Prosperity and Immigration of United States Nikola Tesla...

The nineteenth and twentieth century was a time of enormous prosperity and vast immigration for the United States. These two have a close correlation to each other; the U.S.’s prosperity was mostly as a result from the few ingenious immigrants that fled their home country for a better life in the U.S. Andrew Carnegie and Albert Einstein are a few examples, but none can compare to one man, one man that would change the way the whole world would view the power of electricity. Nikola Tesla was born on July 10, 1856 in Smiljan, Lika, which is a region of Croatia. His mother was an inventor in household appliances and managed their family farm. His father was a Serbian Orthodox clergyman. He had three younger sisters and one older brother. His†¦show more content†¦Edison’s company was well known for their low, tightfisted wages. Edison replied to Tesla, â€Å"Tesla, you dont understand our American humor, and exempted the $50,000 award and only offered him a $10 ra ise in his monthly pay, Tesla refused Edison’s offer and quickly resigned. For Tesla, direct current was too insufficient because the electric current only flowed in one direction and was prone to frequent power outages due to its inability to supply such a high voltage. Power house had to been laid out every two mile intervals to keep up with the power demands. This inhabited it to travel long distances, but at that time it was the only power system that was used throughout the U.S. Tesla saw the disadvantages and inefficiency of direct current and came up with the idea of alternate current, or AC. Alternative current was much more efficient because the electricity ran through a polyphase principle. In alternate current, the electric current changed directions 50 to 60 times per second, and it could be used at a very high voltage, making it much possible to travel long distances without the use of power houses every two miles. It was clear to Tesla that alternative current was the future for a full transcontinental power grid. Edison disagreed with Tesla’s idea of alternate current and persisted that his direct current was and is the only way to power the homes and businesses of millions. Tesla reached out for someone who saw the potential forShow MoreRelatedImportant Factors Leading to the Gilded Age Essay1749 Words   |  7 Pageswere several factors that led the American economic prowess and prosperity. The Americans were blessed with natural resources and a liberal immigration policy to ensure steady work force. Yet, the most important factors were technological innovation and entrepreneurial ability. As America pushed further into the latter half of the nineteenth century, the country, as well as her people began to change. According to the United States Census of 1870, the U.S. resident population was approximately

Annotated Bibliography Biometric Gait Recognition

Among the most recent interesting topics in biometric research,Biometric gait recognition is one. GAIT is a relatively biometric modality which has an important advantage comparing with other modalities, such as iris and voice recognition, in that it can be very effortlessly captured from a distance. While it has recently become an interesting topic in biometric researches, there was little investigation into Spoofing attacks of GAIT where if a person tries to imitate the dressing style or way of walking of someothers. There was an experiment which recently scrutinized for the first time the effects of spoofing attacks upon silhouette based gait biometric systems and prooved that it was very indeed possible to spoof gait biometric systems by dressing impersonation and the deliberate by choosing a target that has a similar build to the attacker. Introduction: Biometric GAIT recognition means recognizing the people by the way how they walk. And the primary most important thing towards avoiding unauthorized access is user authentication. User Authentication: User authentication is the process of verifying claimed identity. Conventionally, user authentication is classified into three different classes: 1. Knowledge - based: The knowledge-based authentication is nothing but something one knows and is featured by secrecy. The examples of knowledge based authentications are the passwords for Computers and PIN codes for Mobile Devices and etc, which we use in our daily life.

Obama and Clinton Health Care Reform Free Essays

Some differences between the two president’s halt insurance reform policies are no government involvement, how to pay for the reform, alphabetic reform, and there was a faster effort to get the bill from President Obama passed where President Silicon’s bill took over a year just drafting the bill. Steps to creating policy Recognizing the problem The government cannot prevent many problems from happening but they can help by recognizing the problems that follow a specific problem and create laws to help citizens. Setting an agenda The agenda will depend on the problem and the parties recognizing the problem. We will write a custom essay sample on Obama and Clinton Health Care Reform or any similar topic only for you Order Now Once special interests groups, the media, and political parties start espousing to an issue then the agenda is set for what needs to be dealt with. Formulation This stage happens when all the parties bring their ideas to the table and decisions are made about what ideas will move forward. Adopting Once the ideas that are chosen are finalized the policy can be adopted and a law can be passed. The law must be sign by the president or can happen when the Supreme Court makes a ruling on case. Implementing Public policies can be implemented by administrative agencies in the executive branch. Implementation can be through tax breaks, some form Of enmeshment through fines or restrictions, or by appealing to people’s positive instincts to be helpful and do their duty as a citizen. Evaluation Policies are continually evaluated for changes that need to be made. Succeed or F-ail President Obama succeed from the mistakes and previous errors made by President Clinton. President Clinton failed. Stakeholders The stakeholders in the attempts at health care reform are the consumers, the insurance companies, and the health care industry as a whole, legislators, President Clinton and President Obama. How to cite Obama and Clinton Health Care Reform, Papers

Project Focuses on Buildin Footway and Bikeway

Question: Discuss about the Project Focuses on Buildin Footway and Bikeway. Answer: Project Background and Purpose The project focuses on building a footway along with a bikeway that is much more safe, reliable and sustainable for several pedestrians and cyclists. The tender was organized for approving the sum of $34,430 for the footway and bikeway project. All the members of the team have been working with the consultant of the Mackay Regional Council and to continue all the designed work accordingly (Baguley, 2008). The project charter now needs to set up a confident team of understanding individuals to provide all the deliverables that are required for the project and at the same time would help the consultant team for completing and managing the entire project. The benefits that can be obtained completing the project is mentioned below: Reduce Accidents Creation of jobs for the tenure of the construction period Improved accessibility and safety Improved facilities for all the pedestrians and cyclists Ample Space for parking Purpose of the Charter The Project Charter helps to outline the milestone, delivery strategy, budget, schedule, risks, scope and mitigation strategies that are attached with the project (Collins, 2011). After the completion of the Project Charter the team can finally decide the final detailed design of the construction schedule. After the charter is being approved by the council it will help as the guide for managing the entire project. Mission The mission of the project is to build a footway and bikeway so as to reduce the number of accidents along with providing a wide area for parking and helping in the proper functioning of the nearby locality (Verweire, 2014). The footway and bikeway will also provide links for the existing and future pathways and trails. Strategic Alignment The project has a huge contribution to the objectives of the city and by enhancing the transportation among the city it also increases the economic vitality of the town (Dykstra, 2011). The following listed below signifies the importance of the footway and bikeway in the transportation zone. Bicycle Master Plan Greenway Plan Pedestrian Master Plan Regional Growth Strategy Success indication The success of the project will entirely depend on the completion of the project along with all the parameters Improved and added value of the project that are required for investment Short term job creation in all prospect Reduction in the annual maintenance and the cost of maintenance Improved crossing experience for cyclist and pedestrians Scope of the Project On road bike lanes that comes from both side of the bridge Multi use trail for both the cyclist and pedestrians Improved road techniques on both the side Much enhanced accessibility and safety measures Utility relocation on all sides Public art and landscaping Decommissioning Improved road approaches in all ways Budget, Timeline and Assumption The total cost of designing and constructing the entire bridge is estimated to be $37,000 assuming that there are no changes in the condition and especially for the prices that are quite available for labor. The cost estimation that is well provided in June includes 15% contingency that is well recommended by the group (Hamre, 2016). The entire budget depends on the number of days that the project is expected to be completed as more the number of days that is required to complete the project it is assumed that more of labor and more of money will be used as because all the wages that are determined here are dependent on time availability and the number of workers that are involved in completing the project successfully. Another important quotient is raw materials, these materials are also important to determine the budget as the rate of the raw materials varies from different places and it also depends on the quality that one is using for the construction of the footway and bikeway, if the contractor uses high quality materials then the budget will definitely rise and if he is using local and cheap materials then the budget might be more pocket friendly and within the grasp of the government (Heerkens, 2015). The cost control measures are actually employed to monitor the overall budget of the project. MACKAY REGIONAL COUNCIL SUB PROGRAM : Footpaths Bikeways Stage 1 $ 20,500.00 Stage 2 $ 13,880.00 Total $ 34,380.00 Stage 1 Hand placed concrete paving, footpaths and bikeways 1702 m2 $ 11.50 $ 19,573 Hand placed coloured paving, 100 mm thick, to shared path, Paperbark / Liquorice (Refer Supp Spec No. 8200) 125 m2 $ 6.00 $ 750 Hand placed concrete paving, 100 mm thick, to shared path, with exposed aggregate finish (Refer Supp Spec No. 8201) 28 m2 $ 7.50 $ 210 Hand placed concrete paving, 100 mm thick, to shared path cobblestone inset, with exposed aggegate finish (Refer Supp Spec No. 8201) 2 m2 $ 8.40 $ 17 $20,550 Stage 2 Hand placed concrete paving, footpaths and bikeways 1170 m2 $ 11.50 $ 13,455 Hand placed coloured paving, 100 mm thick, to shared path, Paperbark / Licorice (Refer Supp Spec No. 8200) 42 m2 $ 6.00 $ 252 Hand placed concrete paving, 100 mm thick, to shared path, with exposed aggregate finish (Refer Supp Spec No. 8201) 23 m2 $ 7.50 $ 173 $13880 Timeline: The schedule of the project is considered to be the amount of time that is required for designing the details of the steel along with the other components such as fabrication and manufacturing; it further involves the process of testing, erection, many other approaches of construction. The project has a stipulated deadline of March 31. The project team must keep in mind that they must complete the construction within the given date or else it can affect the budget (Hyvri, 2006). This must also consider all the other necessary coordination that occurs with the work windows during the end of the annual year. External Dependencies Regulatory requirements Construction of the availability and economy of all the affordable materials Completing the project effectively with several critical resources Assumptions The scope of the project, budget, and schedule are all elementary factors that are useful for completing the following stated below: The budget is assumed to stay under $37,000 The economic conditions does not changes instantly There are several well reputed contractors that are interested and available for the project Decisions are just made bang on time according to the Schedule Existing decommissioning can be easily achieved with all the sustainable, affordable and reasonable techniques that are also used for meeting the requirement of the project schedule. Profit Margin is being reduced and assumed to around 5% for a better experience. Project Management and accountability Progress management Formal reporting is always measured on a quarterly basis that is directly reported to the steering committee and to the additional council department for further decisions and milestones. The steering committee is being managed by the city manager as the general manager of the operation team along with the director of corporate communication (Limiting Future Proliferation and Security Risks, 2011). The regular updates and reports are posted to the public with the information that is surrounded by the development of the entire project with various status reports. Change management - The significant aspect of the change management will be approved with the help of the steering committee that changes along with the items that are under the scope management within the escalations that are provided along with the budget of the project (Maylor, 2010). It also consists of the changes that are fundamentally associated with the charter and will be presented for final approval. Quality management The prime consultant will be the Mackay Regional Council that will be completely responsible for the entire design for the integrity of the tasks that are performed to be undertaken under the contract. The contractor that is appointed is responsible for all the compliances that are figured out within the design and is further set out in the document that is prepared by the Council. Quality Assurance A control budget for the project will be developed for increasing its value. All the contents will be compared and monitored in respect to the actual task that is completed in respect to the project head that has the power for authorizing the payment (Othman, 2014). The actual cost will be further reported against the baseline with the use of proper packaged costing software. The estimates of completing the task will also be updated in the schedule with the cash flow forecasts. Risk Management The major risks will be reviewed and updated accordingly to the current understanding of the uncertainties and risks as the project plan progresses. The design and the contracting strategy receives a proper public approval to borrow all the necessary funds that can easily replace the footway and bikeway along with all the staffs and the consulting team that have been exploring different construction method that are identified easily and is the most suitable one for the project including its risks, timeline and scope (Ponnappa, 2014). This method is further recommended by the approach of construction management for the advancement of the bridge project. The design assist is the method that is recommended for the purpose of construction management for the betterment of the Footway and Bikeway project. The team of the design assist is collaborative team that helps in the project delivery method to capitalize all the benefits of the engagement of the subcontractors that are managed by the design assist team. The main significance of the Design Assist Method is its faster delivery of projects that eliminates the total cost that are caused by inefficient and under constructible designs that are better for the Footway and Bikeway Project. Milestone and Decision Points The project can be completed in 4 different phases that involves Project initiation, Design, Construction and the Completion. The project Charter includes all the project updates and important decision tool that is important for the council along with the decision points that are included below: Project Charter The head of the council approves the charter that is required to allow the project for continue moving forward. This forces the project team to deliver the project on specific time. Price for Product Supply The preliminary design needs to be completed and then move forward and request for a specific proposal that will be issued in order to retain the shop fabricator and to secure all the unit prices required for the hand placed concrete paving. When the fabricator joins the design team, the production from then on can commence easily. Then the team staffs will put forward the report to when the prices of the colored concrete paving unit receives its contract for the project (Sommer, 2010). If the council feels that the budget is just above par then it may use other alternatives to reduce the price and narrow down the budget according to the requirement of the project. Proposal for General contractors The staff is intended to bring a report after the proposals from a specific general contractor that has received the order according to the recommendations that are required by the council (Proceedings of government/industry forum, 2002). In this case as well if the prices of the contractor fall gradually then the council has all the authority to curb down the prices and then consider further alternatives. Project Celebration The quarterly updates on the projects status as per the council will also be updated for completion of the approach structure material, preliminary design and other detailed design. Major risks and Strategies There are several risks that are quite typical and the projects are quite manageable. These can be typically managed to use all the appropriate cost measures and other project management techniques that are managed by the project team quite effectively in all respect. In respect to this project there are several major risks that can potentially have a significant impact on the prescribed budget. There are some that can be directly influenced by the project team and there even such that are completely depended on the condition of the market (Slocum-Bradley, 2007). That In this case the coloured concrete pavings represents the most important portion that includes the cost and the footway and bikeway material. It will also be important to employ all the mitigation strategies that are outlined below for reducing the risk factor. The mitigation strategies include the prices of the secure coloured concrete pavings as soon as possible by retaining the shop and include them to the design assist team for further assistance (Valsamakis, Vivian and Du Toit, 2010). They also help to secure general contractor to the earliest so that they can start working with the assist team. It also must be kept in mind that they work cooperatively for the benefit of the project team and also for other external utilities. References Baguley, P. (2008).Project management. 1st ed. London: Hodder Education. Collins, R. (2011).Project management. 1st ed. New York: Nova Science Publishers. Dykstra, A. (2011).Construction project management. 1st ed. San Francisco: Kirshner Pub. Hamre, A. (2016). Book Review: Urban Bikeway Design Guide, Second Edition.Journal of Planning Education and Research, 36(2), pp.273-274. Heerkens, G. (2015).Project management. 1st ed. [Place of publication not identified]: Mcgraw-Hill Education. Hyvri, I. (2006). Project management effectiveness in project-oriented business organizations.International Journal of Project Management, 24(3), pp.216-225. Kivil, J., Martinsuo, M. and Vuorinen, L. (2017). Sustainable project management through project control in infrastructure projects.International Journal of Project Management. Limiting Future Proliferation and Security Risks. (2011). 1st ed. Upton, N.Y.: Brookhaven National Laboratory. Maylor, H. (2010).Project management. 1st ed. Harlow, England: Financial Times Prentice Hall. Othman, A. (2014). An International Index for Customer Satisfaction in the Construction Industry.Journal of Construction Engineering and Project Management, 4(4), pp.17-32. Ponnappa, G. (2014). Project Stakeholder Management.Project Management Journal, 45(2), pp.e3-e3. Proceedings of government/industry forum. (2002). 1st ed. Washington, D.C.: National Academy Press. Slocum-Bradley, N. (2007). Constructing and De-constructing the ACP Group: Actors, Strategies and Consequences for Development.Geopolitics, 12(4), pp.635-655. Sommer, H. (2010).Project management for building construction. 1st ed. Berlin: Springer. Valsamakis, A., Vivian, R. and Du Toit, G. (2010).Risk management. 1st ed. Sandton: Heinemann. Verweire, K. (2014).Strategy implementation. 1st ed. London: Routledge.

Does Geography Really Matter an Example of the Topic Education and science by

Does Geography Really Matter? Geography is a subject matter treated separately from the field of science. However, this field is treated with less importance than science and mathematics. I've been studying geography since grade school as part of the curriculum. It is important to learn geography for it encompasses a wide collection of knowledge pertinent in a students' learning. In geography, we learn the past and present, as well as biodiversity. Some students consider geography as a boring subject for it includes history, this is the reason why we tend to be behind in geographic knowledge. Mentors can employ entertaining teaching strategies to motivate the students in learning geography. Some countries are overpopulated and there is a tremendous labor surplus. A large part of the population is unemployed and seeking for jobs to provide the needs of their family. Due to the desperate situation and the growing poverty, some foreign and international companies tend to put up their businesses in countries which offer cheap labor. There are also some countries wherein laborers are exploited. Acts of slavery and unfair treatment are pertinent characteristics of exploited labor. In these situations, injustice is observable in relation to how people are treated and compensated based on their working loads for the company they work for. Thus, these practices should not be tolerated and must be resolved by the government. Somali pirates continue to cause harm and terror on ships that navigate the seas near the country. The pirates are the fighters of many warlords factions who attempt to rule over the country since the end of Siad Barre government in 1991 (Baldauf). The root cause of piracy is the headless state of Somalia which is unable to protect the rich waters of the country. Foreign vessels fish in these waters, making the local fishermen lose their jobs. They became pirates by preventing any ship or vessel in fishing in the waters of Somalia and to earn a whole lot of money through ransoms. In attempt to address this problem, Somalia must have a government that is capable of protecting and uplifting the thriving economy of the country. Fishery protection for the waters of Somalia will cease piracy and enable the local fishermen to get back to their old livelihood. This will give the much awaited hope of the Somalis. Need essay sample on "Does Geography Really Matter?" topic? We will write a custom essay sample specifically for you Proceed Work Cited Baldauf, Scott. "Who are Somalia's Pirates?" The Christian Science Monitor. 21 November 2008. 19 June 2009 http://www.csmonitor.com/2008/1120/p25s22-woaf.html .

Impact of Technology on an Organization

Impact of Technology on an Organization Introduction Technology continues to play a pivotal part in the modern business world. Technological advancement steadily continues to become an integral part of the operations any company. Companies continue to adopt new technologies in enhancing their performance. The impacts of these technological adoptions, however, continue to be felt in numerous aspects of the company.Advertising We will write a custom term paper sample on Impact of Technology on an Organization specifically for you for only $16.05 $11/page Learn More The impacts form an internal and external influence to the business of the company. It becomes necessary to analyze the internal and external impacts of any technological adaptation in order to provide room for improvement. This analysis can also enable informed decision making by the board of a company. The Organization The coca-cola company is a multinational company supplying soft drink across globally. The company’s headquarter s lie in Atlanta, Georgia in the United States of America. Over the years, the company continues to create leadership in the manufacturing of non-alcoholic beverages globally. Though it began in 1886 with a single brand of soft drink, that situation has changed over the years. The company run over 500 globally recognized brands across the world. The company has effectively utilized franchise marketing, across the globe, to reach out to its customers in rural settings within third world countries (Dent, 2011). As a global leader within the industry, it employs the use of various technologies for maximizing sales across the world. Listing of the company in the New York stock exchange means that it operates as a limited liability company. The company defines its mission as striving to refresh the world. This, the company seeks to achieve through creating value and making a difference. The company continues to live up to its mission globally. The number of servings delivered daily is es timated at 1.7 billion across over 200 countries. The company utilizes franchised distribution for the distribution of its products worldwide. The company has employed this structure of distributing since 1889. The distributors get an allocation of the territory where they supply coca-cola products. This structure continues to ease the distribution burden on the company as the subcontracted organizations manage the distribution logistics. The company only distributes its products up to the bottlers’ level. The rest of the distribution channel is left to subcontracted companies and individuals. The company contains numerous subsidiaries running the operations of coca-cola in various countries.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The chairman of the company also acts at the chief executive for the company. The headquarters of the company are in Atlanta. All t he company operations run from that central place. The rest of the services are controlled through subsidiaries of coca-cola. Many of these subsidiaries operate as independent companies although few fall under the ownership of coca-cola. From the inception up to now, the company continues to adopt new technologies in delivering services and products. These technologies come in all operations of the company, from production to distribution. One of the notable technological advancement by coca-cola continues to be the use of vending machines. The impact of these machines on the organization cannot be ignored. The machines continue to play a crucial role in the operations of the coca-cola company. History of the vending machine A vending machine can be described as any machine dispensing items, to customers, automatically upon inserting currency. These machines had been in use since the 19th century when they were first employed commercially. The growing demand for coca-cola products c an be attributed to the integration of the vending machines into the selling system of the company. With a global rise in the demand for products, especially in the populated areas, there came a need for an invention to cater for those numbers. The demand for coca-cola products in office blocks seemed to be rising as days progressed. The mode of selling using sales men could not efficiently cater for the desires of the growing number of customers. This led to the use of automated machines to dispense products to customers. The machines had been used in other industries in dispensing products. Post offices extensively utilized these machines in the sale of postage stamps. Introduction of these machines can be traced to the years after the First World War. Before this time, the company used service packs as a way of catering to large numbers of people in highly populated place. The vending machines allow for a reduced number of employees while supplying the products to a wide range of people (Philippine de TSerclaes, 2007). The technology vending machines were installed in the regions where there was a substantial demand for the products. The employees of coca-cola would only need to check that the levels of the products do not drop. The company first installed the machines in the American region. They were initially installed to enable the company sell to many people and not for convenience. The burden on the employees conducting selling activities was also eased with the adoption of the vending machines. The technology continued to be distributed to other regions of the world following the same criterion of installation. Other competing companies in the industry accelerated the trend. It became common for each soft drinks beverage company to provide an automated vending machine at various selling points across the world.Advertising We will write a custom term paper sample on Impact of Technology on an Organization specifically for you for only $16.05 $11/page Learn More Since the setting in of competition for technology, companies install their vending machines in proximity to competitors. This continues to help companies within the beverage industry achieve improved sales in new regions. In the modern times, these machines are placed in every soft drink outlet in leading cities of the world. The maturity of this technology came with the recognition and the extensive use of technology in almost all industries. In the food industry, the technology of vending machines continues to be used even in the portioning of food. Better control can be achieved when machines are utilized as opposed to the employment of human capital. The technology has allowed for a full time supply of soft drinks in places where this was not possible. The acceptance of this technology by many countries played a significant role in the maturity of the technology. This has seen the machines offering selective services. The soft drink vending machines of the earlier days could only sell a specified brand of drink. The modern machines offer a variety of up to five different brands of soft drinks. The technological advancement has also increased the efficiency of the machines. Privately owned machines can sell not only different brands, but also brands from different companies. Independent machine companies continue to construct machines targeting other establishments like restaurants. The restaurants posses the rights to the machines and can sell a mixture of hot and cold drinks from a single dispensing machine. Owing to numerous regulations set in the 21st century, the technology of vending machines continues to advance in conformity to standards. Impact of vending machine on the organization The adoption of this technology continues to produce immense impact on the operations of the coca-cola company. The global marketing business receives a surmountable boost from the use of vending machines. The various aspects of the company showing significant impacts are discussed below. Customers The company established itself as a global leader in the manufacturing of non-alcoholic soft drinks long ago. Maintaining this position continues to be essential for the company. The use of this technology has impacted the way customers purchase coca-cola products. The vending machines continue to provide refreshments to customers around the globe in a similar manner.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Customers can access similar quality of drinks whenever they travel to across the entire world. The availability of these products continues to provide the desired satisfaction on the customers. The technology is unified in all countries it is used. This provides customers with a service they can identify from any country. With differing technological advancements around the globe, the use of standard vending machines continues to standardize the technology in different nations. This allows customers from third world countries, to use the machines in developed nations. Employees The coca-cola company contains an estimated 140,000 employee base in all countries where it operates (The Coca-Cola Company, 2011). The company has employed this technology across all regions equally. The employees continue to reap the benefits of the technology. To the employees, the technology allows them to conduct a lot of sales under minimum effort. An employee can singlehandedly sell to an entire offic e block without getting exhausted. The main chores involve replenishing the drinks and other disposable materials in the machine. This makes the selling aspect for the employees extremely easy. The area of coverage by an individual also increases through utilizing this technology. The general output of employees continues to increase as an impact of the adoption of the vending machine technology. The technology has helped create numerous jobs not related to the manufacturing of soft drinks. The company has integrated the services of engineers and programmers to operate the machines. The programmers’ work in the machines includes, adjusting prices when a change occurs. They also work to ensure the prices are maintained globally as the exchange rates for currencies keep on changing. Society The vending machines have also had an impact on society. The society has been transformed immensely through the use of vending machines. The machines have eliminated the salesmen who used to be positioned at strategic points selling coca-cola products. The crowding along the streets of cities across the world caused by these salesmen continues to reduce with the installation of vending machines. Cities continue to improve on the appearance as advertisements can be run on the machines. The machines occupy small spaces and can, therefore, be linked to the de-congesting of pedestrian footpaths in cities. The industry The machines have transformed how selling is conducted in the industry. The use of credit cards in the 21st century continues to be extensively utilized in many industries. Through these machines, the industry has adopted the use of credit cards in the purchase of soft drinks. Some machines have the capability to accept credit card payments for drinks dispensed. This has changed the way purchasing of soft drinks is conducted. The industry continues to experience new technological advancements through the vending machines. The industry has been able to operate many points of sale run directly by the company. While franchising is common as a mode of selling, it cuts the profits a company receives. Elimination of the franchising aspect has increased the level of profits realized by the companies in the industry. The vending machines also help the industry achieve product standardization in terms of packaging (Peter Martin, 2010). Since the machines can only accept cans of a certain size, the companies manufacture that size of cans. This standardization makes purchasing decisions easy to make for customers products based on other considerations apart from appearance. The machines can also be said to limit the design creativity for products. When a company wants to change its packaging design, the vending machine has to be changed. To avoid the expenses that may be incurred, the companies within the industry continue to restrict themselves to old packaging designs. Ramifications of the technology The company continues to encounter numerous c omplications relating to the application of the vending machine technology. Many of the issues of concern for the company are based on the environment and climate change. The material used in the packaging of products available in the machines continues to pollute the environment. Most of the products contained in the vending machines are packaged in plastic of metal. Since a majority of the people who purchase from the machines are on transit, this encourages littering with the packets. The disposal of the packaging material has been an issue of concern within the company. Though the company has adopted the use of recyclable materials, the challenge to curb littering continues to exist. These machines have been faulted as the origin a sizeable percentage of litter found on major cities’ streets. The vending machines have been identified as causing a considerable level of contribution towards gas emission. The United Nations summit on climate change in Copenhagen came up with a solution to reduce greenhouse gas effects. The company and its partners also agreed to use hydro fluorocarbon-free vending machines and coolers by 2015 (The Coca-Cola Company, 2011). This aims at ensuring the company plays a leading role in the conservation of the environment. The challenge to construct vending machines complying with the set rules has been identified by the company as its principal role going into the future. The company continues to urge other companies in the soft drink industry to follow suit in the adoption of hydro fluorocarbon-free coolers and vending machines. Recommendations The adoption of this technology has tremendously improved the operations of the coca-cola company. There can be several recommendations that the company can adopt to deal with the challenges facing the technology. The company should seek to partner with the other players in the industry to come up with environmentally friendly vending machines. This would reduce the costs incurred by the company in the construction and installation of such machines. While reducing costs, this partnership would also allow exchange of technology between the various employees for the companies. The company should seek to work in close relationship with the local authorities within areas where the vending machines are installed. This partnership with the local authorities would enable the company to come up with an innovative way of controlling littering. This would play a crucial role in improving the image of the company in association with clean environments. The company can also sponsor garbage collection companies collecting garbage in areas where littering from coca-cola products seems extensive. The company can be able to play a part in the cleaning of the environment through such a project. The company would be well placed using machines accepting only credit cards and no cash. As the company heads into the future, such machines would eliminate the problem of cash collectio n. Numerous incidents have been reported of employees being attacked after collecting money from machines. This would also reduce the losses incurred by the company when a machine is attacked. Losses in such scenarios would only be of the unsold drinks. In the current system, successful burglary of a machine results in the loss of the unsold drinks and the sales. Using electronic payments, the company can secure the sales in the event of a burglary act. Such machines can also ensure profitability as the pricing can be set using a single currency. This would ease the problem of converting sales affected by fluctuating rates of different currencies across the world. The company should seek to partner with distributors to provide security in machines located within an area allocated to the distributor. This shall immensely improve reduce cases of burglary of the machines. The machines can also be partly owned by the distributors to ensure the distribution of the risk between the compan y and the distributor. This shall reduce the amount of losses incurred on the company as parts shall be transferred to the distributor. Partnering with distributors can also ensure that the company locates the machines in convenient, strategic locations. The company can utilize the distributor knowledge of the area to identify the strategic positions to place the machines. Conclusion The coca cola company has adopted the use of vending machines to ease the supply of their products. The company continues to advance the technology by improving the machine to comply with modern technology (Peter Martin, 2010). The impacts of the machines on the company have both been negative and positive. With significant advancements and rectifications on the existing machines, the company can improve the profitability of the venture significantly. This would in turn increase the total returns for the company. References Dent, J. (2011). Distribution Channels: Understanding and Managing Channels to M arket (2nd Ed.). London: Kogan Page ltd. Peter Martin, G. H. (2010). Automation Made Easy: Everything You Wanted to Know about Automation and need to ask. New York: International Society of Automation. Philippine de TSerclaes, N. J. (2007). Mind the gap: quantifying principal-agent problems in energy efficiency. Paris: International Enegy Agency. The Coca-Cola Company. (2011). Goals Performance. Web.

Physiology and pharmacology for nursing practice Essay

Physiology and pharmacology for nursing practice - Essay Example The assortment of processes by which the body controls the internal environment making it constant is jointly known as homeostasis. In a bid to ensure that the body’s internal environment is stable, the conditions of the body must be continually monitored and adjusted through homeostatic regulation (Lenford and Johnson, 2015). It engages the receptor, the control center, and the effector. The receptor detects information about changes that occur in the environment (Norris & Carr, 2013). They then send the information to the control centers, which interpret the information as either being below or above the homeostatic range (Clancy & McVicar, 2009). The control centers send commands to the effectors that correct the disturbance by either opposing or enhancing a stimulus thus reinstating homeostasis (Clancy & McVicar, 2009). This is a continuous process to ensure the continuity and maintenance of homeostasis. An example is where the temperature receptors in the skin detect a change in temperature; communicate this to the control centers which are in the brain, then to the effectors in the blood vessels and sweat glands facilitating the required adjustments (Lenford and Johnson, 2015). When disturbances in the physiological balance occur, the system reacts to two forms of feedback. These include the positive and negative feedback. The majority of the homeostatic control mechanisms operate on the principle of negative feedback (Lenford and Johnson, 2015). It involves the system responding so as to reverse the direction of the change. An example of this principle is blood sugar regulation in the body. An increase in blood glucose higher than the homeostatic range triggers the processes that reduce it. Still, when blood glucose levels are below homeostatic range, the processes that increase the glucose levels will be triggered. Both instances result in the blood sugar level being maintained at a constant level

MGT302 - Org. Behavior and Teamwork SLP Essay Example | Topics and Well Written Essays - 500 words - 1

MGT302 - Org. Behavior and Teamwork SLP - Essay Example This also brings out the fact that the company does no t treat people in any lesser manner only because they are new to the company. Although loyalty is necessary and expected, underperformance is never an option. In terms of the dress code, the option will be to develop a cleat cut and well detailed dress code with all details included. Here the main reason this will be chosen is to ensure there are no unclear rules. Although people working within the environment are professionals, there is a need to identify what is acceptable in the work place. Hence it is always better to set down rules as this will clear all ambiguities and will provide a clear set of expectations from the employees. In terms of monitoring of the employees, the choice here will be to install a program monitoring their Web usage. However this will only be checked in the case of any discrepancies regarding the employees and in the case where any issues are brought out regarding the employees. Allowing free interne t access to employees is useful and possible in the case of a few companies which have the related work profiles (Black).

Qualitative Research Essay Example | Topics and Well Written Essays - 2500 words

Qualitative Research - Essay Example The reason why qualitative research method is used is because of its ease of use over quantitate research method. For instance, measuring human emotions through quantitative research would be very difficult. However there are tools available in qualitative research method where people can even incorporate human emotions and feelings in their analysis. When using qualitative research methodology, the conclusion of the study is a mere proposition, an informed assertion. There is no ‘hence proved’ at the end of the study. This is where quantitative study comes in. If the proposition deduced by qualitative research needs to be proven or at least get a more concrete support, the proposition can be analysed/qualified with quantitative research. Empirical support can be used from quantitative method to support qualitative conclusion. However this approach is discredited by Oxford University professor Bent Flyvbjerg. According to Flyvbjerg, qualitative research methodology can b e used, both for hypotheses testing and going beyond the limit of generalizing limited case studies (Flyvbjerg, 2006). Strengths of Qualitative Research Here are some of the strengths of qualitative research; a) Data is based on participants’ own meanings and interpretations b) In-depth study becomes relatively easy in qualitative research however the number of cases can’t be too large c) When complex phenomena are being studied it is helpful to use qualitative method d) It provides information on individual cases e) Can conduct cross-case comparisons and analysis f) It provides an understanding of personal experiences of people. g) It can describe the phenomena in rich detail as it embosses in local context. h) The examiner can study active processes, for instance documenting sequential patterns and alterations. i) The examiner almost always classifies contextual and setting factors as they link with the portent of interest. j) Primarily qualitative method of grounded theory can be used by the investigator to generate a cautious but elaborate theory about the phenomenon under study (Johnson & Christensen, 2000). 2. Interpretivism   Interpretivism is a concept in sociology that the method of investigation applied to the natural world may not be applicable to the social realm. In other words, scientists and investigators must discard empirical evidence and scientific method social research. This aspect of interpretivism is also called Anti-positivism, which holds that scientists need to focus on the interpretations of social sciences in understanding the people being studied (Gerber, John J. Macionis, Linda M., 2011). Interpretivism is a term that has two contexts i.e. legal and social. In the philosophy of law, Interpretivism is a school of thought which claims that a) Law and morality do have their differences but they cannot be separated. b) Law is not inherent in nature and legal values cannot exist without legal practice. c) Law is not a gi ven set of conventions and data (Wikipedia Contributors, 2012). In social sciences, Interpretivism or Anti-positivism is a view which claims that social realm may not be subject to the investigative methods of natural world. It proposes that in order to conduct social research, researchers must abandon the scientific method and focus on the personal interpretation of social actions of the people under study. In today’

Principles in Locating Manufacturing Sites

Principles in Locating Manufacturing Sites Wong Wing Man The general principle in locating manufacturing sites is cost minimization. For locating retail services, what is/are the major principle(s) and theories? Particularly, you need to explain the perplexing phenomenon that stores providing similar services (selling similar products) are located very close to each other (even adjacent), forming spatial clusters (e.g., jewelry stores, hotels). What are the spatial-temporal dynamics involved in producing such patterns? Introduction Locating retail services is different from locating manufacturing sites because retailers mainly serve local residents but rarely engage in export trades. Instead of choosing sites with low transport cost, retailers consider distance as a determinant for proximity to market, which represents incentive for consumers to visit. Locational strategies for retail stores are primarily based on profit maximization through increasing market share and business volume. This essay researches three major theories for locating retail services, and investigates the rationale behind spatial clustering of retail stores. Major principles and theories for locating retail services Central place theory describes functional hierarchy of centres based on order of services retailers offer. Considering the distance consumers are willing to travel and basic demand to sustain businesses, Christaller (as cited in Bell et al., 1974) categorized high-order services which have large ‘range’ and high ‘threshold’, in opposition to low-order services. In a regional scale, retail centres with low-order stores such as fast food shops and convenience stores are located closer to each other because consumers of these services have low incentive to travel a long distance. While high-order centres are far apart to secure a larger market for their high ‘threshold’. Within each centre, bid rent theory describes spatial pattern of retail services using the rule of land occupation by the highest bidder. Keen competition for central locations implies occupation by retailers who could afford high land rent, whilst housing and industries are located at outer zones. Low-order retailers occupy central sites inside neighbourhood retail centres, but are pushed towards the periphery in regional centres when higher-order retailers outbid them (Brown, 1992). Co-location of high-order stores such as department stores, women’s apparel and jewelers in core areas gives rise to retail clustering. Spatial clusters of retail stores selling similar services in a micro scale From microeconomic perspective, Hotelling’s (1929) principle of minimum differentiation argues that two homogeneous retailers initially located at opposite ends of market would leapfrog each other to capture the bulk market, which eventually leads to locations adjacent to each other in market centre at equilibrium. Despite support from empirical research, Hotelling’s position is being criticized for incompatibility with the notion that retail stores should be spatially dispersed to maximize market share, and failure to justify spatial clustering for high-order services (Brown, 1992). Addressing risk reducing behaviour of consumers, Wolinsky (1983) modified the principle by explaining the need for consumers to search the market as a result of imperfect market information. Retail clusters are more attractive to consumers than isolated store because asymmetric information on quality and availability of goods encourages comparison shopping. Retailers offering similar servic es locate in close proximity to benefit from agglomeration economies, which creates additional demand and reduces operating cost to outweigh potential loss from more intense competition. Relaxing assumptions in classical models to allow multi-purpose shopping behaviour, Ãâ€"ner Larsson (2014) also explains the clustering of stores selling complementary services. Spatial-temporal dynamics involved in spatial clusters As economy grows and city expands over time, spatial pattern of retail services change. The classical retail succession model which divides city areas into central, middle and outer zones predicts that retail cluster at central zone would gradually transform from low to high order retail stores under development pressure and rising land rent (Brown, 1992). At the newly expanded suburb, residential patterns changes as household size declines, bringing more low-order services and convenience stores cluster to satisfy single families’ needs (Jones Simmons, 1990). Although classical models explain well for small retailers in post-war period, rapid growth of large retailers creates new dynamics in retail locations. Central and neighbourhood business districts with no pre-set format are gradually transformed into planned shopping centres which entail higher rent (Burnaz Topà §u, 2006). The clustering pattern is no longer explained solely by agglomeration economies but also centra l management of store location in malls, and domination of large chained-brands which could afford skyrocketing commercial rent (Lovreta et al., 2013). Conclusion Retail locations in a macro level are primarily determined by central place theory and bid rent theory. The former describes spatial dispersion of retail service centres, while the latter portrays intra-urban spatial pattern for various retail types. In micro level, the principle of minimum differentiation incorporating consumers’ risk reducing behaviour is essential in explaining agglomeration economies as a motivation for spatial clusters of retailers selling similar or complementary services. Although classical approach is still supported by empirical research, it is indispensable to address spatial-temporal dynamics since retail structure evolves tremendously during economic and demographic transitions. Retail clustering becomes a composite effect of agglomeration economies alongside mall’s management decisions and large retailers’ domination. References:   (APA 6th Style Referencing) Bell, T.L., Lieber, S.R., Rushton, G. (1974). Clustering of Services in Central Places. Annals of the Association of American Geographers. Vol.64, No.2. Brown, S. (1992). Retail Location: A Micro-Scale Perspective. England: Avebury, Ashgate Publishing Limited. Burnaz, S. Topà §u, Y. Ä °. (2006). A Multiple-Criteria Decision-making Approach for the Evaluation of Retail Location. Journal of Multi-Criteria Decision Analysis. 14: 67–76. DOI: 10.1002/mcda.401 Hotelling, H. (1929). Stability in Competition. The Economic Journal. Vol. 39, No. 153, 41-57. Retrieved from http://www.jstor.org/stable/2224214 Jones, K. Simmons, J. (1990). Location, Location, Location – Analyzing the Retail Environment. Ontario, Canada: Nelson Canada. Lovreta, S., MiloÃ… ¡eviĆ¡, S. StankoviĆ¡, L. (2013). Competition Policy and Optimal Retail Network Development in Transitional Economies. Economic Annals. Volume LVIII, No. 199. DOI: 10.2298/EKA1399057L Ãâ€"ner, Ãâ€". Larsson, J. P. (2014). Location and co-location in retail: a probabilistic approach using geo-coded data for metropolitan retail markets. The Annals of Regional Science. Vol.52(2), 385-408. DOI: 10.1007/s00168-014-0591-7 Ãâ€"ner, Ãâ€". Larsson, J. P. (2014). Which retail services are co-located?. International Journal of Retail Distribution Management. Vol. 42, Iss 4, 281-297. DOI: 10.1108/IJRDM-11-2012-0105 Wolinsky, A. (1983). Retail Trade Concentration due to Consumers’ Imperfect Information. The Bell Journal of Economics. Vol. 14, No. 1, 275-282. Retrieved from http://www.jstor.org/stable/3003554

Can women compete against men in Sports :: essays research papers fc

Can women compete against men in Sports The correct question is, "Can the very best women athletes compete in men's professional sports?" To answer that question we must look at the strength and size of men and women. When you match up men and women with the same lean body mass and size, the differences are small. However, absolute strength and size are not key factor i sports such as soccer and baseball. Baseball and soccer are games involving skills that are combination of timing, coordination, strength, knowledge of the game, strategies,control, competitiveness and desire. There are plenty of examples in major league baseball of the smaller but veryhighly skilled player who overcome disadvantages of footspeed, size, or strength to be an exceptional player. Most soccer player tend to be smaller then atletes in other sports, which is why in some many communitys men and women play on co-ed teams. The biggest disadvantage that women players will have to overcome will be the fact that they will be less experienced in playing baseball. Even though baseball and softball are similar games, the smaller size and weight ofthe ball, the longer pitching distances, base paths and field size and the subtle differences of the game will pose more disadvantages than physical size or ability differences. Women players need time to adjust to this new game with they want to compete with men. The only women playing men’s professional baseball isIla Borders. Border’s has pitched for three independent Class A Northern League teams in four professional seasons.She became the first woman to pitch in a men's professional baseball game on May 31, 1997 as a member of the St. Paul Saints. The southpaw made her trailblazing debut by facing three Sioux Falls Canaries batters at Sioux Falls Stadium in Sioux Falls, SD. At first people thought she was simply a promotional gimmick but over time she has proven herself as a good relief pitcher with a 1.53 ERA. When speck of whether women should plat men sports such as baseball, we most forget there was a time when females ruled the dimond. During world war two team owners started a league for women, to provent losing season profits. Women who played just as good as or better the men were brought in from all over the country and givin a chance tobe paid for playing the game they love. Although the league was adventully ended in 1954 due to the end of the war and growing lack of intrestest in the luegue .

Micro Economic Environment Essay

The economic environment consists of external factors in a business’ market and the broader economy that can influence a business. You can divide the economic environment into the microeconomic environment, which affects business decision-making such as individual actions of firms and consumers, and the macroeconomic environment, which affects an entire economy and all of its participants. Many economic factors act as external constraints on your business, which means that you have little, if any, control over them. Let’s take a look at both of these broad factors in more detail Macroeconomic influences are broad economic factors that either directly or indirectly affect the entire economy and all of its participants, including your business. These factors include such things as: Interest rates Taxes Inflation Currency exchange rates Consumer discretionary income Savings rates Consumer confidence levels Unemployment rate Recession Depression Microeconomic factors influence how your business will make decisions. Unlike macroeconomic factors, these factors are far less broad in scope and do not necessarily affect the entire economy as a whole. Microeconomic factors influencing a business include: Market size Demand Supply Competitors Suppliers Distribution chain – such as retailer stores Why Is It Important? The economic environment of business will play a pivotal role in determining the success or failure of a business. Let’s first consider some  macroeconomic factors. If interest rates are too high, the cost of borrowing may not permit a business to expand. On the other hand, if unemployment rate is high, businesses can obtain labor at cheaper costs. However, if unemployment is too high, this may result in a recession and less discretionary consumer spending resulting in insufficient sales to keep the business going. Tax rates will take a chunk of your income and currency exchange rates can either help or hurt the exporting of your products to specific foreign markets. Now, let’s turn our attention to microeconomic factors for a bit. Market size may determine the viability of entering into a new market. If a market is too small, there may not be sufficient demand and profit potential. This leads us to the concept of demand and supply. If your product is in high demand but there is a low supply of it, you are going to make a tidy profit, but if your product is in low demand and the market is flooded with similar products, you may be facing bankruptcy. The quality and quantity of your competition will affect how well you do in winning customers in the marketplace. Suppliers are the arteries pumping vital supplies and resources to you for production. If you have problems with suppliers, it can clog up those arteries and cause serious problems. Likewise, the type of relationship you have with your distributors, such as retail stores, may influence how quickly your products leave their shelves. Summary The environment in which a business operates is very complex and has a great deal of influence on how a business performs and whether it will succeed. Macroeconomic factors influence not only a business but also all participants in an economy and include such things as interest rates, inflation, unemployment rates, taxes, discretionary spending, periods of growth and recession. Microeconomic factors also influence the success or failure of a business and include such things as market size, demand, supply, competitors, suppliers, and distributors.

Ecology Organisms Differences

Ecology Organisms Differences The adaptation of living things to their environment is such that their features are only suitable for survival in their respective environments. Although organisms can tolerate a deviation of the environmental conditions form the optimum, severe and persistent alterations may lead to the deterioration of the organisms’ condition or even death.Advertising We will write a custom essay sample on Ecology Organisms Differences specifically for you for only $16.05 $11/page Learn More The terrestrial and aquatic environments present considerably different conditions for the existence of life. Although the aquatic and terrestrial microscopic organisms may not exhibit significant structural differences, plants and animals living in these environments have distinct and different characteristics that enable them to survive in their respective environments (Dejours, 1987). Plants feature a cuticle, which protects them from the external environmental conditions. Aquatic plants have a thin cuticle since they live in water and do not need to undertake water preservation. This is a feature of fresh water aquatic plants. In addition, the stomata, which are the respiratory openings for the plants, are in abundance on the upper side of the plant to facilitate rapid water loss to maintain osmotic balance. Water is a dense medium, and thus plants living in water have a weak shaft for supporting the foliage and the upperparts of the plant. Furthermore, the plants’ stem is relatively weaker and they tend to float in water. Aquatic plants are submerged either partially or wholly in water. Thus, water covers most of their surfaces and can be readily absorbed. Their roots are small, highly flexible, and adapted for absorbing oxygen rather than water. Aquatic plants may also feature wide leaves to enable them to float and enhance transpiration (Cavendish, 2001). On the other hand, terrestrial plants have a thick cuticle on their leaves for protect ion from excessive transpiration that could desiccate the plant’s cells. In addition, the plants’ stomata are few and are located on the bottom of the leaves away from direct sunlight and convection current. Air, the atmospheric medium in which terrestrial plants thrive, is much less dense compared to water. Thus, terrestrial plants need stronger stems and shafts for the support of the foliage and other upper parts of the plant. Terrestrial plants have rigid and highly developed roots that facilitate water absorption and anchorage. Terrestrial plants may have thin leaves or leaves of various shapes adapted to the environmental temperatures rather than a mechanism of support (Solomon, 2005).Advertising Looking for essay on ecology? Let's see if we can help you! Get your first paper with 15% OFF Learn More One of the major unique features of the aquatic animals is that their appendages have undergone differentiation into fins or webbed feet for mo vement in water. Their skin or outer covering is smooth and may consist of a mucus membrane to reduce friction during movement. Aquatic animals feature a thick subcutaneous fat deposit. This fat helps the animals to maintain a regular and constant body temperature in the relatively cold water. Most aquatic animals have transparent eyelid to protect against friction with water. Although some of aquatic animals have lungs for ventilation, most of the animals have gills for respiration or a combination of lungs and gills (Cavendish, 2001). On the other hand, terrestrial animals have limbs with separated digits for grasping or climbing. Furthermore, some flying animals have their limbs differentiated into wings for flight purposes. Most animals have their outer covering covered with fur or hair. This keeps the animal warm in the air and may serve to protect the skin. Most terrestrial animals have a thin subcutaneous fat layer, but have more muscles to aid their locomotion and elevation from the ground. Except for some reptiles such as snakes, most animals have thick and opaque eyelids to protect their eyes from solid objects and dryness. For terrestrial animals, lungs are the primary respiratory organs, and they are highly developed (Solomon, 2005). References Cavendish, M., B. b. (2001). Aquatic life of the world. New York: Benchmark books. Dejours, P. (1987). Comparative physiology: life in water and on land. Padova: Liviana. Solomon, E. P., Berg, L. R., Martin, D. W. (2005). Biology (7th ed.). Belmont, CA: Brooks/Cole Thomson Learning.Advertising We will write a custom essay sample on Ecology Organisms Differences specifically for you for only $16.05 $11/page Learn More

Tips on How to Save College Relationships After Graduation

Tips on How to Save College Relationships After Graduation There was a time when one of the only reasons women attended educational institutions, was to find themselves a husband! Of Course, times have changed, and female students are there to learn and attain the qualifications needed for their chosen career. However, that doesn’t mean college romances are a thing of the past. In fact, according to USA Today 28% of married graduates met their spouse at college! That statistic is even higher for religious institutions where as many as 60% of such romances end in marriage. Looks like those people knew some hacks on how to save college relationships after graduation. Dating in college is not like dating in the real world. It is not always plain sailing. Relationships and indeed day to day life play out within a campus bubble and this can spell trouble after graduation. Many alumni struggle to make it once they are out in the adult world and facing the stress of a career and other responsibilities the cracks begin to show. However, if you are determined to stay with your current partner, the following tips might help you. Tips on How to Save College Relationships After Graduation Talk About the Future Preemptively – One of the best tips on how to save college relationships is to talk about your future plans as early as possible. Don’t wait until the last day of studying to discuss where you see the relationship going. Discuss the situation a few months before graduation rolls around and make sure you both see the same future. It might be a tough conversation but be open and honest with each other. Do you plan to move close to each other? If not, are you prepared to have a long-distance relationship? These are questions which need to be asked. Is Exclusivity Important to You? – One of the biggest reasons why college relationships fail is because one or both partners cheat. This can be an especially big temptation if you go to different towns or states after graduation. What if we took cheating out of the equation? Is exclusivity important to you? A growing number of young people are experimenting with open or polyamorous relationships. It’s not for everyone, but for some it is a great way to stay together after studying ends. Be Prepared to Embrace Change – Another of our favourite tips on how to save college relationships is to be ready to embrace change. College is totally different from the every day grind and sometimes the change can be overwhelming. You and your partner may find yourselves developing different interests and veering off on your own path. That’s okay and it is no cause for alarm. However, you do need to be prepared for this change. Give each other time to grow and find the right path. Be supportive and you can find your way together as a couple. Always Communicate – Graduation is a huge transitional period in our lives, so we must make an effort to communicate our plans and expectations. Its a bad idea to ignore each other only because you are afraid to face your problems. Try to be sincere with each other about your feelings and plans. Never Sacrifice Your Dreams – Sometimes after diplomas are handed out, you and your partner will be headed home to different cities. Long-distance doesn’t work for everyone, so it may seem like one of you has to make the move if your romance is to have any hope of lasting. However, one of the biggest tips on how to save college relationships after graduation is to not make this mean you are sacrificing your dreams. If one partner has to be the one to leave their dreams behind to be with the other, then eventually resentment will bubble up to the surface and that can be the kiss of death for any affair. Compromise is key to a successful relationship, so make sure you both have equal importance and priority when it comes to making your dreams come to life. Sometimes It Is Right to Say Goodbye Although there are plenty of tips on how to save college relationships after graduation, it is important to decide if it is really the right thing to do. Some relationships are not meant to last beyond college and that is perfectly okay. Sometimes the right thing to do is say goodbye after graduation. Here are three common indicators that your college romance may not be long lasting: You Have Different Goals – Have you started to think about life after college. What is the next step? Will you head out of state? Are you planning on getting into your chosen career immediately? Are you considering a year out to travel the world? Whatever your plans involve it is important that your partner shares those goals. If one of you is dedicated to building a career at home while the other is intent on backpacking across Australia, then your relationship is not on track for survival. Something Doesn’t Feel Right – Usually when a relationship is coming to its natural end, something starts to feel a little off. It could be that some of your partner’s quirks that were once cute now get on your nerves, or maybe you just don’t communicate the way you used to. Whatever it is, if you don’t feel right it usually indicates that its game over. Once you realise this, it might be the perfect time to make the break. You Can’t Imagine the Future Together – Once finishing college most of us start to think more seriously about settling down. That often means imaging the kind of life your future holds. Marriage. Kids. A home in the suburbs. Who do you see standing by your side? If it is not your current sweetheart, then alarm bells should be ringing. If you can’t picture yourself married to that person then it is unlikely that your relationship is going to flourish after you graduate. Keeping a college romance alive is not always easy, but hopefully with these tips on how to save college relationships you can enjoy the next stage of your lives together. Good Luck!

PROJECT CENSORED Assignment Example | Topics and Well Written Essays - 1000 words

PROJECT CENSORED - Assignment Example Due to the fact that the media heaped such a high degree of praise on these individuals that were working to employ acts of terrorism to overthrow a government, it begged the question as to why the Western press was so single-minded on the approach to this issue. This brief analysis will consider a solitary news report from the Telegraph and juxtapose this with the information that other news outlets continued to put forward to their viewership on a daily basis. Due to the fact that censorship takes a variety of forms, it will be the purpose of this brief analysis to consider how and why the main media outlets willingly chose to ignore such a massive story as the one which the Telegraph related. To briefly summarize the time period in which this article came out, the reader should understand that tensions within the Middle East had been fomenting as a result of the Arab Spring. Although it will not be the goal of this essay to discuss whether the Arab Spring was in and of itself a po pular uprising of the people groups of Middle Eastern nations or the manufactured malcontent that Washington is famous for inspiring, it should however be considered the extent and scope within which the United States was involved in the Libyan uprising from its earliest days in Benghazi. At the point that this article was published, the Libyan uprising had been ongoing for a period of around 2 months. The article itself was titled, â€Å"Libyan rebel commander admits his fighters have al-Qaeda links† and published on the 25 of March 2011. Although such an admission may seem banal, the fact of the matter was that this firsthand statement from the opposing side worked to affirm the similar statements that then Libyan leader Muammar Gaddafi had been advocating since the rebels began engaging in terrorism in Benghazi back in February of the same year. Due to the overall unpopularity of such a viewpoint, the article was practically the only one of its time. However, the fact that a premier Libyan Revolutionary would openly admit to a Western news source that his fighters had known Al Qaeda linkages was a news story that the mainstream press was none too interested in putting forward as the entire political spectrum within the United States supported NATO action within Libya to overthrow the stable and long-standing government of Gaddafi (Swami 2011). It is not the purpose of this analysis to put forward why such a news story was itself inherently offensive to the Western media so much so that such a bombshell news story could go practically unnoticed, however, one could safely surmise that the powerful interests behind the scenes (oil companies and a plethora of other MNCs) wished Gaddafi to be toppled so that they may have new markets for their products. Similarly, due to the fact that only a handful of major conglomerates own a lion’s share of the Western media, it is somewhat surprising that such a story made it into the mainstream press whatsoeve r; if only for such a brief and unnoticed article. The fact that Al Qaeda openly supported the Libyan rebels was no secret to those that carefully followed the revolution. Gaddafi as well as key observers had been frenetically attempting to warn the West before they bandwagoned together and

SWOT analysis of Nike Company Essay Example | Topics and Well Written Essays - 750 words - 2

SWOT analysis of Nike Company - Essay Example The Nike Corporation traces its origin back to early 1964 through the noble efforts of the then Bill Bowerman and Phil Knight (Richard 4). The Nike Corporation began as â€Å"Blue Ribbon Sports† and later developed for fourteen years before becoming the modern day â€Å"Nike Inc.† The name â€Å"Nike† was derived from the Greek word â€Å"Nikn† meaning the Greek’s goddess of victory. Through its own brand, The Nike Corporation markets its products in association with Nike Golf as well as Nike Pro (Deanne 11). As one of the five hundred companies that are headquartered in the Oregon State, the Nike corporation ranks as the leading brand with the highest value among the sports businesses (Richard 5). Being one of the sources of the market to the labor industry, the Nike Corporation registered one of the highest numbers of employees by recruiting more than 44000 personnel as servants (Deanne 24). The step in the field of employment moved The Nike Corporation miles in the satisfaction of their dreams for the provision of inspiration to the athletes and the public in general. The Nike Corporation has a mission statement which is, â€Å"To bring inspiration and innovation to every athlete in the world.† Alongside the full realization of the mission statement, The Nike Corporation has also recorded some of the greatest profits as a business firm (Richard 7). For instance, within the fiscal year 2012, The Nike Corporation registered excess revenue of US$24.1 billion as at the end of May (Deanne 14). Furthermore, the brand itself is valued at US$10.7 billion hence ranks the best brand among all other sporting business. In the environmental stewardship, The Nike Corporation holds one of the best records as regards its performance in the environmental conservation policies of the state (Deanne 16). This fact is provided from the rese4arch activities conducted by an environmental conservation body  in England based on their Nike Grind program that greatly promotes environmental stewardship. In addition to the Nike Grind, The Nike Corporation has also launched more of such programs that aim at environmental conservation such as Nike’s Reuse-A-shoe program (Richard 9).

Evaluate the strengths and limitations of Employee Voice Practices for Essay

Evaluate the strengths and limitations of Employee Voice Practices for employees - Essay Example voice practices benefit employees by turning them into equal participants of the major organizational processes, letting them express their views and impact firms’ profitability and, eventually, turning them into essential drivers of organizational growth. However, the most important limitations of employee voice practices should not be disregarded. If not delivered properly, employee voice may lead to serious shifts in status quo which may not benefit employees. Many employees have the fear of such changes and, consequently, try to avoid the use of their legitimate voice in business practices. Therefore, one of the basic tasks faced by managers in organizations is to develop and run employee voice processes in ways that do not inhibit the employee’s right for self-expression and influence on organizational performance and, simultaneously, do not turn employee voice practices into a punishment for the things employees usually want to say. In order to understand how employee voice practices benefit or damage employee positions in companies, the exact meaning of employee voice needs to be understood. This is not an easy endeavor since the meanings and implications of employee voice are numerous, and different companies handle employee voice approaches in entirely different ways (Dyne, Ang & Botero 2003). However, across these numerous meanings, employee voice is generally assumed to be a motivation and willingness of employees to express their information, ideas and opinions regarding workplace improvements (Dyne, Ang & Botero 2003). Yet, it should be noted that if the worker does not express any opinions or does not try to impact workplace-related processes, that does not mean that this employee exists in the atmosphere of silence. In many instances, employees who withhold from expressing their opinions and thoughts openly simply use their voice in a different manner. Employee voice practices may be of a different nature and may also promote different forms of

I Love to Travel Essay Example for Free

I Love to Travel Essay Ive decided I want to travel. I mean Ive always wanted to, but now Im going to start planning it. I think once I finish University Im going to take a year off, and travel the world. Visit different countries, move from town to town, live and experience different cultures. Im not going to go straight into work after Uni.. I want to live my life. I mean Im ready to leave this country right now, get away from everyone and just learn to be independant and travel but I have priorites at the moment, and for the next few years. And while it seems like a while away, a few years will pass quickly and I will be on my way to living in Paris for a while in a cute little apartment with the Eiffel Tower at your windows view, the busy streets of New York.. the sunshine of LA.. Ill be dancing with the Spanish, learning the local life of Greece, seeing beautiful places and monuments in Italy and learning the life of Tuscany.. When you live in one country your entire life, you learn to think its all thats out there.. his little world of yours. But its not. Once you come to realise theres a whole world out there left to explore, something inside of you just craves it.. craves knowing and understanding and learning and seeing.. I want to see the world, before I work and settle down and do whatever.. And I dont care if Im on my own. The years of my 20s will be finding myself. Establishing myself. Making the most of discovering who I am and the world out there.

Growth of the IT Sector in India

Growth of the IT Sector in India ACKNOWLEDGEMENTS I would like to thank my supervisor JONATHAN C WESTLAKE for his insurmountable guidance and tremendous encouragement throughout this research. Without him I couldnt get effective results in this research. His precious inputs and valuable suggestions helped me throughout my research. I would like to thank my award leader PHILLMICKLEBURGH for his wonderful support and advice in technical and personal matters throughout my course and project work. I would like to thank the working people (in Information Technology) for their valuable time for giving me requires data. Last but not the least I would like to thank all my family and friends for helping me in so many ways and for just being there when I needed that bit of extra strength to carry on. It is pleasure to acknowledge contributions of all above people. RESEARCH OVERVIEW The whole research was divided into five chapters for the flexibility of reader to make this research meaningful and better understanding of what it explains. All these five chapters are interrelated to make this research appropriate and each chapter has its own importance in this research to make the necessary findings. The first chapter contains brief description about this research, introduction to information technology industry in India and describes attrition meaning. Then this chapter describes purpose of this research, fundamental aim, objectives, research questions to be investigated in this research and the methodology applied to get effective result and necessary findings. The second chapter contains information about literature review of this research, which contains the collection of data from researches done previously related to this topic. This data has been collected from books, journals, articles, web sources and magazines. The third chapter describes well about the research methodology and explains how the researcher used different types of methods to collect primary and secondary data. The data has been collected from employees and managers of different Information Technology organizations in India. Two different questionnaires have been prepared by the researcher to collect the data. One is for employees to collect required data and second one is for managers to investigate the depth of the problems and related solutions of this research. A good response from the employees and managers made this research process easy to get the accurate information required. The fourth chapter is the evolution part of this research. The information collected as means of primary data and secondary data, has been analysed by the researcher to find the required answers for research questions. The analysed data is presented in the form of tables and pie diagrams. Fifth chapter is the finale report of this project, which is useful for IT organizations in India to prevent and reduce the Attrition rate. The recommendations were prepared on the basis of primary data, secondary data and analysis part of this research. The management can use these suggestions as upcoming strategies to curb the attrition in their organizations. RESEARCH INTRODUCTION IT (Information Technology) industry is booming in India. The growth of IT sector in India represents the potential of IT industry to perform at world class levels. Internationally famed companies and locally self-made small-medium sized companies are competing in developing new software with in this huge industry in India. These companies function mainly in two divisions, i.e. Technical (development of software) and Support (HR, Marketing and Finance). Big giants throughout the world are competing to get their software projects done from Indian companies due to some prominent reasons, which include Cheap Labour and Technical excellence. Taking advantage of these incoming clients, Indian companies are not leaving any stone unturned to provide the top quality service. There are many reasons behind this growth of Information Technology market in India. These reasons belong to social, economical, technical and political issues. There are many Universities offering courses on science and mathematics and this kind of education system placed a great emphasis on increased number of science and engineering students. According to the NASSCOM (National Association of Software and Services Companies) of India These Universities are pumping out nearly 0.2 million engineering graduates every year. This population constitutes one of the greatest assets of Indian IT market. Even though there is shortfall of workers due to brain drain with many skilled workers interested to move overseas for better pay and living conditions. Software services sector occupied nearly seventy percent of technical industry of India and its abundant skilled man power is attracting international software companies to back end their operations in India. The advantage of Indias backend operations is geostrategic location which offers 247 services and reduction in turnaround times by leveraging time zone differences. Recently government of India set down new ministry for Information Technology which established comfortable environment for growth in IT developments and attracted many multinational companies by providing greater range of facilities with cheaper costs. According to the NASSCOM survey IT industry attained the revenue of US $17 billion in 2008 there by capturing 12% of world market and expected growth of nearly 16.5% by the end of year 2009. Though the above points are considered as positive attributes in the growth and development of Indian software industry, so also, the negative impact comes into picture in the form of ATTRITION (Loss of Employees/ Work force), which can be explained in terms of large growth of the â€Å"number† of companies attracting talent/ work force (people) which is finally leading to confusion among the work force in deciding the company to work for depending upon the offers made by them. Attrition can be defined as the out flow of employees from an organisation due to various reasons. This research will contribute to identify the reasons behind the dangerous attrition levels in IT industry with in India and will suggest possible solutions to fight this problem. The increasing growth of the industry is leading to equal opportunities for inexperienced and experienced workforce. Since the companies rely on senior and experienced workforce for the projects, there is an unhealthy competition among them to attract the so called senior and experienced workforce which is finally leading to attrition. This research paper clearly lays emphasis on the importance of considering attrition in perspective of individuals and organization because attrition destroys the value of business, causes companies to lose knowledge there by leading to never ending cycle of hiring. The researcher here emphasised on the reasons behind the attrition levels in IT industry in India and the possible solutions to curb it. Questionnaires used in this research serve as channels to understand the specific reasons behind attrition. RESEARCH TITLE: Reasons behind the increase in attrition rate in the Indian IT Industries focussing Employee Turnover and techniques to reduce the Attrition. RESEARCH AIM: The main purpose of this research is to investigate the reason behind the day to day increasing Attrition rate in the Indian subcontinent with respect to the IT industry and there- by develop a report with the factors affecting attrition and possible solutions to overcome these issues. RESEARCH QUESTIONS: The proposed research questions are as follows: What are the reasons behind high attrition rate in the IT sector of Indian sub continent? What factors determine the attrition rate? How can this attrition rate be reduced in IT organizations perspective? OBJECTIVIES: The main objective of this research paper is to determine the relationship between good human resource practices and the reasons behind the employee attrition. To analyse various factors that affect an individuals decision to leave a job for a better opportunity, including individual related, job related and organizational related. To discover various threats and issues those impact the business performance, organisational health and rise in business cost, thus emphasising the importance of attrition in perspective of IT organisations. To evaluate the issues those affect the performance of the industry and minimise the attrition rate and also to analyse the techniques of motivation those will help in reducing the same? ACTIVITIES TO ACHIVE THE OBJECTIVE: Primary data collection will be done by conducting online survey with managers and employees in the organisation; the main reason being to gather accurate information. Moreover, while collecting primary data if the researcher can get to meet any of the old staff who have retired or who have left the organisation due to some reason, researcher would collect information from them to enquire the reason behind their exit from the organisation and their experiences while they were working for the organisation, the difference between their old and new organisation they have joined, whether they are satisfied at the new work place and their expectations from the new company. Conducting a survey with employees would result in measuring the level of satisfaction they have attained in the organisation. To achieve the above task two different questionnaires aimed specifically at managers and employees respectively contribute to the collection of relevant information to understand the problem of attrition in the organisations perspective. The secondary data collection in this research will be done by reading books, journals, web sources, articles, magazines and collecting the old data which is related to human resource management etc related to the research topic. Thus, data analysis of the information gathered would bring in a clear picture of the reasons behind the increasing attrition rate. THE RESEARCH METHODOLOGY: To study the previous works done (on this research topic), making a list of them and analysing them by means of literature review. Discovering the designations where in attrition is more and creating the attrition chart by conducting organization study. Conducting a job satisfaction survey and evaluating the work environment by interviewing IT employees and spreading questionnaires. Conducting a survey with managers to have a look at recruitment process, benefits, training and motivation techniques implemented in the organization to cut down the level of attrition. Considering the reasons for attrition by the analysis of interview data. Suggesting and implementing techniques on how to reduce the attrition. LITERATURE REVIEW Attrition in Indian IT sector is rising drastically due to rapid globalisation and high economic growth. According to the researcher, the attrition is occurring mainly among technically skilled persons due to vast growth of opportunities and booming job market. This booming job market is creating enthusiasm not only among the graduates but also among the most satisfied employees. Due to this act organizations are unable to predict the start of attrition. One of the main reasons put forth for attrition is external inequity of compensation. The affect of attrition is seen in the form financial imbalances in organisations, which can be balanced by reducing attrition through retention of employees which is possible by the diligence of people in managerial positions. ATTRITION IN INDIA Almost all major business sectors in India are facing high attrition rates; these include BPO (Business Process Outsourcing), Telecom sector, Retail sector, Services sector, Biotechnology and Pharmaceutical. Attrition rates in different sectors for 2007 are shown below. Source [online]: http://www.qcin.org/nbqp/qualityindia/Vol-3-No1/retaining.htm As evidence in the figure 1, BPO sector is the worst affiliated by attrition and IT sector is at ninth place with the attrition rate of 27%. This shows attrition in India is an enormous problem with wide range of concerns. As this research is narrowed by only concentrating on IT sector, a brief introduction was given below as a table about top Indian IT organizations. SOURCE [online]: www.economictimes.indiatimes.com/photo/4835043.cms The above table provides overview about working human resources in top IT organizations. Thousands of organizations were equipped with human resources as main source of business. Arup Chowdary, CIO of Everyday Industries explains â€Å"major challenges are in terms of resources. The kind of attrition that we have in the IT industry today is one of the business challenges. It is extremely important that the resources that are given into the project actually continue for a longer period of time, which is not really the case; because the IT industry so volatile. So one is managing resources and number two is training those resources with adequate means to come to the market standards† .This statement gives clear indication of attrition affect on Indian IT industry. According to the CCI (Chambers of Commerce of India) research study in India, attrition rate for 2007 was 27% and for 2008 was 29%, and according to Hewitt Associates survey for 2009-2010 most companies continued to experience attrition rates in double digits despite economic downturn. According to the India Attrition study 2008, which was done between October 2008 and March 2009 by partnership between BT and PeopleSoft, key drivers for employees leaving their jobs are opportunity or career growth, salary, type of work, training or development, family circumstances, current job dissatisfaction, health, work load and working environment. According to this survey highest percentage of people are leaving their jobs for career growth and next for salary. Among the people who leave IT organizations, more number of people is top performers (45%) of whole employees. Figure 3: Leaver type across Indian IT industry . REASONS FOR ATTRITION According to researcher, the major reasons for attrition other than monetary reasons (high salaries) are thought to be: Ø The aspect of exploring new avenues by the employees where they get a bigger opportunity to hone their existing skills. Ø Many employees, who work in IT sector, leave behind their interests and finally when they identify the clichà ©d nature of these jobs they willingly opt out and look for something novel and exciting even if it costs their careers. According to Dr. A. Oliver Bright, causes for attrition vary from one organizational level to another. Considering at senior management level many firms chase the dearth of top talent in business, this situation results in senior managers getting new offers with more compensation than existing job. At medium level, employees seek to move from one zone to another like moving from technical role to managerial role or slower moving sector to faster one. At junior level, hike in salary and demand for employees in the market make employees to move to another job. There is a rapid development in Indian IT business sector, because many organizations from the USA and the UK outsource their work to Indian companies, thus resulting in the rise of opportunities. Hence people want to reach the top of the career at faster pace. It makes the employees to skip from one company to another. Employee as reason for attrition: An employee might get the feeling of â€Å"insecurity† regarding his job if the management neglects his career ladder. There are chances of an employee leaving the organisation if the so called training does not emphasise on his area of work and career growth. The communication gap between higher managerial personnel and the employees could be another possible reason of attrition. Another reason is the delay of intra-organisational promotions, which if offered by a different organisation will lead to the loss of employees (attrition). Employees tend to leave the organisation if they are not engaged in projects, which can be avoided by focussing on their growth. Several reasons for attrition could be due to the employee himself/herself. The employee might not have grasped the job profile at the start of his/her tenure and/or the profile was not explained in detail by the company. Poor work habits of employees from their previous job get carried over to their new jobs which dist urbs their comfort zone. As explained earlier due to insufficient knowledge about the job profile the employee might not be competitive both in his/her organizational skills and interpersonal skills. This leads to improper job handling. A poor job fit, which is explained by the inversely proportional relationship between the new job preferences and the employee attitude/interest. High female staff attrition is great problem these days in IT organizations as many number of female employees quit their jobs to give focus on their families even their salary is with six digits. WIPRO joint CEO Mr Vaswani says male to female ratio is almost same at entry level, but women employees drops to about fifteen to twenty percent at middle management levels and further about five to ten percent at senior management levels, and he continuous that it is a loss when trained and talented employee leaves. Currently Infosys employs 33.4% of women, TCS 30% and Wipro 29%. A women project manager says â€Å"I had to stretch myself and the team till late nights to fit into clients time zone. Women also quit at mid level because their priorities change. They want to show their excellence as a homemaker, which was the case with me†.To reduce this attrition organizations increased maternity leave, offering work from home policies for women, relocating them if their husbands get t ransferred, trying to be gender neutral and making easier to women for working. {Source [online]: http://economictimes.indiatimes.com/News/News-By-Industry/Jobs/TCS-Wipro-Infosys-go-all-out-to-check-high-female-staff-attrition/articleshow/5324809.cms?curpg=2.Accessed on 13/12/2009} Ashok Arora, executive director for HR, Ashoka Leylands says â€Å"high end talent is always high on aspiration; their worry is not one of survival, but how fast they climb up the corporate ladder. Management people tend to lose them every time if they do not reasonably address their concerns. The reasons behind people changing their jobs: Employees expect more salary and more compensation than within their present position. Overseas opportunities, which may give hike in salary and position. A higher position in Indian culture means status and respect. If employees want to change their locations for personal and family reasons. Especially in India family plays a crucial role where a family decision can change the career path of a young professional and make employee to change his/her job (Dr. Elena Groznaya). People are interested in new technologies rather than working with same technology. To balance the social life and flexibility with working hours. Taking into account the company image and future growth of the organization. Employees will be self motivated to leave the company because of job insecurity, no freedom of decision making, relationship with peers, less compensation packages and lack of motivation. Management as cause of reason: It is very important for the management to meet the expectation of employees, if there is any such kind of problem or communication gap between management and employees then the persons would like to leave the organization. Another reason for attrition in organization is if management fails at satisfying employee needs and management does not follow correct policies or does not have appropriate tools to manage the employee related tasks then this situation leads to further dissatisfaction. Azim Premji (CEO, WIPRO Technologies) stated that â€Å"when talented people leave organizations despite of high salaries, they dont leave the organizations but they leave their managers†. When there is continuous process of good employees resigning their jobs then management should have a look at their immediate supervisor. Advantage of Indian IT industry is the availability of large number of human resources in market, when managers show their concern as â€Å"plenty of fish in the pond† towards their employees by not considering their personal values then there is chance of increase rate of attrition rate. When first time employees face difficulties with their managers they look forward to solve that situation, second time they will think about leaving, but third time they will look for external opportunity. Job profile as a cause of reason: Job profile may cause the increase in attrition by considering the following factors. While dealing with the outsourced projects the employees have to work according to the time zone of client place, employees have to work by travelling most of the time to reach their targets, and if the employee is not satisfied with his job profile all these factors push the employees to look for a different alternative. REFLECTING FACTORS OF ATTRITION According to the researcher high attrition level may cause the employees to feel insecure and leave the organization, while lower rate of attrition will act as a retention policy. High attrition level indicates the poor ability of organization to hold its people. â€Å"Attrition is unfortunately viewed as a management flaw when in fact it could well be a recruitment error†. (MONISHA ADVANI, CEO, EMMAY HR)[source:http://www.expresscomputeronline.com/20050822/technologylife01.shtml)] Attrition level not only reflects the flaws in recruitment strategies but also training methods, retention strategies, work culture and company value in the market. CALUCULATING EMPLOYEE ATTRIRION It is very much important to concentrate on the rate of attrition in an organization which can be achieved by analysis and debate for. According to Sudiptha dev calculation of employee attrition may vary from one organization to another. Anil Naronha one of the director and HR of Novell software limited states that the standard method used to calculate the attrition of employees is dividing the number of employees who left during the year by the average number employed for that year. According to the researcher it is very important to consider the root problem while calculating the attrition level of employees by going back to the hiring stage. Fresher (newly recruited) attrition level will be calculated by considering the number of these employees left and critical level attrition will be calculated when key persons leave. Some organizations may not consider the attrition of beginners when they leave the organization for higher studies and moreover, termination of employees (whose performance is not met to the standards) is also not considered as attrition. But these exemptions depend on the policies/ methods followed by the organizations to calculate the levels of attrition. COST OF ATTRITION There are both visible and invisible costs associated with attrition. The invisible costs are low production rate which in turn creates loss in future sales, loss of customers and degradation of brand name in the market, loss of clients and contacts that person had with industry. Visible costs are the costs due to workforce leaving the organization, recruitment costs, training costs, loss of productivity costs and new hire costs etc. Costs due to loss of workforce includes the cost of the temporary recruitment to fill in while the position is vacant, compensation and benefits, administrative costs like clearing the benefits and stopping the payroll and cost of lost knowledge. Every person who leaves an organization becomes its ambassador, for better or for worse. When employees leave the organization continuously, it is important to consider the recruitment process which in turn will become a never ending cycle. Recruitment costs include cost of advertisement, employee referral costs and agency cost. Recruitment is a long-term process which consists of many stages and tasks to perform. These steps include understanding the requirements of position, advertising the vacancies, search for new talent, checking the background of applicants, preparing and conducting interviews and notify results to candidates whether they are successful or not. Training is the next aspect to consider which involves high costs. It is an important task to hire a person who conducts the orientation which includes the cost of orientation materials. Cost for training material includes cost of hardware, software and printing manuals. By considering the above factors one can lead to a conclusion that there are massive costs associated with attrition. TECHNIQUES TO REDUCE THE ATTRIRION The attrition levels can be reducedby the active input from HR people of the concerned organizations. Since they are the first line of contact for employees, they need to emphasise on the necessity to communicate with employees very often, motivating them and identifying any troubles and disturbances which if not done will gradually encourage the employee to leave the organisation. When the management neglects career ladder of an employee, that person might get the feeling of future insecurity. This can be reduced by conducting well prepared training sessions to improve employee skills and attitude. Some of the solutions that have been implemented successfully by the organisations in recent years to reduce attrition include, work-life balance, recognition and corporate brand building, healthy work environment, continuous employee learning (Subramaniam 2005). It is very important to follow the effective recruitment strategies rather than following traditional recruitment methods. This can help the company to improve the response between organization goals and individual expectations to reduce the attrition level. The type of Indian IT market can be called as people driven business, because it is a huge industry which is mainly depend on Human resources. So it is big challenge for human resource department to handle high stream of employees coming in and going out of the organizations.Padmaja Alaganandan, Principal Consultant, Mercer HR Consulting, India says â€Å"recruitment should be strategic to scale back organizations business targets because of their inability to recruit quality talent at the pace and scale called for. In such organizations with large scale of hiring, recruitment needs to be seen as a separate function with strong linkage to the business†. Compensation and rewards play vital role in IT organisations to motivate and satisfy the employees. When a company makes high profits, it should make an effort to recognise the contribution of employees in this success by releasing bonuses which will lead to a positive employee response in future endeavours. Dr Elena Groznaya(freelance researcher and consultant in the field of intercultural relations and diversity management) suggested some motivation methods, they are extrusive motivation by money (pay rises, bonus and promotion), by showing long-term perspective towards employee including the family and enabling personal development. In order to motivate staff, experts claim that it is important to recognise set of values and needs, those vary in each particular culture. According to the classical theory of Maslow the hierarchy of needs includes : Psychological, survival needs Safety and security needs Social needs of acceptance Esteem and acknowledgment needs Self-actualization and self-development needs Major impacts on the employee behaviour are organizational culture and working environment. Providing good work environment and acknowledging the employee as a customer is an effective technique to reduce the attrition level. A good employer can be differentiated from other employers by thoroughly looking at the priorities of them, while considering the goals and needs of employees. Maintaining work-life balance among the employees is the main technique to reduce the attrition level. The nature of IT industry is to upgrade its operations frequently to achieve the business requirements and for this there is a need of dynamic change in deploying and using the upgraded technologies. To achieve the above requirements the management needs to take measures to help employees to update their knowledge through training programs from time to time. It is important to identify top performers to reward and retain them, but keeping them secure and motivated becomes a key challenge. One of the best ways is to engage them by implementing strong career program for them. One of the top companies of India, National Information Technology, has implemented structured staff communication program which includes periodic sessions with business heads, skip level meeting, star performing bonus for high level performers and national or business level recognition programme. On other hand identify non performers to put on performance related exercises. To keep employees engaged there is need for staff involvement programmes like pre festive events, in-house sports activities and participation in outside activities. According to the WIPRO leaders quality survey, perfect leadership is one of the techniques to reduce attrition levels. Marcia Robinson and Ravi Kalakota (2005) suggested seven strategies for recruiting and retaining employees. Spend time developing and Bench marking incentives which include free transportation, education allowances, health related allowances, bonuses and performance based appraisals. The main problem in Indian IT industry is that most of the newly recruited students/employees are leaving the organization to pursue masters/ higher studies. This situation can be overcome by the organisations, through the provision of subsidies for the higher education of beginner employees, to improve their knowledge in their area of expertise. Change the locations of work by sending the projects to places where labour and real est Growth of the IT Sector in India Growth of the IT Sector in India ACKNOWLEDGEMENTS I would like to thank my supervisor JONATHAN C WESTLAKE for his insurmountable guidance and tremendous encouragement throughout this research. Without him I couldnt get effective results in this research. His precious inputs and valuable suggestions helped me throughout my research. I would like to thank my award leader PHILLMICKLEBURGH for his wonderful support and advice in technical and personal matters throughout my course and project work. I would like to thank the working people (in Information Technology) for their valuable time for giving me requires data. Last but not the least I would like to thank all my family and friends for helping me in so many ways and for just being there when I needed that bit of extra strength to carry on. It is pleasure to acknowledge contributions of all above people. RESEARCH OVERVIEW The whole research was divided into five chapters for the flexibility of reader to make this research meaningful and better understanding of what it explains. All these five chapters are interrelated to make this research appropriate and each chapter has its own importance in this research to make the necessary findings. The first chapter contains brief description about this research, introduction to information technology industry in India and describes attrition meaning. Then this chapter describes purpose of this research, fundamental aim, objectives, research questions to be investigated in this research and the methodology applied to get effective result and necessary findings. The second chapter contains information about literature review of this research, which contains the collection of data from researches done previously related to this topic. This data has been collected from books, journals, articles, web sources and magazines. The third chapter describes well about the research methodology and explains how the researcher used different types of methods to collect primary and secondary data. The data has been collected from employees and managers of different Information Technology organizations in India. Two different questionnaires have been prepared by the researcher to collect the data. One is for employees to collect required data and second one is for managers to investigate the depth of the problems and related solutions of this research. A good response from the employees and managers made this research process easy to get the accurate information required. The fourth chapter is the evolution part of this research. The information collected as means of primary data and secondary data, has been analysed by the researcher to find the required answers for research questions. The analysed data is presented in the form of tables and pie diagrams. Fifth chapter is the finale report of this project, which is useful for IT organizations in India to prevent and reduce the Attrition rate. The recommendations were prepared on the basis of primary data, secondary data and analysis part of this research. The management can use these suggestions as upcoming strategies to curb the attrition in their organizations. RESEARCH INTRODUCTION IT (Information Technology) industry is booming in India. The growth of IT sector in India represents the potential of IT industry to perform at world class levels. Internationally famed companies and locally self-made small-medium sized companies are competing in developing new software with in this huge industry in India. These companies function mainly in two divisions, i.e. Technical (development of software) and Support (HR, Marketing and Finance). Big giants throughout the world are competing to get their software projects done from Indian companies due to some prominent reasons, which include Cheap Labour and Technical excellence. Taking advantage of these incoming clients, Indian companies are not leaving any stone unturned to provide the top quality service. There are many reasons behind this growth of Information Technology market in India. These reasons belong to social, economical, technical and political issues. There are many Universities offering courses on science and mathematics and this kind of education system placed a great emphasis on increased number of science and engineering students. According to the NASSCOM (National Association of Software and Services Companies) of India These Universities are pumping out nearly 0.2 million engineering graduates every year. This population constitutes one of the greatest assets of Indian IT market. Even though there is shortfall of workers due to brain drain with many skilled workers interested to move overseas for better pay and living conditions. Software services sector occupied nearly seventy percent of technical industry of India and its abundant skilled man power is attracting international software companies to back end their operations in India. The advantage of Indias backend operations is geostrategic location which offers 247 services and reduction in turnaround times by leveraging time zone differences. Recently government of India set down new ministry for Information Technology which established comfortable environment for growth in IT developments and attracted many multinational companies by providing greater range of facilities with cheaper costs. According to the NASSCOM survey IT industry attained the revenue of US $17 billion in 2008 there by capturing 12% of world market and expected growth of nearly 16.5% by the end of year 2009. Though the above points are considered as positive attributes in the growth and development of Indian software industry, so also, the negative impact comes into picture in the form of ATTRITION (Loss of Employees/ Work force), which can be explained in terms of large growth of the â€Å"number† of companies attracting talent/ work force (people) which is finally leading to confusion among the work force in deciding the company to work for depending upon the offers made by them. Attrition can be defined as the out flow of employees from an organisation due to various reasons. This research will contribute to identify the reasons behind the dangerous attrition levels in IT industry with in India and will suggest possible solutions to fight this problem. The increasing growth of the industry is leading to equal opportunities for inexperienced and experienced workforce. Since the companies rely on senior and experienced workforce for the projects, there is an unhealthy competition among them to attract the so called senior and experienced workforce which is finally leading to attrition. This research paper clearly lays emphasis on the importance of considering attrition in perspective of individuals and organization because attrition destroys the value of business, causes companies to lose knowledge there by leading to never ending cycle of hiring. The researcher here emphasised on the reasons behind the attrition levels in IT industry in India and the possible solutions to curb it. Questionnaires used in this research serve as channels to understand the specific reasons behind attrition. RESEARCH TITLE: Reasons behind the increase in attrition rate in the Indian IT Industries focussing Employee Turnover and techniques to reduce the Attrition. RESEARCH AIM: The main purpose of this research is to investigate the reason behind the day to day increasing Attrition rate in the Indian subcontinent with respect to the IT industry and there- by develop a report with the factors affecting attrition and possible solutions to overcome these issues. RESEARCH QUESTIONS: The proposed research questions are as follows: What are the reasons behind high attrition rate in the IT sector of Indian sub continent? What factors determine the attrition rate? How can this attrition rate be reduced in IT organizations perspective? OBJECTIVIES: The main objective of this research paper is to determine the relationship between good human resource practices and the reasons behind the employee attrition. To analyse various factors that affect an individuals decision to leave a job for a better opportunity, including individual related, job related and organizational related. To discover various threats and issues those impact the business performance, organisational health and rise in business cost, thus emphasising the importance of attrition in perspective of IT organisations. To evaluate the issues those affect the performance of the industry and minimise the attrition rate and also to analyse the techniques of motivation those will help in reducing the same? ACTIVITIES TO ACHIVE THE OBJECTIVE: Primary data collection will be done by conducting online survey with managers and employees in the organisation; the main reason being to gather accurate information. Moreover, while collecting primary data if the researcher can get to meet any of the old staff who have retired or who have left the organisation due to some reason, researcher would collect information from them to enquire the reason behind their exit from the organisation and their experiences while they were working for the organisation, the difference between their old and new organisation they have joined, whether they are satisfied at the new work place and their expectations from the new company. Conducting a survey with employees would result in measuring the level of satisfaction they have attained in the organisation. To achieve the above task two different questionnaires aimed specifically at managers and employees respectively contribute to the collection of relevant information to understand the problem of attrition in the organisations perspective. The secondary data collection in this research will be done by reading books, journals, web sources, articles, magazines and collecting the old data which is related to human resource management etc related to the research topic. Thus, data analysis of the information gathered would bring in a clear picture of the reasons behind the increasing attrition rate. THE RESEARCH METHODOLOGY: To study the previous works done (on this research topic), making a list of them and analysing them by means of literature review. Discovering the designations where in attrition is more and creating the attrition chart by conducting organization study. Conducting a job satisfaction survey and evaluating the work environment by interviewing IT employees and spreading questionnaires. Conducting a survey with managers to have a look at recruitment process, benefits, training and motivation techniques implemented in the organization to cut down the level of attrition. Considering the reasons for attrition by the analysis of interview data. Suggesting and implementing techniques on how to reduce the attrition. LITERATURE REVIEW Attrition in Indian IT sector is rising drastically due to rapid globalisation and high economic growth. According to the researcher, the attrition is occurring mainly among technically skilled persons due to vast growth of opportunities and booming job market. This booming job market is creating enthusiasm not only among the graduates but also among the most satisfied employees. Due to this act organizations are unable to predict the start of attrition. One of the main reasons put forth for attrition is external inequity of compensation. The affect of attrition is seen in the form financial imbalances in organisations, which can be balanced by reducing attrition through retention of employees which is possible by the diligence of people in managerial positions. ATTRITION IN INDIA Almost all major business sectors in India are facing high attrition rates; these include BPO (Business Process Outsourcing), Telecom sector, Retail sector, Services sector, Biotechnology and Pharmaceutical. Attrition rates in different sectors for 2007 are shown below. Source [online]: http://www.qcin.org/nbqp/qualityindia/Vol-3-No1/retaining.htm As evidence in the figure 1, BPO sector is the worst affiliated by attrition and IT sector is at ninth place with the attrition rate of 27%. This shows attrition in India is an enormous problem with wide range of concerns. As this research is narrowed by only concentrating on IT sector, a brief introduction was given below as a table about top Indian IT organizations. SOURCE [online]: www.economictimes.indiatimes.com/photo/4835043.cms The above table provides overview about working human resources in top IT organizations. Thousands of organizations were equipped with human resources as main source of business. Arup Chowdary, CIO of Everyday Industries explains â€Å"major challenges are in terms of resources. The kind of attrition that we have in the IT industry today is one of the business challenges. It is extremely important that the resources that are given into the project actually continue for a longer period of time, which is not really the case; because the IT industry so volatile. So one is managing resources and number two is training those resources with adequate means to come to the market standards† .This statement gives clear indication of attrition affect on Indian IT industry. According to the CCI (Chambers of Commerce of India) research study in India, attrition rate for 2007 was 27% and for 2008 was 29%, and according to Hewitt Associates survey for 2009-2010 most companies continued to experience attrition rates in double digits despite economic downturn. According to the India Attrition study 2008, which was done between October 2008 and March 2009 by partnership between BT and PeopleSoft, key drivers for employees leaving their jobs are opportunity or career growth, salary, type of work, training or development, family circumstances, current job dissatisfaction, health, work load and working environment. According to this survey highest percentage of people are leaving their jobs for career growth and next for salary. Among the people who leave IT organizations, more number of people is top performers (45%) of whole employees. Figure 3: Leaver type across Indian IT industry . REASONS FOR ATTRITION According to researcher, the major reasons for attrition other than monetary reasons (high salaries) are thought to be: Ø The aspect of exploring new avenues by the employees where they get a bigger opportunity to hone their existing skills. Ø Many employees, who work in IT sector, leave behind their interests and finally when they identify the clichà ©d nature of these jobs they willingly opt out and look for something novel and exciting even if it costs their careers. According to Dr. A. Oliver Bright, causes for attrition vary from one organizational level to another. Considering at senior management level many firms chase the dearth of top talent in business, this situation results in senior managers getting new offers with more compensation than existing job. At medium level, employees seek to move from one zone to another like moving from technical role to managerial role or slower moving sector to faster one. At junior level, hike in salary and demand for employees in the market make employees to move to another job. There is a rapid development in Indian IT business sector, because many organizations from the USA and the UK outsource their work to Indian companies, thus resulting in the rise of opportunities. Hence people want to reach the top of the career at faster pace. It makes the employees to skip from one company to another. Employee as reason for attrition: An employee might get the feeling of â€Å"insecurity† regarding his job if the management neglects his career ladder. There are chances of an employee leaving the organisation if the so called training does not emphasise on his area of work and career growth. The communication gap between higher managerial personnel and the employees could be another possible reason of attrition. Another reason is the delay of intra-organisational promotions, which if offered by a different organisation will lead to the loss of employees (attrition). Employees tend to leave the organisation if they are not engaged in projects, which can be avoided by focussing on their growth. Several reasons for attrition could be due to the employee himself/herself. The employee might not have grasped the job profile at the start of his/her tenure and/or the profile was not explained in detail by the company. Poor work habits of employees from their previous job get carried over to their new jobs which dist urbs their comfort zone. As explained earlier due to insufficient knowledge about the job profile the employee might not be competitive both in his/her organizational skills and interpersonal skills. This leads to improper job handling. A poor job fit, which is explained by the inversely proportional relationship between the new job preferences and the employee attitude/interest. High female staff attrition is great problem these days in IT organizations as many number of female employees quit their jobs to give focus on their families even their salary is with six digits. WIPRO joint CEO Mr Vaswani says male to female ratio is almost same at entry level, but women employees drops to about fifteen to twenty percent at middle management levels and further about five to ten percent at senior management levels, and he continuous that it is a loss when trained and talented employee leaves. Currently Infosys employs 33.4% of women, TCS 30% and Wipro 29%. A women project manager says â€Å"I had to stretch myself and the team till late nights to fit into clients time zone. Women also quit at mid level because their priorities change. They want to show their excellence as a homemaker, which was the case with me†.To reduce this attrition organizations increased maternity leave, offering work from home policies for women, relocating them if their husbands get t ransferred, trying to be gender neutral and making easier to women for working. {Source [online]: http://economictimes.indiatimes.com/News/News-By-Industry/Jobs/TCS-Wipro-Infosys-go-all-out-to-check-high-female-staff-attrition/articleshow/5324809.cms?curpg=2.Accessed on 13/12/2009} Ashok Arora, executive director for HR, Ashoka Leylands says â€Å"high end talent is always high on aspiration; their worry is not one of survival, but how fast they climb up the corporate ladder. Management people tend to lose them every time if they do not reasonably address their concerns. The reasons behind people changing their jobs: Employees expect more salary and more compensation than within their present position. Overseas opportunities, which may give hike in salary and position. A higher position in Indian culture means status and respect. If employees want to change their locations for personal and family reasons. Especially in India family plays a crucial role where a family decision can change the career path of a young professional and make employee to change his/her job (Dr. Elena Groznaya). People are interested in new technologies rather than working with same technology. To balance the social life and flexibility with working hours. Taking into account the company image and future growth of the organization. Employees will be self motivated to leave the company because of job insecurity, no freedom of decision making, relationship with peers, less compensation packages and lack of motivation. Management as cause of reason: It is very important for the management to meet the expectation of employees, if there is any such kind of problem or communication gap between management and employees then the persons would like to leave the organization. Another reason for attrition in organization is if management fails at satisfying employee needs and management does not follow correct policies or does not have appropriate tools to manage the employee related tasks then this situation leads to further dissatisfaction. Azim Premji (CEO, WIPRO Technologies) stated that â€Å"when talented people leave organizations despite of high salaries, they dont leave the organizations but they leave their managers†. When there is continuous process of good employees resigning their jobs then management should have a look at their immediate supervisor. Advantage of Indian IT industry is the availability of large number of human resources in market, when managers show their concern as â€Å"plenty of fish in the pond† towards their employees by not considering their personal values then there is chance of increase rate of attrition rate. When first time employees face difficulties with their managers they look forward to solve that situation, second time they will think about leaving, but third time they will look for external opportunity. Job profile as a cause of reason: Job profile may cause the increase in attrition by considering the following factors. While dealing with the outsourced projects the employees have to work according to the time zone of client place, employees have to work by travelling most of the time to reach their targets, and if the employee is not satisfied with his job profile all these factors push the employees to look for a different alternative. REFLECTING FACTORS OF ATTRITION According to the researcher high attrition level may cause the employees to feel insecure and leave the organization, while lower rate of attrition will act as a retention policy. High attrition level indicates the poor ability of organization to hold its people. â€Å"Attrition is unfortunately viewed as a management flaw when in fact it could well be a recruitment error†. (MONISHA ADVANI, CEO, EMMAY HR)[source:http://www.expresscomputeronline.com/20050822/technologylife01.shtml)] Attrition level not only reflects the flaws in recruitment strategies but also training methods, retention strategies, work culture and company value in the market. CALUCULATING EMPLOYEE ATTRIRION It is very much important to concentrate on the rate of attrition in an organization which can be achieved by analysis and debate for. According to Sudiptha dev calculation of employee attrition may vary from one organization to another. Anil Naronha one of the director and HR of Novell software limited states that the standard method used to calculate the attrition of employees is dividing the number of employees who left during the year by the average number employed for that year. According to the researcher it is very important to consider the root problem while calculating the attrition level of employees by going back to the hiring stage. Fresher (newly recruited) attrition level will be calculated by considering the number of these employees left and critical level attrition will be calculated when key persons leave. Some organizations may not consider the attrition of beginners when they leave the organization for higher studies and moreover, termination of employees (whose performance is not met to the standards) is also not considered as attrition. But these exemptions depend on the policies/ methods followed by the organizations to calculate the levels of attrition. COST OF ATTRITION There are both visible and invisible costs associated with attrition. The invisible costs are low production rate which in turn creates loss in future sales, loss of customers and degradation of brand name in the market, loss of clients and contacts that person had with industry. Visible costs are the costs due to workforce leaving the organization, recruitment costs, training costs, loss of productivity costs and new hire costs etc. Costs due to loss of workforce includes the cost of the temporary recruitment to fill in while the position is vacant, compensation and benefits, administrative costs like clearing the benefits and stopping the payroll and cost of lost knowledge. Every person who leaves an organization becomes its ambassador, for better or for worse. When employees leave the organization continuously, it is important to consider the recruitment process which in turn will become a never ending cycle. Recruitment costs include cost of advertisement, employee referral costs and agency cost. Recruitment is a long-term process which consists of many stages and tasks to perform. These steps include understanding the requirements of position, advertising the vacancies, search for new talent, checking the background of applicants, preparing and conducting interviews and notify results to candidates whether they are successful or not. Training is the next aspect to consider which involves high costs. It is an important task to hire a person who conducts the orientation which includes the cost of orientation materials. Cost for training material includes cost of hardware, software and printing manuals. By considering the above factors one can lead to a conclusion that there are massive costs associated with attrition. TECHNIQUES TO REDUCE THE ATTRIRION The attrition levels can be reducedby the active input from HR people of the concerned organizations. Since they are the first line of contact for employees, they need to emphasise on the necessity to communicate with employees very often, motivating them and identifying any troubles and disturbances which if not done will gradually encourage the employee to leave the organisation. When the management neglects career ladder of an employee, that person might get the feeling of future insecurity. This can be reduced by conducting well prepared training sessions to improve employee skills and attitude. Some of the solutions that have been implemented successfully by the organisations in recent years to reduce attrition include, work-life balance, recognition and corporate brand building, healthy work environment, continuous employee learning (Subramaniam 2005). It is very important to follow the effective recruitment strategies rather than following traditional recruitment methods. This can help the company to improve the response between organization goals and individual expectations to reduce the attrition level. The type of Indian IT market can be called as people driven business, because it is a huge industry which is mainly depend on Human resources. So it is big challenge for human resource department to handle high stream of employees coming in and going out of the organizations.Padmaja Alaganandan, Principal Consultant, Mercer HR Consulting, India says â€Å"recruitment should be strategic to scale back organizations business targets because of their inability to recruit quality talent at the pace and scale called for. In such organizations with large scale of hiring, recruitment needs to be seen as a separate function with strong linkage to the business†. Compensation and rewards play vital role in IT organisations to motivate and satisfy the employees. When a company makes high profits, it should make an effort to recognise the contribution of employees in this success by releasing bonuses which will lead to a positive employee response in future endeavours. Dr Elena Groznaya(freelance researcher and consultant in the field of intercultural relations and diversity management) suggested some motivation methods, they are extrusive motivation by money (pay rises, bonus and promotion), by showing long-term perspective towards employee including the family and enabling personal development. In order to motivate staff, experts claim that it is important to recognise set of values and needs, those vary in each particular culture. According to the classical theory of Maslow the hierarchy of needs includes : Psychological, survival needs Safety and security needs Social needs of acceptance Esteem and acknowledgment needs Self-actualization and self-development needs Major impacts on the employee behaviour are organizational culture and working environment. Providing good work environment and acknowledging the employee as a customer is an effective technique to reduce the attrition level. A good employer can be differentiated from other employers by thoroughly looking at the priorities of them, while considering the goals and needs of employees. Maintaining work-life balance among the employees is the main technique to reduce the attrition level. The nature of IT industry is to upgrade its operations frequently to achieve the business requirements and for this there is a need of dynamic change in deploying and using the upgraded technologies. To achieve the above requirements the management needs to take measures to help employees to update their knowledge through training programs from time to time. It is important to identify top performers to reward and retain them, but keeping them secure and motivated becomes a key challenge. One of the best ways is to engage them by implementing strong career program for them. One of the top companies of India, National Information Technology, has implemented structured staff communication program which includes periodic sessions with business heads, skip level meeting, star performing bonus for high level performers and national or business level recognition programme. On other hand identify non performers to put on performance related exercises. To keep employees engaged there is need for staff involvement programmes like pre festive events, in-house sports activities and participation in outside activities. According to the WIPRO leaders quality survey, perfect leadership is one of the techniques to reduce attrition levels. Marcia Robinson and Ravi Kalakota (2005) suggested seven strategies for recruiting and retaining employees. Spend time developing and Bench marking incentives which include free transportation, education allowances, health related allowances, bonuses and performance based appraisals. The main problem in Indian IT industry is that most of the newly recruited students/employees are leaving the organization to pursue masters/ higher studies. This situation can be overcome by the organisations, through the provision of subsidies for the higher education of beginner employees, to improve their knowledge in their area of expertise. Change the locations of work by sending the projects to places where labour and real est