large, stood behind it. But a year later, when that artificial separation between peoples was once again hauled out and waved as a banner when the U.S. invaded Iraq, there had already been a sea change of popular thought, and blue dove-bearing signs against the invasion sprouted on cars and lawns nationwide. Suddenly, people were aware that killing one person to avenge another contradicted the ideas of unity they were getting from both science and religion; they realized that religion and science both saw all nature as one, even if they knew nothing consciously about quantum physics (science) or metaphysics (religion.) In metaphysics, this is a fundamental statement: As above, so below: As within, so without. This is analogous to Einste...

Object Oriented Metrics Essay Example | Topics and Well Written Essays - 2500 words

Object Oriented Metrics - Essay Example This paper therefore discloses three perspectives under which Object Oriented metrics can be considered. The first one is the fault analysis by OOM, types and new metrics and finally their functions Based on Object Oriented Metrics there are two types of faulty and these include the type I, type II and type III faults. Type I and II are the ones termed as OO faults and type III ones are the non- OO faults. The type I faults are mostly connected to the Object Oriented (OO) and are normally introduced by features such as Inheritance and Polymorphism. The type I faults therefore can be categorized further into two sub-divisions. These are the Inheritance faults and Polymorphism faults derived from the features introducing the faults (Fenton, 1991). The Inheritance OO fault majority is introduced or occur when derived class modifies data / information member of the base class and this finally changes the behavior of the base class, causing the fault in the long runs modification results into changing the environment of the base class that inform causes faults encountered. Then faults caused are either encountered in the derived class or the base class. Polymorphism fault is another type of object oriented fault encountered on the O... For example when two objects send different bindings to send a service request then the total combination is the product of the findings from the two objects - resulting into different combination binding into the occurrence of a fault called Polymorphism fault. The fault actually occurs when testing is not done in the testing phase (Harrison, 1988). The type II faults are special kinds of OO characterized by object copying, dangling reference and object memory usage faults objects copying fault occur if there is a duplication of the original object or the generation of a reference to the original object. This occurs during the implementation of the method of copying whereby the copying method may be incorrect. Dangling reference fault from the word Dangle meaning hang or swing without anything stopping it. Therefore, Dangling reference fault is experienced when an object say object X tries to reference another object say Y that was destroyed by a third object say object Z. the object memory usage fault on the other hand happens when an object allocates during the run time allocates memory but fails to remove the information when no longer required. Basically, this is how the object oriented memory usage fault occurs (Basil, Bariand and Melo, 1996). The type III faults are also called / referred to as a non - OO faults because they are not related to objects. They are traditional faults therefore are classified under the traditional software (Harrison 1988). After looking at the object oriented faults, it is therefore logical to be able to understand the object Oriented Metrics. These are system softwares that are developed to realize the structure and the

Clinical Map for Success, Essay Example | Topics and Well Written Essays - 250 words

Clinical Map for Success, - Essay Example Secondly, finding a placement at the right location seems to be a bit of a problem for me. I have been relatively choosy when it comes to the location for the institution that I intend to be attached to. I have been avoiding those in distant or remote places for the sake of my convenience. One measure that I hope to take while seeking a preceptor and place for placement is highlighting my learning objectives. By providing learning objectives that mesh with the objectives of the course and the areas of expertise of my potential preceptor and place of placement, I hope that my chances of success will significantly improve. I also intend to be less choosy with regard to location so as to boost my chances of success. What I like about this process is that it makes me learn more about the importance of choosing the right preceptor and sites for placement. This is because the key to gaining the right experience depends on how well a student chooses a clinical placement. However, what I would like to share with other about what made me successful is that I relied much on the preceptors and sites to get the right clinical placement that fits my passion. Regarding my restrictions, I would like my peers to understand that I prefer taking my placements in an institution within an urban center rather than rural

THE BEHAVIOUR OF YOUNGSTERS TOWARDS LUXURY PRODUCTS Essay

THE BEHAVIOUR OF YOUNGSTERS TOWARDS LUXURY PRODUCTS - Essay Example Increasing disposable income, information explosion and changing lifestyles have put personal grooming high on the priority list for youngsters worldwide. The present paper discusses what motivates youngsters to purchase luxurious products. The paper takes a literature review approach where the major theories of buyer behavior are discussed in the context of youngsters buying decisions. Consumer buying behavior refers to the buying behavior of the ultimate consumer. A firm needs to study the consumer buying behavior because the buyer's reactions to a firm's marketing strategy have a great impact on the firm's success. Consumer behavior is interdisciplinary in nature, since it is based on the concepts and theories about people that have been developed by scientists in such diverse disciplines as psychology, sociology, social psychology, cultural anthropology, and economics. According to Schiffman and Kanuk (2003), "the process of consumer decision-making can be viewed as three distinct but interlocking stages: the input stage, the process stage, and the output stage". Brands are never cheap and treated as by-word of luxury for many, especially among youngsters. Many feel that brands are image creators and they enhance buyers' prestige and social status. This is one the belief that only the rich and upper-class can afford them as brands have become part of their lifestyle. The basic difference between a brand and a non-brand is a feeling of "trust" that consumers derive when they buy a product. A brand is generally a wholesome approach-it reveals the price, quality, origin, technology and so on. In a wholesome approach, consumers not only trust the brand but also associate lot of things with it like price, image, quality, origin, durability, etc. It has been observed by researchers that the awareness of brands will also have effects on the decisions to purchase certain products within a group of youngsters (Keller, 1993; Hoyer and Brown, 1990). However, well-established brands are purchased using heuristic principle (decision rule) as remarked by Roselius (1971) and Jacoby et al (1977). It is not necessary always that customer spends a lot of time for purchasing in their day-to-day busy schedule. This has been proved in a research by Hoyer (1984). He observed that the average number of item examination (search) is made in a store was only 1.2 before the final decision is made, a study on pre-purchase of laundry powder. But, for items such as toothpastes, coffee etc, consumers take only 12 seconds on an average to take a decision after they have been searched for in the shelf Dickson and Sawyer (1986). It has also been researched that consumers apply 'buy the brand I have heard of' rule of thumb to purchase certain brands to m inimize their cost of purchasing such as time, effort etc. This behavior is apparent in case of brands which are very popular and that needs less efforts to purchase the items (Hoyer and Brown 1990; and Mackay, 1990). 3.0 The role of changing life styles Consumers often choose products, services and activities over others because they are associated with a certain lifestyle. For this reason, lifestyle marketing strategies attempt to position a product by fitting it into an existing pattern of consumption. The relationship of the product used by the consumers has been extensively studied in the past. According to

The History of Fire Service Essay Example | Topics and Well Written Essays - 1250 words - 1

The History of Fire Service - Essay Example These are for example electrical fires, ordinary combustible fires, flammable liquids and gases among others (Rhodes, 2006). This paper is a critical evaluation of the history of fire service primarily in the US. Fire fighting is an activity which is believed to have existed immediately after the invention of fire by the early man. However, it is in Egypt that first attempts to mechanize the process are noted, with Ctesibus developing a hand held pump capable of producing a jet of water which was directed at the source of fire in an attempt to extinguish it (Smith, 1994). During this period it is notable that there were no efficient mechanisms for fighting fire as most of the societies applied crude methods such as the use of buckets to throw water on fire, which produced little results as most of the efforts ended up salvaging none of the intended property. Apparently, the use of buckets involved people forming two parallel lines whereby one line was for passing buckets full of water from one person to the other up from the water source while the other involved the passing of the emptied buckets from one person to the other back to the water source (Jennes, 2010). As it may seem, this was a tedious affair which exposed the said people i.e. bucket brigades to fatigue thereby reducing their productivity. Each bucket had its owner’s name written on it and as a measure to ensure sufficiency different categories of people were required by the authorities to possess a certain number of buckets depending on the potential risk of fire outbreak. Bakers for example were required to have at least three buckets while brewers had to have at least six buckets, which is as at the late 1600s (Jennes, 2010). Most importantly, the people who worked as fire fighters, during this time, had no special skills acquired through training as most of them were volunteers from the society. The government, in this case US, had not instituted any systematic and

IMPACT OF VIDEO GAMES ON STUDENT GPA and STUDY HABITS Research Paper

IMPACT OF VIDEO GAMES ON STUDENT GPA and STUDY HABITS - Research Paper Example According to Diamong and Sauer (2014) video games have no effect on GPAs. Specifically Math and Reading performance remain unaffected among adolescents. On their part, Mifsud, Vella and Camilleri (2013) cited mixed outcomes on learner literacy. Blumberg et al (2013) noted the lack of findings on the effects of violent video games on GPA prevents an informed position on the issue. In light of these balanced findings, common thing is that proper instruction could control any negative impacts of video games on GPA. Blumberg, F.C., Altschuler, E.A., Almonte, D.E., & Mileaf, M.I., (2013). The Impact of Recreational Video Game Play on Childrens and Adolescents Cognition. New Directions for Child & Adolescent Development, 2013(139), 41-50. Mifsud, C.L., Vella, R., & Camilleri, L., (2013). Attitudes towards and effects of the use of video games in classroom learning with specific reference to literacy attainment. Research in Education, 90,

Human resources Essay Example | Topics and Well Written Essays - 1250 words - 1

Human resources - Essay Example The use of effective performance management could somehow contribute to the overall success of a business organization. Implemented by the line managers, performance management is valuable to corporate managers and employees in the sense that the organizational competencies are aligned with the organizational core values (Armstrong and Baron 20). Through the use of proper coaching and guiding techniques, the line managers are expected to be able to effectively motivate employees to unleash their potentials which are necessary in improving the overall performance of the group as a team (ibid). Considering the advantages of having effective performance management, improving the overall organizational performance of a business group is equally beneficial on the part of the public shareholders and the business owners. Basically, improving the overall business performance of an organization increases its profit earnings. Therefore, the public shareholders are expected to receive higher di vidends whereas the business owners are expected to receive more financial gains. ... hat is taking place within a business organization, it becomes a challenge on the part of the HR managers to establish organizational culture that promotes organizational behaviors that are more flexible and open to changes (Rahim and Rahim 227). For this reason, positive reinforcement on employees is necessary from time to time. Within a business organization, the unbreakable behavior laws are referring to the act of making accepted behavioral practices a significant part of the organizational culture. By making positive behavior a part of the organizational culture, the practice of positive behavior within the business organization can become a norm. This makes the development of positive behaviors more difficult to break. Organizational behavior is considered the key factor that could effectively improve the quality products and services being delivered by employees. Given that the HR manager is able to reinforce positive behaviors among its employees, the organizational managers will be able to effectively motive the workers into working as a team in order to reach the organizational goal. It is also possible to make employees become more self-sufficient as a worker. By making employees learn to embrace the importance of self learning, employees could contribute more in terms of improving the overall business performance. Q.3 What is pinpointing? As explained by Axson Pinpointing in performance management is pertaining to organizational behavior that indicates relevant business information that can be used by the organizational leaders when making important business decisions (216). By pinpointing parts of the faulty production process or negative human behavior that could hinder the operational success within a business organization, the organizational managers

The History of Fire Service Essay Example | Topics and Well Written Essays - 1250 words - 1

The History of Fire Service - Essay Example These are for example electrical fires, ordinary combustible fires, flammable liquids and gases among others (Rhodes, 2006). This paper is a critical evaluation of the history of fire service primarily in the US. Fire fighting is an activity which is believed to have existed immediately after the invention of fire by the early man. However, it is in Egypt that first attempts to mechanize the process are noted, with Ctesibus developing a hand held pump capable of producing a jet of water which was directed at the source of fire in an attempt to extinguish it (Smith, 1994). During this period it is notable that there were no efficient mechanisms for fighting fire as most of the societies applied crude methods such as the use of buckets to throw water on fire, which produced little results as most of the efforts ended up salvaging none of the intended property. Apparently, the use of buckets involved people forming two parallel lines whereby one line was for passing buckets full of water from one person to the other up from the water source while the other involved the passing of the emptied buckets from one person to the other back to the water source (Jennes, 2010). As it may seem, this was a tedious affair which exposed the said people i.e. bucket brigades to fatigue thereby reducing their productivity. Each bucket had its owner’s name written on it and as a measure to ensure sufficiency different categories of people were required by the authorities to possess a certain number of buckets depending on the potential risk of fire outbreak. Bakers for example were required to have at least three buckets while brewers had to have at least six buckets, which is as at the late 1600s (Jennes, 2010). Most importantly, the people who worked as fire fighters, during this time, had no special skills acquired through training as most of them were volunteers from the society. The government, in this case US, had not instituted any systematic and

Human resources Essay Example | Topics and Well Written Essays - 1250 words - 1

Human resources - Essay Example The use of effective performance management could somehow contribute to the overall success of a business organization. Implemented by the line managers, performance management is valuable to corporate managers and employees in the sense that the organizational competencies are aligned with the organizational core values (Armstrong and Baron 20). Through the use of proper coaching and guiding techniques, the line managers are expected to be able to effectively motivate employees to unleash their potentials which are necessary in improving the overall performance of the group as a team (ibid). Considering the advantages of having effective performance management, improving the overall organizational performance of a business group is equally beneficial on the part of the public shareholders and the business owners. Basically, improving the overall business performance of an organization increases its profit earnings. Therefore, the public shareholders are expected to receive higher di vidends whereas the business owners are expected to receive more financial gains. ... hat is taking place within a business organization, it becomes a challenge on the part of the HR managers to establish organizational culture that promotes organizational behaviors that are more flexible and open to changes (Rahim and Rahim 227). For this reason, positive reinforcement on employees is necessary from time to time. Within a business organization, the unbreakable behavior laws are referring to the act of making accepted behavioral practices a significant part of the organizational culture. By making positive behavior a part of the organizational culture, the practice of positive behavior within the business organization can become a norm. This makes the development of positive behaviors more difficult to break. Organizational behavior is considered the key factor that could effectively improve the quality products and services being delivered by employees. Given that the HR manager is able to reinforce positive behaviors among its employees, the organizational managers will be able to effectively motive the workers into working as a team in order to reach the organizational goal. It is also possible to make employees become more self-sufficient as a worker. By making employees learn to embrace the importance of self learning, employees could contribute more in terms of improving the overall business performance. Q.3 What is pinpointing? As explained by Axson Pinpointing in performance management is pertaining to organizational behavior that indicates relevant business information that can be used by the organizational leaders when making important business decisions (216). By pinpointing parts of the faulty production process or negative human behavior that could hinder the operational success within a business organization, the organizational managers

Formative Assessment and Secondary Higher Secondary Essay Example for Free

Formative Assessment and Secondary Higher Secondary Essay Main subjectsEnglish, Mathematics, Physics, Chemistry, Biology, History, Civics, Geography and Economics. Additional subjects (optional)Assamese, Bengali, Gujarati, Kashmiri, Kannada, Marathi, Malayalam, Manipuri, Oriya, Punjabi, Sindhi, Tamil, Telugu, Urdu, Sanskrit, Arabic, Persian, French, Tibetan, German, Portuguese, Russian, Spanish, Nepali, Limboo, Lepcha, Bhutia, and Mizo. Continuous and comprehensive evaluation is an education system newly introduced by Central Board of Secondary Education in India, for students of sixth to tenth grades. The main aim of CCE is to evaluate every aspect of the child during their presence at the school. This is believed to help reduce the pressure on the child during/before examinations as the student will have to sit for multiple tests throughout the year, of which no test or the syllabus covered will be repeated at the end of the year, whatsoever. The CCE method is claimed to bring enormous changes from the traditional chalk and talk method of teaching, provided it is implemented accurately. Introduction Implementation of Continuous and Comprehensive Evaluation was one of the recommendations of the Indian Education Commission, 1964-66 popularly known as Kothari Commission. The recommendation was accepted by the Govt. of India under National Policy of Education(NPE),1968 which was formulated on the basis of the recommendations of the Kothari Commission. A humble beginning was made since then by introducing unit tests in place of Term end exam or year end exam.Subsequently the NPE was re-formulated in 1986.The Govt. of India came out with Programme of Action in(PoA)in 1992.All the documents such as National Curriculum Frame work for School Education,2000 and the National Curriculum Frame work, 2005 also stressed on the implementation of the CCE.With the launching of the SSA, the CCE was introduced for the classes from Ist to VIIth.The RTE also speaks about the CCE. Thus CCE is implemented now during the tenure of Shri Sibbal,Minister of Human Resource Development. This is the new evaluation method introduced recently to decrease the accumulated stress of board exams on the students and to introduce a more uniform and comprehensive pattern in education for the children all over the nation. CCE helps in improving student’s performance by identifying his/her learning difficulties and abilities at regular time intervals right from the beginning of the academic session and employing suitable remedial measures for enhancing their learning performance. CCE is the modern method of evaluating all the prime dimensions of a students personality that of how much he has been through out. New scheme of evaluation As a part of this new system, students marks will be replaced by grades which will be evaluated through a series of curricular and extra-curricular evaluations along with academics. The aim is to reduce the workload on students and to improve the overall skill and ability of the student by means of evaluation of other activities. Grades are awarded to students based on work experience skills, dexterity, innovation, steadiness, teamwork, public speaking, behavior, etc. to evaluate and present an overall measure of the students ability. This helps the students who are not good in academics to show their talent in other fields such as arts, humanities,  sports, music, athletics, etc. Marks and grades In CCE, the marks obtained in an exam are usually not revealed. However, equivalent grades, which would be deduced using a special method by the teachers during evaluation would be revealed. This is considered as a drawback since a child with 92 marks will get the same grade as the child with 100 marks and their talents cannot be recognized by anyone else other than their teachers. Though this system might have some drawbacks it instills this value that students need to compete with themselves to get a better grade and not with others. The grading system is as follows- CGPAGradeQualified?Merited? Unlike CBSEs old pattern of only one test at the end of the academic year, the CCE conducts several. There are two different types of tests. Namely, the formative and the summative. Formative tests will comprise the students work at class and home, the students performance in oral tests and quizzes and the quality of the projects or assignments submitted by the child. Formative tests will be conducted four times in an academic session, and they will carry a 40% weightage for the aggregate. In some schools, an additional written test is conducted instead of multiple oral tests. However, at-least one oral test is conducted. The summative assessment is a three-hour long written test conducted twice an year. The first summative or Summative Assessment 1 (SA-1) will be conducted after the first two formatives are completed. The second (SA-2) will be conducted after the next  two formatives. Each summative will carry a 30% weightage and both together will carry a 60% weightage for the aggregate. The summative assessment will be conducted by the schools itself. However, the question papers will be partially prepared by the CBSE and evaluation of the answer sheets is also strictly monitored by the CBSE. Once completed, the syllabus of one summative will not be repeated in the next. A student will have to concentrate on totally new topics for the next summative. At the end of the year, the CBSE processes the result by adding the formative score to the summative score, i.e. 40% + 60% = 100%. Depending upon the percentage obtained, the board will deduce the CGPA and thereby deduce the grade obtained. In addition to the summative assessment, the board will offer an optional online aptitude test that may also be used as a tool along with the grades obtained in the CCE to help students to decide the choice of subjects in further studies. The board has also instructed the schools to prepare the report card and it will be duly signed by the principal, the student and the Board official. Often during the evaluation of Social Science papers, the following concepts are observed. Investigation of the situation What is the question and what is to be explained. Deductive Method What does the student know and how can he use it to explain a situation. Co-relation with a real life situation Whether the situation given matches any real life situation, like tsunamis, floods, tropical cyclones, etc. Usage of Information Technology Can the problem be solved with the use of IT? If yes, how? In addition to that, various assignments can be given such as projects, models and charts, group work, worksheet, survey, seminar, etc. The teacher will also play a major role. For example, they give remedial help, maintain a term-wise record and checklists, etc.