Organizational Communication Issue of Toyota Research Paper

Organizational Communication Issue of Toyota - Research Paper Example But apologies regarding how the whole situation of information shared and communication with public has been done came much later. Toyota through press releases responded to the government, NHTSA’s queries and through this releases it tried to defend itself by refuting the claims made by Toyota users regarding the possible cause of faults in the vehicle. But in spite of this, Toyota had to pay a $16.4 million fine to NHTSA in USA on April 19, 2010. It was found out that Toyota face media scrutiny which leads to increased confusion of stake holders and their criticism and questions. Toyota’s failure to respond to the public and government in transparent way and it denied the problem until asked to take actions (May 100-107). An important function of organization is communication during crisis time. A crisis can cause financial loss, decreased confidence of stakeholders and buyers purchase intentions from the organization. To handle the communication training should be given to the spokesperson. To Lerbinger, Feran-Banks and Coombs, attention should be placed on media relation in crisis time. This was important for Toyota which gave late and vague response in media regarding recall of vehicle. Communication should include pre drafted messages from top management and news releases which can be used during crisis. Corporate Leadership Council  and Business Roundtable  supported the use of these templates. PR personnel will play a key role in drafting these messages. A separate website can be created for a crisis situation or a section in existing website could be devoted to deal with these. Stakeholders and media turn up to internet during crisis situation. Taylor and Kent in 2007 persuaded the use of internet during organizational crisis. Quick response by informing the media and stakeholders about the cause and nature of crisis from the side of organization is very necessary or

The Media Exposure of Children and Youths Essay

The Media Exposure of Children and Youths - Essay Example By spending this time watching the TV, video, and films, I got loads of information that connected with my life experiences, and more importantly, the experiences influenced my life in different ways. Through this paper, I will review two films: Adams Rib (1949) and Real Women Have Curves (2002), to show how the two have influenced and shaped my life. In particular, these two movies have highlighted the themes of gender, ethnicity and the role of parents, and have been instrumental in the development of my personal life. Â  As a Muslim, I had grown to the age of fifteen years, knowing and believing that men were superior to women in all ways, including the way they could succeed in education and career. However, during one evening, I watched a movie that would change my view of women and their potential within the society. Previously, I had watched my mother taking her roles as a housewife very confidently and proudly, until it was almost unusual for me to imagine the place of a woman in reputable roles like national administration, law or medicine (Rideout, Roberts and Foehr 6). The place that I had associated with women is commonly the reality among Muslims, as their culture and way of life, limit the entry of women into positions of leadership (Mernissi 34). The common socialized outlook, among Muslims especially those living in Muslim societies, is that men are stronger than women intellectually, physically and socially, therefore allow men to dominate women (Mernissi 34). Â  However, this outlook towards the roles and the positions of the two genders changed drastically, and the change has continued to change, since that time. The film showcases the lives of a married couple, Adam and Amanda Bonner (wife).

Human Resources in Call Centre Industry

Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa Human Resources in Call Centre Industry Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa

IQ and Success :: Sociology Racism Prejudice Essays

IQ and Success   Ã‚  Ã‚   Using data from a long-term survey, The Bell Curve purports to show that IQ is a far better predictor of adult success than childhood socioeconomic status. But the authors used an extremely limited number of social factors as the basis for their calculations. By taking into consideration a greater number of social factors (to make the study resemble a more complete picture of real life), sociologists have been able to show that social factors, not IQ, are a much better predictor of future success. In The Bell Curve, authors Herrnstein and Murray claim that a child's IQ is a far better predictor of future success than a child's initial socioeconomic status (or SES). For example, a white child raised in the bottom 5 percent of SES is eight times more likely to become poor than a child from the top 5 percent. But a white child whose IQ is in the bottom 5 percent is fifteen times more likely to become poor than a child whose IQ is in the top 5 percent. (1) Is this true? (Well, no -- but more on this below.) It does seems obvious that intelligence is important to succeed in life, but it also seems obvious that social factors play a large, if not larger, role. For example, the crushing economic disparity between North and South Korea has nothing to do with IQ differences, and everything to do with different social and economic policies. Even on a personal level, intelligence is only one of countless factors that contribute to success. Others include: Access to education Training opportunities Personality type Physical attractiveness Athletic ability Inheritance Nepotism Prejudice Social and business connections Knowing someone who is successful Lobbying Congress Business cycle trends Fads Inventions Discoveries Wars Speculation Gambling Miserliness Insider trading Unfair market practices And, last but not least, dumb luck -- being at the right place at the right time And these are just the adult factors -- there's a whole host of childhood factors as well, which follow below. How the rules of the game are constructed determines which of these factors becomes most important for winning and losing, and therefore which individuals have the most "merit." For example, we might think that those who play professional baseball have the most merit -- that is, they are the best players in the game.

Animal abuse Essay

When Richard Acton was young he had a neighbor. The neighbor was on the small side. It always seemed as if he was getting bullied. He was so shy, he always stayed in his house. He was seldom seen in the yard playing or anything. And if he appeared in the yard, he would not stay out long. One day Richard asked his parents about him, and what they thought. They told Richard to sit down that they needed to explain something to him. They said â€Å"there are people out there in our world that do things to others just to hurt them. They do it because they are sick or maybe enjoy it. Some just do it because that is all they know. People will really never fully understand why it happens, but it does.† The situation is termed abuse. The definition of abuse is â€Å"to use ill; to maltreat; to misuse; to use with bad motives or to wrong purposes; as, to abuse rights or privileges† (Webster, N/A). see more:types of animal cruelty The fact is this occurs all around the world. â€Å"Animal cruelty or abuse can be either deliberate abuse or simply the failure to take care of an animal. Either way, and whether the animal is a pet, a farm animal, or wildlife, the victim can suffer terribly† (Humane Society of The United States, 2011). Animal abuse is a growing problem in today’s society, and it needs to be stopped. As humankind has progressed, there has been an increase in governance and rules and regulations of everyday life. These rules and regulations are implemented as a result of various situation that occur around the world. One such rapidly growing concern is the concept of animal cruelty. Animal abuse is cruel unwarranted treatment of animals. Such treatment has one focus to subject animals and sometimes pets to unnecessary harm and pain. The increasing number of cruelty cases reported daily in the media is only the beginning of reported animal abuse. Most cases are never reported, and most animal suffering goes unrecognized and unabated. Although there is no national reporting system for animal abuse, media reports suggest that it is common in rural and urban areas. Cruelty and neglect can also cross socio-economic boundaries. While many people would like to think animal cruelty no longer exist, what people fail to realize is that it is still happening all over the world today. The treatment of animals is completely unethical. Ethics is defined as, â€Å"A system of moral principles; a system of rules for regulating the actions and manners of men in society† (ethics. 2014. In Noah Webster’s 1828 American Dictionary of the English Language. , n.d.). We live in a world governed by ethics and the concept or right and wrong. This is why animal cruelty in today society is so unreal. The fact animals are still regarded as a product rather than living breathing creatures is morally wrong. Unfortunately our morals don’t extend to animals. Although many people claim that they are against animal cruelty they still see animals as forms of entertainment, clothing, and experiments which is complete unethical. Animals are not ours to use. Some may argue that because animals do not think and act like a human being, that they should not be treated like them; therefore, animals should not have rights, or be treated as fairly as a human. â€Å"The concept of rights to animals on the grounds that they have similar  physiological and mental capacities as infants or disabled human beings† (Wilson, N/A). They are wrong because animals are living, breathing creatures that were placed on Earth for a reason, the same as humans. Does an innocent animal feel the need to abuse, beat, and kill a human being because the human is not an animal, like itself? No. Therefore, it should not be okay for any human to beat and kill an animal because the animal is not human. So in an ideal world, animal cruelty would not exist. But, this is not an ideal world, and animals, domesticated and wild, are abused and beaten every single day. Should animals have rights? Yes, they should. All animals have nervous systems; they can feel, both physically and emotionally, therefore, it should be illegal to abuse any animal, not just  domesticated ones. Every day in the United States animals are beaten, neglected, or forced to struggle for survival. Left in unsanitary conditions with no food or water, they have little hope as they live out their days without the compassion they deserve. â€Å"It’s even more so when we realize that the everyday choices we make—such as what we eat for lunch and the kind of shampoo we buy—may be directly supporting some of this abuse† (People for the treatment of animals, N/A). Some are found and rescued, given the chance to experience how great life and humans can be; others are not so lucky. To grow as a nation, we must fight for these abused animals’ rights and severely punish heartless owners. It is up to us to speak for these creatures who lack a voice, for who will if we don’t? One of the first steps in protecting animals and  ­creating effective cruelty laws is knowing what animal cruelty actually is. There are two categories: passive cruelty and active cruelty. First  ­involves acts of omission, meaning the abuse happens as a result of neglect or lack of action. Passive cruelty might seem less serious, but that is not the case; it can lead to terrible pain and suffering, and ultimat ely death. Examples include starvation, dehydration, and untreated parasite infestations, inadequate shelter in extreme weather conditions, and the failure to get medical care. Passive cruelty is sometimes due to the owner’s ignorance, so many animal control officers will first try to educate neglectful owners on how to properly care for animals before giving them a citation or placing them under arrest. Active cruelty, on the other hand, is more well-known and disturbing. Sometimes referred to as non-accidental injury, this type of abuse involves purposefully inflicting harm on an animal in order to feel more powerful or gain control. Active cruelty against animals should be taken very seriously, since it can be a sign that a person has serious psychological issues and may commit more acts of violence – possibly against humans. It’s not only up to the legal system to ensure that communities across the country are aware and educated about animal cruelty. There are plenty of things everyday citizens can do. The simplest action is for people to take care of their own pets and learn the facts so they can educate others on proper animal care. Another easy way to help is by donating to or volunteering at a local animal shelter. Contrary  to popular belief, volunteering doesn’t require a lot of time; simply going in a few hours a week helps. Finally, by writing letters you can remind your local lawmakers that animal abuse is a real problem that needs to be addressed. â€Å"In media-reported animal cruelty cases, dogs–and pit bull-type dogs, in particular are the most common victims of animal cruelty. Of 1,880 cruelty cases reported in the media, 64 percent involved dogs, 18 percent involved cats and 25 percent involved other animals† (Humane Society of The United States, 2011). â€Å"More American households have pets than children. More money is spent on pet food than on baby food. There are more dogs in the U.S. than people in most countries in Europe-and more cats and dogs. A child growing up in the U.S. is more likely to have a pet than a live in father† (American Humane Association para 2,3, 2013). Know who to call to report animal abuse. If unsure who to contact. Contact your local police department at 618-826-5000 or call 911 if it is an emergency. Get to know and look out for the animals in your neighborhood. Start a Neighborhood Watch Program. Fight for strong anti-cruelty laws on federal, state and the local level. Set a good example for others to follow. Talk to your kids about how to treat animals with kindness and respect. And what is believed to be the most important, support your local shelter or animal rescue organization. It is a wonderful way to make a difference. Funding is an important issue when it comes to animal abuse. Most agencies that handle the calls for animal abuse are very understaffed. They also rely on support from others. Some agencies rely on grants to fund their operation to help rescue abused animal. Grants can be obtained from agencies such as the Animal Society for the Prevention of Cruelty to Animals (ASPCA). The ASPCA Anti-Cruelty grant program supports private organizations and public  agencies dedicated to the prevention and elimination of animal cruelty throughout the United States. Every state in the United States and the District of Columbia has a law prohibiting cruelty to animals. These laws  do not give animals rights, but do afford some legal protection. The purposes of these laws is to deter violence by humans in any form as well as to protect animals from mistreatment and cruelty by imposing a penalty for those acts. Most of these laws fall under the purpose of morality, meaning the purpose is not to protect the animals, but to keep people on the straight and narrow. Whatever the reason, many more states are recognizing that animal cruelty, neglect and abuse are serious issues. There are now 41 states plus the District of Columbia with felony provisions for animal cruelty 32 plus DC with â€Å"Felony† specifically stated in the statute, 8 with felony punishments attached, but the status of the crime is not specifically defined. Animal abuse comes in all forms, from physical abuse to simple neglect. Both intentional/malicious abuse and neglect or passive abuse may be tough to spot as laws defining what constitutes animal abuse can be vague and differ from municipality to municipality. Before reporting abuse, one must evaluate the entire situation to determine whether or not abuse is actually occurring. Make sure all the facts are in order. One of the best solution in order to stop the awful trend is to teach a child while they are still young on how to treat an animals. Keeping in mind that they are the future, teaching a young child can help reduce the problem. Many agree on the educational value that owning a pet could have on a child. People aren’t always able to relate to animal, as humans, were not born with the ability to know how to treat animals. A recent statistic shows that kids who partake in animal abuse, may, as they get older abuse others and their belongings. This is not necessary saying that your child is the next serial killer or murderer but helping them understand early on the rights and wrongs when having contact with an animal could help. Showing children what a happy pet looks like, so they care more for their pet’s emotions. Parents often don’t take the time to teach the child rights and wrongs when caring for an animal. They need to make sure they set limitations when a child and pet are left alone. Teach your child early on and they will be able to help stop animal abuse. Another great solution is, educating ourselves on proper pet care, we also educate others by sharing the knowledge. In most situations, people have the right idea in  mind when it comes to pets, but they are not always well educated in proper pet care, and sometimes don’t notice the risk they put their animals in. Pet education is key. If planning on stopping animal abuse it is needed to identify early what is the cause of the abuse and also help the abusers. â€Å"Studies show that males are 94% more likely to commit the abuse towards animals. Minors, under the age of 18, were 31% likely to abuse animals.  Also, animal abuse is 21% more likely in families that involve family violence† (Andrea, 1999). Every living thing has a heart and feelings, God put animals on earth for us to enjoy, not to abuse. We all need someone to love and to care for. Why not a pet? With a pet, the key is to educate our young on how to treat them. With this education it can be passed on where one day animal abuse will be stopped. References American Humane Association para 2,3. (2013). Retrieved from American Humane Association: http://www.americanhumane.org/interaction/support-the-bond/fact-sheets/animal-abuse-domestic-violence.html Andrea, L. (1999, Feburay). We Speak For Them para5. Retrieved from http://animalabuseitneedstostop.weebly.com/index.html ethics. 2014. In Noah Webster’s 1828 American Dictionary of the English Language. . (n.d.). Retrieved from ethics. 2014. In Noah Webster’s 1828 American Dictionary of the English Language. : ethics. 2014. In Noah Webster’s 1828 American Dictionary of the English Language. Humane Society of The United States. (2011). Retrieved from Humane Society of The United States para 4: http://www.humanesociety.org/issues/abuse_neglect/facts/animal_cruelty_facts_statistics.html People for the treatment of animals. (N/A, Para 2). Retrieved from PETA: http://www.peta.org/issues/ Webster. (N/A). abuse,1828 Webster Dictionary. Retrieved from http://www.1828.mshaffer. com/ Wilson, S. (N/A). Internet Encyclopedia of Philosophy. Retrieved from IEP para 4: http://www.iep.utm.edu/anim-eth/

Unexpected Benefits

In the fourteenth century, the face of Europe was forever changed by a devastating event known as the Black Plague. This plague would rear its ugly head time and again throughout Europe in lesser outbreaks right up through the eighteenth century, when it finally disappeared from the continent for good. However, its initial appearance happened in the fourteenth century, and this debut performance was its most dramatic and destructive.Called the â€Å"great mortality† by contemporary writers1, for the great number of people killed in the outbreak, the term â€Å"black plague† or â€Å"black death† became more commonly used later on as more outbreaks hit the European continent. Carried by fleas on rats, the Black Plague is now commonly thought to be bubonic plague, a disease characterized by sub-dermal hemorrhages that blacken the skin; it is highly contagious and has a high mortality rate. It is thought that Black Plague first entered Europe from Asia, along the si lk roads that merchants used to travel between the continents for the purposes of trade. 4 1Boccaccio, Giovani.The Decameron. Signet Classics: New York. 2002 (reissue). 4Kelly, John. The Great Mortality: An Intimate History of the Black Death, the Most Devastating Plague of All Time. Harper Collins: New York. 2005. When the Black Plague first hit Europe, the conditions in Europe were ripe for a devastating outbreak. Warfare and a widespread famine that lasted nearly a century had weakened the population of Europe to the point that the people were extremely vulnerable to disease. Famine also hurt productivity by weakening workers, thus further reducing the output of food and other necessary goods; it was an ugly, self-perpetuating cycle.In a population already suffering and on the brink of disaster, the Black Plague, which first made its European appearance in 1347, was a final push toward a dramatic re-alignment of society. Over one-third of the population of Europe was killed by th e Black Plague (and over half the population in Britain). It wiped out entire families, and even entire communities. When it was over, the stunned and decimated population had to face a virtual rebuilding of their entire society from scratch.However, as devastating as the Black Plague was on the inhabitants of Europe, and as hard as things were on the survivors, the Black Plague did have some unexpected benefits for the survivors and their descendants, benefits that would improve the overall quality of life for everyone in Europe, peasants included, for generations to come. One of the most immediate benefits to survivors of the Black Plague was an increase in wages. Before the population was decimated by the Black Plague, Europe had been drastically overpopulated for its resources, resulting in widespread poverty, especially among the peasants.After the Black Plague, however, labor came at a premium, due to the reduction in the population. There were not nearly as many people availa ble to do much-needed work, and therefore those who were available to do it were more sought-after. As a result, wages increased, because employers were now competing for the smaller pool of workers, rather than workers competing for a smaller pool of jobs, as had been the case before. With higher wages, survivors were better able to provide for their families, and the standard of living for many families dramatically increased.In fact, some families fortunes increased so dramatically that they began to live as the nobility did, dressing in fine clothes, living in fine houses, and even employing servants of their own. In some European countries, the nobility were so threatened by the new upward mobility of the peasants that laws were enacted that regulated just what the peasant class could wear and where they could live, so as to prevent the peasant class from mingling with the nobility or trying to become part of the nobility2.In fact, increased opportunities for social advancement were another unexpected benefit of the Black Plague for survivors. Before the Black Plague, Europe was fairly 2Cantor, Norman. In the Wake of the Plague: The Black Death and the World it Made. Harper Perennial: New York. 2002. entrenched in the feudal system, whereby peasants worked the land for wealthy nobles, being allowed to take only a small portion of the harvest they worked to bring in for their own use, and being pretty much tied to the land of their patron for life.After the Black Plague, the surviving population realized it now had options. With so few peasants available to work the land, landlords began competing to attract tenants to their estates, a phenomenon that was new in Europe. Previous to the Black Plague, landlords had a self-propagating population of peasants on their land, generation upon generation of families that stayed on the same land, on the same estate, and worked under whatever conditions the landlord set, as there was nowhere else for them to go.Howev er, after the Black Plague, landlords offered incentives for peasants to come work their land, incentives ranging from actual wages to improved living conditions to increased freedoms. In fact, some historians believe that the conditions in Europe just after the end of the initial Black Plague laid the roots of what was to become capitalism centuries later. A reduction in the population also meant that there was an increase in the amount of fertile land available to the population.With entire families wiped out, sometimes noble or land-owning families, their land became available, land that had often been in the same family for centuries. This opening up of new land created opportunities not only for landlords to increase their holdings and attract new peasants to work for them, but also created opportunities for upwardly mobile peasants to become landowners in their own right. With land available for those who could afford to purchase it, many peasants found that their newfound inc rease in wages also bought them the opportunity to become settled on their own land, and, in effect, their own masters.The Black Plague also, in effect, put an end to the century-long famine in Europe. With fewer people to feed, there was more food available for those who were left. The opening up of new, tillable land on which to grow food, the demand for labor that produced more food, and the increase in wages that allowed a family to buy more food, all led to an increase in consumable food available for everyone. As a result of the Black Plague, the survivors became better nourished and healthier, and thus better able to work to produce more food, as well as better able to fight off new outbreaks of disease as they came.Even with an increase in wages and other benefits attracting most of the available workers after the Black Plague, there were still too few people around to work to do everything that needed to be done in the time in which it needed to be done. Therefore, out of n eed, a plethora of labor-saving devices began to be invented following the Black Plague. These devices helped to speed along necessary work, and reduced the number of people necessary to complete certain jobs. The spinning wheel is an excellent example of this.The spinning wheel was a post-Black Plague invention that dramatically reduced the time and effort involved in turning wool into thread. 3 With more thread able to be produced more quickly than by traditional methods, cloth was able to be weaved quicker and in greater quantities, thus creating an abundance of fabric available for sale and for personal use. Springs and gears were invented to control the hands of clocks. Horseshoes and spring carriages were invented that eased the burden of travel and increased its efficiency.Three-crop field rotation was invented, which increased farming efficiency by dropping the old idea of individual farming plots and introducing the idea of open-field communal farming. In addition, heavier plows with wheels and horizontal plowshares were invented, which saved much time and labor in the process of farming. Finally, the ultimate of all medieval inventions, the printing press, was invented post-Black Plague, an invention that saved an enormous amount of time and energy by ending the need of copying books by hand, thus making the written word more widely available to the general public.3 3Herlihy, David. The Black Death and the Transformation of the West. Harvard University Press: Cambridge. 1997. The effects of the Black Plague were felt in every facet of life, not just social and economic. The Black Plague utterly changed the face of life in Europe forever. The plague even affected the art of the times. Whereas before the Black Plague, religious themes were the most common topic of art, after the Black Plague, a more pessimistic feeling pervaded a society that was terrified of the plague returning.As a result, themes of death became dominant in the artwork for more than a century after the plague. The prestige and authority of the Church were also negatively affected by the Black Plague. Because the church was not able to cure victims of the plague, or even explain what was causing the plague, cynicism of the church grew among the populace. As a result, many sought out alternatives to the traditional church, particularly through smaller religious cults such as self-flagellants (who flogged themselves in atonement for the sins that supposedly brought on the plague).Others sought out secular solutions to ending the plague. Further, because so many monks died in the plague (from living in close quarters and from generously tending the sick), the church experienced an influx of new, less dedicated clergy, who were more opportunistic than the old guard, and contributed to an upcoming period of severe corruption within the Catholic church that eventually led to the Protestant Reformation. 2While the Black Plague was a devastating event for all of Europe , killing millions, it left behind conditions that lead to some positive changes in European society. While wiping out entire families and towns, the Black Plague nonetheless created a fertile ground for economic improvement and upward social mobility for the underclass in its wake. The Black Plague led to the downfall of the feudal system and created the conditions that later ushered in the Age of Enlightenment.It ushered in a new age of labor-saving inventions that changed the face of production in the world. Because it was such a powerful force on both society and the psyche, the Black Plague also ushered in an era of change in both art and religion, changes that eventually led to the Protestant Reformation, which in turn led to the founding of America by the Puritans. The Black Plague, though it destroyed, also provided the seeds of sowing something new and good. 2Cantor, Norman. In the Wake of the Plague: The Black Death and the World it Made.Harper Perennial: New York. 2002. B ibliography Boccaccio, Giovani. The Decameron. Signet Classics: New York. 2002 (reissue). Cantor, Norman. In the Wake of the Plague: The Black Death and the World it Made. Harper Perennial: New York. 2002. Herlihy, David. The Black Death and the Transformation of the West. Harvard University Press: Cambridge. 1997. Kelly, John. The Great Mortality: An Intimate History of the Black Death, the Most Devastating Plague of All Time. Harper Collins: New York. 2005.

La Couch Dozone Essays - Free Essays, Term Papers, Research Papers

La Couch D'ozone Essays - Free Essays, Term Papers, Research Papers La Couch D'ozone Qu'est-ce que la couche d'ozone? L'ozone (O3) est un gaz incolore dont la formule chimique s'apparente a celle de l'oxygene (O2). L'ozone de l'atmosphere se trouve surtout dans la stratosphere, une couche de l'atmosphere situee entre 15 et 35 kilometres au-dessus de la surface de la Terre. Il est benefique a la vie sur la Terre car il absorbe les rayons ultraviolets (UV) nuisibles emis par le soleil. Par contre, l'ozone au niveau du sol, bien qu'il absorbe quelques rayons UV, est dommageable pour les organismes vivants. Cet ozone resulte de l'action de la lumiere du soleil sur les gaz d'echappement des vehicules. C'est une des principales composante du smog. Ces derniere annees, on a vu se former chaque printemps un grand trou dans al couche d'ozone au-dessus de l'Antarctique. Un phenomene comparable d'appauvrissement de l'ozone, quoique moins marque, a egalement ete observe au-dessus des Bibliography none I made it up right quick

Friction essays

Friction essays This projects focus is friction and lubrication. It was done to demonstrate the relationship between friction and lubrication and to educate the reader about the effects friction has on metal as well as the effects lubrication has on friction. The experiment was conducted to show which lubricant out of a set of two works best to reduce friction and to show if either of the two lubricants works better than none. Although the experiment focuses on sliding friction, the literature review is intended to give an idea of both static and sliding friction. The literature review also gives an example to show the important role of friction by showing how friction is a developing problem for research in future technology. Which lubricant reduces sliding friction the most? The purpose of this project is to show which lubricant between WD-40 and oil reduces friction the most and to show the relationship between friction and lubrication. It is hypothesized that there is direct relationship between the amount of sliding friction between the block and the metal surface and the type of lubrication used on the metal surface. When two objects surfaces slide across each other they both experience sliding friction. (How Things Work: The Physics of Every Day Life pg. 55) Sliding friction is a force that acts to stop the sliding movement of objects. Microscopic pits and valleys cause sliding friction. When objects slide across each other these pits and valleys produce friction and wear. (How Things Work: The Physics of Every Day Life pg. 54) Because of sliding friction slowing objects down, much energy is wasted. Most of this energy loss appears as heat, while a small portion induces loss of material. Encyclopedia of Science and Technology. Now that researchers are beginning to develop nano-technology, friction is becomin ...

College Essay Topics

College Essay Topics College Essay Topics The purpose of this article is to help you understand which of the suggested college essays topics would be more favorable for you. Whether or not the chosen topic is favorable for you depends on your writing skills and your life experience. If you're not an excellent writer, it would be more advantageous for you to write a narrative essay. You should simply recall one of the bright events in your life and describe it. The aim of a narrative essay is to describe any period of time, situation, or event from your life; it may be written in first-person present tense or first person past tense. It isn't obligatory to write a college essay chronologically, narrative essays, however, need to follow the development of a person through a series of experiences and reflections. The focus of the essay is on the narrator's point of view. Some college students think they need to choose college essay topic that will amaze the tutor. But that's not what colleges are looking for. Instead, they simp ly want to learn more about who you are and what is your way of thinking. College Essay Writing Writing college essay try to be interesting and original. Write about yourself and the events which happened with you, in short, your own life experience. Write an essay about your life that demonstrates your personality.It will help the reader to get to know you a little better. College essay is a great opportunity to tell the reader something he does not know. Your essay should be readable and understandable. College Deductive Essay Most college essays are of deductive style. A deductive essay presents an introduction and a thesis in the first paragraph, explores the thesis in several paragraphs, cites and analyzes the assigned text, and concludes with a paragraph reflecting on the thesis. This structure is based on deductive reasoning. Deduction is the process of stating a known fact, principle, or assumption and then examining the conclusion. ORDER CUSTOM COLLEGE ESSAY If you need help with college essay writing, you are welcome to place an order at .com. We deliver only 100% plagiarism free college essays and guarantee timely delivery. We do not re-sell competed for college essays and do not post them online. Become our client and you will be surprised with the high quality of college essay writing service! Interesting topics: Action Paper Research The Stolen Party Term Paper Police Performance Term Paper Human Rights Law Business Essay Great Expectations Essay