Effects of domestic violence on children development

Introduction From conception, children are continuously learning; learning does not end with childhood but it is part of human life. Through learning, children develop socially, emotionally, and their personality is shaped by the experiences they face.Advertising We will write a custom coursework sample on Effects of domestic violence on children development specifically for you for only $16.05 $11/page Learn More For an appropriate child development, a child needs love and care from both parents. In case of families experiencing domestic violence, the social and emotional development of children brought put in such families is adversely affected (Emery, 1989). This paper discusses the effects of domestic violence on children; it will concentrate on building a table of dependent and independent variables. Emotional development Children need to grow in environments that reinforce good behaviour and grow their emotional well-being; however, domestic violen ce has been an issue in many societies in the world but considered as a family matter, it is only of late that legal proceedings can be taken on an offender. Since women movements in 1970s, domestic violence has become a legal matter calling for police, courts and judicial process intervention. In cases where children are exposed to such violence, then they become emotionally troubled: In the above, case them the dependent variable is children emotions while the independent variable is domestic violence: Emotions (E) = f (domestic violence (D.V.)) Childhoods and teen violence When one is talking of domestic violence, what comes in mind is wife or husband violence; in most case women are on the receiving end, they are subjected to physical, psychological and emotional violence. However the scope of domestic violence extend far beyond this believe to include child abuse and the effects that such abuse have on a child. The most common types of violence within the family are wife abuse and child abuse.Advertising Looking for coursework on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Violence in this sense may include slaps, pushes, sexual abuse, battering, and use of abusive words. A research conducted by in United States of America, shown that each year over 3.3 children suffer from domestic violence. The recognition of this is affected by lack of data that can be used for the analysis. The effect is mostly psychological, emotional and sometimes physical. The most noted one is physical and thus emotional and psychological remains not recorded (Carretta, 2008). Children are sometimes the subject of war and they suffer from beatings and physical injury; when such a case happens, then the child is more likely to become violent at his later stages in life; this creates another relationship of domestic violence and violence of children and teens: Violence among children and teens (V.C.T.) = f (domestic violence ( D.V.)) Child behaviour development The environment they are brought up in shapes the behaviour of children; in case his families are violent, the behaviour that the child will develop is likely to be inclined to that angle (Fantuzzo, Fusco, Mohr Perry, 2007). A family is a sociological unit, which includes parents and children. The environment that he grows in will shape the kind of behaviour that a child has the relationship is as follows Children behaviour (C.B) = f (domestic violence (D.V.)) Self-esteem The family as the simplest unit of a society moulds children self-esteem; self-esteem means the self-value that human beings hold (Anderson Aviles, A2006). If a child is brought up in a violent family, his/her sense of esteem is lowered. The relationship will be as follows:Advertising We will write a custom coursework sample on Effects of domestic violence on children development specifically for you for only $16.05 $11/page Learn More Child’ s self-esteem (C.E) = f (domestic violence (D.V.)) The above data can be summarised in the following table: Independent variable Dependent Variable domestic violence (D.V.) Emotions (E) domestic violence (D.V.) Children behaviour (C.B) domestic violence (D.V.) Child’s self-esteem (C.E) domestic violence (D.V.) Violence among children and teens (V.C.T.) References Anderson, T., Aviles, A. (2006). Diverse faces of domestic violence. ABNF Journal, 17(4), 129-132. Carretta, C. (2008). Domestic violence: a worldwide exploration. Journal of Psychosocial Nursing Mental Health Services, 46(3), 26-35. Emery, R. (1989). Family violence. American Psychologist, 44(2), 321-328. doi:10.1037/0003-066X.44.2.321. Fantuzzo, J., Fusco, R., Mohr, W., Perry, M. (2007). Domestic Violence and Children’s Presence: A Population-based Study of Law Enforcement Surveillance of Domestic Violence. Journal of Family Violence, 22(6), 331-340. This coursework on Effects of domestic violence on children development was written and submitted by user K1nsey to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

How does Nabokov use narrative techniques in Lolita Essays

How does Nabokov use narrative techniques in Lolita Essays How does Nabokov use narrative techniques in Lolita Paper How does Nabokov use narrative techniques in Lolita Paper novel pretending to be a memoir. 1 Humbert is writing from his prison cell awaiting trial and there is an implied reader as if Humbert is writing an apology to the courtroom, addressing the ladies and gentlemen of the jury. The third paragraph in section one is written in conversational form, answering implied questions from an unspecified interlocutor, in the manner of a dramatic monologue. 2 Humbert asks the question, Did she have a precursor, and then answers the reader, as of course they can not, She did, indeed she did. Humbert indicates to us that he is in prison and is constantly being watched, I am writing under observation, and by his method of speaking directly to the reader he tells us to, tells us to look out for codes and clues and beware of the literal. 3 Ironically this immediately convinces us of his undeniable guilt. The narration begins in the present tense in the first line. Lolita, light of my life, fire of my loins. My sin, my soul. However, in the next section we are thrust back into the past tense, and throughout the extract Nabokov uses a clever narrative technique, when, amidst the descriptions of Humberts encounters with Annabel and his subsequent career, we are constantly reminded of his nagging sense of longing for Lolita by his method of bringing us back to the present tense. .. and this is how I see Lolita The extract is seen through the eyes of Humbert Humbert and his is the narrative voice through which we are told the story therefore the extract exhibits mimesis in that t he narrator is telling us the story. However, there is an omnicient narrator in Nabokovs own authorial comment and the narration switches from the third person authorial commentary in the past tense diagesis to the first person in the present tense: Humberts own point of view, which is mimesis, but this only happens once in the extract. But let us be prim and civilised. Humbert Humbert tried hard to be good. Really and truly, he did. He had the utmost respect for ordinary children, with their purity and vulnerability, and under no circumstances would he have interfered with the innocence of a child, if there was the least risk of a row So life went, Humbert was perfectly capable of intercourse with Eve, but it was Lilith he longed for. The bud stage of breast development appears early (10. 7 years) in the sequence of somatic changes accompanying pubescence. And the next maturational item available is the first appearance of pigmented pubic hair (11. 2 years). My little cup brims with tiddles. The underlined section indicates where there is a change from the authorial commentary to free direct speech as Humbert takes over the narration and it moves into the present tense letting us into Humberts stream of consciousness. Finally, in the last sentence we are fully aware that Humbert has taken over the narration, as we move into the final sentence, my little cup brims with tiddles, and the narration moves into the first person. Perhaps this sudden change from the authorial commentary to free direct speech is contrasted so dramatically to illustrate Humberts sexual preoccupation with children and to show us in this dramatic style that he is constantly thinking about it. However, Humbert is an unreliable narrator as we are never completely sure of his sanity and that what we are being told is the truth. One indication of this is his desperate attempt to convince us that the affection he holds for Lolita is completely normal and should not be judged as unwholesome in modern society. Marriage and cohabitation before the age of puberty are still not uncommon in certain East Indian provinces. Lepcha old men of eighty copulate with girls of eight, and nobody minds. This is an extremely clever technique as it makes the reader begin to question the actual sanity behind a culture which does not allow these practises as we are drawn into his madness, until we remind ourselves that he is, in fact, insane. Another feature of the extract which illustrates Humbert as an unreliable narrator is the fact that we are immediately thrust into oppositions at the beginning if the passage. My sin / My soul Light of my Life / Fire in my loins Humbert tries to make his obsession with Lolita seem respectable but the contradictions in his speech let the reader know that his intentions are not honourable. The language of Lolita is also worthy of comment in that Nabokov exhibits a style of writing known as fancy prose, and this can be explained as being that works of fiction generally have no rules, therefore the author can be as flamboyant and as decorative as he pleases. Nabokov uses excessive alliteration in the first paragraph, indeed David Lodge calls it, a veritable firework display of alliteration. Lolita, light of my life, fire of my loins. My sin, my soul. Lo-lee-ta: the tip of the tongue taking a trip of three steps down the palate to tap, at three, on the teeth. Lo. Lee. Ta. The use of repetition is also employed, that is, repetition of particular sounds, similar to that which is used in poetry. The metaphor of the tongue indicates a double meaning, and is an extremely apt use of imagery, suggesting both his verbosity in this eloquent appraisal of Lolita and also indicating his animalistic lust for her. This illustrates the style in which Nabokov writes, and he mockingly acknowledges this fact with the line, can always count on a murderer for a fancy prose style. To conclude, the narrative techniques employed in the extract all cleverly illustrate Humberts obsession with Lolita. From the extract it can be assumed that the majority of the novel is written in the narration of Humbert himself with very little authorial comment. However, from the small amount that there is the construction of the text is very misleading in the figure of the narrator, as it jumps from authorial commentary to Humberts narrative without any clear indication other than the change in tense. However, we can deduce that the authors point of view and the narrators are extremely similar as though he is sympathising with the plight of the principle character. We are also aware that Humbert is an unreliable narrator and cannot be relied upon for an honest account of the story and, as a result, this also further implicates his madness. The imagery of the courtroom also suggests to us at the beginning of the extract to deliver a guilty verdict before hearing his plea.

Criminal Justice Research Methodology Term Paper - 2

Criminal Justice Research Methodology - Term Paper Example Potential demerits while using secondary data must also be kept in mind. The fundamental issue calls for the persistent problem of validity. When one re ­searcher gathers data for one specific pur ­pose, it cannot be assured that those data will be suitable for other research work as well. Generally, secondary data are to the lowest degree helpful for assessment studies. This is because valuations are contrived to serve specific questions about specific plans. It is always probable to reanalyze data from valuation studies, but secondary data cannot be used to assess a completely different program (Maxfield, 2008). Secondary researchers (like Maxwell, Garner, and Fagan, 2001) liked to affirm or re-evaluate determinations from the pilot studies. But it is not likely to use those data to an ­swer inquiries about domestic ferocity inter ­ventions other than take into custody or to assess arrest policies in new metropolises where the tries out did not take place. Racial profiling is nothing but police officers using the race or ethnicity of a person to initiate contact. This is the racial profiling in its simplest form. According to Harris (2002) racial profiling is a key disagreement in the relationship between the police and the community in recent years. Thus ethnic identification is consequently, the exercise of police officers to stop drivers only due to their race or ethnicity and not for any genuine law infringement. Whether certain racial or ethnic people are targeted for investigation or for traffic stops? In reality this query had gained national interest during the late 1990s. Racial profiling is now an extremely mooted issue because several cities were alleging and complaining that the police officers were paying closer notice to minority group members when conducting traffic stops or carrying on investigatory stops. The racial profiling debate calls for very intricate matters associated with finding out

Collective Bargaining in US Professional Sports Research Paper

Collective Bargaining in US Professional Sports - Research Paper Example All the professional athletes employed under the NFL clubs and other clubs in the United States professional sports league are unionized to form a better bargaining power. This is in accordance with the requirement of the National Labor Relations Act that wants that any employer must unionize its employees in order to be able to bargain in good faith. The other terms and conditions of employment the bargain covers include division of league revenues, free agency requirements, players’ mobility restrictions, provisions regarding the drafting of players, disciplinary rules, among others. In this case, the employers are barred from making unilateral employment rules changes in regard to the issues required by the NLRA to be negotiated between the two parties-the employers and employees. Another issue that the National Labor Relations Board has found relevant to bargain about between the employers and the representative of the unionized employees are the drug policies that require testing. Therefore, for any setting or moderation of any drug policy, the union must bargain with the league. In this drug issue, it is reported that the NFL has a superior drug policy since it provides a comprehensive list of banned substances, keeps on testing players during the preseason, regular season, postseason and even during off-season, it gives the testing authority more discretion under the reasonable cause testing clause, applies beyond players to team personnel and provides harsher disciplinary to the violators of this policy.

Digital Technology in the Film Avatar Assignment

Digital Technology in the Film Avatar - Assignment Example The creatures of Na’vi were not only virtually designed but the whole Pandora, landscape, flora, and fauna add to the believability of the world (Valk & Arnold, 2013). In 2010 the movie was selected for eight British Academy Film Awards and won the BAFTA prize for Best Production design and unique visual outcome. Stereopsis is an optical illusion where our brain sent our eyes the signal to visualize a two-dimensional object as a three-dimensional object. This optical illusion has been used as a trick in the 3D film Avatar. The film has used high tech active glasses side by side liquid crystal display (LCD’s) in place of lenses. The two LCD’s opened and closed alternatively and synchronized with the images on the screen via radio transmitters in the theatre thereby inducing the brain of the viewer to form a three-dimensional illusion. Except for few sequences, there was no camera used in the studio where Avatar was made. The actor’s movement was recorded by motion capture which suited their body movements and facial expressions. James Cameron integrated the digital image of the characters with a 3D image of the virtual environment of Pandora generated in real time so that he could see the 3D world as he directed the movements of the actors and could remake a scene if he di d not like it (Straubhaaar,2013). Visual effects can be described as animation done in support of â€Å"live action plates† and it is primarily about surroundings and noncharacter dynamics. Avatar takes this idea further. The technology of visual effects makes us believe that fantasy places like that of Na’vi’s Pandora as depicted in Avatar exists in reality. From the beautiful landscape of Pandora to the rich regal blue skin of native, to the techniques used in battle scenes, Avatar was a medium for visual pleasure. Visual imageries have played a significant role in the film. There was a visual similarity between the â€Å"cryo-pod† from which Jake, the protagonist emerges and the casket in which his brother’s body was cremated depicts the connection between them. Avatar has employed racial stereotypes about race and identity and offered strong female characterization. The critical reception of Avatar holds both awe and disappointment because alth ough the film employs 3-D digital performance capture it has been caught hold by old-fashioned storyline (Grabiner, 2012). Thomas Schatz noted that commercialization of film texts coincides with the shift from character to the plot. The danger as per him is that the films are continuously depoliticized as noted in the film Avatar where colonialist and imperialist subtext has been negated by the focus on spectacle, action and special effects. The film’s narrative plays a secondary role and the complex characterization is replaced by spectacularisation of narrative (Valk & Arnold).

Human Resources in Sri Lankas IT Sector

Human Resources in Sri Lankas IT Sector CHAPTER 1 INTRODUCTION For an organization to survive and expand in the rapidly competitive environment dominated by several players, it is paramount for an organization to perform. The organization performance would be measure according to several variables such profitability, sales, production quality and market share, however, few organizations give prominence for the most important factors which is human resources performance. According to HRM commentators retention and development of the organization employees are pivotal for organization performance. The overall purpose of human resource management is to ensure that the organization is able to achieve their success through people. Ulrich and Lake (1990) states that: ‘HRM systems can be the source of organizational capabilities that allow firms to learn and capitalize on new opportunities. But in the other hand HRM has an ethical dimension as well, which means it should also concern the rights and needs of people in an organization. With the increased competition, globalization, boundless technological advances, -companies are forced to think about the factors like HRM, environment†¦etc to run the extra mile ahead of the others. Therefore nowadays employers consider investments on the HRM functions are very significant and effective, rather than seeing it as just a cost. As it shown above, HRM should be incorporated with each and every function with in an organization. Starting from the recruitment process to the training and development, performance appraisal, performance incentives, promotion system , design of work and working environment†¦etc should aligned with effective HRM practices as it will reduce the direct indirect employee grievances which results in a highly motivated and pleased workforce, which in turn influences on the overall organization performances. When considering the structure of the Human resource management, there are two categories; 1. Managerial Functions 2. Operative functions Functions of HRM Managerial Functions Operative Functions Planning Employment Organising Human Resource Directing Development Controlling Compensation Human relations Recent trend in HRM 1. Managerial functions It include Planning, organizing, directing and controlling.  · Planning is the main activity that a manager has to consider. The management has to decide what to do and how to do to achieve the objective of the organization. Management uses this process to plan the future of the company, decide what actions they are going to make to avoid difficult problems etc. (Bateman, Snell, 2007).  · Organizing is established in the internal structure of the organization. It mainly concerns the flow of information within the company, division and coordination. Manager has to know what the subordinates can do and what kind of training they need. To achieve the objectives set in the planning process there should be a proper organization of work. In here the management set the tasks, responsibilities and authorities to the employees. The manager has to discuss the tasks with the employees and has to clarify what to do, how to do and make them understand about the job (Allen, G, 1998). Then it is easy to achieve the objective.  · Directing is the next stage after completing planning and organizing. This is to execution of the plan. It influences the people to achieve the objectives in a correct way through motivation, communication, and leadership. The proper direction of employees will affect the achievement of the objectives. The manager has to have a proper relationship with the employees in the company, and then they can easily direct the employees to achieve the target.  · Controlling involves checking, verifying and comparing of the actual with the plan that the company set. Actions and operations are adjusted to identified plans and standards through control. The training programs, conducting interviews, analyzing labor turnover details are some of the controlling functions that a manager can work out. Controlling allows setting the performance standards within the groups and to do the proper communication. 2. Operative functions These activities are related to specific activities such as, employment, human resources development, compensation, human relations and recent trends in human resource management.  · Employment This means securing and employing the people with the relevant qualifications to achieve the organizational objectives. The functions include in employment are, Job analysis, human resource planning, recruitment, selection, placement and induction.  · Human resource development This is the process of improving skills, knowledge, attitudes, aptitudes, commitment etc. depending on the organizational requirements. The functions include in human resource development are; Performance appraisal, training, management development, career planning and development, promotion, demotion and change and organization development.  · Compensation This is the process of providing sufficient, equal and fair reward to all employees. The functions include in compensation are; Job evaluation, incentives, wage and salary, bonus, fringe benefits, social security and measures.  · Human Relations It is the process of interaction between people. The management can practice different human resource policies to interact with the people. Good relationship will motivate people to do a better job In the organization. The functions in human relations include; Motivating the employees, developing the communication skills, developing leadership skills, providing comfortable work environment to the people, improving quality of work life of employees and boosting employee morale.  · Recent trend in human resource management This area is always developing. It is advancing at a fast rate. The recent trends in human resource management is; Quality of work life, recent techniques of Human resource management and total quality in human resources. In 1989 David Guest describes a human resource model according to what he thought. . This model consists of four elements; Human resource policies and practices Human resource outcomes Organizational outcomes Leadership 1. Human resource policies and practices when an organization is introduced there are many policies available in a company. They are; Organization and job design Management of change Recruitment, selection and socialisation Appraisal, training and development Reward systems Communication According to this model human resource policies are design to achieve the four key human resource outcomes which explains as the second element of this model. 2. Human resource outcomes The model include followings; Commitment Quality Flexibility Strategic integration Quality is not only concern about the quality of manufacturing product or the services provided by the company, it includes the quality of the workforce, the management of the workforce and the human resource policies used in the company. Flexibility is the facility to change the jobs people are doing, working arrangement such as number of hours they are working and the nature of employees contract. Strategic integration is the link between human resource strategy and business strategy. Guest explains that integration requires an organizational culture where managers work or share. The commitments have a direct relationship with valued business consequences. He says that commitment is confused and that the relationship between commitment and the performance is difficult to establish. When an employee commitment is higher means that employee is satisfied about the facilities and the way the company treat to employees. When they are satisfied performance will be automatically higher in the organization. 3. Organizational outcomes The organizational outcomes include following; High job performance High problem solving High innovation Low turnover, absence High cost effectiveness 4. Leadership Leadership is the most important element to make all these outcomes success. With the understanding of importance of the involvement of HRM for the betterment of an organization, this paper is about the effect of HRM development to the IFS business success. 1.1 Aims and objectives of the study During the recent years IT sector began to bloom and many leading IT professionals fortified the future of their companies by investing in Sri Lanka. Within few years it begins to expand and now a days it has become a major business sector which support the economy and which provides enormous career opportunities to the younger generation. Latest s show that, over 175 software developments companies are actively operating in Sri Lanka, which are originated from both national and international grounds and they are providing services for both the export and domestic markets. Some of these companies and their products are already well recognized and performing extremely well in the IT sector by competing with other foreign markets. Among these, companies like,Millennium Information Technologies- who not only turned the Colombo stock exchange in Sri Lanka into the worlds first ever event-driven exchange but with their versatile automated trading system have powered the Boston stock exchange among several other clients in the United States, as well as exchanges in Europe, Asia Pacific and Africa;Virtusa Corporation- one of the fastest growing software services firms in the US with seven years of consecutive growth and the largest technology center based in Sri Lanka and; Informatics- a local company whose telecom product is in operation at the regional sites of some of the worlds leading telecom operators, such as Cable Wireless of UK and Millicom of Luxembourg, are leading the way, marking the name of Sri Lanka in the world. Furthermore international names likeIFSfrom Sweden have set up their research and development center employing over 700 people and recently MicrosoftandOraclehave also opened offices in Sri Lanka. graph1 This is an effort to find out the involvement of human resource to the success of Sri Lankan IT sector and how well they are managed for them to get ready to face the future challenges in ever changing world. Taking the IFS Sri Lanka Ltd as the Reference point, the research will focus on interpreting the influence of Human Resource Management on the companys success. Research as a whole, is a process to find an answer to a specific question. The initial objectives of this study are to formalize the necessary procedures and questions to be answered, in order to gather the intended information, which will be desirable in finding an answer to the core research question. To achieve the above objectives, following are the outline of the information that will try to gather, to be used in developing proper evaluations conclusions. Actions taken to motivate the employees. Established procedures on providing job satisfaction to the employees. The process of developing employee skill and how the company utilize it. How strong is the employee-employer relationship Level of performance of the company and how the employees contribute its success. 1.2 Company Background IFS, is one of the worlds leading providers of component-based business software developed using open standards. Since 1983, IFS has been a provider of business applications focused on meeting the needs of selected industries. Basically, IFS operates in two areas: lifecycle management, where asset and product lifecycle management are critical issues, and mid market ERP (Enterprise resource planning), which covers distribution and manufacturing in midsize companies. Mainly company operates in Europe, the US, the UK, Australia and Asia with the head office situated in Linkoping, Sweden and having the employs about 2,723. Today, IFS is a global software company that helps leading enterprises improve efficiency, cut costs, react swiftly to market conditions, and take advantage of new business opportunities. IFS Applications, IFS suite of more than 60 web-based components, is the only true component-based business solution on the market, allowing deploying the software step by step as companys needs and budget dictate. Using open standards, IFS makes it easier to stay up-to-date with technology and integrate with legacy systems. And only IFS offers total lifecycle management, enabling their customers to maximize profitability over the lifecycles of your products, customers, and assets. IFS superior technology, functionality, and Industry focus have won praise from some of the worlds leading analyst firms. Gartner recognizes IFS as either a visionary or a leader in all four of its ERP and asset management Magic Quadrants. Most important, IFS legendary commitment to customer service has never wavered. Tod ay, IFS has an impressive roster of satisfied customers, ranging from mid-size companies to global industry leaders such as PepsiCo, General Electric, Lockheed Martin, General Dynamics, DuPont, Volvo, BMW, Deere Co., and Rockwell Automation. Since the day, IFS was founded, they have given a greater importance for the customer service. Therefore today, IFS has become the only enterprise software provider that offers a global product for the mid-market together with local support. IFS has support centres in each country in which it operates, ensuring that you will receive the best customer support anywhere in the world. IFS keep track of your unique component configuration; patch levels, and customizations, ensuring that the information is available globally to all IFS support centres. Therefore it has become the huge network of all the information required to solve the customer issues without any unnecessary delays. Within the huge IFS network, office in Sri Lanka has a major importance, as it is one of the two IFS R D centres in world and major part of software development is done there, with having more than 700 employees in two local country offices. The focus group for the study is mainly taken from Sri Lankan offices and depending on the opportunities employees from the other locations were involved in the study. 1.2.1 Financial Highlights Based on the IFS Annual report 2008, it illustrate that the company is having growth in every section. Mid 2008, IFS has announced long-term financial targets entailing that, in the next five years, product revenue will double through organic growth and acquisitions, the operating margin will increase to15 percent, the dividend will rise to 50 percent of earnings after tax and surplus liquidity will be used to repurchase shares. Furthermore, report says that IFS has signed 10 largest license agreements during the year had an aggregate value of SKr 141 million where as the corresponding for 2007 was SKr 103 million. A total of 20 license agreements valued at more than US$ 0.5 million each were signed. And In all, 215 (177 in 2007) new customers were added, and 760 (778 in 2007) customers either upgraded or expanded their existing solutions. Annual Net Revenue Annual Earnings Before Interest Tax (EBIT) Value Net Debt In order to summarize the success I have extracted the above three from the report which explains the key factors of companys growth. Net revenue (: 7) amounted to SKr 2,518 million (2,356 in 2007), an increase of 7 percent, which is the highest revenue the company achieved per year for the last 4 years. EBIT (Earnings before Interest Tax) value turns out to be Skr, million 154, which is a great turn over compared to the value, SKr million -128 in 2004. Furthermore, as the : 9 shows, IFS have succeeded in diminishing their debts. They have being able to reduce the debts from Skr, million 363 to Skr, million 3, which is a sole evidence for the success of the company. Variation of Total Assets Number of employees While concerned of their financial growth, IFS seems dedicated to the expansion of the company. From 2004 to 2008, their asset, as well as number of employees has increased continuously in a similar rate. 1.3 Significance of the research Success and development of any company is depends on the level of human resource involvement. Therefore it is most important to maintain motivated and satisfied workforce to obtain the very best results of its investment. Skill development, employer employee relationship, grade pay structure employee benefits are some of the key factor which directly related with the motivation of the work force. Purpose of study is to find out how well the importances of above factors are absorbed in the Sri Lankan IT sector; within IFS Sri Lanka Ltd. The research will try to extract the information related to the specific factors and analyze them with the every aspect of the companys performances. 1.4 Structure of the Research work With having the text divided in to the several sections, the dissertation starts with an introduction, which provides the basic understanding of HRM and its functions. It concludes with an overview of the whole thesis including the information helpful for the reader to understand the topic and related facts, we are going to discuss about. The next section is the literature review, which explains relevant theories that will help to support the topic and it is followed by the research methodology which explains the research approach, and how the aims and objectives are planned to achieved. Moreover it, clearly explain the methods that used to collect the relevant data and explained the reasons why there are chosen. The result section provides the actual results I have obtained, carrying out the research, and within the analysis section, it exploits the information gathered, and structured a comprehensive analysis. Conclusion and Recommendation sections conclude the research with interp reting the gathered data and results obtained in Analysis section, along with the aims and objectives discussed at the beginning and provide the necessary recommendations based on the live facts and exhibit the virtue of the research. 1.5 Limitations of research The main limitation of this research is getting the access to the employees within the selected company. The results would be much meaningful if the researcher is succeeded in involving many individuals as possible. Therefore it would be a greater challenge to formalize an easy and simple method to acquire the relevant information from the employees, to make sure that they dont feel it as an extra burden. Time can be considered as the other major issue since I have to formalize the whole process with in a very short time period and to make sure it has grasp many individuals as possible. CHAPTER 2 LITERATURE REVIEW Job Satisfaction Job satisfaction is one of the most important aspects related to the employee management as it is directly related to the performance of an organization. Because of humans tends to listen to the feelings deep in their thoughts, its not enough to full fill every other things, if the employee is not satisfied with what he/she does. Job satisfaction is not same as the motivation but it linked. Job design is aimed to enhance job satisfaction and performance by using different design methods such as Job rotation, job enlargement, job enrichment etc. Job satisfaction can be viewed as â€Å"a pleasurable or positive emotional state resulting from the appraisal of ones job experience† (Lock 1976). When someone is satisfied with his/her job that is job satisfaction, or when any job is fulfilled ones expectation that is job satisfaction. Job satisfaction mainly considers the attitudes and feelings that people have about the work. The Guion (1958) defines morale as ‘the extent to which an individuals needs are satisfied and the extent to which the individual perceives that satisfaction as stemming from his total work situation. However there are some features of job satisfaction identified by Paul Spectors (1985) such as, Pay- amount and fairness or equity of salary, Promotion-opportunities and fairness of promotion, Supervision-fairness and competence at managerial tasks by ones supervisor, Benefits- insurance, vacation, and fringe benefits, Contingent procedures-sense of respect, recognition and appreciation. According to While Luthan (1998) there are three important views to job satisfaction; Job satisfaction is an emotional thing related to a job that cannot measure. It is determined by how well outcome is achieved or exceeds expectations It shows some attitudes which can be used to identify how employees think about their job and how they achieve their targets. The factors that affect the job satisfaction of an employee can be divided in to three main areas; Internal factors External factors Individual factors Internal, external and individual factors which affect to the job satisfaction are listed in the table. Internal factors are the factors that linked to work but those are not the only factors affecting job satisfaction. External factors are related to work or to the working environment and individual factors mainly consider a person and the persons family and network of friends. Job satisfaction factors Description Internal Factors  · Job variety Number of skills and depth of knowledge required to do the job  · Autonomy The freedom that the employee get to control their own work  · Goal determination The freedom that the employees get to set their own targets and the criteria to achieve those targets  · Feedback and recognition The private and public comments that they achieve for their performance External Factors  · Achievement The persons success on their job. The trainings, improved equipments, proper education may be the way to increase the achievement and the job satisfaction.  · Role ambiguity and role conflicts Knowing the position of the work place, responsibilities and agreement between roles. Clarifying the tasks in the job, and the position in the organization. When reduce role ambiguity it lead to job satisfaction  · Opportunity The opportunities with the current and the other employers. If employees feel they have fewer opportunities in the current position, then job satisfaction decrease.  · Job security The assurance that employees get to their job  · Social interaction The way they deal with the others. The quality and the quantity of the interaction.  · Supervision Herzberg explain this as a hygiene factor. The quality of management is affect to the job satisfaction. If the quality is lower, worker can become dissatisfied.  · Organizational culture Culture and management style can increase/decrease job satisfaction.  · Work schedules Match between work schedule and the employees schedule. Flexitime may increase the job satisfaction by allowing employee to interface between work life and personal life  · Seniority The time duration that a person has held a position. When people are respect to the seniority, it will increase job satisfaction  · Compensation The rewards and the role of money Individual Factors  · Commitment This is the dedication that a person is doing to his/her job. If the actions of researching, selecting and the way he/she doing the job is visible to friends and others, then the person is satisfied.  · Expectations Every person has some expectation. Basically what people expect in return for work.  · Job involvement How important a job in someones life. More the person involved more satisfaction.  · Effort / reward ratio This is the balance between the amount they worked and rewards received  · Comparisons How a person can rate the job with someone else jobs. If a person has a good job compared to others they are satisfied.  · Age How old someone, the people who old have more work experience, they understand what are the best thing to do, but sometimes they cannot satisfy with their job. Younger people have no previous experience which to compare with the current job. So they are satisfied. Table 1 There are two main theories of job satisfaction, Variance theory and the model of job characteristics. According to Hackman and Oldham (1975) the variance theory explains that if you want X from your work then you are satisfied to the extent that it provides you with X. The second model explains the causes of job satisfaction are objective characteristics. When the employees are satisfied with their work they tend to work more, they are become more committed to the organization, and they are more productive than previous, they try to achieve their targets in a better way. (Bravendam Research Incorporated, 2002). However job satisfaction association with organizational commitment that was not mentioned in most of the studies was noted by Elangovan (2001). A negative association between the job satisfaction, stress and commitment was indicated in his study. According to his study, higher stress leads to lower job satisfaction and this in turn results in lower commitment. Petty et al, ( 1984) explains that there are three possible links between performance and job satisfaction. 1. Satisfaction generates performance 2. Performance generates satisfaction 3. Satisfaction and performance link indirectly 1. Satisfaction generates performance When designing the job it should aim to produce job satisfaction. Then it will optimize worker performance. 2. Performance generates satisfaction When a person perform well that achievement generates job satisfaction. He/ she feel to do more for their job. So the effort should be made to improve performance then it will increase job satisfaction. 3. Satisfaction and performance link indirectly These two are linked but under certain conditions. Apart from the above theories, there are successful studies proving the importance and impact of maintaining a satisfied workforce. The analysis by Vroom (1964) covered 20 studies, in each of which one or measures of job satisfaction or employee attitudes were correlated with one or more criteria of performance. Low salaries, lack of status and social security affect the motivation. When the motivation is low, job satisfaction is low. Lack of job satisfaction is a sign of turnover in an organization. The salaries and benefits which employees can achieve are related to job satisfaction. Motivation â€Å"Management is nothing more than motivating other people†, is one of the most popular proven principle followed within any kind of organization. Motivation is concerned with the strength and direction of behaviour and the factors that influence individuals to behave in certain ways. Individuals are motivated to perform in a specific method based on their perception of the situation. Motivation primarily concerned with what energizes human behaviour, what direct or channels such behaviour, how this behaviour is maintained. Motivation concerns energy, persistence and direction. According to Arnold et al (1991) there are three components of motivation, 1. Direction -what a person is trying to do 2. Effort how hard a person is trying 3. Persistence how long a person keeps on trying According to the diagram felt need creates tension for people. Tensions motivate people to avoid it. The environment will influence to shape people needs and expectations influence the effort. Management can influence employees expectations in a different ways, by offering incentives and setting them specific goals. The persons effort and results can influence the level of performance. The rewards / outcomes are the results achieved. Outcome can come from internal / external environment. Outcomes are always not positive; it can be negative as well. If it is negative, they tend to result in employee dissatisfaction / de motivation. There are number of motivation theories which are complementary to one another. The content models in motivation mainly focus on the needs that individuals are trying to satisfy in a situation. The process models focus on how managers can change the situation in a better way to tie satisfaction to performance. Reinforcement theory is as developed by Hull (1951) suggests that successes, in achieving goals and rewards act as positive incentives and reinforce the successful behaviour, which is repeated the next time a similar need emerges which is coincided with the theory by Taylor (1911), who wrote: â€Å"It is impossible, through any longer period of time, to get workmen to work much harder than the average men around them unless they are assured a large and permanent increase in their pay†. In this theory there are four principal techniques available, 1. Positive reinforcement If someone encourages the people when they done something they are utilising positive reinforcement. 2. Escape/avoidance reinforcement (Negative Reinforcement) This is a form of a reinforcement. It increases the behaviour of a person by taking away something bad. The negative reinforcement is not same as punishment. It is not a form of a punishment. 3. Extinction (repeated non reinforcement) Elimination of behaviour 4. Punishment Most of the people are not expected to take this kind of an experience. The main idea of punishment is to withhold rewards. Motivation is only likely when a clearly perceived and usable relationship exists between performance and outcome, and the outcome is seen as a means of satisfying needs. This theory was developed by Porter and Lawler (1968) in to a model that follows Vrooms ideas by suggesting that there are two factors determining the effort people put in to their jobs. First the value of the rewards to individuals that they satisfy their needs for security, social esteem, autonomy and self actualization, and the second is that rewards depend on effort, as perceived by individuals. According to Latham and Locke (1979) motivation and performance are higher when individuals are set specific goals, when goals are difficult but accepted, and when there is feedback on performance. Abraham Maslow developed the Hierarchy of needs model in 1940s and still it valid today to understand motivation, management training and personal development. This model explains the responsibility of employers to provide the work place environment which is encourages employees to fulfill their requirements. At the same time he explains needs are interrelated with some other needs that are less understood. Those are, Knowledge needs, understanding needs and aesthetic needs. The relationship of Maslows other needs The need for knowledge is defined as the desire to build up facts and s. The need for understanding is an extension of the need for knowledge. This involves search for the relationships between things and what they know and it includes the search for meaning. The aesthetic needs are the beautiful things need to be surrounded. According to Maslow all these need

Marine Corps Uniform In The 21st Century :: essays research papers

The Marine Corps Commandant General James L. Jones wants to lead the Marines into the 21st century with a new camouflage utility uniform. You may ask, why do the Marines need to differentiate their uniform from other branches; or why do the Marines need a new utility uniform at all. The answer to these questions can be summed up in two words: Forward Movement. Some Marines are having difficulties with the changes that have occurred as well as the changes that are coming. On 1 May 2000 General Jones began to start the transition from the old uniform to the new uniform. Three steps have been taken to change the way Marines look while in their uniform. First, Marines were no longer authorized to wear the brown undershirt. This movement came about to distinguish the corps">Marine Corps as an amphibious branch. The Army Soldier is authorized to wear the brown undershirt, and the Air Force Airman wears a black undershirt. Secondly, a new belt for the utility uniform is currently being implemented. The belts represent the individual Marine’s status in Martial Arts training. The â€Å"rigger’s belt† will be worn in five different colors: Tan, Grey, Green, Brown, and Black. The Marine has an option to don a new color once training for that level has been completed. Finally, the third change involves the utility uniform itself, also known as â€Å"cammies†, giving it a complete makeover. The current cammie design for all branches of the Armed Forces is over twenty years old. The textile industry has made many advances in the production of clothing providing more comfort and durability. Revolutionary advances within the clothing industry, Velcro and zippers, are being tested on the new cammie uniform. Velcro could be used instead of buttons on the pockets, and zippers may replace the buttons on the fly of the trousers. While on garrison duty, zippers may also be used on the blouse, to unzip the arm portion of the sleeve, to avoid rolling up the sleeves in garrison duty during hotter climates. The basic pattern of the cammie uniform will have a face-lift as well. With the exception of angled chest pockets for easier accessibility, the new utilities will have the same design appearance as the today’s cammie uniform. New material that requires no ironing will increase the durability of the cammie material. The material will last longer than that of the current cammie material, which will normally fade in six months.