What I Learned About My Life - 1659 Words

One of the hardest identities which I have come to develop is my religious beliefs. Although my mom never really told my brother and me what to believe, I did know that she was a devoted Catholic. She grew up in church, even though we didn’t go to church, she prayed every morning and carries a picture of Jesus in her wallet. My mom s nonchalant attitude towards religion led me to explore different faiths. As a child, I just did what my mom did—she prayed, I prayed, she believed so I believed. Also with catholicism being part of Christianity, this norm went unexamined, similar to whiteness. However, the more I learned, the more doubts I started to have in what her faith preached. Although most of my life, I identified as Catholic to my†¦show more content†¦I understand that people die every day for expressing their beliefs and I need to recognize my privilege and use it to be there for others. After taking a gender studies class my senior year, I realized the spectrum in which gender falls into. This is something which is not binary; although, it often taught in this fashion. Although people use science-based arguments to argue that gender is binary I finally understood that it wasn t. Gender is such a versatile concept, but I didn’t know how privileged I was to identify as one of the socially accepted genders. I identify as female. Through the LLC and learning more about Silvia Rivera and other individuals, I started to understand how privileged I was to identify as female, although this is still an oppressed identity. In Lorde’s article, she says â€Å" the reality of our lives and our struggle does not make us immune to the errors of ignoring and misnaming differences.† This quote is powerful because although I might be oppressed as a female I now understand that by confirming I am more privileged than those who do not conform. It is powerful when s omeone uses the right pronouns when addressing you. Accepting my gender was not something that was hard for me to do, however being women has come with its challenges. The most important part of this identity for is how it relates to my ethnicity—I am Latina. This means I comeShow MoreRelatedWhat I Learned About My Life890 Words   |  4 Pagespassed, and I had learned immensely from the DeLacys. I learned French, geography, and history. All I wanted was to be accepted by that family! They were my only hope. I knew their story, and their daily routines. I saw their fellowship and love for each other. I yearned to be loved by them! Over the past few weeks, I began to think of how I could introduce myself to the DeLacys. Each day after I collected wood for the family, I would sit in the peaceful forest and think of ways I could gain theRead MoreWhat I Learned About My Life840 Words   |  4 Pagesinterviewing my parents, I was very surprised by some of the things they told me such as their experience crossing the border. I realized that bringing up the past might have been challenging for them considering it reminded them of the difficult times, but at the same time, they reflected on the positive outcomes that came from their decisions. Re-reading my paper before looking at the comments or feedback made me feel confident because I now have a better understanding of my background. I learned so muchRead MoreWhat I Learned About My Life983 Words   |  4 Pagesthing I enjoyed learning is cooking. I have had a liking for cooking since I was very young. I remember that every Christmas I will ask my parents to buy me little pots and pans, plastic food and kitchen sets. During the afternoon I use to play restaurant with my nanny and make little menus for her. Cooking has been a thing that came naturally to me, and something that I really enjoyed doing. The things I know about cooking I learned while watching my mother cook and reading recipes online. I alsoRead MoreWhat I Learned About My Life2536 Words   |  11 PagesI knew I forgot to do something yesterday. The feeling had followed me like a shadow all day long, but by the time that I closed my eyes with the moon’s light all too visible through the thick gaps of my window’s shades, I thought it to be simple paranoia leftover from finally finishing high school. Now that I’m two feet away from Miss Mariam’s back gate, however, I suddenly realize what I was supposed to do. I was supposed to drop off that pie to the new neighbor. It’s all coming back to me nowRead MoreWhat I Learned About My Life871 Words   |  4 PagesI lay there just looking at him, taking him in for a few minutes. Finally, I broke from staring at him and put my hand on his chest. I leaned into him and started kissing his neck and the side of his face. David stirred and pulled me to him. I just kept kissing his neck and his chest. He slid his arm under me and in an instant he had me on my back, and he was on top of me. When he made love to me, I was gone, gone from everything. There was only he and I and everything else fell away. I had no wordsRead MoreWhat I Learned About My Life During The Decade Of The 1980 S1683 Words   |  7 Pagesthought about going through whether it being a positive or negative circumstance. However, we all have went through the same historical timeline. By this I mean that people living through the same decades have went through the same historical events such as with wars, precedencies, and all the s ignings between countries throughout the world. As I thought about who I wanted to interview for my history report, I concluded that I wanted to learn more about my mom when she was the same age as me. My intervieweeRead MoreMy Experience At Eastern Connecticut State University937 Words   |  4 PagesIn my time at Eastern Connecticut State University, I learned a lot about myself and what I have been doing as a student. In that time, I learned not only about myself, my academic strength’s and even learned to think critically and ask questions. Eastern has taught me to be myself and this campus puts more emphasis on individuality over group thinking. I learned a lot in applying my critical thinking skills to my history classes and learned a lot in how to look at History in everyday context. WhatRead MoreReflection Essay1638 Words   |  7 PagesThe first thing that I learned from this class was by The Dominican Charism â€Å"The Dominican passion for truth presumes a confi dence in the intellect’s capacity for discerning truth and for reaching a level of clarity that enables both teacher and student to distinguish truth from error, and distortions and half-truths from the truth† (Charism) It made me more motivated and confident in what am doing today. Having a connection between the student and the teacher is nice, especially when the teacherRead MoreEssay On How Many People Does It Take To Make A Difference1245 Words   |  5 PagesA) What did you learn about yourself in doing the exercises in the book (How Many People Does It Take to Make a Difference? One) that you didn’t already know? Response: This book has taught me many things about myself that I didn’t know . For example , I usually dont think about life in a hard way but this book helped me view life differently. In the beginning of book one of the first exercises it asks â€Å" Who am I ? † that question kind of threw me off guard and made me think hard. I askedRead MoreA Leader Of My Writing1033 Words   |  5 PagesA Leader of My Writing As far as the connections are Greek life helped me understand different parts about my writing. Forcing myself out of my comfort zone, I learned to communicate better with other people and learned to have fun with others around me. My social life during high school is a complete 180 from what it is now. Greek life has aided me in realizing how my writing can be altered in a same fashion as my social life has matured. From Greek life, I met a variety people and had the opportunity

Business Process Description Is A Map - 1663 Words

V. APPROACH TO BPMN Business process description is a map that helps us to navigate through our business activities. Using a map for navigation is quite normal in many activities, e.g., it is a must when we need to move something or be moved ourselves from one place to another. We have different maps for navigating in the physical space, marine maps, road maps, hiking maps, etc. The choice of a map depends on what we want to move, where and by what means. If we travel by car we need a road map, if we travel on foot in a mountain area, we need a hiking map. What is more, we may need several different types of maps, in case of emergency. For example, a simplified road map that shows how to get from one point to another will not help if we make a wrong turn somewhere on the way. We will need a detailed road map to get back to our initial course. Identify applicable sponsor/s here. If no sponsors, delete this text box (sponsors). VI. APPROACH TO CHOOSE BPMN If an organization is functionally structured and processes are not identified, it is suitable to use input/output view (for example, IDEF0), or agent-related view (for example, RAD). Input/output view suit mostly organizations that have formal ways of internal communications via some objects, like documents, files, etc. Then the processes can be discovered by following the movement of these objects inside the organization. Agent-related view suit mostly organizations that strictly define responsibilities for eachShow MoreRelatedEnterprise Architecture : Architecture Vision772 Words   |  4 PagesProblem Description (Business Principles ,Summary of Principles) 3. Objective 4. Scope 5. Constraints 6. Architecture Vision 7. Architecture Work and Approval 1. Purpose and Project Establishment. The Architecture Vision is the early phase of Enterprise Architecture and provides high lever view of Product. This phase also supports Stakeholder Commutation by providing full architecture definition. This document shows contents of Architecture vision. 2. IDENTIFY BUSINESS GOLSRead MoreEssay about Hrm Hotel Paris Case1320 Words   |  6 Pagespursue. First of all I’d like to summarize the hierarchy of links among the hotel’s HR practices, necessary workforce competencies and behaviours, and required organizational outcomes. Than I will draw a simple strategy map for the Hotel Paris. â€Å"The Basic HR strategy process is as follows: Management formulates a strategic plan. This plan in turn implies certain required organizational outcomes, such as improved costumer service. Those required outcomes in turn imply certain workforce requirementsRead MoreThe Enterprise Architecture ( Ea ) Essay1221 Words   |  5 PagesBody Enterprise Architecture (EA) is a process of describing the structure and behavior of an enterprise (including its information systems), then planning and governing changes to improve the integrity and flexibility of the enterprise. â€Å"Well Gartner defines EA is the process of translating business vision and strategy into effective enterprise change by creating, communicating and improving the key requirements, principles and models that describe the enterprise’s future state and enable its evolution†Read MoreProcess Mapping1556 Words   |  7 PagesThis report offers a basic theory of process mapping in different factors, which has an influence on the service operation management. A basic definition is mentioned to recognize its utilization in the business operation with explain the tools that used to map a process. Various advantages of process mapping are discussed as well. The way of mapping a process in three levels is included to specify the activities in the operation. With a well created process mapping, there are more implementationsRead MoreAssessment 4Dep1178 Words   |  5 Pagesï » ¿CIPD Foundation CERTIFICATE in human resource LEVEL 3 4DEP ASSESSMENT 01 Activities 1 The Human Resource Professional Map (HPRM) Activity 01 Introduction: The Human Resource Map (HRPM) was developed by the CIPD it was created by generalists and specialists within the CIPD/HR environments to explain how HR add value to any organisation within the UK and around the world. The (HRMP) is a guideline/benchmarked on line tool which can help individuals and organisations identify immediate andRead MoreEssay on Dell Case Study Part a897 Words   |  4 PagesDell Case Study Part A TABLE OF CONTENTS Introduction and Company Background†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.3 Key Offerings†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..4 Perceptual Map†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.5 SWOT Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦6 Concept Generation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..6 Works Cited†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..7 Read MoreAnalysis : Mind Maps And Work Flow Diagrams985 Words   |  4 Pages2.3 Level 2- Mind Maps and Work Flow Diagrams Description Mind Maps or Workflow Diagrams have been produced to provide visual aids to support the stage deliverables and work processes. The Workflow Diagrams are designed to give a stepwise approach to navigation through the Work Processes and consist of sequential blocks of activities and milestones linked in a logical format. This provides a quick and easy reference. 2.4 Level 3- Single Page Description: Each element or deliverable listed in theRead MoreWhat Is a Flow Chart?1159 Words   |  5 Pagesor symbolic representation of a process. Each step in the process is represented by a different symbol and contains a short description of the process step. The flow chart symbols are linked together with arrows showing the process flow direction. Common Flowchart Symbols Different flow chart symbols have different meanings. The most common flow chart symbols are: * Terminator: An oval flow chart shape indicating the start or end of the process. * Process: A rectangular flow chart shapeRead MoreWhat Is a Flow Chart?1152 Words   |  5 Pagesof a process. Each step in the process is represented by a different symbol and contains a short description of the process step. The flow chart symbols are linked together with arrows showing the process flow direction. Common Flowchart Symbols Different flow chart symbols have different meanings. The most common flow chart symbols are: * Terminator: An oval flow chart shape indicating the start or end of the process. * Process: A rectangular flow chart shape indicating a normal process flowRead MoreProject Report On Business Planning1311 Words   |  6 PagesCHAPTER 4 PROJECT REPORT ON BUSINESS PLANNING[43] 4.1 MEANING [43] In simple words, business plan is a written statement of what an entrepreneur proposes to take up. It is a kind of guide frost or course of action what the entrepreneur hopes to achieve in his business and how is he going to achieve it. In other words, business plan serves like a kind of big road map to reach the destination determined by the entrepreneur. Webster New 20th Century Dictionary defines a project as a scheme, design

How Data and Programs Are Represented in the Computer free essay sample

Its probably best that most people feel this way. However, for those of you with a thirst for knowledge and the desire to see how things work, this is what you are looking for. Before we study the inner workings of the processor, we need to expand on an earlier discussion of data representation in the computer—how the processor â€Å"understands† data. We started with a simple fact: electricity can be either on or off. Other kinds of technology also use this two-state on/off arrangement. An electrical circuit may be open or closed. The magnetic pulses on a disk or tape may be present or absent. Current may be high voltage or low voltage. A punched card or tape may have a hole or not have a hole. This two-state situation allows computers to use the binary system to represent data and programs. The decimal system that we are accustomed to has 10 digits (0, 1, 2, 3, 4, 5, 6, 7, 8, and 9). We will write a custom essay sample on How Data and Programs Are Represented in the Computer or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page By contrast, the binary system has only two digits: 0 and 1. (Bi- means â€Å"two. †) Thus, in the computer the 0 can be represented by the electrical current being off (or at low voltage) and the 1 by the current being on (or at high voltage). All data and programs that go into the computer are represented in terms of these numbers. For example, the letter H is a translation of the electronic signal 01001000, or off-on-off-off-on-off-off-off. When you press the key for H on the computer keyboard, the character is automatically converted into the series of electronic impulses that the computer recognizes. All the amazing things that computers do are based on binary numbers made up of 0s and 1s. Fortunately, we don’t have to enter data into the computer using groupings of 0s and 1s. Rather, data is encoded, or arranged, by means of binary, or digital, coding schemes to represent letters, numbers, and special characters. There are many coding schemes. Two common ones are EBCDIC and ASCII. Both use 7 or 8 bits to form each byte, providing up to 256 combinations with which to form letters, numbers, and special characters, such as math symbols and Greek letters. One newer coding scheme uses 16 bits, enabling it to represent 65,536 unique characters. EBCDIC: Pronounced â€Å"eb-see-dick,† EBCDIC, which stands for Extended Binary Coded Decimal Interchange Code, is commonly used in IBM mainframes. EBCDIC is an 8-bit coding scheme, meaning that it can represent 256 characters. ASCII: Pronounced â€Å"as-key,† ASCII, which stands for American Standard Code for Information Interchange, is the most widely used binary code with non-IBM mainframes and microcomputers. Whereas standard ASCII originally used 7 bits for each character, limiting its character set to 128, the more common extended ASCII uses 8 bits. Unicode: Although ASCII can handle English and European languages well, it cannot handle all the characters of some other languages, such as Chinese and Japanese. Unicode, which was developed to deal with languages, uses 2 bytes (16 bits) for each character, instead of 1 byte (8 bits), enabling it to handle 65,536 character combinations rather than just 256. Although each Unicode character takes up twice as much memory space and disk space as each ASCII character, conversion to the Unicode standard seems likely. However, because most existing software applications and databases use the 8-bit standard, the conversion will take time. The Parity Bit: Checking for Errors Dust, electrical disturbance, weather conditions, and other factors can cause interference in a circuit or communications line that is transmitting a byte. How does the computer know if an error has occurred? Detection is accomplished by use of a parity bit. A parity bit, also called a check bit, is an extra bit attached to the end of a byte for purposes of checking for accuracy. Parity schemes may be even parity or odd parity. In an even-parity scheme, for example, the ASCII letter H (01001000) consists of two 1s. Thus, the ninth bit, the parity bit, would be 0 in order to make an even number of set its. Likewise, with the letter O (01001111), which has five 1s, the ninth bit would be 1 to make an even number of set bits. The system software in the computer automatically and continually checks the parity scheme for accuracy. Machine Language: Your Brand of Computer’s Very Own Language So far, we have been discussing how data is represented in the computer, for example, via AS CII code in microcomputers. But if data is represented this way in all microcomputers, why won’t word processing software that runs on an Apple Macintosh run (without special arrangements) on an IBM PC? In other words, why are these two microcomputer platforms incompatible? It’s because each hardware platform, or processor model family, has a unique machine language. Machine language is a binary programming language that the computer can run directly. To most people an instruction written in machine language is incomprehensible, consisting only of 0s and 1s. However, it is what the computer itself can understand, and the 0s and 1s represent precise storage locations and operations. Many people are initially confused by the difference between the 0 and 1 ASCII code used for data representation and the 0 and 1 code used in machine language. What’s the difference? ASCII is used for data files, that is, files containing only data in the form of ASCII code. Data files cannot be opened and worked on without execution programs, the software instructions that tell the computer what to do with the data files. These execution programs are run by the computer in the form of machine language. But wouldn’t it be horrendously difficult for programmers to write complex applications programs in seemingly endless series of machine-language groups of 0s and 1s? Indeed it would, so they don’t. The Processor, Main Memory, and Registers: How is the information in â€Å"information processing† processed? As we mentioned earlier, this is the job of the circuitry known as the processor. In large computers such as mainframes, this device, along with main memory and some other basic circuitry, is also called the central processing unit (CPU); in microcomputers, it is often called the microprocessor. The processor works hand in hand with other circuits known as main memory and registers to carry out processing. Together these circuits form a closed world, which is opened only by connection to input/output devices. The Processor: In Charge The main processor follows the instructions of the software to manipulate data into information. The processor consists of two parts: (1) the control unit and (2) the arithmetic/logic unit. The two components are connected by a kind of electronic roadway called a bus. (A bus also connects these components with other parts of the microcomputer, as we will discuss. ) 10. Control unit: The control unit tells the rest of the computer system how to carry out a program’s instructions. It directs the movement of electronic signals between main memory and the arithmetic/logic unit. It also directs these electronic signals between main memory and the input and output devices. 11. Arithmetic/logic unit: The arithmetic/logic unit, or ALU, performs arithmetic operations and logical operations and controls the speed of those operations. As you might guess, arithmetic operations are the fundamental math operations: addition, subtraction, multiplication, and division. Logical operations are comparisons. That is, the ALU compares two pieces of data to see whether one is equal to (=), greater than (gt;), or less than (

Military appts free essay sample

Doctors appointments are missed each and every day by people who either forget to show up or choose not to call and cancel their appointment. One of the reasons why it is best to try and keep your doctors appointment is because it is the polite thing to do. Would you arrange a job interview with a company you were serious about working for but then fail to show up? No, not in the civilian world. It is very important to schedule routine doctor appointments regularly to ensure proper treatment as needed to care for my health as an injured soldier. I schedule my appointments so I can work on treating my injuries physically and mentally so when I medically retire I can hope for a better future of recovering and living a healthy life with a greater chance of being alive a lot longer than if I didnt take proper treatment. We will write a custom essay sample on Military appts or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If I didnt think appointment were important than I would see my health go downhill and the recovery would be nearly impossible. Its very important to be on time to my appointments because if I were late I wouldnt receive the proper treatment I need, I would be taking time away from another soldier that thinks his appointments are just as important for his treatment and it wouldnt be fair to anyone, including myself and my healthy life and another reason is because it is my place of duty while in the military. When scheduling appointments you do not want to miss them for a number of reasons. If you miss the appointment, you are not only wasting your doctors time. You could also place your health at risk if you do not start your treatment as quickly as possible. It is rude to your doctor and you are not following through with treatment thats important for your health. Someone who also needed treatment sooner could have had the opportunity to be seen if I was going to schedule and miss my appointment. One of the primary concerns with missed appointments is that they limit access to care for multiple patients. When patients fail to appear for their appointments or they dont call and cancel in advance, its kind of hard to have enough appointments to meet the health-care needs of other patients. Making an appointment is the same as guaranteeing you will be somewhere at the agreed upon time. Just as you expect a provider to be there as scheduled, the provider expects you to be there as well. The dental office supports hundreds of members a day and works hard to keep the process of seeing Soldiers flowing smoothly. Missing an appointment interrupts that process and creates unnecessary additional work for schedulers, providers, and staff. Our goal is to support the organization that supports us by meeting all appointments. Although I can understand your missing an appointment because of recent distractions, there is no valid excuse for missing an appointment. We must find a way to make sure you dont miss future appointments. People use a variety of methods but they all share one thing in common: they all realize, at the moment they make the appointment, that they have made a promise to be present at a certain time and place and must find a way to make sure they meet their obligation. Some people have established methods that they use over and over such as writing the appointment down in an appointment book and reviewing it daily. Others write it down on a sticky note and put it somewhere where they will see it every day to remind them of the impending appointment. I will not dictate the method you use because our goal is to make sure you meet all future appointments and the method I suggest may not work for you. You must choose a method that works for you and ensure you make all future appointmets because further missed appointments will result in more severe action and affect your career.

HSBC Bank Analysis

Hongkong and Shanghai Banking Corporation (HSBC) bank was formed in the year 1865 by Thomas Sutherland (Padmalatha 36). It was established after the United Kingdom invaded Hongkong and established a colony there.Advertising We will write a custom essay sample on HSBC Bank Analysis specifically for you for only $16.05 $11/page Learn More The main objective of the bank was to facilitate trade between China and Europe. HSBC bank expanded gradually and became one of the largest financial institutions in the world. During the early years of the 20th century, the bank focused on issuing loans to governments, especially the Chinese government. Thomas Bart, who was the bank’s manager during the early years of the 20th century, steered the bank to become the official bank for the Hong Kong government. Several branches were opened as the bank continued to expand to other regions. It opened its new headquarters in Hong Kong in the year 1935. During the 1940à ¢â‚¬â„¢s, the bank’s expansion plan slowed down because Japanese troops turned the bank into a military headquarters when they seized Hong Kong (Padmalatha 36). However, the bank resumed its expansion program after the war by acquiring Mercantile Bank and the British bank of the Middle East. From the 1940s, the bank acquired several holdings as part of their expansion strategy. It acquired Hang Seng Bank and formed Wardley Limited in the year 1972. Wardley Limited acted as a bank that offered financial services to merchants. In 1980, HSBC attempted to acquire the Royal bank of Scotland. However, the acquisition was unsuccessful because the British government interceded and stopped the takeover (Padmalatha 36). Despite the failed takeover, HSBC continued with its acquisition program and acquired a 51% stake in Marine Midland Bank in the United States.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the 1990s, it acquired three establishments that included Republic National Bank, the Roberts SA de Inversiones, and the Banco Bamerindus. HSBC’s current CEO is known as Stuart Gulliver, who has been the CEO since 2011 (Padmalatha 36). Emerging markets refer to countries or nations whose economies are in the industrialization stage and which are experiencing rapid growth. These nations include China, Japan, Brazil, and India. Emerging markets were projected as leaders of global recovery in 2010 because of several reasons. These include low cost of labor, low costs of production, high domestic and foreign consumption of products, high rates of employment, and urbanization (Jensen par3). Low costs of labor and production boost and sustain economic growth. On the other hand, urbanization is an important factor in economic growth. Urbanization is responsible for movement of people into urban areas, which leads to increase in income. Emerging economies produce go ods and services that are under high demand both locally and internationally (Jensen par4). This results in high consumption of these products, thus boosting the economy. In addition, emerging economies have distinct demographics. Emerging markets are characterized by a young population, rapid growth, and high consumer spending power (Jensen par6). In addition, they have low debts that allow them to grow their economies. They respond swiftly to any economic stimulus because of their rapidly growing population and high GDP growth. In 2012, HSBC Bank achieved several things. These include maintaining profitability and improving efficiency, cutting on costs, exiting some business ventures, and redeploying certain assets to markets that had rapid growth.Advertising We will write a custom essay sample on HSBC Bank Analysis specifically for you for only $16.05 $11/page Learn More HSBC was able to exit some businesses that were not considered core in efforts t o increase efficiency and profitability. In addition, HSBC was involved in a money laundering case that forced them to pay $1.92 billion as settlement. This incidence tarnished their image significantly and affected their financial stability. Works Cited Jensen, Andrew. Emerging Markets will Drive Economic Recovery as U.S Struggles  with its Debt. March 14. 2012. Web. Padmalatha, Suresh. Management of Banking and Financial Services, 2/E. Delhi: Pearson Education India, 2011. Print. This essay on HSBC Bank Analysis was written and submitted by user James Kidd to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Freedom of Information Act Essays

Freedom of Information Act Essays Freedom of Information Act Essay Freedom of Information Act Essay Freedom of Information Act Name: Course: Institution: : Instructor: Date: Freedom of Information Act The Freedom of Information Act was initiated by President Lyndon Johnson in 1966. He saw the need of transparency and implemented the Act in 1967 (Moore, 2005). This Act ensures the public has access to information it deserves to know. The government has the responsibility of disclosing its records to the public if they request to access them. In cases where the government withholds information, the intention of withholding the information should be justified to the public (Moore, 2005). The article discusses some of the secrets that the public needs to know about the Bush administration. The secret documents that people want to be publicized include documents containing information about what treasury did with money that was allocated for people who had lost their assets. The public also wants to know why the government allowed the torture of innocent Americans during interrogations claiming that it was in the best interests of the country. This kind of information is very important so that the public understands how the government operates to avoid friction with public offices. Information about hurricane Katrina should also be made public. People want to know what plans the government is making to avoid similar situations. When Katrina struck, the whole country was caught oblivious and measures to save lives and property were hurried. Since people do not want the same to happen again, they want the government to keep them in the loop about its preparations and procedures about handling disasters of any kind. Since president Obama got into office, there have been numerous letters requesting that he releases to the public documents from the bush administration. These documents are believed to contain information that is considered highly enigmatic. Those who worked for the bush administration claim that the documents could not be released then because they were â€Å"internal memos and also contained information about trade secrets† (Nation, 2009). Members of the public found this hard to believe since even Congress had not seen those documents. There is mounting pressure on the Obama administration to order for the release of these documents by various humanitarian groups. These groups believe that the profanity of these documents warrants their instantaneous release to the public because the public deserves to know. Obama is said to be defending the bush administration and all their discretions. This, even after white house lawyers admitted to discovering emails that had been accounted for as destroyed. As president, Obama could order the release of those emails. However, the justice system continues to protect the bush administration making it harder to gain access to these documents. One of the activist groups wants to know why names of the visitors to the white house are kept secret. This group believes that the public has every right to know the names of those who visited the white house during the bush era regardless of the purposes of their visits. The group’s efforts to get that list o names has proved futile as the vice president ordered the secret service not to release the list under any circumstances. Obama can make this list public; all he needs to do is give the order. The justice department also needs to disclose how cases used to be handled and how they are being handled presently. Its policies also need to be made known to the public. The Obama memoranda advocates for absolute transparency between government and the people. In his efforts to demonstrate this transparency, he should release emails from the bush administration and emails and documentation from his administration. These measures are of the essence if president Obama wants to be re-elected back into office. Reference March Issue. The Nation. (2009) Retrieved from: thenation.com/doc/20090316/wiener Moore, A. D. (2005). Information ethics: Privacy, property, and power. Seattle: University of Washington Press.

Reading response Essay Example | Topics and Well Written Essays - 500 words - 25

Reading response - Essay Example Such portraits provided a chance for an individual to self-express and self-seek (Rosen 866). However, there has been a drastic change in form of self-expression. The change has occurred through emergence of numerous social sites. The most common social sites are listed as MySpace and Facebook. The sites offer an opportunity for the viewers to look at individual life as well as offer comments on such life expressed through online community (Rosen 866). As a result, the author notes that these sites are used by individuals mostly to get attention. On the other hand, the author provides a history perspective of the online social networks. These networks are shown to change and emerge as time progresses. The earliest online social networks are listed as the Bulletin Board systems said to have started in 1980,s (Rosen 867). The network provided a platform for users to send public messages, send and receive private messages, as well as exchange of software (Rosen 867). However, more pronounces social sites emerged in the 21st century. Such sites include Friendster, MySpace, and Facebook. The sites attracted millions of uses in this era. Other social sites are expected to emerge in the future. On the other hand, social sites are shown to play various roles in the society. First, the sites have been shown to provide an opportunity for those that make it in life to get attention. Moreover, the sites have also laid a platform for advertisers to market their products such as record labels and film studios (Rosen 868). These sites are also shown to play a significant role in politics. Politicians are shown to use sites to enlist followers and express their policies. Additionally, the author offers a comparative analysis of the popular social sites. The most popular are shown to be MySpace and Facebook. The sites are shown to be simple in setting online identity (Rosen 869). On the other hand, majority of Americans are shown to be a heavy

Environmental Pollution Research Paper Example | Topics and Well Written Essays - 2500 words

Environmental Pollution - Research Paper Example Most of the activities done every day are causing pollution. The production of global economic creates pollution globally. Burning of fossil fuels to run factories, power plants and motorized vehicles are contributing to huge amount of environment pollution every day (Danelski, 2006, p. 189). High levels of Carbon monoxide (CO) is produced by motor vehicles and are also major source of nitrogen oxide (NO) and hydrocarbons (HC) which is very harmful for the environment. In my opinion, some excavated interests push hydrogen because it would allow the players (petroleum) who are existing to influence their existing control over fuel. A threat to this is an electric power, since interests that are competing control it already. In the first place, a car using hydrogen fuel cell is an electric. It even has batteries, because the cell for the fuel cannot make the large spikes for the current needed for acceleration and climbing of hills. The difference between a fuel cell EV and a battery EV is that some of the batteries have been replaced with a fuel cell and a big H2 tank. Secondly, hydrogen is not a true fuel; it is a medium of storage for energy, such as battery. There is no free (elemental) source of hydrogen on earth. Hydrogen instead must be separated chemically from water, using electricity typically. In addition, this process is much less efficient than other technologies using battery i.e. the electric car would be propelled nearly twice as far by the same electricity in a battery EV.

Philosophy Essay Example | Topics and Well Written Essays - 750 words - 47

Philosophy - Essay Example In his epistemology, David Hume held that all ideas are derived from sense experience; Hume saw ideas as nothing but memory of impressions (Solomon, Higgins, and Martin, 2011). For Hume, impressions are the immediate sensations that we have of things. For Hume, therefore, it is impossible of have ideas of things that we do not sense or we do not have their impressions. In his views on the self, David Hume argued that there is nothing like, simply because we do not have and we cannot have impressions of the self. The following is the argument that Hume advanced in support of his view that self is an illusion, and that what we call self is merely a bundle of sensations. Hume began his argument on the self by claiming that, if you think about the concept self, and if you will ask yourself which of the five senses give you the impression of self, you will realize that none of the five human senses gives one the impression of self as a unified reality. Hume claimed that when he tries to think about the concept of self, what he stumbles upon are particular perceptions such as heat or cold, love or hate, or pleasure or pain. Hume claimed that in his reflections on self, he realized that it was impossible for him to have a unified impression of self without the particular perceptions. For this reason, therefore, Hume concluded that there is no self, but what we call self is merely a bundle of sensations. Hume, however, argued that, although self is a bundle of sensations, we nevertheless have some idea of personal identity or the self. Hume reasoned that the idea of personal identify or the self that we have is an error in reasoning caused by human tendency to associate ideas and to attribute to erroneously attribute to them a causal connection. Because of this human tendency, we associate the various human perceptions and wrongly claim that these perceptions cause the impression of self. Hume, therefore, concluded that the impression of self is impossible, and for that

Taxonomy and Biogeography of the Genus Colura

Taxonomy and Biogeography of the Genus Colura Jiroat Sanngrattanaprasert   English: Taxonomy and biogeography of the genus Colura (Dumort.) Dumort. (Lejeuneaceae, Marchantiophyta) in Tropical East Asia Introduction Colura (Dumort.) Dumort. was coined by Dumortier (1835) in Recueil dObservations sur les Jungermanniacà ©es and C. calyptrifolia (Hook.) Dumort. was used as a holotype. This genus belongs to Lejeuneaceae, which is the largest family of the liverworts (Gradstein, 2013). The Colura was found in all Floristic regions except USA (Fig. 1), comprising 76 taxa, of which 39 endemic taxa are also reported. Tropical East Asia is the region where Pà ³cs (1996) had reported the highest number, both total and endemic, of taxa in the area. Species of Colura are typically recognized by their leaf morphology; the presence of lobules forming an apical sac with an aperture mechanism consisting of a valve and a hinge. This sac varies greatly in sizes and shapes, and may function a water retention and in some species as zoophagy (Barthlott et al., 2000). Most species of Colura can be considered being epiphyllous, but many of them can occur likewise on small twigs. Colura species grow in well-illuminated sites from the lowlands to about 4,000 m above sea level. A few species (e.g. C. ornithocephala) of this genus, especially those from high montane habitats, were never observed on leaves, but seem to inhabit exclusively on thin twigs or sometimes on the bark of thicker tree trunks. (Pà ³cs, 1996; Heinrichs et al., 2012). Two critically endangered Colura species (C. heimii Jovet-Ast and C. obesa Jovet-Ast) found in Rà ©union Island, where is the largest island of the Mascarene Archipelago in the western Indian Ocean, were listed in IUCN Red List (Ah-Peng et al., 2012). In addition, Gradstein, Raeymaekers and Churchill (2000) reported common taxa such C. clavigera be as an indicator of undisturbed rainforest in Tropical America (including Mexico). Tropical East Asia region consists Myanmar, Laos, Cambodia, Vietnam, Thailand, Malaysia, Singapore, Brunei, the Philippines, Western Indonesia, Southern China (north to 30 °N), plus the Ryukyu Islands of Japan and the Andaman as well as Nicobar Islands of India. (Corlett, 2009) Fig. 1. Floristic regions where epiphyllous bryophyte occur. USA: The SE part of United States. MEA: Mesoamerica from Mexico to Panama. ANT: The Antilles. GUI: Guyanas, including the Venezuelan and Brasilian parts of Guyana Highlands. LSA: Amazonia and other lowland parts of South America, such as Choco and the Orinoco basin. SBR: The southeastern highlands of Brazil, with Paraguay and the Province Misiones in Argentina. AND: The Andes. TSA: Temperate South America. MAC: Macaronesia (excluding Cape Verde Islands). WAF: West Afirica from Guinea to the Congo. CAF: Central Africa including Zaire, Rwanda and Burundi. EAF: East Africa from Ethiopia to Mozambique. SAF: South Africa. MAD: Madagascar and the Seychelles, Comoro and Mascarene Islands. IND: India with the Himalayas, Khasia Hills (but excluding Andaman and Nicobar Islands) and lowland Bangladesh and Sri Lanka. OAS: East Asia including China, Taiwan, South Korea and Southern Japan with the Ryukyu Islands. ICH: Indochina from Chit tagong Hills of Bangladesh to Vietnam. MAL: The Malesian Archipelago including the Andaman and Nicobar Islands and the Malay Peninsula but excluding West Irian. MEL: Malanesia, including the whole New Guinea, New Britain, the Bismarck and Solomon Islands, New Hebrides and New Caledonia. AUA: Australasia, including Australia, Tasmania, New Zealand and the neighboring islands. OCE: Oceania, the Pacific from Volcano and the Carolines to Hawaiian Islands and from Fiji to Easter Islands (Pà ³cs, 1996). The Hypothesis of Work How many species of the genus Colura (Dumort.) Dumort. are there in Tropical East Asia? This Present Work Mainly Aims 1. To investigate morphology, ecology and distribution of all taxa of the genus Colura on Tropical East Asia 2. To enumerate taxa account and accepted names of Colura in Tropical East Asia Expect Results 1. The description, ecological data and distribution patterns of all taxa of the genus Colura on Tropical East Asia will be provided. 2. The synoptic account of Colura species will be enumerated. Literature review Checklists in Asia Herzog (1921) investigated liverworts in Moluccan Island, Indomalaya. Two Colura species was found, viz. C. brevistyla Herz. and C. javanica Steph., the first one was the new to science. Mizutani (1961) revision studied of Lejeuneaceae in Japan, Colura tenuicornis and C. meijeri were found. Description, key to species and illustration were added. Kitagawa (1969) collected hepatic plants from Penang, Malaysia. Two species of Colura was reported, viz. C. acutifolia Jovet-Ast and C. corynephora (Nees) Trev. Pà ³cs and Ninh (2005) collected the hepatic plants from Vu Quang Nature Reserve in central Vietnam and found Colura brevistyla Herz. as be as a new record to Indochina, furthermore, C. corynephora (Nees) Trev. as well was listed in this record. Zhu (2006) reported a checklist of liverwort, hornwort and takakiophytes from China, of which seven taxa of Colura (C. acroloba, C. ari, C. conica, C. corynephora, C. inuii, C. karstenii and C. tenuicornis) were listed. Lai, Zhu and Chantanaorrapint (2008) reported an updated checklist of liverwort and hornwort in Thailand. Among the account there are 6 species of Colura, viz. C. acroloba (Mont. ex Steph.) Ast, C. conica (Sande Lac.) K.I. Goebel, C. corynephora (Nees et al.) Trevis., C. siamensis Jovet-Ast, C. superba and C. tixieri. Sà ¶derstrà ¶m, Gradstein and Hagborg (2010) reported 15 taxa of Colura in Java, including 12 taxa that be a good species or accepted except 3 taxa (C. denticulata Jovet-Ast, C. imperfecta Steph. and C. junghuhniana (Steph.) Steph.) that be probably a good species. Chuah-Petiot (2011) listed the account and phytogeographical data of liverworts and hornworts of all states in Malaysia. Seventeen species of Colura were found and enumerated. Wang, Lai and Zhu (2011) updated checklist and floristic accounts of liverworts as well as hornworts in Taiwan. The present list contains 512 species of liverwort belonging to 116 genera in 52 families, including three taxa of Colura (viz. C. acroloba (Mont. ex Steph.) Jovet-Ast, C. inuii Horik. and C. tenuicornis (Evans) Steph.) Dey Singh (2012) investigated epiphyllous liverworts of Eastern Himalaya, which Colura tenuicornis was reported in this study. Pà ³cs (2012) have small collected epiphyllous liverworts from Laos, which Colura tenuicornis (Evans) Steph. was reported with this list. Pà ³cs and Ninh (2012) reported epiphyllous liverworts from Cà ¡t Tià ªn National Park of Southern Vietnam. They found 21 species including two species of Colura, viz. C. conica (Sande Lac.) Goebel and C. ornata Goebel, the latter was a new to Vietnam. Pà ³cs (2013) investigated the genus Colura in New Guinea and in neighboring areas. This paper based on the collection made in 1981 by a joint expedition of the University of Helsinki and the Humboldt State University of Arcata and on other collections, there are 25 species present. The phytogeographical evaluation of all species was provided. The description and illustration of four new to science species (C. koponenii, C. medusa, C. mizu-tanii and C. norrisii) were equipped. Furthermore, he as well treated C. simplicior Jovet-Ast (1983) to be a synonym of C. denticulata. Jovet-Ast (1954). Pà ³cs, Luong and Ho (2013) examined epiphyllous liverworts in Bidoup-Nà ºi Bà   National Park, Vietnam. Among the 125 samples containing 43 species belong to Lejeunea-ceae, both Colura acroloba (Mont. ex Steph.) and C. superba (Mont.) were found. These two species distribute particularly in Giang Ly station, where the altitude is 1481-1500 m a.s.l. Checklists in Oceania Thiers (1987) reported ten taxa of Colura in Australia, viz. C. acroloba (Mont.) Steph., C. ari Steph., C. australiensis Jovest-Ast, C. bisvoluta Herz. et Jovet-Ast, C. conica (Sande Lac.) Goeb., C. crispiloba Jovest-Ast, C. pulcherrima var. bartlettii Jovet-Ast, C. queenslandica B. Thiers, C. saccophylla Hodgs. et Herz. and C. simplicior Jovet-Ast. Among them, three species (C. acroloba, C. ari and C. conica) were first reportedly seen according to this investi-gation, especially C. queenslandica sp. nov. was new to science. A key to all ten taxa was provided. Moreover she additionally validate Colura sect. Lingua Jovet-Ast ex Thiers. Pà ³cs and Streimann (2006) collected five taxa of Colura, viz. C. apiculata (Schiffn.) Steph., C. leratii (Steph.) Steph., C. crispiloba Jovet-Ast, C. ornata Goebel and C. queenslan-dica Thiers in Queensland, New South Wales, and Victoria states as well as the Austral Capital Territory. Pà ³cs and Eggers (2007) investigated ten species of Colura from the Fiji archipelago. Three new to Fiji (C. crispiloba Jovet-Ast, C. cristata Jovet-Ast and C. queenslandica Thiers) as well as C. vitiensis Pà ³cs et Eggers which was a new to science were added in this paper. The photograph and illustration of some species and together with dichotomous key to all species were provided. Pà ³cs et al. (2011) reported Colura brevistyla Herz. and C. tenuicornis (Evans) Staph. be as new record taxa for the Fiji Islands. C. acroloba also was listed in extended distribution records from new islands within Fiji. Sà ¶derstrà ¶m et al. (2011) accounted the checklist of liverworts and hornworts of Fiji, including the islands Viti Levu, Vanua Levu, Taveuni, Kadavu, Ovalau and surrounding smaller islands. The checklist of 14 species which belong to genus Colura were provided; furthermore the synonymous data were enumerated. Checklists in Amarica Engel (1978) had taxonomically and phytogeographically studied of Hepaticae and Anthocerotae in Brunswick Peninsula, Chile. Reportedly, three species of Colura were found, viz. C. calyptrifolia (Hook.) Dumort., C. naumannii (Schiffn.) Steph. and C. patagonica Jovet-Ast. Dauphin et al. (1998) reported Colura verdoornii Herz. et Jovet-Ast as new to Costa Rica, Tropical America. This species was previously known from Malaysia and Borneo, but it probably has a pantropical distribution, but not been reported from Africa. Checklists in Africa Jones and Harrington (1983) reported phytogeographical data of hepatic plant in Sierra Leone and Ghana, of those taxa, three species of Colura (C. digitaris (Mitten) Steph., C. dusenii (Steph.) Steph. and C. tenuicornis (Evans) Steph.) were included. Pà ³cs (1993) found new Colura from Comoro Archipelago and coin it as C. hattoriana Pà ³cs in this paper, including description, type specimens, illustration and note. Fischer (1999) reported five species of Colura from Aberdare mountain, Kenya, viz. C. berghenii Jovet-Ast, C. calyptri-folia (Hook.) Dumort., C. hedbergiana Pà ³cs, C. tenuicornis (Evans) Steph. and C. zoophaga Fischer, the latter species was a new to science. Wigginton (2001) investigated about habitat and location for 64 taxa that belong to Leajeuneaceae in Mulanje Mountain, Malawi. There are four Colura spp. which was reported in this investigation, viz. C. calyptrifolia , C. digitalis, C. tenuicornis and C. usambarica. Chuah-Petiot and Pà ³cs (2003) treated Colura zoophaga Fischer (1999) to be a synonym of C. kilimanjarica Pà ³cs et Jovet-Ast which they was found in same place, Aber-dare Mountain, Kenya and in addition they grew together on the twig of Cliffortia nitidula (Chuah-Petiot and Pà ³cs, 2003; Fischer, 1999). Mà ¼ller and Pà ³cs (2007) investigated epiphyllous bryophyte of Bioko Island (Equatorial Guinea), biogeography of three species of Colura (viz. C. calderae Pà ³cs, C. digitalis (Mitt.) Steph. and C. hattoriana Pà ³cs, which the first one was a new to science) were provided. Wigginton (2009) investigated liverworts and hornworts of sub-Saharan Africa, including the East African Islands. There are 22 taxa of Colura were reported; moreover, synonymous taxa as well were enumerated. Hylander, Pà ³cs and Nemomissa (2010) reported Colura digitalis (Mitt.) Steph. and C. tenuicornis (Mitt.) Steph. from southwest Ethiopian montane forests, in addition, ecological and biogeography were included. Pà ³cs (2010) reported new bryophyte taxa in Mayotte Island, among them, Colura heimii Jovet-Ast was included. Pà ³cs (2011) reported four species of Colura, viz. C. calderae Pà ³cs, C. digitalis (Mitten) Steph., C. tenuicornis (Evan) Steph. and C. thomeensis Pà ³cs in Sà £o Tomà © island. Among them, C. calderae was a new to Sà £o Tomà © and C. thomeensis was a new to science. Morphological characters Pà ³cs (2012) investigated morphological character of leafy liverworts and found endogenous gemma in Cololejeunea bifalcata Pà ³cs, C. crateris Pà ³cs, Colura calderae Pà ³cs and Co. vitiensis Pà ³cs et J. Eggers Research Method 1. Literature to which the previous investigations releveant will be revised. 2. Morphological study based on field trip specimens and herbarium specimens, description concerning vegetative part and reproductive part will be investigated in Bryology laboratory, PSU Herbarium, Department of Biology, Faculty of Science, Prince of Songkla University. 3. Illustrations of each taxa found in this investigation will be provided. 4. Hard copy format will be publicized. The Research Period Three years in the Ph.D. course period. References Ah-Peng, C., Bardat, J., Pà ³cs, T., Sà ¶derstrà ¶m, L., Stamà ©noff, P. and Strasberg, D. 2012. Red List of liverworts and hornworts for Rà ©union (Mascarene archipelago). Phytotaxa 68: 1-23. Barthlott, W., Fischer, E., Frahm, J.-P. and Seine, R. 2000. First experimental evidence for zoophagy in the hepatic Colura. Plant Biology 2 (1): 93-97. Chuah-Petiot, M.S. 2011. A checklist of hepaticae and anthocerotae of Malaysia. Polish Botanical Journal 56 (1): 1-44. Chuah-Petiot, M.S. and Pà ³cs, T. 2003. East African Bryophytes XIX. a contribution to the Bryflora of Kenya. Acta Botanica Hungarica 45 (1-2): 53-64. Corlett, R.T. 2010. The Ecology of Tropical Asia. Oxford University Press Inc., New York. Dauphin, G., Gradstein, S.Rob., Bernecker-Là ¼cking, A. and Morales, M.I. 1998. Additions to the hepatic flora of Costa Rica II. Lindbergia 23: 74-80. Dey, M. and Singh, D.K. 2012. Epiphyllous Liverworts of Eastern Himalaya. St. Joseph’s Press, Triruvananthapuram. Dumortier, B.C. 1835. Jungermanniacà ©es: Fascicule I.- Rà ©vision des genres. Imprimerie de J.-A. Blanquart., Tournay. Engel, J.J. 1978. A taxonomic and phytogeographic study of Brunswick Peninsula (Strait of Magellan) Hepaticeae and Anthocerotae. Fieldiana Botany 41: 247-248. Fischer, E. 1999. A new soecies of Colura (Lejeuneaceae) from the Aberdare Mountains/ Kenya. Tropical Bryology 16: 205-208. Gradstein, S.R. 2013. A classification of Lejeuneaceae (Marchantiophyta) based on molecular and morphological evidence. Phytotaxa 100 (1): 6-20. Heinrichs, J., Dong, S., Yu, Y., Schà ¤fer-Verwimp, A., Pà ³cs, T, Feldberg, K., Hentschel, J., Schmidt, A.R. and Schneider, H. 2012. A 150 year-old mystery solved: Transfer of the rheophytic endemic liverwort Myriocolea irrorata to Colura. Phytotaxa 66: 55-64. Herzog, Th. 1921. Die Lebermoose der 2 Freiburger Molukkenexpeditionen und einige neue Arten der engeren Indomalaya. In: Botanischen Centralblatt. G. Regierungsrat. pp. 318-332. Verlag von C. Heinrieh Dresden N. Hylander, K., Pà ³cs, T. and Nemomissa, S. 2010. Liveworts of southwest Ethiopian montane forests: ecological and biogeographical notes. Journal of Bryology 32: 92-100. Jones, E.W. and Harrington, A.J. 1983. The Hepatics of Sierra Leone and Ghana. Bulletin of the British Museum (Natural History) 11 (3): 215-289. Kitagawa, N. 1969. A small collection of Hepaticae from Penang, Malaysia. Bulletin of Nara University of Education 18 (2): 27-43. Lai, M.J., Zhu, R.L. and Chantanaorrapint, S. 2008. Liverworts and horworts of Thailand: an updated checklist and bryofloristic accounts. Annales Botanici Fennici 45: 321-341. Mizutani, M. 1961. A revision of Japanese Lejeuneaceae. Journal of the Hattori Botanical Laboratory: Devoted to Bryology 24: 235-237. Mà ¼ller, F. and Pà ³cs, T. 2007. A contribution to the knowledge of epiphyllous bryophytes of Bioko Island (Equatorial Guinea), including additional remarks on non-epiphyllous species. Journal of Bryology 29: 81-94. Pà ³cs, T. 1993. New or little known epiphyllous liverworts, IV. two new Cololejeuneoideae from the Comoro Archipelago. Journal of the Hattori Botanical Laboratory 74: 45-57. Pà ³cs, T. 1996. Epiphyllous liverwort diversity at worldwide level and its threat and conservation. Anales del Instituto de Biologia de la Universidad Nacional Autà ³noma de Mà ©xico, Serie Botanica 67 (1): 109-127. Pà ³cs, T. 2010. East African bryophytes, XXVI. new records from Mayotte (Maore) Island (French Comoro). Acta Bryologica Asiatica 3: 105-114. Pà ³cs, T. 2011. New or little known epiphyllous liverworts, XIV. the genus Colura (Lejeuneaceae) in Sà £o Tomà © Island, with the description of Colura thomeensis sp. nov. The Bryologist 114 (2): 362-366. Pà ³cs, T. 2012. Endogenous gemmae in certain Lejeuneaceae (Marchaniophyta). The International Journal of Plant Reproductive Biology 4 (2): 101-105. Pà ³cs, T. 2012. New or little known epiphyllous liverworts, XVI. a small collection from Laos. Acta Biologica Plantarum Agriensis 2: 5-10. Pà ³cs, T. 2013. The genus Colura (Lejeuneaceae) in New Guinea and in the neighboring areas. Chenia 11: 12-38. Pà ³cs, T. and Eggers, J. 2007. Bryophytes from the Fiji Island, II. an account of the genus Colura, with a description of C. vitiensis sp. nov. Polish Botanical Journal 52(2): 81-92. Pà ³cs, T. and Ninh, T. 2012. New or little known epiphyllous liverworts, XVII. records from the Cà ¡t Tià ªn National Park, Southern Vietnam. Acta Biologica Plantarum Agriensis 2: 11-19. Pà ³cs, T. and Ninh, T. Contribution to the Bryoflora of Vietnam, VI. on the liverwort flora of Vu Quang Nature Reserve. Acta Botanica Hungarica 47 (1-2): 151-171. Pà ³cs, T. and Streimann, H. 2006. Contributios to the Bryoflora of Australia, I. Tropical Bryology 27: 19-24. Pà ³cs, T., Luong, T.T. and Ho, B.C. 2013. New of little known epiphyllous liverworts, XVIII. records from the Bidoup-Nà ºi Bà   National Park, Vietnam, with the description of Drepanolejeunea bidoupensis, sp. nov. Cryptogamie, Bryologie 34 (3): 287-298. Pà ³cs, T., Sass-Gyarmati, A., Naikatini, A., Tuiwawa, M., Braggins, J., Pà ³cs, S. and von Konrat, M. 2011. New liverwort (Marchantiophyta) recods for the Fiji Islands. Telopea 13 (3): 455-494. Sà ¶derstrà ¶m, L., Gradstrin, S. and Hagborg, A. 2010. Checklist of the hornworts and liverworts of Java. Phytotaxa 9: 53-149. Sà ¶derstrà ¶m, L., Hagborg, A., Pà ³cs, T., Sass-Gyarmati, A. Brown, E., von Konrat, M. and Renner, M. 2011. Checklist of hornworts and liverworts of Fiji. Telopea 13 (3): 405-454. Thiers, B.M. 1987. A preliminary accout of Colura (Hepaticae, Lejeuneaceae) in Australia. Brittonia 39 (2): 175-179. Wigginton, M. 2009. Checklist and distribution of the liverworts and hornworts of sub-Saharan Africa, including the East African Islands. Tropical Bryology Research Reports 8: 1-116. Wigginton, M.J. 2001. British Bryological Society expedition to Mulanje Mountain, Malawi. 15. Lejeuneaceae, and the occurrence and frequency of foliicolous taxa. Tropical Bryology 20: 83-94. Zhu, R.L. 2006. New checklist of Chinese liverworts, hornworts, and takakiophytes. (PDF file). Bryological Laboratory, School of Life Science, East China Normal University, Shanghai.

To Kill a Mockingbird by Harper Lee :: Racism Race Kill Mockingbird Essays

To Kill a Mockingbird by Harper Lee â€Å"You felt sorry for her, you felt sorry for her?† (Lee 197) A quote from Harper Lee’s award winning novel To Kill a Mockingbird, which says so much. It shows the prejudice present in the 1920’s and 1930’s and how a black man could not feel sorry for a white woman because he was black. Negroes were not treated as equals. In fact, Negroes were believed to be less than second-class citizens, even level with the animals on the social ladder and biologically inferior to whites. Negroes were lynched often in many states, without reason, by white mobs. Blacks weren’t treated right in any part of American society including the courtroom. , with both the lynching in the streets and the prejudice in the courtroom this was a time where blacks did not have a fair chance both in and out of court. Many things happened throughout the past to create racial disharmony in the early 1900’s. Since the first slaves were brought to America whites have seen the Negro race as inferior and unequal. They were merely chattel purchased for the sole purpose as to provide for his master. Slaves were beaten to ‘keep them in line’ or killed to set an example for the rest. As time passed Negroes gained more freedom but also more hatred from the white populace. The formation of the Ku Klux Klan (KKK) in 1866 greatly heightened tension between the black and white races. They preached White supremacy, â€Å"It is simple reality that to be born White is an honor and a privilege.† () To treat a Negro as an equal was viewed not only wrong but also as a direct insult and threat to the white race. â€Å"We must secure the existence of our race and a future for White children† () When a black was accused of a crime or a white person didn’t like him he could be punished by the KKK or mob through lynching, burning, dismembering, and or torturing. Nearly none of the time did the lynchings ever go to court. â€Å"A Mississippi lynch mob of 2,000 burns an accused black rapist alive a coroner’s jury returns a verdict of death †due to unknown causes.† And Mississippi governor Theodore G. Bilbo says the state has â€Å"neither the time nor the money† to go into the matter.

Human Resource Planning Essay

The process that connects an organization’s strategic plan with its human resource needs is called human resource planning. The process ensures that staffing needs are addressed to achieve the organization’s objectives. Human resource planning is important because it helps an organization maintain a competitive edge and retain employees. Human resource planning determines the supply and demand of employees, according to the needs and wants of the business and its customers. The internal and external environment has an impact on the consideration of human resource planning. For instance, internal impacts are promotions, transfers, or firings, and external impacts can be changes in technology, the economy, or the industry. The competence and qualification of current and future employees and their career paths are more factors to consider when developing a human resource plan. These impacts can affect the staffing and human resource planning processes depending on the need s for a company to remain successful. Human resource planning is important and ongoing because of both internal and external environmental changes. Planning and Strategic Development and Implementation Human resource planning is identifying present and future needs of an organization to reach its goals (Obeidat, 2012). Human resource planning also involves predicting the demand and supply for employees, considering the business needs, and strategies for development and employment to meet requirements (Obeidat, 2012). The results will provide an analysis of human resource supply and future demand, which will identify gaps and most likely include staffing. Therefore, having knowledge of the goals and expectations of the company, can identify methods to reach these goals and track its progress. Planning in this manner allows a company to link resources with business performance. The results will identify the required number of qualified and competent candidates and this will help the business meet its goals and objectives. For instance, human resource planning and staffing connect by addressing the company’s direction, skills, knowledge, and abilities needed to follow a certain path. It also assesses the current competencies within the company and the gap between the direction and requirements to succeed. Description of the Staffing Process The eight elements of the staffing process are human resource planning, recruiting, selection, orientation, training and development, performance appraisal, compensation, and employment decisions (Plunkett, Allen, & Attner, 2013). Human resource planning involves assessing current employees, forecasting future demands, and constructing plans to add or transfer employees (Plunkett, Allen, & Attner, 2013). Recruiting involves looking for qualified people within or outside the company for vacant positions (Plunkett, Allen, & Attner, 2013). Selection is interviewing and testing candidates and hiring the best applicant(s). Orientation is when new employees learn about the fellowship. Training and development is when new employees learn their jobs and expand their skills. The performance appraisal is the origination of the touchstones for judging the workplace of employees (Plunkett, Allen, & Attner, 2013). Compensation is generating pay and benefits for each position. Employment decisions include promotions, demotions, transfers, layoffs, and firings (Plunkett, Allen, & Attner, 2013). Elements and Activities The proper planning, recruiting, and selecting of staff is an ongoing process. The hiring process is just the beginning of staffing. The human resource department must retain employees through training and development, performance appraisal, compensation, and employment decisions. The first step in human resource planning is the staffing process. The human resource planning process starts with a job analysis. A job analysis describes the skills, knowledge, and abilities required to perform each position. The job description will include what, how, and why employees perform his or her duties. It specifies minimum acceptable qualifications a candidate must possess to do the job effectively. A human resource inventory comes after the completion of the job analysis. The human resource inventory will categorize the needs and wants of the position. Afterwards, a human resource forecast is created to anticipate future demands for each position based on the plans, goals and objectives of the organization. Last, the forecast and inventory are compared to decide whether staffing needs will come from internal or external candidates. Read more:  Essay on Human Resource Planning Activities and Planning, Development, & Implementation The primary influence in the use of a company’s resources is the mission and vision of the organization. The mission and vision of the business provide the reason for the use of the resource. An effective and efficient business, strategic and business plans specify how its resources are managed and utilized. The most important resources a business must effectively use are: technology to create a product or deliver the service, the finances to pay for the requirements, and the skills and talents used by human beings to complete the job (Soberg, 2011). The business specifies the technology it needs to achieve the mission of the organization. The required technology will depend on the amount of product or service the company wishes to provide. The strategic plans and vision will be a factor in this decision to ensure it aligns with the goals of the company (Sober, 2011). The best fit for the organization and its mission will come down to the industry and what is currently utilize d. The financial aspect of the equation will specify how to produce money, control money, and foresee the revenue and expenses. The budget for a smooth, successful business operation will rely on the need for achievement in regards to the goals and objectives. The decision must include the cost of the entire operations including maintenance. For instance, the expenses cover purchasing, maintaining and adapting technology and compensating employees. The human benefactor is the knowledge, skills, and abilities utilized to generate and carry the product and service. People are an organization’s largest resource because products and services could not be managed, created, or delivered without the knowledge, skills, and abilities of human beings (Soberg, 2011). For example, without any assistance from human beings, technology and money cannot be utilized. The effective use of human resources assist companies in attracting the right employees, expand the knowledge, skills, and abilitie s of these employees, and keep the employees within the organization. Conclusion Human resource planning is the prediction of future business and environmental needs of a given organization. Human resource planning estimates the number of people available to work for future purposes. It strives to identify proper staffing required to perform organizational activities. Human resource planning is an ongoing process which starts with  objectives, move toward an analysis of resources and ends at evaluation of the human resource plan. Human resource planning compares the present and future status of the organization. The results identify what changes are necessary to meet goals. Human resource planning is vital so companies can meet their objectives and gain a competitive edge over its competition. The proper prediction of employment needs is important. An organization must foresee staffing issues beforehand, just as they predict potential threats in the industry that can impact on overall business success. Employee performance is a direct link to the success of the company. Therefore, a company that is not able to achieve goals is the result of workplace failure. Nevertheless, human resource planning is important to ensure the organization does not hire the wrong people or neglect to predict changes in staffing needs. The only way an organization can ensure employees have the skills, knowledge, and abilities the business needs to succeed is by planning for human resource needs. A human resource plan goes hand in hand with the companies plan to determine the resources it needs to achieve the goals. References Obeidat, B.Y. (2012, October). The Relationship between Human Resource Information System (HRIS) Functions and Human Resource Management (HRM) Functionalities. Journal of Management Research, 4(4), . doi:10.5296/jmr.v4i4.2262 Plunkett, W. R., Allen, G. S., & Attner, R.F (2013). Management: Meeting and exceeding customer expectations (10th ed.). Mason, OH : South-Western Cengage Learning. Soberg, A. (2011). The Link Between Strategic Planning and Human Resource Planning. Retrieved from http://www.hrvoice.org/the-link-between-strategic-planning-and-human-resource-planning/

Free Essays on Bob Marley

Bob Marley â€Å"Bob walked on to the stage in what I would later recognize as his unmatched saunter. It was awesome to watch him immediately memorize the crowd with his presence. His guitar slung over his shoulder, his Rasta locks flowing in unrestricted freedom, he generated a raw power of personality that overwhelmed his worshipers. Sounding his opening refrain â€Å"Hail Jah Rastafari!† and without another word he immediately launched into his opening song, â€Å"Concrete Jungle,† which immediately brought the crowd to its feet.† Robert Nesta Marley, was born on February 6, 1945. He was born in Nine Miles, Saint Ann, Jamaica. â€Å"Bob was the son of a white man, whom he never met. His mother Cedella also left him to be raised by his Granny Yaya and his grandfather, Omeriah.† With his grandparents he grew up in one of the poorest part of Jamaica named Trench town. I feel that this had a major impact on Bob’s life. In many of his songs he talks about Trench town. â€Å"Cold ground was my bed last night and rock was my pillow too.† As Bob grew older he spent less time at his home with his grandparents. Instead he was out with his friends Bunny Livingston and Peter Mackintosh. Together they did many things such as walk around town, go to the beach, play soccer and probably most importantly write music. Together the three were known as the Wailing Wailers. They soon had their first release, â€Å"Judge Not,† in 1963, but the single had no true success until 1964. After Writing their first single they began to experiment with their music, by slowing down the quick dance rhythms of Jamaican â€Å"ska† music and soon after scored hits with â€Å"Simmer Down† and â€Å"Love and Affection.† Despite its early success, the group broke up in 1966. Peter and Bunny both wanted to pursue solo careers. I think at the time this may have been a terrible thing for Bob, but in the long run this helped him tremendously. He now knew what kind of beats and r... Free Essays on Bob Marley Free Essays on Bob Marley Bob Marley â€Å"Bob walked on to the stage in what I would later recognize as his unmatched saunter. It was awesome to watch him immediately memorize the crowd with his presence. His guitar slung over his shoulder, his Rasta locks flowing in unrestricted freedom, he generated a raw power of personality that overwhelmed his worshipers. Sounding his opening refrain â€Å"Hail Jah Rastafari!† and without another word he immediately launched into his opening song, â€Å"Concrete Jungle,† which immediately brought the crowd to its feet.† Robert Nesta Marley, was born on February 6, 1945. He was born in Nine Miles, Saint Ann, Jamaica. â€Å"Bob was the son of a white man, whom he never met. His mother Cedella also left him to be raised by his Granny Yaya and his grandfather, Omeriah.† With his grandparents he grew up in one of the poorest part of Jamaica named Trench town. I feel that this had a major impact on Bob’s life. In many of his songs he talks about Trench town. â€Å"Cold ground was my bed last night and rock was my pillow too.† As Bob grew older he spent less time at his home with his grandparents. Instead he was out with his friends Bunny Livingston and Peter Mackintosh. Together they did many things such as walk around town, go to the beach, play soccer and probably most importantly write music. Together the three were known as the Wailing Wailers. They soon had their first release, â€Å"Judge Not,† in 1963, but the single had no true success until 1964. After Writing their first single they began to experiment with their music, by slowing down the quick dance rhythms of Jamaican â€Å"ska† music and soon after scored hits with â€Å"Simmer Down† and â€Å"Love and Affection.† Despite its early success, the group broke up in 1966. Peter and Bunny both wanted to pursue solo careers. I think at the time this may have been a terrible thing for Bob, but in the long run this helped him tremendously. He now knew what kind of beats and r... Free Essays on Bob Marley They say the sun, shines for all but in some people world, it never shine at all. They say love is a stream, that will find its course some think life is a dream so they making matter worse. -from Crisis, by Bob Marley Martin Luther King was not speaking about Bob Marley when he said"We must use time creatively and forever realize that the time is always hope to do great things,"but those words do describe how Robert Nesta Marley spent his life time. Bob Marley's life and involvement with the Rastafarian movement spanned the course of thirty-six years and left an impact on the world that is still felt. Marley's music was a result of what he saw in his life, what he felt, and what he saw as the treatment of his people. On February 6, 1945, Bob Marley was born in the northern half of Jamaica just outside of a small town named St. Ann, in an area named Nine Miles. His father, Norval Marley, was a white Naval Officer. Marley's mother's name was Cedella Malcolm Marley. Although she did have her son in wedlock, she rarely saw her husband because his parents disapproved of the marriage. The towns people of St. Ann reportedly thought Bob Marley had psychic powers, which allowed him to read hands and tell the person's future. The last time Marley saw his father was when he brought young Bob to Kingston, supposedly to enroll him in school. Eighteen months later Cedella learned that her son was not in school and rather he was living with an elderly couple. She immediately returned her son to St. Ann. (The History of Bob Marley). Bob Marley's move to Kingston was a milestone in his life. Norval Marley told his wife Cedella that he was bringing their son to Kingston to educate him. Instead he brought Bob to an elderly couple's home and it was the last time that Bob would ever see his father. During Bob's eighteen months in Kingston he was introduced to music. This was an introduction that would have a profound effect on the rest of his life, t...

Free Essays on Machivellis Discourses

Machiavelli’s Discourses Throughout his discourses, Machiavelli gives a political and philosophical interpretation of the first ten books of Livy’s History. Using such examples as ancient Athens, Sparta, and Rome he attempts to determine what made certain city-states survive into immense republics, while others came under the authority of those very same expansionistic regimes. Some of the basic reasoning he puts forth deals with the very ideas of liberty and greatness along with the relationship that both these ideas form. By clarifying this relationship, Machiavelli offers an insight to a possible conclusion to why the Roman Republic became such a successful empire. According to Machiavelli, Rome was the ultimate free state in the ancient world. No other empire before it matched its strength militarily, economically, and politically. Although Athens was a great state as well, its government quickly became corrupted therefore becoming vulnerable for conquest by other republics or principalities. One reason that Machiavelli gives for this is that while Athens enjoyed a period of liberty through a democratic government, it was quickly transformed into a tyranny once the composer of its laws, Solon, lost power. Liberty was temporary due to the fact that although the laws were democratic in nature, â€Å"Solon had not blended either princely power or that of the aristocracy† into the mixture (Machiavelli, 110). Rome, on the other hand, had institutions in place that in turn laid the ground work for liberty and greatness once the monarchy was abandoned and a republic was established. Liberty in the Roman Republic came in sporadic episode s while in its first stages. However, since Principality and Aristocracy were still present in the system that was in use, the Republic was able to maintain itself over time by constant shifting between the three estates leading to greatness for the Roman Empire. Another aspect for the... Free Essays on Machivelli's Discourses Free Essays on Machivelli's Discourses Machiavelli’s Discourses Throughout his discourses, Machiavelli gives a political and philosophical interpretation of the first ten books of Livy’s History. Using such examples as ancient Athens, Sparta, and Rome he attempts to determine what made certain city-states survive into immense republics, while others came under the authority of those very same expansionistic regimes. Some of the basic reasoning he puts forth deals with the very ideas of liberty and greatness along with the relationship that both these ideas form. By clarifying this relationship, Machiavelli offers an insight to a possible conclusion to why the Roman Republic became such a successful empire. According to Machiavelli, Rome was the ultimate free state in the ancient world. No other empire before it matched its strength militarily, economically, and politically. Although Athens was a great state as well, its government quickly became corrupted therefore becoming vulnerable for conquest by other republics or principalities. One reason that Machiavelli gives for this is that while Athens enjoyed a period of liberty through a democratic government, it was quickly transformed into a tyranny once the composer of its laws, Solon, lost power. Liberty was temporary due to the fact that although the laws were democratic in nature, â€Å"Solon had not blended either princely power or that of the aristocracy† into the mixture (Machiavelli, 110). Rome, on the other hand, had institutions in place that in turn laid the ground work for liberty and greatness once the monarchy was abandoned and a republic was established. Liberty in the Roman Republic came in sporadic episode s while in its first stages. However, since Principality and Aristocracy were still present in the system that was in use, the Republic was able to maintain itself over time by constant shifting between the three estates leading to greatness for the Roman Empire. Another aspect for the...

Read info Essay Example | Topics and Well Written Essays - 750 words

Read info - Essay Example Multiculturalism is also related to the global shifts of power, population, and culture in the era of globalization. Globalization is transforming the previously homogenous cities into complex meeting grounds for different groups thus challenging the previous cultural system to accommodate this diversity. Multiculturalism is sometimes also used as a substitute for the term race, as it is losing its former credibility (Jay 1). Multiculturalism is the latest American social reform and it is dedicated towards social equality. It has three major forms, which are Pluralism, relativism, and racialism. The three major forms of multiculturalism are all of American origin, but they have different visions of man and society (Gottfredson 7). Multiculturalism with respect to education shows that some form of change or reform has to be established in the educational curriculum. The selection in a particular country, province, or city of the language to be taught or to be used as a medium of instr uction is an important aspect of education and national planning in the multicultural society. It is also important to define goals and objectives as carefully as possible. No matter what type of approach is taken there is a necessity for continuing formative feedback to inform the language policy and language practice. This type of practice is however lacking in many American school districts (Reynolds and Lambert 74). There are different implications of multiculturalism in the workplace with respect to every individual. The organization commits itself to individuals to enhance or develop the individual’s commitment towards the organization. The individual strengths and needs may be distributed differently by race, gender, religion, etc. but these strengths and needs vary in the capacity of individuals. Members of group are not alike. The difference between every individual with each other is more than the difference between the groups to which they belong. This is the reaso n why they should be treated on their individual merits rather than treating them as the representatives of some group. Group membership may be an important part of one’s identity but they cannot define the attribute of a healthy individual. Some organizations give importance to the group membership but they are wrong in the sense that it give rise to the majority opinion that individuals rights and opinions are dependent on group membership thus giving rise to stereotypes (Gottfredsson 15-16). Education is required for managing cultural diversity in the school and workplace. The challenges are to create a constructive multiculturalism that is supporting, educating, and uniting the people rather than doing the opposite (Gottfredson 15). Workers in a multicultural environment may not share the strengths, lifestyle and personal goals, but they work towards a common goal. For instance in multinational corporations cultural differences do exist but they are accommodated for the o rganization to function. The cultural differences between the workers has to be by setting some common goals in the sphere of production, marketing, sales, and service goals and also by enhancing the cross-cultural communication. The probabilities of multiculturalism doing good in business is less unless the workers of such business is committed to serve some larger shared

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Compare and contrast - Essay Example This essay aims to provide the similarities and differences of school library and Internet on the role they play on the life of a student. Both the Internet and the library are great sources of information that provides students with relevant information for their studies. The difference is that the library can store only a limited number of books, information, and materials necessary for research and learning while almost everything you need to know and wanted to find out can be access online. But in terms of reliability and accuracy, the library still tops as the leading source of information. Information over the Internet can easily be altered and edited anonymously and anyone can make a claim or assertion on it, while books and several materials in the library are in print sources that makes editing and alteration too way impossible thus assuring researchers for accurate and reliable information (Fleming). The emergence and widespread use of Internet by students for their educational and research needs has replaced the role school libraries play in the life of a student. Because the Internet works faster and way more convenient than libraries, students depend on this technology for quicker and accessible research. Despite their differences, both are significant tools in providing students access to relevant information and supports the development of their research skills (â€Å"The Role

Program Enhancement Essay Example | Topics and Well Written Essays - 250 words

Program Enhancement - Essay Example Under this program, young teenagers who have pleaded guilty of minor crimes are taken to a court that is run by teenagers who act as judges, attorneys, and bailiffs. The Teen Court then sets the punishment for the offenders, which include community service, touring a jail, writing apology letters or essay on assigned topics, or attending school regularly (Boys Scout of America, 2010). The Teen Court is effective since it is teenagers who offer judgment and punishment to the offenders. In addition, giving the fact that defendants must also serve in the court as judges, there is less likelihood that they will take part in crime again since they would also have participated in punishing a crime (Boys Scout of America, 2010). In order to enhance the effectiveness of the program, repeat crime either minor or major should warrant for formal prosecution at the juvenile justice system. Secondly, the program should ensure that teenagers who participate in the court proceedings are sourced from other regions so that they remain unknown to the court offenders and hence give an opportunity for fair

Steam Coal Crushing Plant Essay Example for Free

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Dysfunctional Families in Revolutionary Road and Anna Karenina Essay

Dysfunction within an individual can be the result of various occurrences, whether it is a traumatic experience that has stemmed into a life of self-doubt and vulnerability, or it is a series of unfortunate events that has led the individual to believe that life is simply an ongoing controversy. However, dysfunction within a family is much more than self-afflicted stress, it is rooted within the familial bonds that gradually break as a result of conflict, co-dependent adults, perhaps substance abuse, and oftentimes a struggle of conformity brought on by an external source. In the novels Revolutionary Road and Anna Karenina, Richard Yates and Leo Tolstoy depict familial dysfunction that can occur as a result of society’s overwhelming ability to alter perspective and act as a catalyst to mediocrity. The characters that choose to conform to society’s moral values end up losing themselves in the process, causing dysfunction within the family unit; whereas the characters tha t choose to take their lives into their own hands and ignore society’s wrath ultimately prevail and restore moral order within themselves and within their families. Firstly, in Anna Karenina, the protagonist, Anna, is isolated by her hypocritical society with superficial values, which in turn leads her to her downfall. Secondly, in Revolutionary Road, John and April Wheeler are conflicted with society’s primary focus on materialism and wealth, which leads to the downfall of their dream causing their marriage to collapse. Similarly, both societies are led by the same motives where the protagonists of the novels seem to be corrupted by external sources, predominantly being their judgmental societies, which consequently causes the corruption of their families. Lastly, ... ...selves, and ultimately within the family unit by gaining a sense of perspective on what truly matters, being inner content, as opposed to societies judgment. The conflict of what truly causes a family to become dysfunctional wages on in literature, however Yates and Tolstoy inherently prove that the corruption of a family is typically the result of a degraded society with deteriorated morals. Bibliography †¢ Olesen, John, Joanne Fallon, and Louise Mark. Groups: a manual for chemical dependency and psychiatric treatment. Santa Fe, NM (342 Hillside Ave., Santa Fe 87501): CL Productions, 1993. Print. †¢ Tolstoj, Lev NikolaeviÄ . Anna Karenina. [Complete and unabridged]. ed. Ware (Hertfordshire): Wordsworth, 1995. Print. †¢ Yates, Richard. Revolutionary road. 3rd Vintage contemporaries ed. New York: Vintage Contemporaries, Vintage Books :, 2008. Print.

Hr Practice in Gp

Culturally compatible HR strategy in Grameenphone Ltd. SUBMITTED TO: Mr. A K M Mominul Haque Talukdar (MHT), Faculty Member, School of Business, North South University. SUBMITTED BY: Group – 3 Section-1 HRM-480 NameID # A K M YunusMony053 361 030 M Sabbir Hassan061 390 030 M Tajvir Abbas061 392 030 M Khayruzzaman061 628 030 Nastashea Nadia Mollika062 535 030 ShefaetulHoqueBhuiyan071 022 030 Refath E Islam072 600 030 SUBMISSION DATE: 30th March, 2010 LETTER OF TRANSMITAL 30th of March, 2010 Mr. A K M Mominul Haque Talukdar (MHT) Faculty Member, School of Business, North South University, Dhaka. Subject: Submission of HRM480 report Dear Sir, In the following pages, we have done our report titled â€Å"Culturally compatible HR strategy in Grameenphone Ltd. † as HRM480 course requirement. We have enjoyed preparing the project. In preparing this project, we have tried our level best to include all the relevant information and tried to identify different problems. As we are beginner, we may make some mistakes. If you consider our mistakes as pardonable, we will be very pleased and it will be very helpful for our future career. Sincerely Yours- Members of group # 3 Section-1 HRM-480 NameID #Signature A K M YunusMony053 361 030———– M Sabbir Hassan061 390 030———– M Tajvir Abbas061 392 030———– M Khayruzzaman061 628 030———– Nastashea Nadia Mollika062 535 030———– ShefaetulHoqueBhuiyan071 022 030———– Refath E Islam072 600 030———– Acknowledgment This project has been an eye-opener for us and we have been fortunate to have the support, assistance and encouragement of a number of individuals while preparing this report, without their support it would be hard to complete this study. We express our sincere gratitude to our Institutional Supervisor Mr. A K M Mominul Haque Talukdar (MHT), Lecturer, School of Business, North South University, Dhaka for guiding us in completing this study. His words of wisdom will always be remembered, and we are convinced that the knowledge of Strategic HRM that he has imparted would go a long way through our professional career. Secondly, we are also obliged to M Sabbir Hassan, Grameenphone Ltd. for his valuable time and providing us with the important information. He also shared with us necessary organization structural facts. We will also thank the other employees of Grameenphone Ltd. or sparing their time from work and filling out our questionnaires, which helped us to analyze our project. Our thanks also goes to the team members whose unflagging capacity for creative work and long hours made the project successful – under the pressure of deadlines. This report is successfully completed by our entire group member’s extreme effort. It was not possible for a single person to make the project successful. Moreover we would like to disclose our deepest esteem and gratefulness for our faculty, Mr. A K M Mominul Haque Talukder, for his extended helping hand and mentorship. To oc INTRODUCTION Our group (Group – 3) was assigned to select a company and evaluate it in terms of its cultural compatibility of HR issues which we researched on Grameenphone Ltd. Mr. AKM Mominul Haque Talukder, our faculty for this HRM480 course, has provided us with the opportunity to learn more about this topic through this project, which will eventually help us, understand how these things work in the real world. Through the extensive research this project required, we have gathered a lot of practical experience and have been able to identify such things in real life rather than just reading from a book. We are also grateful to Grameenphone Ltd. for allowing us to conduct such a survey about their organization. The research work started with us distributing questionnaires to 60 employees of Grameenphone Ltd. The questionnaires contained 2 dependent variables and 5 independent variables for analysis. Each variable consisted of 5 questions, with options available for answering. Once the data were collected from Grameenphone Ltd, we entered them into the SPSS software. The software provided us with various tables such as ANOVA, etc. and graphs such as Regression line, etc. All these helped us work out the analysis part. Our main objective was to find out whether Grameenphone Ltd. could carry out their organizational culture efficiency or not. The project was not just something that we had to do for class. This was something that provided us with knowledge and skills which would help us for years to come. Since we are the future managers of this country, we must learn to carry out such practices such as cultural practices with utmost efficiency. Choosing and hiring candidates is something which not only affects the organization but also the economy as a whole. The choosing of actually talented individuals gives hope to us all. It gives us the drive we need in order to work hard and make life seem fair. ? EXECUTIVE SUMMARY In order to find secure and best possible results regarding culturally compatible HR strategy, our team worked out a pattern which was both logical and sequential. The mission of our group and this project work was to analyze the way the employees of Grameenphone Ltd, think and feel and how these in turn affect the organization as a whole. Therefore, it was required of us to come up with a questionnaire and we have done so in such a way that would help us explore their perceptions and ideologies. All the information has been transformed into usable data which can be referred to in order to better understand their organizational culture and recruitment patters. Due to our experience with courses such as ECO 172, ECO 173, etc and also from the courses of MGT321, MGT351, HRM370, and HRM410 with our faculty Mr. A K M Mominul Haque Talukder, it was possible for us to round up this project successfully. Data analysis is something which is going to help us in the future by helping us truly understand situations and perspectives that make up an organization. This process started with us selecting 60 employees from different parts of the organization to fill in the questionnaire. We then converted those data into the SPSS database for further analysis. Before doing so, we had to first become familiar with the usage of the SPSS software, which was somewhat complicated. Also, it was slightly tricky to get the selected people to answer all questions in the questionnaire, for various reasons including the fact that some of them did not want to be too honest while some had trouble interpreting the meanings of the questions. The raw data collected was used for reliability tests to ensure its accuracy. In order to make the data usable for later stages, data reduction techniques had to be applied. Once the data had been approved, it was used for linear regression analysis and graphical representation of the regression analysis. Thus, eventually it was possible to understand and compare and contrast the perceptions of the different employees in a place such as AB Bank. The regression analysis provided Fcalc values which were compared to the F table. This is something that helps analyze and make decisions regarding whether to accept or reject the various relationships. SCOPE AND OBJECTIVE OF THE STUDY As a business expectative in future, we should have to gather experience beside our survey. We should not concern our lesson only in classroom but to implement it in practical life that will help us in our future life. A clear objective helps in preparation of well decorated report in order to take the right type of decision. So, identifying objectives is very much important. Our purpose of preparing the report is: Understanding the inter-organizational culture. Understanding the link between HR strategies with organizational culture. Evaluate the factors that affect strategic human resource management to learn the knowledge about the factors which are ultimately affecting strategic HRM. To understand real aspects of strategic HRM from staffing to top-managerial decisions. To understand the link between some important HR issues like communication, staffing and development, internal philosophy, flexibility job structure, performance management, with customer satisfaction and retention management. It is common knowledge that the compatibility of culture with Strategic HRM is one of the most basic and important functions of an organization. Unless a company is able to make a good cultural environment for strategic HR to an organization, all its stakeholders and employees will eventually suffer, which might be a result of dissatisfaction of customers as well. It is important for us to identify the seriousness of this function which is taken up by the HRM department. As future managers of this country, we must understand the pros and cons of every single action which is implemented during the recruitment process. Grameenphone Ltd. has provided us with a platform to study their culturally compatible HR strategy. We thank them for this opportunity which will help us gain first-hand experience and understanding of these things. The employees at Grameenphone Ltd. have been gracious enough to answer our questions in the questionnaires we provided them with. Some of the questions may have been slightly intruding, but that is the whole point of the research – to find out the employees’ true thoughts and feelings towards their cultural compatibility with their HR strategy. We hope to shed light on the various good things, and perhaps on some level of mismanagement going on at Grameenphone Ltd. nd their organizational culture with their HR strategy. The result of this research can help enhance all the good things going on in the organization, and also bring about opportunities to fix those things that may be wrong with it. After all, an organization is nothing without the people who keep it going. ? METHODOLOGY Methods of data collection: Methodology is the systematic study of methods that are, can be, or have been applied within a discipline or a particular procedure or set of procedures. It consists of both primary and secondary data. Primary data collection: We had to collect information from 60 employees of Grameenphone Ltd. We also had collect from three different branches that took us about 5 days. To collect the required information we made a questionnaire (given above) filled with questions related to choosing and hiring candidates , which would help us to understand how the HR mangers and senior while calling on for interview assess the raw test score, competencies, analytical skills, etc and average the whole result . They then check out family background, drug test, and criminal record etc and then hire the candidate. Hence, to collect this information we had to take an appointment with the Md. Bajlul Huda, Manager, Grameenphone Ltd. and went to the office accordingly. When we reached there we first brief him about our whole assignment as well as the questionnaire. He was very helpful with the whole task and assigned us with one of his Division Manager who took us to different level of the office and introduce to their sub-ordinates. We tried to survey all the dept. available in the office like the Finance Director, the HR dept. head, the Marketing Director and the Managing Dept. We divided our group members and each of us took some employees at a time to be available to them while they were filling up the questionnaire in order to answer to their queries. While filling some had little delusion on hr terms which we as a team need to elaborate the process of each term. And in that way it was also easier for us to collect all the correct required data as we were talking to only 1 employee at a time. And after they filled out the questionnaire we took their visiting cards along with their designation and stapled it to their papers. SECONDARY DATA: The raw data collected was then used for reliability tests to ensure its accuracy. Depending on the accuracy we had to implement data reduction using certain factors making the data usable for later stages. The approved data was then used for linear regression analysis and the obtaining graphical representation of the regression analysis. We then came up with relationships of the employee perceptions and various decision making criteria that are found in the daily working environment in an organization like Grameenphone Ltd. The regression analysis provided us with Fcalc values which were compared to the F table; which assisted us in deciding whether to accept or reject the relation between the various relationships we formed previously. ? LIMITATIONS OF THE STUDY As we have to make a report on the ‘Culturally compatible HR strategy’ practices of Grameenphone Limited by meeting a survey, we were really unable to collect enough information due to their official restrictions. These restrictions could not be eliminated without seeming offensive or intrusive. Many things were so confidential that we were we could not gain access to them. Thus, we had to conduct our analysis on whatever information we could gather, which was not enough. At the very beginning, we had a lot of difficulties in collecting information from the employees. Most employees were reluctant to fill up the questionnaire we prepared for them to fill up. Perhaps some of the questions made them uncomfortable, or perhaps they just did not have time. However, there was no reason to feel uncomfortable since the questionnaires were meant to be filled anonymously. We had to convince most of them to fill them up. Finally we could convince 50 employees to fill up the forms. Some of them didn’t tick all the answers and some ticked random answers without understanding the questions, or not even reading them properly. So, while studying the filled up questionnaires, we had a lot of complications in analyzing the data. The questionnaires prepared by us contained a lot of technical terms, which were comprehensible only to people who were familiar with HRM terminologies. Conditions like these created a lot of problems for the personnel filling he questionnaires, and they often asked us questions regarding what the question meant. It seemed like some of them found it extremely hard to truly understand the meanings of some of the questions. As we had to entertain a lot of queries at the same time, we were unable to allocate equal time and attention to everyone. This was purely unintentional, but it may have led to misinterpretation from our side towards the employees. While working on the filled up questionnaires we faced quite a number of problems, which prevented us from obtaining results of optimum accuracy. As we had to use SPSS software, we faced compatibility problem on SPSS with windows Vista and windows 7. We also encountered a few other minor problems during the primary data collection and while interpreting the data. Beside this we have faced the following hindrances in preparing this report: Lack of knowledge and experience regarding subject matter of employees filling the questionnaire. Shortage of time. Lack of sufficient privileges. Lack of communication facilities. Difficulty in getting an appointment. SPSS software compatibility problem with windows Vista and windows 7. The survey report focuses Cultural compatible HR strategy in Grameenphone Ltd. The survey may not be more comparable or more valid due to our lack of knowledge and experience regarding statistical data handling and interpretations. Also, it should be mentioned that we had trouble working out on the relationships between the various dependent and independent variables. ? COMPANY PROFILE Grameenphone, widely known as GP, is the leading telecommunications service provider in Bangladesh. Grameenphone is the largest cellular operator in the country. It is a joint venture enterprise between Telenor and Grameen Telecom Corporation, a non-profit sister concern of the internationally acclaimed microfinance organization and community development bank Grameen Bank. Telenor, the largest telecommunications company in Norway, owns 62% shares of grameenphone and Grameen Telecom owns the remaining. Grameenphone was the first company to introduce GSM technology in Bangladesh. It also established the first 24-hour Call Center to support its subscribers. With the slogan Stay Close, stated goal of Grameenphone is to provide affordable telephony to the entire population of Bangladesh. From the very beginning, Grameenphone placed emphasis on providing good after-sales services. In recent years, the focus has been to provide after-sales within a short distance from where the customers live. There are now more than 600 GP Service Desks across the country covering nearly all upazilla’s of 64 districts. In addition, there are 72 Grameenphone Centers in all the divisional cities and they remain open from 8am-7pm every day including allholidays. GP has generated direct and indirect employment for a large number of people over the years. The company presently has more than 5,000 full and temporary employees. Another 100,000 people are directly dependent on Grameenphone for their livelihood, working for the Grameenphone dealers, retailers, scratch card outlets, suppliers, vendors, contractors and others. There are more detail about Grameenphone Ltd. is given below; VISION: To be a leading provider of telecommunication services all overBangladesh with satisfied customers, shareholder, and enthusiastic employees. MISSION: GrameenPhone Ltd. aims at providing reliable, widespread, convenient mobile and cost effective telephone services to the people in Bangladesh irrespective of where they live. Such services will also help Bangladesh keep pace with other countries including those in South Africa region and reducing her existing disparity in telecom services between urban and rural areas. HISTORY: November 11, 1996: GrameenPhone was offered a cellular license in Bangladesh by the Ministry of Posts and Telecommunications. March 26, 1997: GrameenPhone launched it’s on the Independence Day of Bangladesh. 1998 June: Launched mobile to mobile service (Without PSTN access). 1999 August: Launched first Prepaid Service in the country. 2003 August: Reached One million Subscribers. 003 October: Launched prepaid product with PSTN connectivity. 2004 August: Reached 2 million Subscribers. 2005 April: Reached 3 million Subscribers, Launch of â€Å"djuice†, a youth brand, for the first time in Bangladesh. 2005 August: Reached 4 million subscribers. 2005 September: Launched EDGE and Voice SMS for the first time in Bangladesh. 2005 October: Reached 5 million subscribers. 2006 J anuary: Launch of Business Solutions- segmented offering for the Business Segment, Reached 6 million subscribers. 2006September: Launch of CIC. 2006 November: Celebrated 10million subs in 10 years & launched New Logo, Launch of Health line. 006 December: Launched Smile Prepaid & explore Post-paid, Launch of Bill Pay. 2007 February: Business Solution Re-launched. 2007 April: Djuice Re-launched. 2009: Launch of Bill-pay service. 2010 March: Launched 4 new Prepaid package named â€Å"Apon†, â€Å"Bondhu†, â€Å"Shohoj† and â€Å"Adjusted djuice† with new attractive tariff plans. The company has so far invested more than BDT 10,700 crore (USD 1. 6 billion) to build the network infrastructure since its inception in 1997. It has invested over BDT 3,100 crore (USD 450 million) during the first three quarters of 2007 while BDT 2,100 crore (USD 310 million) was invested in 006 alone. Grameenphone is also one the largest taxpayers in the country, having contributed nearly BDT 7000 crore in direct and indirect taxes to the Government Exchequer over the years. Of this amount, over BDT 2000 crore was paid in 2006 alone. Since its inception in March 1997, Grameenphone has built the largest cellular network in the country with over 10,000 base stations in more than 5700 locations. Presently, nearly 98 percent of the country's population is within the coverage area of the Grameenphone network. Grameenphone was also the first operator to introduce the pre-paid service in September 1999. It established the first 24-hour Call Center, introduced value-added services such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-based push-pull services, EDGE, personal ring back tone and many other products and services. The entire Grameenphone network is also EDGE/GPRS enabled, allowing access to high-speed Internet and data services from anywhere within the coverage area. There are currently nearly 3 million EDGE/GPRS users in the Grameenphone network. Grameenphone nearly doubled its subscriber base during the initial years while the growth was much faster during the later years. It ended the inaugural year with 18,000 customers, 30,000 by the end of 1998, 60,000 in 1999, 193,000 in 2000, 471,000 in 2001, 775,000 in 2002, 1. 16 million in 2003, 2. 4 million in 2004, 5. 5 million in 2005, 11. 3 million in 2006, and it ended 2007 with 16. 5 million customers. From the very beginning, Grameenphone placed emphasis on providing good after-sales services. In recent years, the focus has been to provide after-sales within a short distance from where the customers live. There are now more than 600 GP Service Desks across the country covering nearly all upazilla’s of 64 districts. In addition, there are 72 Grameenphone Centers in all the divisional cities and they remain open from 8am-7pm every day including allholidays. GP has generated direct and indirect employment for a large number of people over the years. The company presently has more than 5,000 full and temporary employees. Another 100,000 people are directly dependent on Grameenphone for their livelihood, working for the Grameenphone dealers, retailers, scratch card outlets, suppliers, vendors, contractors and others. In addition, the Village Phone Program, also started in 1997, provides a good income-earning opportunity to more than 210,000 mostly women Village Phone operators living in rural areas. The Village Phone Program is a unique initiative to provide universal access to telecommunications service in remote, rural areas. Administered by Grameen Telecom Corporation, it enables rural people who normally cannot afford to own a telephone to avail the service while providing the VP operators an opportunity to earn a living. The Village Phone initiative was given the â€Å"GSM in the Community† award at the global GSM Congress held in Cannes, France in February 2000. Grameenphone was also adjudged the Best Joint Venture Enterprise of the Year at the Bangladesh Business Awards in 2002. Grameenphone was presented with the GSM Association's Global Mobile Award for ‘Best use of Mobile for Social and Economic Development' at the 3GSM World Congress held in Singapore, in October 2006, for its Community Information Center (CIC) project, and for its Health Line Service project at the 3GSM World Congress held in Barcelona, Spain, in February 2007. Grameenphone considers its employees to be one of its most important assets. GP has an extensive employee benefit scheme in place including Gratuity, Provident Fund, Group Insurance, Family Health Insurance, Transportation Facility, Day Care Centre, Children's Education Support, and Higher Education Support for employees, in-house medical support and other initiatives. CURRENT OFFERINGS: Prepaid Price pans: Grameenphone Ltd. announced a new range of price plans that is expected to bring greater simplicity in the pre-paid category. The company has also revealed a new price plan for its djuice product as well. The three prices packages – Shohoj, Aapon, Bondhu, along with djuice – have been developed for pre-paid subscribers and offers interchange ability and easy migration. The Shohoj package will cater to users who need to call all networks and offers callers a low, flat rate of BDT 0. 79 per minute to any operator number. Shohoj users will also have the option to SMS any number at BDT 1 per SMS. The Aapon package has been designed for callers who have a predominately Grameenphone calling base. Aapon offers a special day time tariff and night time tariff (12pm-4pm and 12am-8am respectively) of 49 paisa per minute. Aapon users can also call three FnF numbers (Grameenphone numbers only) at 49 paisa per minute any time, and send SMS to the FnF numbers at BDT 0. 50 paisa per SMS. Aapon users will also have the option to SMS any number (GP and other operator) at BDT 1 per SMS. The Bondhu package is for users whose calls are usually limited to a tight FnF circle. This package offers the highest number of FnFs and users can call seven FnF numbers at 49 paisa per minute any time. With Bondhu package, calls to all other numbers (Other than the seven FnFs) are BDT 0. 99 per minute. SMS rates are BDT 0. 50 per SMS to GP numbers and BDT 1 to other operator numbers. Djuice retains its youth focus where there is big interest in community tariffs and special night time tariffs. What’s new is that any Grameenphone pre-paid customer can opt for djuice, or vice versa. Notably a regular migration fee of BDT 10 will be charged for migration to or from all packages after 13 April 2010. Post-paid price plans: With the new xplore post-paid, discover the pleasure of doing much more. Packed with a treasure of new features and facilities it keeps you in touch with your loved ones and gives you access to unlimited information and entertainment. xplore post-paid sets you free! Grameenphone Internet: Internet is the most convenient medium of information, through which people can enhance their knowledge, spread the same from one corner of the globe to whichever place they wish with a single click. Communication solutions developed by Grameenphone across all the media have always focused one single thing – to help people stay close to their dear ones and to enlighten heir lives through free and flawless access to information. Grameenphone internet is another step towards fulfilling this goal. With this step, Grameenphone promises to enlighten the lives of 20 million people by providing easier and faster access to information than ever before. Grameenphone so far brought Internet to people in the following ways: 1) Desktop and Laptop browsing: by using the mobile as modem or by internet modem 2) Mobile screen browsing: WAP/internet browsing on the mobile. 3) CIC: More than 550 CICs all over the country for those who do not have access to PC or other facilities. Grameenphone is looking to expand further into the digital world by expanding its internet platforms and developing more internet related products, thus becoming the biggest Internet Service Provider of Bangladesh. Package 1 (P1) is a pay-as-you-go offer. It is available for both prepaid and post-paid subscribers. For every kilobyte (KB) of data browsed, subscribers are charged Tk. 0. 02 (excluding VAT). Package 2 (P2) is available for post-paid subscribers only. Existing P2 prepaid subscribers will continue to enjoy this service unless they cancel the service willingly or fail to renew the service on time due to insufficient balance. Once P2 is deactivated from any existing P2 prepaid subscriber after 31st July 2009 due to insufficient balance or cancellation by the user, it will not be available for that user anymore Package 3 (P3) is for postpaid subscribers. Subscribers can enjoy the service from 12:00AM-8:00AM and monthly charge is BDT 300 (excluding VAT). From 8:01AM-11:59PM, subscriber can enjoy pay-as-you-go offer like P1. Package 4 (P4) is for prepaid subscribers. Subscribers can enjoy the service from 12:00AM – 11:59PM (within a day) with 150MB data usage limit in a day and daily charge is BDT 60 (excluding VAT). From 12:00 AM of the next day, pay-as-you-go (P1) charges will be applicable. Package 5 (P5) is an internet offer of 3 GB per month @ BDT 700+VAT. The package has a life time of 30 days (from the date of activation). After expiration of the specified volume or the life time of the package whichever finishes first, P1 (BDT 0. 02/KB) charge will be applicable. Package 6(P6) is an internet offer of 1 GB per [email  protected] BDT 300+VAT. The package has a life time of 30 days (from the date of activation). After expiration of the specified volume or the life time of the package whichever finishes first, P1 (BDT 0. 2/KB) charge will be applicable. Grameenphone Internet modem For the first time, Grameenphone is offering branded Internet modem (USB EDGE Modem) for its subscribers. This modem: Is Sleek & Smart Looking Supports GSM 900/1800 Is Plug & Play [Windows 2000, XP, Vista & Mac OS] Has default GP configuration / settings Provides Customized Dashboard including GP Logo Has SMS serv ices & Phonebook Option Provides daily, monthly & yearly usage data Has very easy SIM Insertion Method Has one year full warranty & after sales service Mobitaka Grameenphone brings yet another technological marvel- Mobitaka Ticketing! With Mobitaka Ticketing service, you can buy Intercity Train tickets in advance from your own mobile phone! You don’t need to stand in the long queues, overcome lots of hassles to collect a railway ticket. You can sit at the comfort of your own home and stop worrying about collecting train ticket for you upcoming journey. We want you to stay close to your dear ones and hence Mobitaka ticketing is for you. Value Added Services You can use your mobile phone for many other purposes than making voice alls. With GrameenPhone’s VAS, you can use your mobile phone to: Send and receive text messages, picture messages, voice messages Download ring tones, logos, wallpapers Obtain news updates, cricket score updates Browse the Internet and also send and receive e-mails Transfer data and send fax Participate in competitions and vote for your opinions You will be able to use all these services whenever you need them, wherever you are. All you need is to have a GP mobile phone to get these services. Messaging Services Information Alerts Data Transfer Fax Entertainment Services Browsing the Internet Send and receive e-mails Download Contents Customize Your Handset Participate in Competitions Vote your Opinions Services are: Studyline Music Radio Call Block Service Miss Call Alert Bill pay Stock information Instant messaging Cricket Update Cell Bazaar Web SMS Mobile Backup etc. International Roaming In March 1999, Grameenphone introduced this premium service for the first time in Bangladesh and now provides International Roaming service to its own subscribers traveling abroad as well as to foreign operators’ subscribers traveling in Bangladesh. For the first time in Bangladesh in July 2006, Grameenphone launched Roaming Services (both GSM and EDGE/GPRS) with CAMEL Phase II for Pre-paid In-bound subscribers. Grameenphone has unique ‘One to One’ relationship with all its International Roaming partner operators. As of May 2009, Grameenphone has 357 GSM partner operators in 120 countries in 6 continents and 137 EDGE/GPRS partner operators in 55 countries. ? GRAMEENPHONE HR PRACTICES: Grameenphone Human Resource system is one of the best systems in Bangladesh. The strategy of Human Resource Division is followed from Telenor strategy. HR is a Critical Enabler for Telenor in the Pursuit of its Strategic Goals. HR is a key to ensuring an Organization that provides a competitive advantage by being simple, aligned and efficient. A Culture centred on the customer and characterized by diversity, generosity and an international mind-set. Leaders, Who have a passion for business, excel at empowering people and never compromise on Telenor's ethical standards People, Who perform at the peak of their ability because they feel a sense of mission, accomplishment and growth. Corporate HR Corporate HR is responsible for global HR support and processes, and is organized as follows: Organization and Leadership Capabilities: Strategic responsibility for IVC (Internal Value Creation – Employee survey) and TLDP (Telenor Leadership Development Process). Global HR Development Compensation and benefits Employee Role Local HR Local HR departments serve managers and other employees with Human Resources and organizational development related topics. They are also in charge of the implementation and follow up of processes like IVC (Internal Value Creation – Employee survey) and TLDP (Telenor Leadership Development Process). HR Services HR Services is a resource centre for personnel administrative services in Telenor for the Nordic region. Internal Value Creation (IVC) Internal value Creation or IVC is a tool for creating value internally to all the employees of the organization. For better motivation and maximum effort from all the employees this tool helps a lot for achieving the vision. The purpose of the IVC Grameenphone vision Is â€Å"We exist to help our customers get the full benefit of communication services In their daily lives. † The key to achieve this vision ? a mind-set where each and every one of them works together. The IVC process offers them not only an opportunity to assess their progress in working towards this vision, but also to carry out actions that will improve their people and organization In order to meet future challenges and Implement the strategies. This is required from the Manager in this process Inform the employees before the survey and encourage participation. Pr esent the survey findings to them. Develop an action plan together with them. Implement, follow up and report on the actions. Communicate and celebrate results. HR operations: Preparing and providing circulars for internal and external recruitment Arranging hiring and selection process Recruiting employees Joining procedures Providing salary information’s Providing benefits and compensations Leave management Performance appraisal & evaluation Allocating resources including humans resources Handle employee separation process Arranging Training programs Arranging motivational and refreshing programs for the employees etc. LATEST STRATEGIC HR APPROACH: Very recently Grameenphone internally has launched a new approach to motivate the employees as Grameenphone always believes that internal customers should be satisfied first in order to make the external customers satisfied. As Grameenphone declared these year as EDGE year and all their concentration is on EDGE they are offering 10% commission on each EDGE package selling by the employees of Grameenphone and also in the last month there was another motivational offer for employees and that was the best EDGE seller will get BDT 100,000, second best seller BDT 60,000 and the third one was BDT 40,000. So employees are feeling motivated and trying to sale more in order to get those benefits and their satisfaction rate is going higher. And internal surveys says that Consumer Satisfaction Index of Grameenphone is the highest in Bangladesh these days and its all because of the satisfaction of the employees. Another strategic approach of Grameenphone is SEED which each likely to be idea generation. On this program employees are offered to submit their creative and innovative ideas that can add more values to Grameenphone and the best idea generator person will get BDT 1 million. So Grameenphone is very creative in their strategic HR approaches and they are always one step ahead to everyone in the industry. ? Literature Review During the formulation of human resource strategies organizations must consider their internal and external realistic factors. When realities change successful HR do have adoption with current realities. Culture is one of the fundamental factors of organizations internal realities. Survey can be conducted to know about the existing culture. There are some topics that should be included in the questionnaire like performance, information and resources, operational philosophy, and human resource. Here performance is all about meeting the organizational goal, customer satisfaction, results regarding short term and long term. Information and resources includes their management system and allocation of resources. Operational philosophy is about relation between culture value and risk taking, types of management whether it is leadership or close control. Human resources include the perception of employees as a cost of assets. It is important to clarify and communicate the organizations vision or mission that it is widely understood. It is needed to check out the current realities to make ensure the vision or mission is still viable or not. Strategies have to be formulated to fit and support the culture. Human resource strategy consists of interrelated functional strategies. The functional components are selection and staffing, organization and human resource development, and reward. The utility and software firm has different human strategy that is required to meet their needs. They have different strategy regarding their staffing policy, development, rewards, and design. The utility should concern about increased sensitivity and satisfying customer needs, increased the factors that will give benefit the total organization, emphasis on cost management, increased application of employees’ potential value. On the other hand software firm critical needs are more delegation by manager, more recognition of support functions, better creation and communication of long range plans, according equal weight to overall organizational performance and product or unit performance. There are some organizations with poorly defined or fragmented culture. There were created some conflicts between the information systems function, the customer service function and the more mainstream functions related to production and delivery of primary service. Cultural assessment was needed to determine the key points of difference between senior management’s desired culture and the culture desired by people in the functional business was beneficial. The utility and the software firm no one has dysfunctional culture. Some organizations have significant misalignments of culture which is very large gaps between what the culture is and what people feel it should be. INSTRUMENT DESIGING (Questionnaire) Customer Satisfaction Customer satisfaction, a business term, is a measure of how products and services supplied by a company meet or surpass customer expectation. It is seen as a key performance indicator within business and is part of the four perspectives of a Balanced Scorecard. Organizations need to retain existing customers while targeting non-customers. Measuring customer satisfaction provides an indication of how successful the organization is at providing products and/or services to the marketplace. In Grameenphone customer satisfaction is there number one motto. They are inconsiderable regarding this matter of customer satisfaction. Retention Management Retention management is a systematic process of retaining employees. In our questionnaire we have included several questions related to the effectiveness of Retention management in Grameen Phone Bangladesh Ltd. We have included dimensions like flexible work hours, training and development opportunity, and friendly work environment to find out how important these are to the employees as managers use these criteria frequently to stop employees from leaving the company. Adequate help from the superiors, salary well above market rate are also important for employee retention. . Your organization helps you with your performance problems. 2. The work schedules are flexible. 3. My organization offers well –above- market wage. 4. Ample training and development opportunity is offered. 5. The company has a friendly work environment. Communication: Communication is the best way behind the development of a particular company. Its justified whether the customers are sa tisfied through the service or not. As we all know that the service of Grameen Phone is the best service so far in our country that we exemplified most often. They focused on the customer as well as the communication with them so that they can aware about the problems of the customers. This is a two way communication process. In our questionnaire we have included so many topics like its help to achieve company’s mission and vision. To bring the effectiveness in the organization both the horizontal and vertical communication process is important. Internal communication should be focused more. 1. You believe communication process will strengthen the mission or vision of the company? 2. Your organization allows both horizontal and vertical communication process effectively. 3. Do you think healthy internal communication process will leads to employee satisfaction. 4. Do you believe healthy internal communication will emphasis on doing what will benefit the entire organization? 5. Do you believe all necessary information and resources should be communicated widely and completely inside the organization. Staffing and development: Staffing means the whole recruitment process of the employees. From the very beginning of selecting the employees is very important for a particular organization. Here in Grameen Phone they have followed a specific and very organized process of staffing employees. Development is a certain process of improving employees’ skills and abilities that are needed for the organization in future consequences. Very selected employees who have proved themselves beneficial for the organization in the long run got the opportunity to develop themselves through this process. Here we indicate some questions like employees are satisfied of their staffing and development process or not. Staffing process should be fair for all the employees. Empowerment is exists in the organization or not we also have included the question in our survey. And so on. 1. You believe fair staffing and development procedure leads to employee satisfaction. 2. You believe your organization follows fair staffing and development procedure. 3. Your organization allows internal staffing and development procedure. 4. Your organization believes in providing empowerment. 5. Your organization believes staffing process as an investment. Flexibility in job structure: Here flexibility means that the job structures are changeable. With the demand of the time and the employees’ capabilities the job design can be changed. In Grameen Phone it’s not practiced that much but for the better survey we have asked the questions regarding this issue that flexible work system is good for employees’ performance. It creates a healthy relation between the manager and the subordinates. Likewise some other important question on this topic. 1. You believe flexible structure with defined roles that are change frequently will allow the organization to perform best in the future. 2. Flexible job structure allows managers to delegate tasks to subordinates. 3. Flexibility in job structure is helpful for better creation and communication of long range plans. 4. Flexible job structure ensures more accountability towards the job. 5. Because of flexible job structure employees achieved enough skills which will be helpful to face any stress situation. Internal Philosophy: Internal philosophy states about what are the different steps are the company willing to initiate for the betterment of the employee base. Grameen Phone cares about its existing employee base and ensures safety for its employees. Because of the international company most of the decisions usually prepared in the abroad and in Bangladesh employees hardly get opportunity to participate in decision making procedure. Grammen Phone ensures equal treatment for its entire employee base and obviously try to match the responsibility and autonomy for in every level of employment. 1. Your organizational culture values balanced risk taking or safety at all cost. 2. Your organization culture follows participation in decision making. 3. You believe managers should concern about overall results rather than care only about their own units. 4. Your organizational ensures perfect match between autonomy and job responsibility. 5. Your organization ensures equal justice for all level of employees. Performance management: A specific guideline is very important to the employees to perform their jobs. This is also an important aspect of orientation method and evaluation system. If the employees find any inconsistency within this structure they grow resentment towards the management which gradually leads to voluntary turnover. Thus we included this dimension to find out how the employees of this particular company perceive the company’s outline for performance management and how effective it is to retain the employees. 1. Your organization has an effective and well structured performance management and evaluation system. . Assistance and continuous feed-back is given on a continuous basis 3. Managers who use this management system have proper education and training to use it. 4. Performance and evaluation result are documented for future reference. 5. Your organization provides extra incentives for best performance. ? Findings and Analysis DATA INTERPRETATION Mean: A parameter refers to a specific population characteristics and a statistic refers to a sample characteristics. Measures of average value of every responses of a particular value are usually computed from sample data through mean function. This enabled us to see the relative responses of a certain dimension Regression (R2 AND AUXILIARY R2 to find out MULTICOLINEARITY): Regression analysis discusses the linear relationship in terms of dependency of one on the other. It provides us a statistical technique for obtaining the line that best fits the data points. R square: R square measures the proportion of variation in a model which is explained by the repressors jointly. This quantity varies from 0 to 1. The higher values indicate a better regression. Actually R square is the percentage explained variability. R bar square: R square of individual regressor. Multicollinearity: In a regression model if one regressor changes are associated with changes in other regressors then the problem of multicollinearity arises. In a regression model two or more independent variables are perfectly collinear if one or more of the variables can be expressed as a linear combination of the other variables. Discussion about Reliability & Factor analysis: Reliability of measurement refers to the stability of measurement of sample data/attribute. This is of concern both within a single time period in which the attribute is being measured and between time periods. By factor analysis we reduce those questions which are found to be unreliable. Correlation: A strong linear relationship is defined as a condition where the individual observation points are close to a straight line. Correlation coefficient provides a measure of the strength of the linear relationship between two random variables. A correlation of 0 indicates that there is no linear relationship between the two random variables. ANOVA (F-VALUE): ANOVA: ANOVA is the analysis of variance which is concerned with analysis the effect of one or more factors on the experiment units. CORRELATION Correlation shows whether positive or negative relationship exists between one independent and one dependent variable. If relationship exists Correlation Table helps us to find out whether the relationship is significant or not. A significant relationship between a dependent and an independent variable suggests that to predict dependent variable that independent variable in the regression model. From this table of correlation we find that Our 1st dependent variable Retention management is correlated with independent variables Communication, Staffing and Development, Flexibility in job structure, internal Philosophy and Performance Management. Our 2nd dependent variable Customer Satisfaction correlated with independent variables Communication, Staffing and Development, Flexibility in job structure, internal Philosophy and Performance Management. 1. CM (Communication) VS CSM (Customer satisfaction) Relationship with Literature review: The correlation between communication vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. Ensuring effective communication is very important factor for having satisfied customer base because through this factor the management and HR people can know the requirements of the customers and what the expectations of the customers from the company are. 2. CM ( Communication) VS RMM ( Retention Management) Relationship with Literature review: The correlation between communication vs Retention management is showing a Single star. It signifies that the correlation is very significant at 0. 05 levels. If the company can ensure effective communication method inside the organization, it allows the company to retain its current employee base. 3. SDM (Staffing & Development) VS CSM (Customer satisfaction). Relationship with Literature review: The correlation between Staffing and development vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company follows the fair and clear staffing and development procedure, help the company to acquire loyal employee base and thus loyal employee base help to attain customer satisfaction. . SDM (Staffing & Development) VS RMM (Retention Management) Relationship with Literature review: The correlation between staffing and development vs retention management is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. Fair staffing and development process of the company helps to retain its current employee base because the employee holds a positive perception regarding the company selection and employee development process. 5. FM (Flexibility in job structure) VS CSM (Customer Satisfaction) Relationship with Literature review: The correlation between Flexibility in job structure vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. Flexibility in job structure boost employee satisfaction and in the end it helps to increase customer satisfaction. We are saying that because if an employee gets enough flexibility to perform a task then he/she would try to perform that task very efficiently and effectively and which leads to ensure satisfied customer base. 6. FM (Flexibility in job structure) VS RMM (Retention Management) Relationship with Literature review: The correlation between Flexibility in job structure vs Retention management is not significant. 7. IPM (Internal Philosophy) VS CSM (Customer Satisfaction) Relationship with Literature review: The correlation between internal philosophy vs Customer Satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. It is very true that if a company has a healthy internal philosophy it obviously ensures satisfied customer base. Company having a healthy internal philosophy would try to know the desire of different customer base and obviously try to act according to that policy. Healthy internal philosophy ensures a healthy relationship among all the divisions of the company and all the division work together to satisfy its customer and as well try to attract new customer to enhance growth. 8. IPM (Internal Philosophy) VS RMM (Retention Management) Relationship with Literature review: The correlation between internal philosophy vs Retention Management is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. It is true that internal philosophy of a company helps to retain current employee. If the philosophy of the company is employee centered, it helps to retain the employee because they found that company is really caring about themselves. It helps the HR department of the company to view the employee as an investment rather than a cost. 9. PMM (Performance Management) VS CSM (Customer Satisfaction) Relationship with Literature review: The correlation between Performance management vs Customer Satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company follows performance management effectively, it leads to ensure customer satisfaction. If the company has well structured performance measurement and evaluation system, it can judge effectively what the current performance to satisfy customer base is and what should be the real scenario of this procedure. If the company provides extra incentives for the outstanding performance, it increase employee motivation towards work and ultimately it leads to customer satisfaction. 10. PMM (Performance Management) VS RMM (Retention Management) Relationship with Literature review: The correlation between Performance management vs retention management is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company can able to manage the performance of the employee base effectively it would be helpful for the company to retain customer base because the perception of employees would be positive regarding the company at this point. ? LINEAR REGRESSION: Data Interpretation: 1. Customer satisfaction VS Communication Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 373(a). 139. 124. 44333 a Predictors: (Constant), CM When comparing Customer satisfaction with Communication we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and communication. And the alternative hypothesis H1= There is strong relation between customer satisfaction and communication. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 9. 361 Significant Value = . 003a (9. 361) ; Significant Value (. 003a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and communication. And it is supported by the fact that R square value is 0. 139 which is almost equal to 0. 14. That means there is a strong relationship between these two predictors. Relationship with Literature review: Ensuring effective communication is very important factor for having satisfied customer base because through this factor the management and HR people can know the requirements of the customers and what the expections of the customers from the company are. So it helps the company to devise a plan to satisfy those needs of customers effectively. 2. Customer satisfaction VS Flexibility in job structure. Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 393(a). 154. 140. 43935 a Predictors: (Constant), FM When comparing Customer satisfaction with flexibility in job structure we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and flexibility in job structure. And the alternative hypothesis H1= There is strong relation between customer satisfaction and flexibility in job structure. ? Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if lt; Significant Value Therefore, we found that. = 10. 588 Significant Value = . 002a (9. 361) ; Significant Value (. 002a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and communication. And it is supported by the fact that R square value is 0. 154 which is almost equal to 0. 15. That means there is a strong relationship betwe en these two predictors. Relationship with Literature review: Flexibility in job structure boost employee satisfaction and in the end it helps to increase customer satisfaction. We are saying that because if an employee gets enough flexibility to perform a task then he/she would try to perform that task very efficiently and effectively and which leads to ensure satisfied customer base. 3. Customer satisfaction VS internal Philosophy: Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 341(a). 116. 101. 44920 a Predictors: (Constant), IPM When comparing Customer satisfaction with internal Philosophy we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and internal philosophy. And the alternative hypothesis H1= There is strong relation between customer satisfaction and internal philosophy. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 7. 612 Significant Value = . 008a (7. 612) ; Significant Value (. 008a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and internal Philosophy. And it is supported by the fact that R square value is 0. 116 which is almost equal to 0. 12. That means there is a strong relationship between these two predictors. Relationship with Literature review: It is very true that if a company has a healthy internal philosophy it obviously ensures satisfied customer base. Company having a healthy internal philosophy would try to know the desire of different customer base and obviously try to act according to that policy. Healthy internal philosophy ensures a healthy relationship among all the divisions of the company and all the division work together to satisfy its customer and as well try to attract new customer to enhance growth. 4. Customer satisfaction VS Performance management. When comparing Customer satisfaction with Performance management we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and performance management. And the alternative hypothesis H1= There is strong relation between customer satisfaction and performance management. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 46. 228 Significant Value = . 000a (46. 228) ; Significant Value (. 000a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and performance management. And it is supported by the fact that R square value is 0. 444 which is almost equal to 0. 45. That means there is a strong relationship between these two predictors. Relationship with Literature review: If the company follows performance management effectively, it leads to ensure customer satisfaction. If the company has well structured performance measurement and evaluation system, it can judge effectively what the current performance to satisfy customer base is and what should be the real scenario of this procedure. If the company provides extra incentives for the outstanding performance, it increase employee motivation towards work and ultimately it leads to customer satisfaction. 5. Customer satisfaction VS Staffing and development. When comparing Customer satisfaction with Staffing and development we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between customer satisfaction and Staffing and development. And the alternative hypothesis H1= There is strong relation between customer satisfaction and Staffing and development. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 30. 668 Significant Value = . 000a (30. 668) ; Significant Value (. 000a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and Staffing and development. And it is supported by the fact that R square value is 0. 346 which is almost equal to 0. 35. That means there is a strong relationship between these two predictors. Relationship with Literature review: If the company devoted to hire best employee base and also nurses them effectively, getting satisfied customer is obvious. Company should be concerned about hiring the best people to maintain the harmonious culture of the company as well who can work their best to attain company goals and objectives. If the company has an objective to ensure market growth then the company has to hire and promote those employees further who can able to attract customers attention effectively because if customers are satisfied with the performance of the company, they could play a vital role to ensure further growth for the company. . Retention management VS Communication When comparing Retention management with Communication we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between Retention management and Communication. And the alternative hypothesis H1= There is strong relation between Retention management and Communication. Decision Rule: We all know th at Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 5. 42 Significant Value = . 023a (5. 42) ; Significant Value (. 023a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and communication. And it is supported by the fact that R square value is 0. 086 which is almost equal to 0. 09. That means there is a low relationship between these two predictors. Relationship with Literature review: From the analysis it has been found that though the findings (relationship vs retention management and communication) are significant, but it is not strongly significant. From the value of R square we came to know that there is a low relationship exists between these two predictors. Most of the time proper communication process among the employee do not ensures the employee retention. There are some other predictors related with this issue which are also required for ensuring retention management process. ? 7. Retention management VS Flexibility in job structure. When comparing Retention management with Flexibility in job structure we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between Retention management and Flexibility in job structure. And the alternative hypothesis H1= There is strong relation between Retention management and Flexibility in job structure. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 1. 663 Significant Value = . 202a (1. 663) ; Significant Value (. 202a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and Flexibility in job structure. And it is supported by the fact that R square value is 0. 028 which is almost equal to 0. 03. That means there is a strong relationship between these two predictors. Relationship with Literature review: It is not a denying issue that if a company follow flexible job structure for its employee base it can able to retain its current employee base compare to the other company which does not follow the flexible job structure method. Flexible job structure enables employee to get more experience and allows using those experience to handle any stress situation which could come. Moreover flexible job structure allows more accountability towards the job because flexibility allows the employee to view the company as a whole and motivated to ensure best performance for the company. 8. Retention management VS Internal Philosophy. When comparing Retention management with internal philosophy we analyzed the data in the following way: We set the null hypothesis Ho = There is no relation between Retention management and internal philosophy. And the alternative hypothesis H1= There is strong relation between Retention management and internal philosophy. Decision Rule: We all know that Reject null hypothesis if ; Significant Value Accept null hypothesis if ; Significant Value Therefore, we found that. = 32. 234 Significant Value = . 000a (32. 234) ; Significant Value (. 00a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and internal philosophy. And it is supported by the fact th