Personality psychology Essay

â€Å"We are born at a given moment, in a given place and, like vintage years of wine, we have the qualities of the year and of the season of which we are born. Astrology does not lay claim to anything more† (Carl Gustav Jung). Ever since humans looked toward the sky for some kind of meaning to life and answers to the big questions, astrology has been a part of many people’s lives. It is also known to hold knowledge on one’s personality and character. After reading my Pisces personality profile, I realized that there are similarities and differences between my personality and the profile provided. Aside from the similarities, the profile also consists of traits which are different from my own. I feel that I am a long term planners and I am very decisive about my life goals as opposed to the profile which says that Pisces â€Å"[go] where the wind blows†. I feel that I am a very determined person and example of this is that in grade 8, I had thought about each and every single major step stone in my life. I had decided that I would go into McMasters to study Health Sciences, then go into UFT medical school, complete 3 years of specialization in neurology and after completing my residency, become a neurosurgeon. Saying that I go where the wind blows is an invalid statement. In addition, I do not feel that I have a strong connection with music which again disobeys the profile personality. It says that Pisces â€Å"[are] often channeled into creative outlets,† and have a strong connection in â€Å"music and film†. I feel it very hard to connect to music personally because I feel I have no relations with the topics a singer sings about. Even though certain music can be inspirational and represent an important topic, most of today’s music just seems to be about money, fame and girls. Just yesterday I felt depressed due though personal circumstances and thought music might aid but I personally had no relief. Moreover, I also disagree with the fact that I have â€Å"a feminine nature†. I consider myself being more masculine and bold. In particular, during my summer job when my employer asked me to do something I felt was unsafe, I gallantly spoke out whereas if I had a feminine nature I might have said nothing. As a result I feel that certain elements of this personality profile do not match with mine. In conclusion, there are similarities and differences between my personality and the profile personality provided. Even though it consisted of several traits which I felt resembled me, it also contained traits which I could not relate to. Scientists have always dismissed astrology as a load of old bunk. Now, a British astronomer has said that there might be something in it after all. Could the planets really control our fates? Bibliography Yoga, Lexi. 101 Astrology Quotes. October 2009. Web. 11 September 2010 .

Compare and Contrast to “Desiree’s Baby” by Kate Chopin and “Hills Like White Elephants” by Earnest Hemingway Essay

To some people a baby can be the best thing that ever happened to them, but then there are others who have decisions to make. They will go through an important stage in any relationship, the make it or break it stage. The two stories that I will be analyzing will be â€Å"Desiree’s Baby† by Kate Chopin and â€Å"Hills like White Elephants† by Earnest Hemingway. In both stories the characters found out how babies can be a deciding factor in a relationship, and that’s what I will be focusing on. In â€Å"Desiree’s Baby† the morale of the story is â€Å"we often get into trouble when we assume† (Mayer, Gary H.). The husband even though he claimed to have loved his wife rejected her in a time of need, the result of it he ends up losing his wife and son. When the husband found out that everything he knew about his wife was a lie, he forgot about everything he said and just abandoned his family, in the text it said, â€Å"He could give her one of the oldest and proudest names in Louisiana† (Paragraph 4, line 4). Read Also:  Compare and Contrast Essay Topics for Middle School Armand let judgment deter him from what’s really important which is even if he and Desiree did not last he should still be there for his child. Even though â€Å"Desiree’s Baby† dealt with race I look at it as a deciding moment in a relationship, especially if the couple is married to know that you are going to stay together. The baby wasn’t the reason why the couple didn’t make it but the baby was the start of why they didn’t work. In â€Å"Hills like White Elephants† it shows the struggle one couple faced with deciding whether or not they wanted to tackle parenthood. The couple, â€Å"the American† and â€Å"the girl† both are unsure of their fate. The American just wants to walk away and the girl just wants to make him happy, â€Å"American male protagonist dominates the meeker, weaker-sexed jig of her femaleness† (Busch, Frederick; 234). There are lots of people that the man still has the bigger role in the rel ationship, but in those relationships comes a lot of animosity to the companion later. In one part of the story the couple were going back and forth about whether or not they should go through with it and to end it off Jig decides that she will, â€Å"just do it†[ because she doesn’t care about herself]. Never in anybody’s time should you ever put someone else first before over yourself. Doing that just leads down a road of destruction, and then the fact that this whole conversation is about abortion they probably should just get rid of it because she could just end up alone. Jig sounds as if she has no will or fight in her so she probably shouldn’t take care of a child. The baby in this story played a  huge role for its future possible parents. The couple had to make a decision that if it were the wrong one could have broken them up, or made their relationship a happy one. Both â€Å"Desiree’s Baby† and â€Å"Hills like White Elephant† realized their mistakes and tried and wished they could have corrected them. Babies shouldn’t be left the burden on people lives but that’s where they are placed at times. But it just makes you think to times where it wasn’t a good time to have kids or the situations that these people were placed in that made their children a downfall and a burden instead of a gift or a miracle. Bibliography Busch, Frederick. â€Å"On Hills Like White Elephants.† Norton Anthology of Short Fiction. Ed. R. V. Cassill et al. 6th ed. New York: Norton, 2000. 761–62.  Mayer, Gary H. â€Å"A Matter of Behavior a Semantic Analysis of Five Kate Chopin Stories.† January 2010. 94-100 Rankin, Paul. â€Å"Hemingway’s Hills like White Elephants.† Hinds Community College. Heldref Publication

Analysis of “Where Does the Temple Begin. Where Does It End?” by Mary Oliver

Sultan Qaboos University- Language Centre FPEL EEAL0560 Poetry Project File Analysis of â€Å"Where Does the Temple Begin. Where does it end? † by Mary Oliver [pic] Name: Eman Amer Salim AL-amri . ID Number:102400. Section: 350 . Submitted to : Nicholas Hilmers. Where Does the Temple Begin, Where Does It End? There are things you can’t reach. But you can reach out to them, and all day long. The wind, the bird flying away. The idea of God. And it can keep you as busy as anything else, and happier. The snake slides away; the fish jumps, like a little lily, out of the water and back in; the goldfinches sing from the unreachable top of the tree.I look; morning to night I am never done with looking. Looking I mean not just standing around, but standing around as though with your arms open. And thinking: maybe something will come, some shining coil of wind, or a few leaves from any old tree –they are all in this too. And now I will tell you the truth. Everything in the world comes. At least, closer. And, cordially. Like the nibbling, tinsel-eyed fish; the unlooping snake. Like goldfinches, little dolls of gold fluttering around the corner of the sky of God, the blue air. Glossary: Lily: â€Å"type of plant that grows from a bulb and that has large white or coloured flowers†.Finch: â€Å"is a small bird with strong beak†. The poem where does the temple begin, where does it end? Was Written by Mary Oliver and Published in 2004 by Beacon Press in the book Why I Wake early. Mary Oliver is one of the most famous American poets. She was born s on September 10, 1935 Maple Heights, Ohio. Her job is poet and she has taught at several universities. Furthermore she won the Pulitzer Prize in 1984 the L. L. Win ship/PEN New England Award in 1990 and the National Book Award in 1992, and her essays appeared in Best American Essays 1996, 1998 and 2001. ( www. ikipedia. org) Oliver loves nature and it inspiration and describes the sense of wonder it instills in her. Her creativity is inspired by nature. Moreover Oliver’s poems are filled with lots of imagery and that is because of her daily walks near her home and close to nature. (www. wikipedia. org ) The meaning of the title is a question, about where can you start looking and thinking and wonders about a miraculous things in nature (animals, wind, plant†¦ etc. ) and where you stop doing that. She uses the word temple to give the idea that the nature is a sacred thing .The main theme of the poem is that the writer wants us (the readers) to look at nature with a sense of exploration. Everything will come to you in the end, whether it is something you want to discover in nature or in other meaning you want to achieve it in your life. There are 15 lines in the poem. The speaker is a woman, probably the poet herself. The rhythm of the poem is fast and energetic. The poem doesn’t have a rhyme scheme. There are four similes and one metaphor in the poem. This po em is all about the nature and a sense of wonder.In the first two lines, the speaker tells us that there are somethings you can’t have. You can’t reach them. Even if you try all day long, you will not reach all of them, for example, some birds in the top the tree or some beautiful fish in a pond. Maybe she also means that there are some dreams you will not be able to achieve all of. Even if you try and work hard to achieve them for several years, you can’t make them all happen. However, you still can have some faith that you may be able to reach some of them if you want it deeply.Line 3 describes the wonderful things that you can see in nature that are made by god. Line 4 tells us that all these amazing creatures were made by of god . Line 5 continues from line 3-4 the feeling that all this nature that god created can keep you busy and wondering about the greatness of nature’s creation. As busy as anything else is a simile, which means that nature can cap ture a lots of your time. Just looking at it and the variety of the creatures that you can see in nature can captivate your soul and brain for you sense of happiness and joyfulness.In line 6 the writer gives us an image in the phrase the snake slides away. Here the writer describes the wonderful movement of a snake that can make you carious to know how it is created. Furthermore in the same line the speaker give us a simile when she describes the jumping of a fish like a little lily which is â€Å"type of plant that grows from a bulb and that has large white or coloured flowers†. ( Oxford dictionary 2006)The writer also gives us another great image of nature :The gold finches sing from the unreachable top of the tree .Here unreachable top of the tree is connected to the first line of the poem where there are things you can’t reach even if you want to like the gold finches who sing from a far place. In line 7 the writer invites us to look at nature by saying I look and then saying morning to night where she means she looks at nature all day long without feeling bored or done with looking. In line 8 the writer tells us that in line 7 when she said looking she didn’t mean just standing around in nature, but standing around as though with your arms open .Here I think the writer means that your mind should be open and think about what god created . In line 9 the poet extends this idea by saying that when you stand around with your mind open and working, maybe something will come to you, for example, a shining coil of wind. Maybe she means some air which will give you an energetic spirit. Moreover when Oliver says few leaves from any old tree, maybe she means that it may be you in your childhood or any old memory. In Line 10 the writer wants to get our attention by saying I will tell you the truth as if she will tell us secret or give us advice.In Lines 11-12 Oliver explains that, by saying everything in the world comes and I think she means her e that anything you want will come to you ( you will achieve it ) and will happen for you . The phrase at least, closer means at a closer time. In line 13 she completes lines 11-12by saying that the things that will happen, will happen cordially (in a friendly way). In line 14 Oliver uses simile in the phrase like the nibbling; tinsel –eyed fish; the unlooping snake. Oliver focuses on the state of these animals just to let us imagine with her the small details.Line 15 also has simile in the phrase like gold finches which means that the birds (gold finches) will also come at least in the end, and here lines 13-14 are related to line 11. In the phrase little dolls of gold Oliver uses a metaphor, saying that the gold finches are like small dolls. Moreover fluttering around the corner of the sky of god means moving and flying in the area of the sky which belongs to the god , and the blue air refers to the sky were you will see the gold finches flying. In conclusion, where does th e temple begin?Where does it end? is a poem that is about nature. Furthermore it has some hope and supports us because in my opinion experiencing at nature and having some new air can change your mood and your feeling. This poem is one of the best poems I have read because I like the nature and animals and it reminds me about my town Salalah. However, the poem lacks the rhyme scheme element which is in my opinion a weakness in the poem. Furthermore it has simple words and actually it has an energetic spirit. Moreover nature is always my favorite theme. Bibliography:Oxford dictionary Oxford University Press 2006 printed in china www. panhala. net/Archive/Index. htmlRetrieved on 19112012 (the poem) Retrieved on 21112012 www. wikipedia. org Retrieved on 24112012 Oliver is book† Why I Wake early† www. amazon. com Retrieved by Tina Silva on 1122012 collection of Oliver is poems http://rinabeana. com/poemoftheday/index. php/category/mary-oliver Retrieved on 3122012 an article by Ratner Rochelle written on Apr 15, 2006 www. connection. ebscohost. com Retrieved on 12122012 Image for Oliver www. google. com [pic]

Auroas Essay Example | Topics and Well Written Essays - 2750 words

Auroas - Essay Example The subject of these auroras and related issues such as the aurora borealis and aurora australis are of great significance and importance, and in order to come to a clearer and more knowledgeable understanding of these issues, the related information must be addressed thoroughly. The aim of this paper is to discuss all of this, as well as explain how each of the sub-subject matters are related and correlated. This is what will be dissertated in the following. Auroras are caused by high energy particles from the solar wind that are trapped in the Earth's magnetic field. These particles, as they spiral back and forth along the magnetic field lines, come down into the atmosphere near the north and south magnetic poles where the magnetic field lines disappear into the body of the Earth. "The delicate colors are caused by energetic electrons colliding with oxygen and nitrogen molecules in the atmosphere. This excites the molecules, and when they decay from the excited states they emit the light that we see in the aurora." (Csep, n.d.). More intricately, the sun sends a constant stream of charged particles, known as a solar wind, into space; then these energized particles interact with a protective magnet shield that shrouds the planet Earth. The Earth's magnetosphere is a sort of shield, which is made up of invisible lines that radiate out into space from the northern and southern poles. The charged particles squeeze the magnetic field into a teardrop shape, and "In the magnetosphere, researchers say, the interaction creates electric fields and electromagnetic waves that transfer their energy to electrons, which then plunge into the atmosphere." (Britt, 2000). "The aurora varies in intensity from brightness equal to that of the Milky Way up to the equivalent of a full Moon," says climatologist Jan Curtis, who photographs auroras from his home in Alaska. "Colors range from mostly greens to reds, and take on the forms of discrete rays, homogenous brands and arcs, or diffuse glowing clouds. Their movement can be stationary, or zip across the entire sky in seconds." (Britt, 2000). Primary auroral particles have energies between few tens eV and few hundred keV, being higher on the nightside than on dayside. Some of them are even accelerated in the field-aligned direction, which indicates the presence of a special auroral acceleration region. "It can be shown that for 2 keV (100keV) electrons the maximum ionization rate occurs at the altitude of about 130 km (85 km)." (Space, 1998). Whereas the average ionization potential of atoms and molecules is about 15 eV, some experimental data show that fast electrons and protons produce one ion-electron pair per 36 eV, and some excess energy is also left for the product electron; this is what leads to electron heating when the energy is being distributed through and among the ambient electron gas. Auroras are considered to appear as "a glow observed in the night sky, usually the polar zone." (Wikipedia, 2006). It is for this reason that some scientists call auroras 'polar auroras' or 'aurora polaris'. In more northern of latitudes, this occurrence is known as 'aurora borealis', which is Latin for

Raising Capital Assignment Example | Topics and Well Written Essays - 250 words

Raising Capital - Assignment Example Underfunding is the major challenge facing new and existing business. Most entrepreneurs borrow enough money for setting up a business, but they lack extra cash to help in operations during the startup phase, when cash outflow is higher than the cash inflow (The Entrepreneurial Dialogues, 2015). The fit between the capital providers and the business seeking for capital is usually problematic. In most cases, there exist large disparity between the financial and the economic status of the business seeking capital and the requirements of financial options available to different funding groups. Some entrepreneurs submit applications that are not consistent with the funder’s mandate. Often, entrepreneurs who operate in highly saturated markets that make the differentiation hard approach funding agencies. The agencies find business in high-saturated areas unattractive since it makes it hard for entrepreneurs to come up with unique business opportunities The issue here is the length of time it takes to access the funding. Most entrepreneurs lack awareness about the procedure and courses of action involved in getting equity funding. The process in some institutions tends to be bureaucratic and heavily laden with red tape and protocols as funders endeavor to get confidence and assurance when granting the funds to entrepreneurs. The Entrepreneurial Dialogues (2015). State of Entrepreneurship in South Africa. Web. February 10, 2015. Retrieved from

Analysing oedipus Essay Example | Topics and Well Written Essays - 1500 words

Analysing oedipus - Essay Example Father, who inflicted ever-lasting injury on the infant and sent him to his death, strangely did not murder him. â€Å"He (Laius) chose exposure rather than outright murder for the same reason the Creon has Antigone entombed alive: so that he would avoid the pollution† (Gould, 1970, p.93). Oedipus when he came to save the people of Thebes from the Sphinx and was victorious, had no idea how the earlier King, Laius looked. Oedipus was a stranger to Thebes and thought that Jocasta’s husband was of his own age or even younger, perhaps due to her youthful appearance and the man he murdered was definitely a much older man. This prompts him to swiftly ask Jocasta the age of the first King. According to the Queen, her first husband ‘had the splendid figure of a nobleman’, not unlike that of Oedipus and this description makes all the difference to Oedipus. The servant, who begged Jocasta to relieve him so that he could go to the village and live there, had already seen Oedipus on the throne and instantaneously recognised the killer of Laius. He was escaping from the new King. But once Oedipus came to know about it, in his characteristically shrewd and bold way, he requests the Queen to call the servant back to the court, so that he could meet him. The complicated relationships in the play are the main theme. Jocasta was Oedipus’ wife, only to be discovered as his mother is the main person of this play, because she was linked with both the father and son and had been wife to both, even though she was unaware of the situation. â€Å"The poet who created him has penetrated so deeply into the permanent elements of the human situation that his creation transcends time,† (Knox, 1957, p.1). In the famous ‘Tragedy of Fate’, Sophocles shows the helplessness of the man pitted against fate. It is a conflict between the all-powerful will of Gods against the vain attempt of humans to fight against that will. â€Å"It may be that we were all destined to direct our

No Silver Bullet Essay Example | Topics and Well Written Essays - 500 words

No Silver Bullet - Essay Example nform, not because it is new in the market, or perceived by many to be the most conformable, but because conformation is based on other systems and interfaces, which cannot be, in any circumstances be simplified through redesign. Additionally, when software conforms to complexities and needs, there would be no cause of alarm with regards to changeability, complexity, and invisibility. Despite the fact that the functionality and availability of software components have rapidly increased the need for writing new code has not significantly reduced. As noted by Brooks (1995, p.12), acquiring and using off-the-shelf, open-source or commercial software components may be an easier and a cheaper way of software development, but, an issue of applicability arises. Software components are more generalized and as such may not be ideal in situations where the development of customized software is intended. Therefore, instead of relying on software components, developers are opting to write new code, since they believe that it would guarantee applicability of the software being developed. The need for writing new code has not reduced significantly because of the need to ensure that the software developed confirms with the complexities and needs of systems and institutions that the software will interact with. Software components, being more generalized may not guarantee confor mity, especially with regards to interfaces and functionality. Additionally, changeability is an essential property that defines the quality and value of software. Developing software that can easily be altered to suit functionality needs when needed and when appropriate has today become very important. Some software components may not allow for changeability and, as such, developers opt to write new code rather relying on components since they can easily manipulate and alter the code they have written quickly and easily. In additional to changeability, software components are becoming less popular

Rana Plaza Factory Collapse Case Study Example | Topics and Well Written Essays - 2000 words

Rana Plaza Factory Collapse - Case Study Example Bangladesh witnessed the deadliest Rana Plaza factory collapse in which more than 1000 factory workers were killed (BBC News Asia, 2013). On April 24, 2013, Rana Plaza factory, situated in Savar District of Dhaka, Bangladesh, collapsed for unknown reasons, killing more than 1,021 factory workers in which bodies of many dead workers were decomposed; the main reason behind the higher death toll was caused by the presence of many factories in the Rana Plaza at the time of collapse; similarly, the absence of respect for human lives can be gauged by the fact that the same building was evacuated a few days as some reports highlighted cracks in the building; later on, the factory workers were ordered by the factory owners to return to their work (BBC News Asia, 2013). This single event has highlighted weaknesses, negligence, and incompetence on the part of factory owners and related government departments authorized to ensure the safety and security of workplace environments, especially in densely populated areas. At the same time, it can also be highlighted that the role of workers cannot be undermined as they are main stakeholders.This situation has raised a number of ethical questions: Did the factory owners fulfill their legal and moral duty and role for protecting and safeguarding the lives of their workers? Did they provide enough safety and security measures? Did the related government departments or agencies ensure industrial compliance with the related code of conduct? KantianismKantianism is based on the system of wrongness or rightness of actions (Wood, 2008). Kantianism refers to respecting individuals with dignity and identifies them as ends (Gardiner, 2011). And, it has also been contended that the moral values should not be influenced by the contingency because when it affects actions, the outcome will also be influenced (Patrone, 2005). This ethical framework has numerous perspectives; each has its own rightness or wrongness.

Civil Rights Act of 1964 Essay Example | Topics and Well Written Essays - 1500 words

Civil Rights Act of 1964 - Essay Example Without question the Civil Rights Act of 1964 was and continues to be an important public policy which outlawed segregation practices, provided lasting social security and overall became invaluable to many American generations . Segregation as social phenomenon is defined as systematic denial of opportunities for particular population group (Segregation, 2009). According to report on segregation policies, "[f]or many years, the federal government itself was responsible for promoting racial discrimination in housing and residential policies" (Segregation, 2009). Segregation can be examined looking at different perspectives on individual segregation and group segregation (Frey and Myers, 2005). From the critical perspective, the initiative of an individual or population group to segregate is impacted by their social relationships and the spatial character of these relationships (Parsons, 2007). Practically, segregation is not only limited to residential segregation, but to individuals' daily life, and can manifest itself in various social environments, like work and education. This was the case with segregation and racial discrimination in American economic and social environments for many decades. During many decades prior to the year 1964, there were very few Blacks in corporate America. Companies that hired Blacks were known within the community and interested Blacks were encouraged to apply. If, on the other hand, a company was known to support segregation, no Blacks would apply. As a matter of fact, a few employment agencies were known for directing Blacks to the corporate American world. Others found their way into corporate America through advertisements in Black magazines, and from White social pressure to do the right thing. This led a few companies to hire Blacks in positions, such as clerical, personnel and record keeping, which were outside of the company's main business. However, the experience of technically trained Blacks during the 1940's and early 1950's began to be different. Due to the shortage of technically trained employees, Black scientists and engineers were the first to break the color line in major companies. Because of the treatment of many Blacks during this time, a few states enacted anti-discrimination laws. Organizations like the National Association for the Advancement of Colored People (NAACP) would often send qualified Blacks in to apply for employment as "test cases" (Loh, 1984, p.48). If an applicant was found to be unfairly treated, the NAACP or Urban League would threaten to initiate or initiate a lawsuit. Federal contracts also banned discrimination based on race, religion and national origin, but there was little pressure to comply. In 1961, President Kennedy established the Commission on Equal Employment Opportunity under Vice-President Lyndon Johnson (EEOC, 1961). This Commission was different from the previous ones, in that it had the enforcement authority to move against those companies discriminating against Blacks . These were the first most known policy steps that eventually led to the enactment of the Civil Rights Act of 1964 and subsequent abolishing of segregation practices. THE

Pharmacological Effects of Antibiotics in Management of Sinusitis and Research Paper

Pharmacological Effects of Antibiotics in Management of Sinusitis and the Nursing Implications - Research Paper Example Before making a final diagnosis, allergy testing is important since allergic rhinitis presents with the same symptoms of sinusitis. It is essential to look at the overall presentation of the patient’s history as well as the physical findings in order to make the diagnosis of uncomplicated sinusitis. When selecting an antibiotic regimen for sinusitis, it is crucial to consider drugs safety, their costs and the local patterns of bacteria resistance in order to maximize the therapy and avoid drug resistance. Antimicrobial regimens discussed below are for the uncomplicated cases, and the patients have been assumed that they do not have any orbital or intracranial complications with a normal immune system. For the complicated cases, they require broad-spectrum intravenous antibiotics in order to take full control of the pathogens. The paper discusses on the pharmacological effects of antibiotics in the management of sinusitis and the nursing implications. It discusses on all classe s of drugs used for sinusitis management i.e. penicillin’s (Augmentin, Amoxil), cephalosporin’s (cefuroxime), fluoroquinolones (e.g. ciprofloxacin) and clindamycin. Patients all suffering from complicated sinusitis and do not respond to therapy because of drug resistance or other factors should be referred to an otorhinolaryngologist or an infectious disease specialist to guide for continued therapy (Dixon & O’Leary, 2012). The principal pathogens for sinusitis are bacteria agents referred to as respiratory pathogens. Other potential disease-causing organisms include Staphylococcus Aureus, Streptococcus pyogenes and anaerobic bacteria’s such as bacteroids. Anaerobic bacteria’s are likely to be seen in dental diseases resulting from the extension of infections from the roots of the molar teeth to the sinuses. The first-line antibiotics for treatment include

The education in the field of nursing in the commendable program Essay

The education in the field of nursing in the commendable program - Essay Example This research will begin with the statement that according to an anonymous quote, â€Å"save one life, you are a hero. Save 100 lives, you are a nurse†. It would not be wrong to consider the profession of nursing as one of the strong pillars in the field of medicine. This profession not only involves the acquisition of effective medical knowledge and skills, it also requires a tender heart that can sympathize with the pain of the patients. The relevance of nursing is often undermined by being overshadowed with more attractive jobs of surgeons and consultants. The researcher believes that the doctors’ treatments need to be coupled with effective and tender care by nurses to ensure long term health for the patients. It is due to this belief that the author has been inclined towards this noble profession since many years and wants to pursue his education in your esteemed institution. The author’s childhood memories have some instances when the author’s parent s would take me to a shelter and spend time with the less fortunate ones in the society. It was often witnessed that effective medical treatment was being given to them, however, the tender care of their loved ones was missing which would lead to boosting their morale and head them towards the road of better health. The absence of family members in the lives of such people was seen to be filled with the care of nurses. The commitment of those professionals was worth admiration which made me work as a volunteer nurse for a few times.

What Are the Differences in Organizational Structures Essay Example for Free

What Are the Differences in Organizational Structures Essay Organizational structure development is driven by an organizations type. According to Lamar University, organizational structure is, â€Å"the formal system of task and reporting relationships that controls, coordinates, and motivates employees so that they cooperate to achieve an organizations goals. † Depending on the type of business or organization, the organizational structure will be developed differently. For example, if you were running a local police department, the organizational structure would be very different from the structure used to run a department store. The type of structure used in a organization has the potential to increase or prohibit productivity. Differentiation The differentiation organizational structure is a team-based, functional approach. The structure separates the company into different teams that are specialized to accomplish a specific task. This is commonly seen in departments within a company. The company separates employees into an information technology department, customer service department and marketing department that confines each to specific tasks. The teams to do not interconnect or cross departmental lines to maintain order and control. Divisional Divisional organizational structure overlaps teams and skills in order to accomplish a task. This structure allows different departments to interconnect to utilize the different skills in team members on different teams. For example, if a customer is talking with a representative from the information technology (IT) department about a technical issue, a customer service representative may be needed to first listen and gather the information to relay to the IT specialist. The teams work together to increase productivity. Tall organizations have many levels from the executives down to the entry-level positions. Tall organizations commonly use an authoritative leadership approach where leadership makes executive decisions that are communicated through management with the expectation of employees following directions without questions. This structure limits feedback from employees and does not encourage free-thinking or critical thinking. This type of structure is seen in the military. An office gives a command and the soldiers are expected to respond immediately, without question. Flat organizations have fewer levels of management and leadership and incorporate employees into the decision-making process and daily affairs of the business. A democratic or delegative leadership structure places the emphasis more on the members of the organization than the leadership. Democratic leadership pulls team members into the decision-making process for help on brainstorming, feedback and improving company policy and procedures. Delegative structures assign tasks to different teams and allow the teams to make decision on their own without consulting leadership. What Is Hotel Organizational Structure?  A hotel organizational structure is a comprehensive plan by a hotel owner to define departmental activities and responsibilities. This structure brings order to every aspect of hotel operation from the front desk and room service to the human resources department. Hotel organizational structures are necessary to ensure maximum profitability from each room, restaurant and bar on a daily basis. Your hotel can run efficiently if it creates an organizational structure that is easy to understand. Objectives A hotels organizational structure is useless without an initial listing of organizational objectives. These objectives address internal and external affairs for the hotel so that the goals it sets forth can be achieved by appropriate personnel. An internal objective for a hotel may be weekly meetings between department heads to communicate operational problems. External objectives within a hotel organizational structure may include recruitment goals for seasonal staff and variable pricing for weekdays and weekends. You can work with a hotel consulting firm such as HVS Hotel Management to establish short- and long-term objectives from the start. Span of Control  The term span of control is used to describe the chain of authority in a hotel organizational structure. A hotel using a wide span of control requires every department to report to the general manager directly. Hotels using narrow spans of control delegate management authority to assistant managers, department heads and supervisors for day-to-day problems. A small hotel is likely to use a wide span of control because the general manager may be on site every day. National and international chains use narrow spans of control to address hotel issues immediately as owners or general managers are not able to cover each hotel. Defining Department Responsibilities The five departments that are listed in a hotel organizational structure are Rooms; Food and Beverage; Human Resources; Marketing; and Accounting. The Rooms department handles customer service including laundry, housekeeping and reservations. FB is responsible for running room service, bar and restaurant operations. The Human Resources department is asked to handle employee recruitment, training and benefits, and Accounting oversees the hotel ledger. The Marketing department is given the responsibility of selling ad space in hotels and running promotions. Organizational Flow Chart The size of your hotel will determine the size and nature of your organizational flow chart. A small hotel with a handful of employees may feature a two-level chart with the owner at the top and lines connecting to maintenance, reservations and housekeeping. A chain hotel must insert additional layers of management including an executive board and regional managers, which expands the flow chart to at least four layers. An organizational flow chart can be as general as a simple departmental overview or focused on position-by-position relationships throughout the hotel. Job Definition and Responsibilities Your hotel should define each job title carefully after completing its organizational flow chart. Each job should be listed alphabetically within each department and include a brief summary of job responsibilities. A comprehensive list of job responsibilities for each position title should be included in an organization structure. This list is used by human resource managers for recruitment ads and employee evaluations within your hotel. Your hotels employees understand what they need to get done each day if they have access to narrowly defined job responsibilities. Types of Hotel Organizational Structure By Mollye Miller, eHow Contributor updated: May 11, 2010 Large luxury hotels require a complex organizational structure to meet guest needs. Because hotels vary in size and type, hotel organizational structure depends on the range of services and amenities offered to visiting guests. Some organizational structures include multiple departments, managers and branches to extend full-service luxury accommodations and amenities. However, small, low-budget, family run hotels may have only one manager and a few employees to handle all guest needs and services. Basic  Smaller or economy hotels need a small organizational structure and hierarchy to meet guest needs All hotels divide their operations into two basic categories: administrative and guest operations. Administrative personnel handle the hotels paperwork, accounting, human resources and office work responsibilities. Operations employees handle the general functions of the hotel. This includes checking in guests, coordinating events, cleaning rooms and maintenance duties. Both administrative and operations employees generally report to the hotel manager (general manager) and other managerial staff employees. The general manager oversees, and sometimes coordinates all hotel major functions and makes sure the organization runs smoothly at all times. Departments Administrative departments include human resources employees who hire and lay off staff; accountants, who handle invoices and paychecks; and front office employees who maintain the hotels database of guests and service calls. The administrative side also includes sales, marketing and promotional managers who advertise the hotel and its services. The operations department includes employees who operate, coordinate and handle all guest needs inperson or behind the scenes. Operations employees include the front office workers who check in guests, maintenance crews, engineers, food and beverage staff, event coordinators and the managerial staff. Full-Service, Resort or Luxury A hotel general manager oversees all hotel operations to ensure the hotel runs smoothly. A large, full-service hotel maintains an extensive organizational structure in order to quickly meet its guests needs and desires. The hotel utilizes a large management staff, including a general manager, a hiring manager, and managers of its catering, restaurant, housekeeping, sales and marketing departments. According to the United States Bureau of Labor Statistics 2010-2011 report on hotel organization, large hotel chainsrecognizing the importance of expanded lodging optionsare starting to offer limitedservice, economy, and luxury inns under one corporate name. Limited Service or Economy Limited service hotelsincluding boutique hotels, some bed and breakfasts, and budget (or economy) hotelsdo not require the expansive organizational structure that a large-scale hotel requires. These smaller hotels operate with a smaller, more diversified staff. According to the U.  S. Bureau of Labor Statistics report on hotel accommodations, patrons usually find smaller hotels in urban locations. Depending on an individual hotels rating, patrons often find highquality service and distinctive decor and food selections due to tight staff and quality control measures. Employee Hierarchy A hotels organizational structure depends largely on the quality, competence and hierarchy of its staff. At the top of the hotel pyramid is the hotels Chief Executive Officer (CEO). Underneath the CEO is the management staff, headed by the hotel general manager. The general manager, who oversees all hotel operations on a daily basis, may hire an assistant manager to help with his myriad duties and supervision. Underneath the general manager, a hotel may have a catering director, restaurant manager, wine manager, human resources director, administrative director, front office manager, etc. Underneath the managerial staff are the employees who work in food and beverage services, marketing and sales, room service, housekeeping and maintenance. The size of the hotel and the type of services it offers determines the complexity of its organizational employee structure.

α-glucosidase Inhibitory Effect of Coffee

ÃŽ ±-glucosidase Inhibitory Effect of Coffee Abstract The activity-based fractionation of coffee solutions by a series of chromatography techniques led to the isolation of an active compound I which exhibited a strong inhibitory activity against ÃŽ ±-glucosidase. The structure of compound I was established as norharman (9H-pyrido[3.4-b]indole) on the basis of HR-FAB-MS, 1H NMR, 13C NMR and 1H-1H COSY spectra. Compound I potently inhibited ÃŽ ±-glucosidase in a concentration dependent manner but it did not exhibit any significant activity against other glycosidases. A Lineweaver-Burk plot revealed that its inhibition mode of enzyme was uncompetitive with a Ki value of 0.13 mM. Keywords: ÃŽ ±-glucosidase inhibitor, ÃŽ ²-carboline, norharman, coffee, uncompetitive inhibitor Introduction Coffee is the most commonly consumed beverages in the world and the health benefits of coffee consumption have been extensively studied [10]: coffee has strong antioxidant properties in vivo [16, 18] and also reduces the risk of Parkinson’s [11] and Alzheimer’s diseases [4]. Recent studies have demonstrated that habitual coffee consumption is related to a significantly lower risk of type 2 diabetes [17, 19], but it remains unclear what mechanisms and what coffee constituents are responsible for the observed association. Animal and in vitro studies have suggested several plausible mechanisms for a beneficial effect of coffee on glucose metabolism: increase in insulin sensitivity [14], inhibition of glucose 6-phosphatase [2], an increase of glucagon-like peptide I concentration [15], and decreases the rate of intestinal absorption of glucose [12]. The ÃŽ ±-glucosidase is essential for carbohydrate digestion because carbohydrates must be degraded enzymatically in the intestine before they can be absorbed. The inhibition of ÃŽ ±-glucosidase slows down the process of dietary carbohydrates digestion and avoids postprandial hyperglycemia that plays a central role in the development of chronic diabetes associated complication [8]. Thus, ÃŽ ±-glucosidase inhibitors have exhibited high promise as therapeutic agents for the treatment of metabolic disorders, such as type II non insulin dependent diabetes, obesity, and hyperglycemia [3]. This work was intended to evaluate ÃŽ ±-glucosidase inhibitory effect of coffee previously reported as hypoglycemic and characterize the active principle isolated from coffee. Materials and Methods General p-Nitrophenyl (PNP)-ÃŽ ±-D-glucopyranoside, PNP-ÃŽ ±-D-mannopyranoside, PNP-ÃŽ ²-D-glucopyranoside and PNP-ÃŽ ²-D-galactopyranoside were purchased from Sigma-Aldrich (St. Louis, MO, USA). Yeast ÃŽ ±-glucosidase, almond ÃŽ ²-glucosidase, E. coli ÃŽ ²-galactosidase, jack beans ÃŽ ±-mannosidase, rat intestinal acetone powders, and norharman were also obtained from Sigma-Aldrich. Unless stated otherwise, all further chemicals were purchased from Sigma-Aldrich. All the reagents were of analytical grade. The UV spectrum was recorded on a Shimadzu model UV-160 spectrophotometer. High- resolution FAB mass spectra were obtained with a JEOL model JMS-AX505 HA spectrometer. 1H-NMR and 13C-NMR spectra were obtained on a Brucker AV 500 spectrometer operating at 500 and 125 MHz, respectively. (CD3)2CO was used as the solvent. Enzyme inhibition assay The intestinal ÃŽ ±-glucosidase inhibitory activity was determined as described previously with a slight modification [5]. The rat intestinal acetone powder was suspended in 100 mM sodium phosphate buffer (pH 7.0) and centrifuged at 12,000 rpm for 15 min. The resultant supernatant was used as the source of the small intestinal ÃŽ ±-glucosidases. For the assay of inhibitory activities of maltase and sucrase, the reaction mixture consisted of crude enzyme solution, 20 mM maltose or 200 mM sucrose, 100 mM sodium phosphate buffer (pH 7.0) and a given amount of inhibitor (50% dimethyl sulfoxide solution) in a total volume of 0.5 ml. After the reaction mixture was incubated for 15 min at 37 à ¢Ã¢â‚¬Å¾Ã†â€™, reaction was stopped by heating the mixture at 100 à ¢Ã¢â‚¬Å¾Ã†â€™ for 5 min. The ÃŽ ±-glucosidase activity was estimated by measuring the liberated glucose amount using the glucose oxidase method. Prior to measuring the glucose amount, the interfering agent, phenolic compounds were r emoved from reaction mixture by passing through a basic alumina column (1 x 3 cm). Acarbose was used as the positive control. The enzymatic activities of the various glycosidases were determined spectrophotometrically by monitoring the release of p-nitrophenol from the appropriate p-nitrophenol glycoside substrate [13]. The assay solutions and the potential inhibitors were added to a 96-well plate as follows: 20 L of 0.1 M phosphate buffer (pH 7.0), 20 L inhibitor, 10 L enzyme (1 U/mL), 10 L of 25 mM substrate and 40 L of methanol. Following incubation at 37  °C for 15 min, the assay solution was stopped by adding 300 L of 1 N NH4OH solution. The glycosidase activity was determined by measuring the amount of 4-nitrophenol released from p-nitrophenol glycoside substrate was determined with a microplate reader model 550 (Bio-Rad, CA, USA) at 405 nm. All of the analyses were performed in triplicate. The concentration of the inhibitor required for inhibiting 50 % of ÃŽ ±-glucosidase activity (IC50) was calculated by adjusting the experimental data (% inhibition versus the concentration of the inhibitor) to non-linear regression curves. The mechanism of enzyme inhibition was assessed by analyzing the double- reciprocal Lineweaver-Burk plot. Isolation of inhibitory compound from coffee Filtered brewed coffee was prepared in a household coffee maker: 75 g of ground roast coffee of Columbian Supremo (Arabica variety) and 500 ml water to give a brewed coffee. Commercial instant coffee (Tasters’ choice, Nestle) was made by dissolving 75 g instant coffee in 300 ml of hot water. Filtered brewed coffee and instant coffee solutions were separately centrifuged at 12,000 rpm and room temperature for 15 min, and used for isolation of ÃŽ ±-glucosidase inhibitor. The supernatant was adjusted to pH 9 with 1 N NaOH and extracted with ethyl acetate. The ethyl acetate layer was then extracted with 0.1 N HCl solution. This acidic solution was again adjusted to pH 10 with aqueous ammonia and extracted with ethyl acetate. The organic layer containing basic components was subsequently evaporated in vacuo. Forty batches of the above ethyl acetate extracts (total 3 kg each of ground coffee and instant coffee) were concentrated and subjected to silica gel column chromatography with an isocratic solvent system of chloroform-acetone (70:30). Fractions containing the active compound (F3-F6) were combined, evaporated, and subjected to a Sephadex LH-20 column (3 x 35cm) with MeOH as an eluent. Fraction number 10-12, which showed a high inhibition and a similar TLC profile (silica gel 60 F254, Merck, chloroform:acetone = 1:1, rf 0.2) were combined and further purified. The final purification of the active compound was achieved through semi-preparative HPLC separation on a reversed phase C18 column (ÃŽ ¼Bondapak, Waters, Milford, MA, USA) eluting with 75 % MeOH and detected through absorption at 254 nm. The retention time was 14.5 min. After removing the HPLC solvent in rotary evaporator, the active compound was obtained as a white powder by crystallization from cold acetone. Results and Discussion Both instant coffee and ground brewed coffee solutions inhibit ÃŽ ±-glucosidase enzyme activity. Instant coffee showed a slightly higher degree of inhibition than brewed coffee (Data not shown). The activity-based fractionation of coffee solutions by a series of chromatography techniques led to the isolation of an active compound I (2.24 ÃŽ ¼g/ g of roasted ground coffee; 3.85 ÃŽ ¼g/ g of instant coffee) which exhibited a strong inhibitory activity against ÃŽ ±-glucosidase. The isolated compound I was shown to be chromatographically pure by TLC and HPLC with various solvent systems and deduced to be a nitrogen-containing compound based on a positive reaction to Dragendorff’s reagent. The UV spectrum of the compound in methanol exhibited absorption maxima at 230, 285 and 348 nm. The molecular formula of compound I was determined to be C11H8N2 (M+ m/z 168.0736; calcd. 168.0688) by high resolution mass analysis. 1H NMR spectrum of compound I showed 7 aromatic proton signals (ÃŽ ´7.2-8.9 ppm) and one free proton signal (ÃŽ ´10.63 ppm). 13C NMR spectrum showed 11 carbon signals around 110-145 ppm (Table 1). Taken together, the structure of compound I was deduced as ÃŽ ²-carboline, norharman (9H-pyrido[3.4-b]indole, Fig. 1) with 1H NMR, 13C NMR, and 1H-1H COSY spectra and confirmed by comparison of physical data with those of the authentic specimen. Compound I potently inhibited ÃŽ ±-glucosidase in a concentration dependent manner, but it did not display any significant inhibitory effects against ÃŽ ²-glucosidase, ÃŽ ±-mannosidase, and ÃŽ ²-galactosidase when tested at a concentration of 10 mM (Table 2). The inhibitory profile demonstrated that the activity of compound I was greater against maltase compared with sucrase (IC50 values: 0.27 mM for maltase and 0.41 mM for sucrase). Although the inhibitory potency was weaker than that of therapeutic drug acarbose (IC50 value: 0.18 mM for maltase and 0.02 mM for sucrase), observed data clearly indicated the potential of compound I as an ÃŽ ±- glucosidase inhibitor. The pre-incubation of compound I with the enzyme increased the inhibition of ÃŽ ±-glucosidase activity, implying that this compound reacted with the enzyme slowly. The ÃŽ ±-glucosidase activity was fully restored when the enzyme was incubated with an amount of compound I which could inhibit enzyme activity up to 90 % follo wed by eliminating the compound I with a PD 10 desalting column (Pharmacia, Piscataway, NJ, U.S.A). This result demonstrated that compound I was a reversible inhibitor. A double-reciprocal Lineweaver-Burk plotting under various amounts of compound I showed linear lines intercepting on 1/V axis in parallel. The kinetic data suggested that the compound I was an uncompetitive inhibitor, with a Ki value of 0.013 mM (Fig. 2). As a result, compound I, a reversible uncompetitive inhibitor of ÃŽ ±-glucosidase, was isolated from coffee and identified as an active principle. When compound I was given in combination with a carbohydrate-rich diet orally, the postprandial plasma glucose levels were significantly dropped in non-diabetic rats (unpublished data). Compound I, a tricyclic indole ÃŽ ²-carboline alkaloid norharman is distributed widely in biological systems and exhibits a wide spectrum of pharmacological and neurological effects: antidepressant and antianxiety effects in rats [7], inhibitory activities of monoamine oxidase and nitric oxide synthase [9], as well as an increase of insulin secretion two- to threefold from isolated human islets of Langerhans [6]. However, ÃŽ ±- glucosidase inhibitory activity of norharman has not previously reported. Coffee has been noted as the primary exogenous source of norharman. A high variability in ÃŽ ²-carboline content of coffee samples was observed between coffee species (arabica, robusta) and also depended on roast degree and instant coffee production process. An average of 3 cups of coffee per person per day could account for an ingestion of up to 72 ÃŽ ¼g of norharman [1], although this will depend on the coffee strength. Coffee contains numerous substances. However, little is known regarding the effects of individual constituents on glucose metabolism. The cohort study has supported that the most prominent coffee compound caffeine is irrelevant to risk of type 2 diabetes [20]. Chlorogenic acid, the most abundant polyphenol in coffee, has been shown to reduce glucose concentrations in rats, caused by increasing insulin sensitivity as well as reducing hepatic glucose output through inhibition of glucose 6-phosphatase [12]. Without excluding any other possible mechanism, this report observes ÃŽ ±-glucosidase inhibitory activity as a possible mechanism of hypoglycemic effect of coffee and assigns ÃŽ ²-carboline alkaloid norharman as one of active principles in coffee. Coffee appears to contain active principles other than norharman as evidenced by several active peaks in chromatography systems. It may be possible that various active constituents in coffee act synergistically against ÃŽ ±-glucosidase acti vity. Characterization of other active principles is under progress. Figure legends Fig. 1. Structure of compound I (ÃŽ ²-carboline alkaloid norharman). Fig. 2. A Lineweaver-Burk plot analysis of rat intestine ÃŽ ±-glucosidase inhibition by compound I. 4-Nitrophenol-ÃŽ ±-D-glucopyranoside was used as a substrate. The concentration of compound I was 0 mM () or 0.25mM (). The values are expressed as means of triplicate reactions. Table 1. 1H and 13C NMR data for compound I in (CD3)2CO (ÃŽ ´ in ppm and J in Hz) position ÃŽ ´C ÃŽ ´H multiplicity, J 1 3 4 5 6 7 8 9 NH 10 11 12 13 134.8 139.5 115.1 122.3 120.1 128.9 112.4 122.1 112.6 137.2 141.6 8.90 8.33 8.0 8.28 7.21 7.53 7.60 10.63 (1H, br, s) ( 1H, d) J=5.5 (1H, d) J=5.5 (1H, d) J=8.0 (1H, ddd) J=8.0, 7.0, 1.0 (1H, ddd) J=7.5, 7.5, 1.0 (1H, dd) J=8.2, 1.0 (1H, br. s) Table 2. Inhibitory effects of compound I against various glycosidases Enzyme IC 50 ( ÃŽ ¼M) ÃŽ ±-glucosidase (yeast) 180  ± 3.2 Maltase (rat intestine) 270  ± 4.5 Sucrose (rat intestine) 410  ± 11.3 ÃŽ ²-glucosidase (almond) >1.0 x 104 ÃŽ ±-mannosidase (jack bean) >1.0 x 104 ÃŽ ²-galactosidase (E. coli) >1.0 x 104 Values are expressed as the means of triplicate reactions  ± standard deviation.

Shakespeares As You Like It - A Pre-oedipal Reading :: Shakespeare As You Like It Essays

A Pre-oedipal Reading of As You Like It In these lines we see how Orlando saves his brother from a snake and a lioness. This is basically what leads to their reconciliation. On the surface this seems fairly simple, but by using a pre-oedipal reading on this passage I'll make it a bit more complex. I will try to show that this passage depicts Oliver's liberation from his mother. I will also point out how Oliver is unable to achieve this liberation himself, and how he needs to be helped by his brother Orlando. Already in line 106 we get a glimpse of Oliver's problem: "A wretched ragged man, o'ergrown with hair," He is unknown and unrecognisable, even to his own brother. You can see that he is an adult person by his hair (beard), but he has not got an identity as a man. Oliver suffers from the same problem as Orlando had before he met Duke Senior, in the respect that he does not have a father-figure to identify with. Rowland de Boys, who was his biological father, is dead. His only substitute, Duke Frederick, has threatened to take his estates from him, and thereby denying him his identity. A snake is crawling towards Oliver's mouth. If we take a closer look at this snake in a pre-oedipal context it is fairly obvious that it is a phallic symbol. As I said it is moving towards Oliver's mouth. If we regard the snake as a symbol of a penis, the vagina is represented by Oliver's mouth. On that basis, we can claim that Oliver is about to be "penetrated" and violated. We also witness a reversal of gender roles as we notice that the snake is female. This might represent Oliver's (or indeed, men's) fears of being effeminated. What's more, Oliver is sleeping. In other words he is not fully aware of the situation he is in. He is also defenceless. He therefore needs someone to enlighten him and to save him. This is where Orlando comes in. He is now a representative of the "liberated" man, having found his "father" in Duke Senior, and having proved his manhood by being valiant and gentle. The mere sight of him makes the snake "impotent", and it escapes. Orlando has now saved his brother from the threat of becoming effeminate.

Immortality And Mortality In The Economic Sciences :: essays research papers

<a href="http://www.geocities.com/vaksam/">Sam Vaknin's Psychology, Philosophy, Economics and Foreign Affairs Web Sites Roberto Calvo Macias, a young author and thinker from Spain, once wrote to me that it is impossible to design a coherent philosophy of Economy without accounting for the (sad?) fact that we are mortals. This insight is intriguing. It is not that we refrain from Death in dealing with matters economic. What are estate laws, annuities, life insurance policies - but ways to cope with the Great Harvester? But this, admittedly, only scratch the non-profound surface of the question. The industrial revolution taught us that humans were dispensable. The process of production was reduced to minute functional units that people could learn in minutes. Only the most basic skills were required to successfully endure this learning curve. Thus, for as long as humans bred, the supply was inexhaustible. Humans became entirely replaceable, interchangeable (and alienated, in the process). Motion pictures of the period (â€Å"Metropolis†, â€Å"Modern Times†) portray the industrial worker as a nut in a machine, driven to the verge of insanity by the repetitiveness of his work. Yet, this view of human resources is fast becoming extinct in the rich Western countries. Training periods have lengthened, expert knowledge has taken over, the main value added is information. Humans represent a sizeable investment in education. They are no longer an inexpensive resource .With this realization, there came about a revolution in economic relations. Absurdly, inhuman totalitarian regimes (especially Fascism and Communism) were the first to emphasize the importance of the human factor in the total set of means of production. The concept of scarcity was extended (by virtually all the economic systems today) to apply to human resources. All resources are scarce. Economy is the science of trading off : giving up one resource in order to get more of another. The concept of â€Å"opportunity cost† is the first that students of economy encounter. The classic approach included natural endowments in the group of scarce resources. The human element was barely perceived as yet another natural resource. Now it is. The size of the population, its life expectancy, its quality of life, health, education, income – are all important. Economy is the branch of psychology which deals with behaviour patterns and with mental processes which relate to material wealth, with the opportunities to obtain it (=access to it) and with the processes and mechanisms underlying its attainment. Because material wealth can be expressed quantitatively, this specific branch acquired a â€Å"mathematical† nature, a twist not present in other branches of the human

Case Study on Coke versus Pepsi Essay -- Business, Marketing

The case study "Cola Wars Continue: Coke and Pepsi in the Twenty-First Century" focuses on describing Coke and Pepsi within the CSD industry by providing detailed statements about the companies’ accounts and strategies to increase their market share. Furthermore, the case also focuses on the Coke vs. Pepsi goods which target similar groups of costumers, and how these companies have had and still have great reputation and continue to take risks due to their high capital. This analysis of the Cola Wars Continue case study will focus mainly on the profitability of the industry by carefully considering and analyzing the below questions: Why is the soft drink industry so profitable? Compare the economics of the concentrate business to the bottling business: Why is the profitability so different? How has the competition between Coke and Pepsi affected the industry’s profits? Can Coke and Pepsi sustain their profits in the wake of flattening demand and the growing popularity of non-carbonated drinks? The soft drink industry is a highly profitable industry and its success is due to the large consumption of non-alcoholic beverages through which both concentrate producers and bottlers are profitable. Given the U.S. Industry consumption Statistics, Exhibit 1, it is clear that, after deducting beer and wine, soft drinks account for about 90 % of the total liquid consumption, while Coke and Pepsi account for about 75 % of the soft drink industry. The high consumption of CSDs is related to the soft drink industry selling to consumers through five principal channels: food stores, convenience stores, vending, fountain and other. Out of the five channels the case describes vending as the most profitable channel for the soft drink... ...e and Pepsi’s already established image as producers of premium product is key to discouraging other companies from entering the soft drink industry. However, as the market in the U.S has leveled off, they should continue to invest globally in marketing and advertising for further profit growth, which will in turn positively influence their well established brands to further increase soft drink sales and profits. The marketing campaigns must be tailored to meet the foreign markets’ demands, by respecting the consumers’ culture and flavor preferences. Furthermore, in the foreign markets the local brands must not be underestimated as these present high competition for Coke and Pepsi, therefore in order for the kings of the soft drink industry to expand their reign globally they must partner with the local soft drink firms and customize soft drinks with local tastes.

How do Heaney and Plath present their feelings in the blackberry poems? Essay

The two poems â€Å"Blackberrying† and â€Å"Blackberry-Picking† are similar in the sense of description of the blackberries. Both Sylvia Plath and Seamus Heaney present this fruit in a positive light, using thorough detail and both displaying their love for the blackberries with admiration. They are very similar in using strong and powerful language creating illusions and vivid images, almost making us feel as if we were experiencing this ourselves. Both of these poems start off describing Plath and Heaney’s lust for the blackberries and how much satisfaction the fruit gives them, but then both writers display their feelings about how everything changes and how this temporary happiness doesn’t last suggesting that life is not all pleasant. In the poem â€Å"Blackberrying†, by Sylvia Plath, the language is extremely effective, portraying a major change in tone. The first stanza tells us about Plath’s love for the blackberries. In the first three lines, she expresses her awareness of her surroundings and how amazed and content she is, with all this fruit around her. She does this using the word â€Å"blackberries† a number of times. This repetition is powerful as it stresses her enjoyment. She uses â€Å"dumb† and â€Å"thumb† as rhyming, to create a bigger visual image of the blackberries, representing the way they are viewed by her. She makes these blackberries sound sumptuous, luscious and juicy, making us crave them and making them sound mouth-wateringly tasty, by saying â€Å"Fat with blue-red juices† The lines â€Å"I had not asked for a blood sisterhood: they must love me†, show us that she is quite desperate and lonesome, that her blood sisterhood should be with these berries, not humans, and shows us the femininity of nature. â€Å"They must love me could be could be telling us how the blackberries show their love to her by leaving their juice on her fingers, being all that loves her maybe. This personifies nature as a female force, acting as her companion. In the second stanza, negative repetition us used, suggesting Plath is crying out for help, such as â€Å"nothing, nothing† and â€Å"protesting, protesting†. This stanza gets ready for the third, telling us that something unpleasant has come about, which is the flies, a visual image of them. They have become drunk on the juice of the berries. The flies are made to sound light, delicate, and beautiful, as â€Å"they believe in heaven.†, suggesting Plath does not. The last stanza of the poem represents finality, which we presume Plath may be talking about ending her life, when she says â€Å"The only thing to come now is the sea.† Plath uses onomatopoeia with â€Å"slapping its phantom laundry in my face.† It is effective as it shows the wind as harsh and abrupt. The poem is about nature at the start, and its is warm and loving toward the blackberries, but in the end, she uses the phrase â€Å"beating and beating at an intractable metal† as a sign of death, and being trapped in her life. The berries and juice are compliant In the poem â€Å"Blackberry-Picking† by Seamus Heaney, a descriptive and detailed account of picking blackberries is given. He uses many adjectives to do with colour to make the picture seam more real, tasty and ready to eat, such as â€Å"glossy purple clot†, and â€Å"red, green, hard as a knot.† This appeals to the reader in a sense that we want to read on and we are amazed at the language. This poem is contrasting, as in the first part, Heaney uses words such as â€Å"glossy† and â€Å"sweet flesh†, and the second part uses â€Å"fur† and â€Å"rat grey fungus† which sounds ugly and uninviting. The poem is really telling us about life in general. The feeling of getting our hopes up, and the disappointment that we experience in our daily lives. Being so joyful and enthusiastic about something one moment, and distraught and unhappy the next. The first stanza describes the sumptuous berries, and the second is describing how he plans to keep them, and the third leads to the disappointment that is faced. Heany transforms a normal fruit into a magical delectable act of nature, using the word â€Å"lust† which displays a strong desire for the fruit. He demonstrates this enthusiasm by naming all the different containers in the sense that they were picked out carelessly and without any thought absent mindedly in a very eager state. The ending of the poem shows us that there are always disappointments in our lives, and things that we have to be aware of, and that life isn’t all sweet. The phrase â€Å"Each year, I hoped they would keep, but knew they would not,† is telling us that Heaney got his hopes up, but a small part of him knew that in the end he would be let down.

Grief, Loss, and Finding Meaning and Purpose Essay

Death is something that is out of human’s control, and it can produce all kind of feelings, and attitudes. The following paper discusses critical issues associated with understanding and facing death. There are various feelings and emotions that a person can experience after they loss someone special in their lives. Through out this paper we will try to identify, express, and find what had been discovered through out grief, and loss. There are several major issues associated with death, but we will focus only on two of them. For instance when a person is facing death, that person would experience denial, isolation, anger, bargaining, depression and acceptance; but the two major factors that will be discussed on this paper are depression and anger. According to the Merriam-Western Dictionary Death is the act of dying, the end of life, and there are several ways of coping with the emotional reaction when facing death. We all experience many losses through our lives, and when the loss is the death of someone really close to us, someone who we love and care about—perhaps a family member, a coworker, neighbor etc. That loss can cause a grieving process that can surely affect the way se see things and continue our lives. One of the issues associates with understanding coping and facing death is anger. Lets say for instance that if the cause of death of a family member was something unexpected, anger feelings can take control over that person. Anger is a wide range of emotions, is a strong feeling of displeasure, and belligerence aroused by a wrong, wrath, ire. (Dictionary.com). On the other hand, when facing an early death of a love one, the dominant feeling present on the rest of the family is anger, leading them to a bitter indignation at having been experience the unfairly death of one of their family members. The anger of a person who is experiencing a loss, can be targeted many things, or persons—perhaps anger at God for allowing that situation, anger over what seems unfairly and unjust. Another issue associated with understanding, coping, and facing death is depression. Individuals who are depressed use to isolate or withdraw them selves, they feel hope less and they are not ready to go back to their usual activities; they feel hopeless. A person’s attitude, beliefs, and values about death are according to  his/her cultural influence, and this will contribute with the way they respond when facing death and grief. An individual’s culture would influence the way that individual will respond when phasing death. Culture can influence a person on the way they perform the ceremonies or rituals when grieving. For instance in some countries, when a child died the parents are allow to bath and dress the child with their own cloths, when in different countries it is not permitted even to cry. These two different ceremonies show the different ritual people have according with their culture, values and beliefs. Finding meaning and purpose can be part of the grief process for those who faced a loss. Even though is not an easy process, that crisis can be turn into an opportunity to find true meaning. Many people can grow through grief, and learn to appreciate the value of life, and become better persons. In many cases the grieving process can be an opportunity to unify the family who is suffering. There is always family issues that could separate a family, but the death of a member can be an opportunity to reunite that family, and that is when meaning and purpose take place in the grief process. Grief and loss are universal, and it cannot be controlled by any human kind. The stage of grief and loss occurs in respond to the death of a value person—emotions and attitudes take control of those who are facing it. Loss is an unavoidable part of life, and grief is the healing process of those wounds that a loss could leave an in an individual’s life. References Kubler-Ross, E. Death: The Final Stage of Growth. New York: Prentice-Hall, 1975. http://cogprints.org/9155/ Developmental theory. (2006). In Elsevier’s dictionary of psychological theories. Retrieved from http://library.gcu.edu:2048/login?qurl=http%3A%2F%2Fsearch.credoreference.com.library.gcu.edu%3A2048%2Fcontent%2Fentry%2Festpsyctheory%2Fdevelopmental_theory%2F0

Profile of an Adolescent Bully Essay

From 2000 to the present time, there have been well over 600 peer-reviewed articles published on bullying. When compared to the less than 190 articles that were published from 1980 to 2009, one has to acknowledge that this area of research has exploded. Research indicates that between 10% and 30% of children and youth are involved in bullying and that bullying also increases during the middle school period as children enter adolescence (Cook, Williams, Guerra, Kim & Sadek, 2010, p. 65). Talk to any adolescent in school today and they will have their own story about their experience with bullying and there is a consistent agreement that it is becoming more complex to address. This essay is intended to inform the audience of some of the different behaviors and characteristics of bullies, the different methods of bullying, and to explore the possible reasons for origination in order to assist in future prevention and intervention efforts. Where is the Research? While performing research for this paper it became quickly noticeable that studies profiling a bully’s traits are scarcely performed. The focus of most research is in areas such as the methods of harassment used by bullies (i. e. cyber bullying), or the ramifications towards society caused by being bullied [i. e. school shootings (Barnett, Miller-Perrin, Perrin, 2011, p. 280). ] There is little research focused solely on profiling the bully him/herself. If society is going to make a longstanding change and truly break the cycle of harassment between adolescents than the background of the bully should be explored and assessed. While a profile of a potential victim is offered, it is used to better complete an accurate understanding of the adolescent bully. Definition of a Bully Bullying is commonly defined as a specific type of aggressive behavior intended to distress a vulnerable person and includes intent to cause harm, occurs repeatedly and involves a power imbalance (Barnett et al. , 2011, p. 160). During childhood, bullies are rejected, isolated, and disliked by their peers. Social acceptance for the bully changes during adolescence to being well accepted and liked by their peers. This could be due to the children’s gradual transition into adolescence resulting in an increased knowledge in social problem solving, or gaining an ability to negotiate a confrontation with others thereby diffusing volatile situations (Cook et al. , 2010, p. 71). Two Types of Bully’s Currently, there are two types of bully’s that are invading American grade schools, the typical bully and the bully victim. The typical bully.  An adolescent described as being loud, assertive, somewhat socially and academically challenged, hostile, possesses negative attitudes and beliefs about others, minimal problem-solving skills, and comes from a family environment typically characterized by conflict and poor parental monitoring (Cook et al. , 2010, pp. 75-76, Batsche & Knoff, 1994, p. 166). The bully victim. An adolescent holding negative attitudes and beliefs about him/herself and others, has minimal social competence, does not have adequate social problem-solving skills, has poor academic performance, and s not only rejected and isolated by peers but also negatively influenced by the peers with whom he or she interacts with (Cook et al. , 2010, p. 76). A possible motive for a bully victim to become aggressive at school is that they may be experiencing their own victimization due to the emotional and psychological effects of being a victim at home (Rivers, Poteat, Noret, Ashurst, 2009, p. 212), and are exposed to family models of aggression resulting in violence contributing to violence (Barnett et al. , 2011). Beyond Primary Roles There has been a significant change as to how bullying behavior is understood. With the expansion past primary roles such as bully and victim, Rivers et al. have defined secondary roles that can categorize all participants of a victimization scenario. The assistant bully plays an active but secondary role to the bully. The reinforcer is considered to be a pupil that joins in laughing at the victim or encouraged the bully. Outsiders are aware that the bullying is taking place but will actively remove themselves from the situation. Lastly, the defender is seen as one that directly intervenes or displays help-seeking behavior when involved in bullying situation, and is most times a female (2009, p. 12). Motives The motives of bullies range from satisfying the need for power or to be affiliated with another person or group that is powerful, to a partial or total inability to manage anger. Dependent on their environment at home, they may exert themselves to attain a sense of control in their lives. On closer observation, bullies often demonstrate problems with impulsivity, a need to dominate others, and show little sympathy or empathy for their victims. Some bullies even admit that they â€Å"like† being a bully and may have a slightly justified outlook on their social role. Parents of Bullies Research has shown that parents of bullies prefer authoritarian parenting styles, will sometimes reject their child or show hostility, may show inconsistent parenting while supervising at a minimum, and have poor problem-solving skills (Batsche & Knoff, 1994, p. 166). The parents of adolescent bullies have failed to model positive conflict resolution or how to satisfy their need for attention, therefore the bully will continue with harassing others because it has proven to be an effective strategy (Cook et al. , 2010). The bully may also be witnessing interparental violence at home (Barnett et al. , 2011, 161). Rivers et al. have shown that children who witness violence at home regularly are more likely to require counseling to overcome the emotional and relationship difficulties they experience (2009). Not addressing negative behavior patterns may result in the behaviors continuing into adulthood, resulting in bullying others at their workplace, and increasing their likeliness of being convicted of a criminal offense during adulthood than their noninvolved peers. They are also at a higher risk for experiencing psychiatric problems, difficulties in romantic relationships and substance abuse problems (Cook et al. 2010, p. 79). Leaving this issue unaddressed also allows for the bully to possibly simulate the same environment that was conducive to their becoming a bully while raising their offspring therefore possibly making bullying intergenerational. Different Modes of Bullying Once seen as mostly physical in nature, bullying has now transformed into a ten-headed monster that spans from physical/direct bullying to various forms of indirect bullying such as turning friends against their peers, threats, and teasing. Bullying has also been made more complex and autonomous with the introduction and ease of accessibility to technology. Now bullies use tools such as text, e-mails, websites and chat rooms to torment their victims (Barnett et al. , 2011, p. 279). Measures of bullying. These measures need to encompass the three broad domains of behaviors that constitute bullying: direct physical bullying, direct verbal bullying, and indirect bullying in which the person or group of persons doing the bullying is not necessarily identified (Carbone-Lopez, Esbensen & Brick, 2010, p. 334). Most common types of bullying are verbal, then physical, then threats. Boys have always gravitated more towards physical bullying while girls tend to verbally bully their victims (Barnett et al. , 2011, p. 280). One of the reasons suggested was that girl verbal skills develop earlier than boys and until recently, it was seen as socially unacceptable and unladylike to physically bully (Strohmeier, Wagner, Spiel & von Eye, 2010, p. 187). The general concept of bullying entails a distinct type of aggression characterized by a repeated and systematic abuse of power. There are many acets to bullying that include but are not limited to physical aggression, verbal aggression (e. g. name calling and threats), relational aggression (e. g. , social isolation and rumor spreading), and cyber-aggression (e. g. , text messaging and e-mailing hurtful messages or images), a new venue for inflicting harm in an increasingly electronic youth culture (Strohmeier et al. , 2010, p. 187 ). The technology boom of today has brought new ways of communicating with each other. E-mail, instant messaging, Facebook, Myspace and texting are some of the new facets of communication. Gone are the days of writing letters or simply giving someone a phone call; people find personal confrontation easier to avoid and use these technologies to hide behind instead. The art of conversation is quickly giving way to this type of messaging and avoidance. Today’s society finds it much easier to verbally attack someone behind a phone or computer than to do it face-to-face. Victims Characteristics. Victims are characterized as submissive and non-assertive (Barnett et al. , 2011, p. 161). More often being smaller than the bully; the victim may be more sensitive, unhappy, cautious, quiet, and/or withdrawn (Cook et al. 2010, p. 65). Because the victim allows for the bullying to continue, one can only assume that they have passive or submissive characteristics. They may also be insecure and will not normally assert themselves. When attacked they withdraw and cry and since they are vulnerable, they will not retaliate. There is also an alternative type of victim termed the â€Å"provocative victim. † These victims are overactive, may have irritating behaviors, and are anxious along with showing aggressive traits (Green, Felix, Sharkey, Furlong & Kras, 2012, p. 1). These types of victims could possibly be a bully victim in the making. Age range. Victims are normally the same age and in the same class as the bully (Rivers et al. , 2009, p. 212). Therefore the bully will spend enough time with the victim to know them well. The bully does not have as much opportunity to victimize younger students since the chance to be around them lessens as they progress through school. The number of older pupils with opportunity to bully at decreased risk to selves decreases as the bully ages. Gender specifics. When explored, the reasons for bullying another peer differ by gender. A study done by Beaty & Alexeyev states that boy bullies pick on others because they â€Å"do not fit in,† are physically weak, or due to the clothes they wore (2008, p. 2). Victims also include those that are special needs, deviate from the norm, or differ in sexual orientation or race (Barnett, 2011, p. 161). Girls also primarily bully others because they â€Å"do not fit in,† but differ greatly when choosing who to pick on according to cognitive abilities. While boys have a tendency to victimize other pupils with special needs, girls chose to victimize what would be considered as â€Å"overachievers† (Rivers et al. 2009, p. 213). Conclusion Now knowing all of this information, how can it be put to use when addressing bullies in their earliest stages? Schools can use this profile of a bully as a window into what makes them become the people they are. Teachers will be able to identify a bully and address background situations such as family structure to offer counseling to the bully and their family. They could also assist victims within the school in learning social skills to deter bullies from picking on them as well.

A Portrait of the Artist as Filipino Essay

†Bitoy Camacho, an old friend of the Marasigans, pays them a visit one afternoon after many years of absence. He is greeted by the two daughters of Lorenzo Marasigan, a famous painter, who in his declining years has been living in isolation and abject poverty. Recently, he finished his latest and perhaps last major work of art, a painting he entitled Portrait of the Artist as Filipino. The sisters Paula and Candida welcome Bitoy. They reminisce about the past and the good old days. Tony Javier, a young musician renting a room in the house, comes home from work and is surprised. Tony confides to Bitoy his frustrated efforts in convincing the sisters to sell the painting to an American client. †In the second act, Don Lorenzo is visited by Manolo and Pepang–the older brother and sister of Candida and Paula. They plan to transfer their father to a hospital and sell the house. They have invited Don Perico, a senator to convince their younger sisters. Don Perico appeals to both sisters to donate the painting to the government in exchange for a handsome pension that would relieve them of their burden. The sisters remain firm and indifferent during the debate the senator is forced to examine his life realizing too late that he has betrayed his true vocation as an artist-poet. Forlorn and devastated by remorse, [the senator] bids the sisters farewell. †Manolo and Pepang quarrel with their younger sisters [who] are forced to reveal why their father painted the picture. They had confronted him a year before, and in pain accused him of having wasted their lives. As a reaction, he painted his last work of art and then attempted to commit suicide. †Alone, Candida tells Paula of her frustration in job seeking. Tony Javier rushes in with news about his American client who has doubled his offer [for the painting]. In a moment of weakness, Paula abandons the house and joins Tony. †The third act begins with Bitoy remembering the Octobers of his youth and the feast of La Naval de Manila. A group of visitors to the Marasigan home inquire about rumors that the painting and Paula have disappeared forcing Candida to admit what happened and accuses herself of masterminding the crime. Paula enters and admits to having destroyed the portrait. Crushed, Tony accuses the two women of condemning him back to poverty. He leaves cursing them. In the meanwhile, the two sisters reconcile and reaffirm their decision to remain in the house with their father. Bitoy in a monologue ends the play with a prayer deciding to dedicate his life to the preservation of Intramuros and its historical past through art and memory.†

Reliance Fresh

â€Å"A STUDY ON THE PROCESSES AND CHALLENGES INVOLVED IN RECRUITMENT FOR RETAIL INDUSTRY WITH RESPECT TO RELIANCE FRESH, BANGALORE† (Project Report Submitted in Partial fulfilment of the requirements of two year Post Graduate diploma in Business Administration) By Saumya Sinha (Registration no. 2K11058) Under the Guidance of Prof. Philcy Philip Mount Carmel Institute Of Management Bangalore, 560052 2011-2013 ACKNOWLEDGEMENTS I would like to express my sincere thanks to Sr. Juanita, Director and Mr.Michael Noronha, Dean of Management studies, Mount Carmel Institute of Management, for giving me an opportunity to do this project. I am immensely thankful to my project guide Prof. Philcy Philip, for her guidance towards the successful completion of the project. I would like to thanks Mr. Jatindra Kumar Mishra, Vice President-HR Reliance Retail Ltd. for giving me an opportunity to do a project in Reliance Retail Ltd. Bangalore. I would also extend my sincere thanks to Mr. Prabir Ku . Jena (HR Manager) and Mr Nagendra Kumar (HR Manager) of RELIANCE RETAIL for their valuable suggestions and support throughout the project.I would also extend my gratitude to Mr. Solomon Jayakumar, who has helped me in this project. I wish to thank the Management and staff of Reliance who have extended their co-operation in providing me all the information required for preparing this project. Finally, I am thankful to my Family and Friends for having helped me in various ways in successful completion of this project work. Saumya Sinha Mount Carmel Institute of Management BangaloreGuide Certificate Certified that the dissertation is based on an Original Project Study conducted by Miss. Saumya Sinha under my guidance. This project report has not formed a basis for the award of any other Degree/Diploma of the Institute or any other University. Director Signature Guide Signature (Sr. Juanita) (Prof. Philcy Philip) DeclarationI, Saumya Sinha solemnly declare that this Project report on â€Å"A Study on the processes and challenges involved in recruitment for retail industry with respect to Reliance Fresh, Bangalore† has been compiled by me and has not been copied from any student researcher/employee in any university/institution/ organization or any other place of distance learning under my knowledge. I have duly acknowledged the sources of primary data wherever they have been used in the project. Saumya Sinha PGDBA Mount Carmel Institute Of Management, Bangalore CONTENTS SR. NO. | Topics covered| Page no. |Chapter 1:| Introduction & Theoretical Background of the Topic| 11-20| Chapter 2:| Research Design| 21-24| Chapter 3: | Company Profile| 25-33| Chapter 4: | Collection of Data, Analysis and Evaluation| 34-74| Chapter 5:| Summary of Findings, Conclusions and Suggestions| 75-82| | Bibliography| 83| | Annexure| 84-87| LIST OF TABLES TABLE NO. | TOPICS COVERED| PAGE NO. | 1. | Method adopted by Reliance to source candidates| 35| 2. | Type of recruitment pref erred in Reliance| 37| 3. | Tests used during the process of recruitment| 39| 4. | Factors which influence the recruitment process in Reliance| 41| 5. Technological support for the process of recruitment| 43| 6. | Time taken by HR managers to fill the gap at store level| 45| 7. | Back out percentage of candidates after being offered| 47| 8. | Biggest challenge faced by the organization in the process of recruitment| 49| 9. | Most important reason for attrition| 51| 10. | Solution for attrition in the organization| 53| 11. | Working duration of CSA’s in the organization| 55| 12. | Information about the vacancy in the organization| 57| 13. | Time spent by CSA’s for the process of recruitment| 59| 14. Problems faced by CSA’s during the process of recruitment| 61| 15. | Satisfaction level of CSA’s with the recruitment Process| 63| 16. | Working duration of Ex-CSA’s in the organization| 65| 17. | Main reason behind leaving the organization| 67| 18. | Aw areness of job profile at the time of joining| 69| 19. | Work environment is good or not| 71| 20. | Willingness to rejoin the organization| 73| LIST OF CHARTS SR. No. | TOPICS COVERED| PAGE NO. | 1. | Method adopted by Reliance to source candidates| 36| 2. | Type of recruitment preferred in Reliance| 38| 3| Tests used during the process of recruitment| 40| . | Factors which influence the recruitment process in Reliance| 42| 5. | Technological support for the process of recruitment| 44| 6. | Time taken by HR managers to fill the gap at store level| 46| 7. | Back out percentage of candidates after being offered| 48| 8. | Biggest challenge faced by the organization in the process of recruitment| 50| 9. | Most important reason for attrition| 52| 10. | Solution for attrition in the organization| 54| 11. | Working duration of CSA’s in the organization| 56| 12. | Information about the vacancy in the organization| 58| 13. Time spent by CSA’s for the process of recruitment| 60| 14. | Problems faced by CSA’s during the process of recruitment| 62| 15. | Satisfaction level of CSA’s with the recruitment Process| 64| 16. | Working duration of Ex-CSA’s in the organization| 66| 17. | Main reason behind leaving the organization| 68| 18. | Awareness of job profile at the time of joining| 70| 19. | Work environment is good or not| 72| 20. | Willingness to rejoin the organization| 74| CHAPTER – 1 INTRODUCTION INTRODUCTION Human Resource management is a function that helps managers recruit, select, train and develop members for an organization. Recruitment is an important part of an organization's human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it. The objective of the  recruitment  process is to obtain the number and quality of employees that can be selected in order to help the or ganization to achieve its goals and objectives. With the same objective, recruitment  helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool.Recruitment  acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. In this competitive global world and increasing flexibility in the labour market,  recruitment  is becoming more and more important in every business. Therefore,  recruitment  serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. PURPOSE AND IMPORTANCE OF RECRUITMENT * Attract and encourage more and more candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best candidates for the organisation. * Determine present and future requi rements of the organization in conjunction with its personnel planning and job analysis activities. * Recruitment is the process which links the employers with the employees. * Increase the pool of job candidates at minimum cost * Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. * Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. * Increase the pool of job candidates at minimum cost. * Begin identifying and preparing potential job applicants who will be appropriate candidates. * Increase organizational and individual effectiveness in short term and long term. * Meet the organizations legal and social obligations regarding the compositions of its workforce. | SOURCES OF RECRUITMENT Every organisation has the option of c hoosing the candidates for its recruitment processes from two kinds of sources: internal and external sources.The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc. ) are known as the external sources of recruitment. | | | SOURCES OF RECRUITMENT INTERNAL SOURCES OF RECRUITMENT1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONSThe employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are  upgrading and demotion  of present employees according to their performance. 4. Retired and Retrenched employees  may also be recruited once again in case of shortage of qualified personnel or increase in load of work . Recruitment such people save time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures. 5.The dependents and relatives of  deceased employees and disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. | | | EXTERNAL SOURCES OF RECRUITMENT1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc.They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by chargi ng a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.Recruitment ProcessThe recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7.Conducting interview a nd decision makingThe recruitment process is immediately followed by the selection process i. e. the final interviews and the decision making, conveying the decision and the appointment formalities. | | RECRUITMENT POLICY OF A COMPANYIn today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly.COMPONENTS OF THE RECRUITMENT POLICY * The general recruitment policies and terms of the organization * Recruitment services of consultants * Recruitment of temporary employees * Unique recruitment situations * The selection process * The job descriptionsFACTORS AFFECTING RECRUITMENT POLICY * Organizational objectives * Personnel policies of the organization and its competitors. * Government policies on reservations. * Preferred sources of recruitment. * Need of the organization. * Recruitment costs and financial implications. RECENT TRENDS IN RECRUITMENT | |The following trends are being seen in recruitment:OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and  creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs.In turn, the outsourcing firms or the intermediaries charge the organisations for their services. Advantages of outsourcing are: * Company need not plan for human resources much in advance. * Value creation, operational flexibility and competitive advantage * turning the management's focus to strategic level processes of HRM * Company is free from salary negotiations, weeding the unsuitable resumes/candidates. * Company can save a lot of its resources and timePOACHING/RAIDINGâ€Å"Buying talent† (rather than developing it) is the latest mantra being followed by the organisations today.Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can  attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today.It has become a challenge for human resource managers to face and tackle poaching, as it weake ns the competitive strength of the firm. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i. e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.Advantages of recruitment are: * Low cost. * No intermediaries * Reduction in time for recruitment. * Recruitment of right type of people. DIFFERENCE BETWEEN RECRUITMENT AND SELECTIONBoth recruitment and selection are the two phases of the employment process. The differences between the two are:   * Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidate s are screened for choosing the most suitable persons for vacant posts. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation. * Recruitment is a positive process i. e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. | | | HR CHALLENGES IN RECRUITMENTRecruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The HR professionals – handling the recruitment function of the organisation- are constantly facing new challenges.The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organisation. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices. like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organisations. | ATTRITIONWhat is Meant by Attrition Rate? The term ‘attrition rate' can be defined as â€Å"A reduction in the number of employees through retirement , resignation or death. † It denotes the percentage change in the labour force of an organization. High percentage of labour turnover is not desirable for the organization because new workers are engaged in place of the workers who left the organization. Why do Employees Leave the Organization? There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay.The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around 20%-35% per annum. Another factor is work timings. In some organizations, work timings are such that they are making employees leave the organization. Another factor is career growth. In many organizations, only 20% of employees are able to go to senior levels. This means that the remaining 80% of employees look for other organization where they can get op portunities for growth.One more reason for leaving the organization is higher education. These days, in many organizations, employees are joining at very young age because of lucrative salaries being offered. But with time, they apply for higher education and try to move on to other organizations or sectors to occupy top management positions. The percentage of women workers is also responsible for higher attrition rate. These days, the percentage of women workers is around 30%. Generally, women workers leave the organization after marriage to take up their house-hold duties, irregular work hours et al. 0% of employee turnover can also be attributed to the mistakes during hiring process (Harvard Business Review). Other factors include accident making the worker permanently incapable of doing work, dislike for the job or place, unsatisfactory work conditions leading to strained work relationships with the employer; lack of security of employment et al also contribute for higher attrit ion rateAttrition rate is calculated as under A. Manpower at the beginning of the year add number of people recruited during the year less number of employees resigned. B.Take the average of the manpower at the beginning of the year and the result of â€Å"A† above. C. Divide the number of employees resigned during the year by â€Å"B† above. In addition to the above you may go through the exit interview forms of the employees resigned and use information from the research. You may also contact a sample (10%) of the people who resigned 6 months or earlier, send them exit interview form again and see if the reason for change is the same as stated earlier. Further, you may redesign the exit interview form as questionnaire and send to the sample.CHAPTER 2DESIGN OF THE STUDYINTRODUCTION TO THE SUBJECTRecruitment is of the crucial roles of the human resource professional. The level of performance of an organization depends on the effectiveness of its recruitment function. O rganization has developed & follows recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned & practical to attract more & good talent to apply in the organizationRecruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm.For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.In this competitive global world and increasing flexibility in the labour market,  recruitment  is becoming more and more important in every business. Therefore,  recruitment  serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. Technically speaking, the functions of recruitment precedes the selection function and it includes only developing the sources of prospective employees and attracting them to apply for jobs in their organization. whereas selection is the process of finding out the most suitable candidates to the jobs out of the candidates attracted. STATEMENT OF THE PROBLEM:The company is facing a comparatively high rate of ATTRITION especially in its Reliance fresh stores, so a continuous recruitment of the eligible candidate is done to meet the standards. Moreover with the growth of the economy the company is also growing as many stores are being opened all over India so recruitment of right pe rson with right skills for the right job has become very important.SCOPE OF THE STUDY:The scope of the study was extended to all the stores of Bangalore in Karnataka, India through calls and e-mails for the recruitment of customer service associates (CSA’s) of reliance retail. The main study was extended to the RELIANCE FRESH division at Richmond road, Bangalore. OBJECTIVES OF THE STUDY * To study the recruitment process involved in the organization. * To study the employees perception towards the recruitment process * To analyse the challenges faced by the organization in recruitment * To study the major reasons for high attrition rate in Reliance Fresh, Bangalore. a * To give suggestions for improvement of recruitment process in Reliance Fresh, Bangalore METHODOLOGY: The data was collected from the primary & secondary sources. Tools and techniques for collection of dataPrimary data collection Primary data was collected from HR managers , Customer Service Associates(CSA†™s) who are currently working at various stores of reliance fresh in Bangalore and Ex-CSA’s through questionnaire and telephonic interview. Secondary data collection:Secondary data was collected through HRM books, journals  and internet. This data was graphically represented and analysed.The findings are summarized and suggestions have been made. SAMPLING PLANConvenience sampling was used. Sample size for this project was 100 which included 40 Customer Service Associates, 40 Ex-CSA’s and 20 HR managers of Reliance. PLAN OF ANALYSISSimple Percentages have been calculated on the basis of response received from questionnaire to analyse the data. LIMITATIONS OF THE STUDY: * The sample size may be comparatively small compared to the population and there are chances that it may not represent the whole population. * The time and cost factors may affect the size of the sample. Every possibility of biased user opinion * Most of the samples was collected during the office ti me. So there will be a chance of receiving some wrong responses due to workload from the respondentsOVERVIEW OF CHAPTER SCHEMEChapter 1: IntroductionThis chapter includes an introduction to HRM, recruitment process and challenges. Chapter 2: Design of the studyThis Chapter includes a brief introduction of the subject background, statement of the problem, methodology, sampling plan, tools and techniques for collection of data, plan of analysis, limitations and an overview of chapter scheme.Chapter 3: Profile of the companyThis chapter contains a complete profile of the organization in terms of history, the nature of its business, products or services, its competitors, turnover, number of branches, staff pattern, vision , mission and values of Reliance retail with reference to research topic. Chapter 4: Analysis & interpretation of data:The chapter contains an analysis of the primary data in tune with the objectives of the study. Each question is followed by explanations and inference s.The analysis is also supported by tables and graphs. Chapter 5: Summary Of Findings, Conclusions & suggestions:This chapter provides a summary of the findings, conclusion drawn from the findings & also suggestions. It would also contain the Bibliography & AnnexureCHAPTER – 3PROFILE OF THE COMPANYThe India Retail industry is the largest among all the industries, accounting for over 10 per cent of the country’s GDP and around 8 per cent of the employment.The Retail Industry in India has come forth as one of the most dynamic and fast paced industries with several players entering the market. But all of them have not yet tasted success because of the heavy initial investments that are required to break even with other companies and compete with them. The India Retail Industry is gradually inching its way towards becoming the next boom industry. The total concept and idea of shopping has undergone an attention drawing change in terms of format and consumer buying behaviou r, ushering in a revolution in shopping in India.Modern retailing has ente4red into the Retail market in India as is observed in the form of bustling shopping centres, multi-storied malls and the huge complexes that offer shopping, entertainment and food all under one roof. Retailing includes all activities involved in selling goods or services directly to final consumers for personal, non-business use. A retailer or retail store is any business enterprise whose sales volume comes primarily from retailing. Any organization selling to final consumers-whether a manufacturer, wholesaler or retailer-is doing retailing.It does not matter how the goods or services are sold (by person, mail, telephone, vending machine or internet) or services are sold (in store, on the street, or in consumer’s home). RELIANCE INDUSTRIES LTDThe Reliance Group, founded by Dhirubhai H. Ambani (1932-2002), is India’s largest private sector enterprise, with businesses in the energy and materials v alue chain. Group’s annual revenues are in excess of US$ 58 billion. The flagship company, Reliance Industries Limited, is a Fortune Global 500 company and is the largest private sector company in India.Backward vertical integration has been the cornerstone of the evolution and growth of Reliance. Starting with textiles in the late seventies, Reliance pursued a strategy of backward vertical integration- in polyester, fibre intermediates, plastics, petrochemicals, petroleum refining and oil and gas exploration and production –to be fully integrated along the materials and energy value chain. The Groups activities span exploration and production of oil and gas, petroleum refining and marketing, petrochemicals (polyester, fibre intermediates, plastics and chemicals), textiles, retail, infotech and special economic zones.Reliance enjoys global leadership in its businesses, being the largest polyester yarn and fibre producer in the world and among the top five to ten produc ers in the world in major petrochemical products. Major Group Companies are Reliance Industries Limited, including its subsidiaries and Reliance Industrial Infrastructure Limited. WORDS BY THE FOUNDER- â€Å"Growth has no limit at Reliance, I keep revising my vision. Only when you dream it, you can do it† | | | | | * *VISION:Through sustainable measures, create value for the nation, enhance quality of life across the entire socio-economic spectrum and help spearhead India as a global leader in the domains where we operate. MISSION Create value for all stakeholders Grow through innovation Lead in good governance practices Use sustainability to drive product development and enhance operational efficiencies. Ensure energy security of the nation Postal rural prosperity VALUES: Our growth and success are based on the ten core values of care, citizenships fairness honesty, integrity, purpose fullness, respect, responsibility, safety and trust.RELIANCE BELIEVES IN GROWTH THROUGH COM MITMENTS AND THEREFORE CARES ABOUT: Quality Research & Development Health, Safety & Environment Human Resource Development Energy Conservation Corporate Citizenships ABOUT RELIANCE RETAIL LIMITED Reliance Retail, Ltd. is a subsidiary company of  Reliance Industries. Founded in 2006 and based in  Mumbai, it is the second largest retailer in India. Its retail outlets offer foods, groceries, apparel and footwear, lifestyle and home improvement products, electronic goods, and farm implements and inputs.The company’s outlets also provide vegetables, fruits, and flowers. It focuses on consumer goods, consumer durables, travel services, energy, entertainment and leisure, and health and well-being products, as well as on educational products and services. SUBSIDIARIES OF RELIANCE RETAIL LIMITED Reliance Fresh  Ã¢â‚¬â€œ Retail Outlets of fruits, Vegetables & Groceries. Reliance Digital  Ã¢â‚¬â€œ Consumer Electronics retail Store Reliance Jewels – Jewellery Reliance Time Out – Lifestyle store of Books, Music, Movies, Toys, Gaming, Fragrances, Stationary. Reliance Trends – Apparel and ClothingReliance Footprints Limited Reliance Brand Limited Reliance styles India Limited Reliance Home Products Limited FOUNDED 29th of September 1988 As Chembur Patalganaga Pipelines Limited(CPPL) then in March it was rename as Reliance Industrial Infrastructure. HEADQUARTER Mumbai KERY PEOPLE Mukesh Ambani( CMD) With a vision to generate inclusive growth and prosperity for farmers, vendor partners, small shopkeepers and consumers, Reliance Retail Limited (RRL), a subsidiary of RIL, was set up to lead Reliance Group’s foray into organized retails.Since its inception in 2006, Reliance Retail Limited (RRL) has grown into an organization that caters to millions of customers, thousands of farmers and vendors. Based on its core growth strategy of backward integration, RRL has made rapid progress towards building an entire value chain starting from the farmers to the end consumers. Reliance Retail continued to expand presence of its value and specialty formats. During the year, Reliance Retail opened 90 new stores spanning across ‘value’ and ‘specialty’ segments.In-store initiatives, wider product choice and value merchandising enabled the business to achieve robust growth during this period. Its presence in the optics business is in partnership with Grand Vision. 51 new stores were added during FY:-11 taking the total presence to 100 stores across key markets in the country. The retail chain offers single brand optical products including Vision Express frames, lenses, contact lenses, sunglasses, solutions and accessories. For the very first time, consumers in India got the opportunity to experience Hamleys, which is considered to be the world’s most wonderful toy shop.The brand was launched in India with opening up of 2 stores during the year. Reliance Brands also announced exclusive licensing arr angement with two leading international brands: Steve Madden, a leading designer, wholesaler and retailer of fashion-forward footwear and accessories for women, men and children. Quiksilver, a leading outdoor sports lifestyle company to launch their core brands ‘Quiksilver’ and ‘Roxy’. Across India, reliance Retail serves over 2. 5 million customers every week. Its loyalty programme, ‘’Reliance One†, has the patronage of more than 6. 75 million customers. * Dhirubhai H. Ambani Founder Chairman Reliance Group December 28, 1932 – July 6, 2002 Dhirubhai Ambani founded Reliance as a textile company and led its evolution as a global leader in the materials and energy value chain businesses. He is credited to have brought about the equity cult in India in the late seventies and is regarded as an icon for enterprise in India. He epitomized the spirit ‘dare to dream and learn to excel'. The Reliance Group is a living testimony to his indomitable will, single-minded dedication and an unrelenting commitment to his goals. * PRODUCTS & BRANDSThe Company expanded into textiles in 1975. Since its initial public offering in 1977, the Company has expanded rapidly and integrated backwards into other industry sectors, most notably the production of petrochemicals and the refining of crude oil. The Company from time to time seeks to further diversify into other industries. The Company now has operations that span from the exploration and production of oil and gas to the manufacture of petroleum products, polyester products, polyester intermediates, plastics, polymer intermediates, chemicals and synthetic textiles and fabrics.The Company's major products and brands, from oil and gas to textiles are tightly integrated and benefit from synergies across the Company. Central to the Company's operations is its vertical backward integration strategy; raw materials such as PTA, MEG, ethylene, propylene and normal paraffin that we re previously imported at a higher cost and subject to import duties are now sourced from within the Company. This has had a positive effect on the Company's operating margins and interest costs and decreased the Company's exposure to the cyclicality of markets and raw material prices.The Company believes that this strategy is also important in maintaining a domestic market leadership position in its major product lines and in providing a competitive advantage. The Company's operations can be classified into four segments namely: Petroleum Refining and Marketing business Petrochemicals business Oil and Gas Exploration ; Production business Others The Company has the largest refining capacity at any single location. The Company is: Largest producer of Polyester Fibre and Yarn 5th largest producer of Paraxylene (PX) 5th largest producer of Polypropylene (PP) th largest producer of Purified Terephthalic Acid (PTA) and Mono Ethylene Glycol (MEG) * * HISTORY: * The Reliance Retail had to face various difficulties before the launch of Reliance fresh, because of the various circumstances prevailing in Orissa, West Bengal and UP, along with the news focusing on the dearth of vegetables and fruits stocks. The retail business of Reliance then minimized its exposures in vegetable and fruit business, as a result established Reliance fresh positioning a pure super market play focusing on various categories like IT, consumer durables, home FMCG and food. * The retail company of Reliance may not supply the vegetables and fruits in a few states, the Reliance Fresh decided to not race with local wholesaler’s party because of the political reasons as well as its incapability to maintain a healthy supply chain. * GROWTH: Reliance Industries Limited Growth is Life * The first ever Reliance Fresh store was established in Hyderabad, wherein the company, mainly focused on the fresh produced vegetables and fruits at comparatively low price along with an introduction of farm to fork theory. * This was the idea, which was anticipated by the company was to take the supply direct from the farmers and then sell straightaway to the consumers removing the middle-men off the beaten track. Reliance introduced several formats in the marketplace to cater to needs of common people, which includes Reliance Fresh, Reliance super, Reliance Footprint, Reliance Timeout, Reliance Jewels, Reliance wellness, Reliance Mart and Reliance Digital, to name a few. In addition to this, the Reliance Retail also entered into a treaty with Apple, which is a leading Information Technology company, to set up a series of Apple Specialty Outlets branded as 1Sotre, with its first ever store in Bangalore. * With an idea to produce inclusive prosperity and growth of farmers, consumers, small shopkeepers and vendor partners, Reliance Retail was set up in order to lead the foray of Reliance Group into an organized retail. A typical Reliance Fresh store is pproximately 3000-4000 square feet an d caters to a catchment area of 2–3  km. After launch, in a dramatic shift in its positioning and mainly due to the circumstances prevailing in UP, West Bengal and Orissa, it was mentioned recently  in news dailies that Reliance Retail is moving out of stocking fruits and vegetable. Reliance Retail  has decided to minimise its exposure in the fruit and vegetable business. The company may not stock fruit and vegetables in some states.Though Reliance Fresh is not exiting the fruit and vegetable business altogether, it has decided not to compete with local vendors partly due to political reasons, and partly due to its inability to create a robust supply chain. This is quite different from what the firm had originally planned. When the first Reliance Fresh store opened in Hyderabad last October not only did the company say the store’s main focus would be fresh produce like fruits and vegetables at a much lower price, but also spoke at length about its â€Å"farm-to- fork† theory.The idea the company spoke about was to source from farmers and sell directly to the consumer, removing middlemen out of the way. Reliance Fresh, Reliance Mart, Reliance Digital, Reliance Trends, Reliance Footprint, Reliance Wellness, Reliance Jewels, Reliance Timeout and Reliance Super are various formats that Reliance has rolled out. In addition, Reliance Retail has entered into an alliance with Apple for setting up a chain of Apple Specialty Stores branded as I Store, starting with Bangalore. OPPORTUNITIES IN INDIAN ORGANIZED RETAIL SECTORThe opportunities in Indian organized retail sector are many for this sector is witnessing a boom. The Indian retail industry in amounted to US$ 200 billion in 2006, and out of this amount the amount the amount the Indian organized retail sector amounted to US$6. 4 billion. The opportunity in Indian organized retail sector can be judge from the fact that by 2010 it is expected to rise to US$23 . The Indian governments in 2005 allowed foreign direct investment (FDI) in single brand retail to 51%.These have opened up a lot of opportunities in India organized retail sector. In fact 325 departmental stores, 300 new malls and 1500 super markets are being built which shows the tremendous opportunities in organized retail sector in Indian have entered in. reliance industries limited is targeting for annual sale of US$25 billion by 2011. It is planning to invest US$6 billion in order to open 1,500 supermarkets and 1000 hyper markets. Bharti telecoms is palling a joint venture with Telco a global retail giant worth 750 million. CHALLENGES OF RETAILING IN INDIA In India the Retailing industry has a long way to go, and to become a truly flourishing industry, retailing needs to cross the following hurdles: * The first challenge facing the organized retail sector is the competition from unorganized sector. * In retail sector, Automatic approval is not allowed for foreign investment. * Taxation, which favors small ret ail businesses. * Developed supply chain and integrated IT management is absent in retail sector. * Lack of trained work force. * Low skill level for retailing management. * Intrinsic complexity of retailing- rapid price changes, threat of product obsolescence and low margins. Organized retail sector has to pay huge taxes, which is negligible for small retail business. * Cost of business operations is very high in India. RECRUITMENT PROCESS AT RELIANCE RETAIL CUSTOMER SERVICE ASSOCIATES 1. Sourcing of Candidates 2. Interview Schedule 3 . Selected Candidates are registered. 4. Offer Generation 5. Joining Formalities 6. Training REGISTRATION OF CANDIDATE R Select R MTAS Recruiter Register Candidates-All the details are filled and registration no. is generated Again RMTAS Recruiter Enter Candidate Data-Save the details Now Interview Rating Sheet is filled and saved. RMTAS Offer Process Offer- Registration No. long with Store code is inserted. Requisition No and Position No. is inserted along with Date of Joining, Location, Grade and Salary are mentioned and offer is finally generated. After this medical details are maintained. PF form along with Application Form is printed Joining Formalities On Boarding CHAPTER – 4 ANALYSIS & INTERPRETATION OF DATA TABLE NO. 1: Method Adopted by Reliance to Source Candidates | No. Of Respondents (HR Managers)| Percentage| Employee Referral| 4 | 20| Campus Recruitment| 2| 10| Advertising| 1| 5|Recruitment Agencies| 2| 10| Job Portals| 1| 5| Walk-In| 1| 5| All| 9| 45| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 20% of the HR managers adopted employee referral to source candidates, 10% adopted campus recruitment and recruitment agencies to source candidates and 5 % through walk Ins and advertisements and 45% adopted all methods to source candidates. CHART NO. 1: Method Adopted by Reliance to Source CandidatesInference: It can be inferred from the above chart that majority of HR managers adopted emp loyee referral, campus recruitment, advertisements and walk in to source candidates which is good for the company in terms of selecting the right candidate for the job TABLE NO. 2: Type Of Recruitment Preferred in Reliance | No. Of Respondents (HR Managers)| Percentage| Internal Source| 5| 25| External Source| 5| 25| Both| 10| 50| TOTAL| 20| 100| Analysis: 5% of respondents felt that the type of recruitment preferred in reliance is from internal sources whereas another 25% felt it is from external sources but 50% felt that reliance prefers both external and internal sources to recruit candidates. CHART NO. 2: Type Of Recruitment Preferred in Reliance Inference: It is inferred from the above chart that majority of respondents felt that reliance fresh prefers both internal sources and external sources to recruit the right candidates which is highly appreciated TABLE No. 3: Tests Used During The Process Of Recruitment | No. f Respondents (HR Managers)| Percentage| Written tests| 5| 5| Aptitude Test| 2| 10| Personal Interview| 1| 5| Psychometric Test| 2| 10| All| 10| 50| Total| 20| 100| Analysis: It can be analysed from that above table that 5% of the HR managers uses written tests and PI to judge the candidates, 10% managers told that they use aptitude and psychometric tests to judge and 50% managers told that they conduct all the mentioned tests to judge the candidates.CHART No. 3: Tests Used During The Process Of Recruitment Inference It can be inferred from the above chart that HR managers in Reliance conduct all types of tests to judge the candidates capabilities before hiring them which is beneficial for the company. TABLE NO. 4: Factors Which Influence The recruitment Process in Reliance | No. Of Respondents (HR Managers)| Percentage| Based on experience| 2| 10| Based on qualification| 5| 25| HR Policies of the company| 4| 20| All The Above| 9| 45| Total | 20| 100| Analysis:It can be analysed from the above table that 10 % of the HR managers considers exper ience as one of the factors which influences recruitment process in Reliance while, 25% and 20% managers considers qualifications and HR policies of the company respectively as the important factors and 45% of them told that is based on all the above mentioned factors. CHART NO. 4: Factors Which Influence the recruitment Process in Reliance Inference: From the above chart, it can be inferred that candidates experience, qualifications and the HR policies of the company are the various factors which influences the recruitment process of Reliance.TABLE No. 5: Technological Support For The Process Of Recruitment | No. of Respondents(HR managers)| Percentage| Telephone| 4| 20 | Video Conferencing| 2| 10| Online Support| 14| 70| Any Other| 0| 0| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 70% of the HR managers use online support for the process of recruitment while 20 and 10% managers espectively told that it is also done through telephone and video conferencin g. CHART No. 5: Technological Support For The Process Of Recruitment Inference: It can be inferred from the above chart that reliance uses online support in the process of recruitment which is helpful in recruiting the large mass of people without any chaos. TABLE No. 6: Time Taken By HR Managers to Fill The gap At Store Level | No. Of Respondents (HR Managers)| Percentage| 1day| 3| 15| 1-3 days| 14 | 70 | 7 days| 3| 15| -15 days| 0| 0 | TOTAL| 20| 100| Analysis: It can be analysed from the above table that 70% of the HR managers told that gap at the store level is filled maximum within 1-3 days while 15 % of them told that it either takes 1 day or 7 days to fill the gap. CHART No. 6: Time Taken By HR Managers to Fill The gap At Store Level Inference: So it can be inferred from the above chart that HR managers hardly takes 1-3 days to fill the gap at store level which shows that their recruitment team is doing fine job. TABLE NO. 7: Back Out Percentage Of Candidates After Being Offe red No. Of Respondents| %age| 1-5%| 16| 80| 5-10%| 3| 15| 10-15%| 2| 10| 15-20%| 0| 0 | TOTAL| 20| 100| Analysis: It can be analysed from the above table that 80% of the HR managers told that back out percentage of the candidates after being offered is 1-5% and 15% told that it is 5-10% while 10% managers told that is around 10-15%. CHART NO. 7: Back Out Percentage Of Candidates After Being Offered Inference:It can be inferred from the above chart that back out percentage of the candidates are between 1-5% after being offered which should be lessen in order to retain the employees. TABLE NO. 8: Biggest Challenge Faced By the organization in the process of recruitment | No. Of Respondents (HR Managers)| Percentage| Attrition| 16| 80| Availibility of manpower| 4| 20| Skilled people| 0| 0 | Salary Issues| 0| 0| TOTAL| 20| 100|Analysis: It can be analysed from the above table that 80% of the HR managers consider attrition as the biggest challenge faced by the organization, while 20% of them told that availability of man power is also the problem that company faces. CHART NO. 8: Biggest Challenge Faced By the organization in the process of recruitment Inference: It can be inferred from the above figure, that the company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth. TABLE NO. 9: Most Important Reason For Attrition | No.Of Respondents (HR Managers)| Percentage| Lack of proper Work environment| 0| 0| Remuneration is not according to skills| 9| 45| Lack of job rotations| 6| 30| No lateral or vertical growth| 0| 0| lack of motivation| 0| 0| Salary and cut throat competition| 5| 25| TOTAL| 20| 100| Analysis: It can be inferred from the above table that 45% of the managers feels remuneration is the most important reason for attrition, 30% of them told that lack of job rotation is must be the important reason for attrition while 25% of them told that salary and cut throat competition is the most important reason for att rition.CHART NO. 9: Most Important Reason For Attrition Inference: It can be inferred from above chart that according to the HR managers of reliance the remuneration along with the salary and cut throat competition are the most important reason for attrition in the company. TABLE NO. 10: Solution For attrition in the Organization | No. of Respondents(HR Managers)| Percentage| Bring the challenges in the work environment| 4| 20| Provide development and skill training| 8| 40| Tackle and solve employees issues in real time| 7| 35|Create a preference based reward system| 1| 5| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 40% of the HR managers believe that providing development and skills training to the employees can be the solution for attrition, 35% of them told that tackling and solving the employees issues in real time can be the solution while 20% of the managers suggested that bringing some changes in the work environment can be helpful and 5% thinks tha t creating a performance based reward system can be the solution for attrition. CHART NO. 0: Solution For attrition in the Organization Inference: It can be inferred from the above chart that attrition can be controlled if the company provides development and skills training to the candidates and also if they start solving employees issues in real time. TABLE NO. 11: Working duration of CSA’S in the organization | No. Of Respondents(CSA)| Percentage| Less than 6 months| 7| 17. 5| More than 6months| 15| 37. 5| 1 year| 10| 25| More than a year| 8| 20| TOTAL| 40| 100| Analysis: It can be analysed from the above table, that 37. % of the CSA’s are working in the company for more than 6 months but less than a year, 25% of them told that they are working from past one year, 17. 5% of the CSA’s told they are working from last 6 months and only 20% of the CSA’s are in the organization for more than a year. CHART NO. 11: Working duration of CSA’S are working in the organization Inference: It can be inferred from above chart that only 20 % of the CSA’s are in the organization for more than a year and so it is necessary for the company to take some steps in order to retain the employees for a longer period of time.TABLE NO. 12: Information about the vacancy in the organization | No. Of Respondents(CSA)| Percentage| job Portals | 3| 7. 5| Reference| 8| 20| Leaflets| 4| 10| Advertisements| 5| 12. 5| Word Of Mouth | 20| 50| Any other Please Specify| 0| 0| TOTAL| 40| 100| Analysis: It can be analysed from the above table that 7. 5% of the CSA’s came to know about the vacancy in the organization from job portals, 20% of them told they came from reference, 10% told they got leaflets, 12. % came to know through advertisements and 50% of the CSA’s told that they came here by listening from their friends and relatives. CHART NO. 12: Information about the vacancy in the organization Inference: It can be inferred from the above that most of the people come to know through family and friends which is good but the company should do more advertisement to attract large number of people. TABLE NO. 13: Time Spent by CSA’s For the process of recruitment | No. Of Respondents(CSA)| Percentage| Less than 1 Day| 5| 12. 5| 1 Day| 5| 12. 5| 1-2 days| 25| 62. 5| More than 3 days| 5| 12. | TOTAL| 40| 100| Analysis: It can be analyzed from the above table that 12. 5% of the CSA’s told it takes less than a day to complete the whole process 12. 5 of them told that it takes 1 day and 3 days respectively and 62. 5 % of the CSA’s told that it takes 1-2 days in the whole process of recruitment. CHART NO. 13: Time Spent by CSA’s For the process of recruitment Inference: It can be inferred from the above chart that the candidates have to spend more than one whole day during the entire process of recruitment. TABLE NO. 14: Problems faced by CSA’s during the process of recruitment No. Of Responde nts(CSA)| Percentage| Communication| 5| 12. 5| Documents Required| 10| 25| Time Involved | 20| 50| Managers Behavior| 2| 5| Any Other Please Specify| 3| 7. 5| TOTAL| 40| 100| Analysis: It can be analysed from the above figure that 12. 5% of the CSA’s considers communication as one of the problem faced by them at the time of recruitment 25% of them told documents required is one of the problem , 5% told managers behaviour and 50% of the CSA’s considers time as the biggest problem they come through while recruitment.CHART NO. 14: Problems faced by CSA’s during the process of recruitment Inference: It can be inferred from the above chart that the time involved is the biggest problem faced by CSA’s during the process of recruitment which needs to be shorten. TABLE NO. 15: Satisfaction level of CSA’s with the recruitment Process | No. Of Respondents(CSA)| Percentage| Highly Satisfied| 5| 12. 5| Satisfied| 15| 37. 5| Neutral| 18| 45| Dissatisfied| 2| 5| Highly Dissatisfied| 0| 0| TOTAL| 40| 100| Analysis: It can be analysed from the above table that 12. % are highly satisfied with the recruitment process, 37. 5% respondents are satisfied, 45% is neither satisfied nor dissatisfied and 5% respondents are dissatisfied with the recruitment process in Reliance Fresh. CHART NO. 15: Satisfaction level of CSA’s with the recruitment Process Inference: It can be inferred from the above chart that majority of CSA’s are neither satisfied nor dissatisfied with the recruitment process. None of the CSA’s are highly dissatisfied with the process still there is scope for improvement of recruitment process in reliance fresh. TABLE NO. 6: Working duration of Ex-CSA’s in the organization | No. Of Respondents(Ex-CSA’s)| Percentage| Less than 6 months| 10| 25| More than 6 months| 18| 45| 1-2 years| 7| 17. 5| More than 2 years| 5| 12. 5| TOTAL| 40| 100| Analysis: It can be analysed from the above figure that 45% of the Ex-CSA’s told they have worked for more than 6 months, 17. 5% of them have worked for 1-2 years, 25% have worked for less than 6 months and 12. 5 % Ex-CSA’s have worked for more than 2 years. CHART NO. 16: Working duration of Ex-CSA’s in the organization InferenceIt can be inferred from the above chart that majority of CSA’s have worked for more than 6 months,  Ã‚  which implies the need to change the HR policies and practices to improve employee retention. TABLE NO. 17: Main Reason Behind Leaving the Organization | No. Of Respondents (Ex-CSA’s)| Percentage| Higher Studies | 3| 7. 5| Got Good Opportunity Somewhere Else| 12| 30| Due to Salary| 23| 57. 5| Behavior Of The Store Manager| 2| 5| Any Other, Please specify| 0| 0| TOTAL| 40| 100| Analysis: It can be analyzed from the above that 7. % of the Ex-CSA’s have left the organization due to higher studies, 30% have left because they got good opportunities somewhere else, while 5% have left the store due to bad attitude of the store manager and 57. 5% of Ex-CSA’s told that they have left the organization because they are not satisfied with the salary they are getting. CHART NO. 17: Main Reason Behind Leaving the Organization Inference: Therefore it can be inferred from the above chart that most of the CSA’s have left the company due to salary. They are paid but they are not satisfied with the amount they are getting.TABLE NO. 18: Awareness Of Job Profile at the time of joining | No. Of Respondents(Ex-CSA’s)| Percentage| YES| 30| 75| NO| 10| 25| TOTAL| 40| 100| Analysis: It can be analyzed from the above table that 75% of the Ex-CSA’s were aware of the job profile at the time of joining while 25% of them are not aware before joining. CHART NO. 18: Awareness Of Job Profile at the time of joining Inference: It can be inferred from the above that all the candidates should made aware about the job profile at the time of joining. TABLE NO. 19: Wor k Environment is good or not | No.Of Respondents(Ex-CSA’s)| Percentage| YES| 20| 50| NO| 20| 50| TOTAL| 40| 100| Analysis: It can be analysed from the above table that 50% of the Ex-CSA’s found the work environment good but 50% of the Ex-CSA’s told that it is not that good. CHART NO. 19: Work Environment is good or not Inference: It can be inferred from the above chart that work environment is neither very good nor very bad so it can be improved and made more comfortable for working. TABLE NO. 20: Willingness to rejoin the organization | No. Of Respondents(Ex-CSA’s)| Percentage| NO| 35| 87. 5| YES| 5| 12. 5| | 40| 100|Analysis: It can be analyzed from the above table that 87. 5% of the Ex-CSA’s are not willing to rejoin the organization while only 12. 5% of them told that they can join the organization if they will get the opportunity. CHART NO. 20: Willingness to rejoin the organization Inference: It can be inferred from the above chart that most of the left employees will not join the organization again but few can join if they will get the opportunity. CHAPTER-5 FINDINGS, CONCLUSIONS & SUGGESTIONS SUMMARY OF FINDINGS From the above data analysis and interpretation, following are the findings: To study the recruitment process involved in the organization. * Reliance follows a particular process for recruitment which is good and is according to the HR policies of the company. * Reliance adopts different processes like employee reference, walk-ins, advertisements for sourcing the candidates which is good in terms of selecting the right candidate for the vacant position. * Reliance uses both the internal and external sources to recruit the candidates. * Reliance uses aptitude tests, written tests, personal Interviews and Psychometric tests to judge the candidates before hiring them. Reliance recruits the candidates based on their experience and qualifications along with the HR policies they have adopted. * To analyse the chall enges faced by the organization in recruitment. * HR managers in reliance hardly takes 1-3 days to fill the gap at store level which shows that their recruitment team is doing good job. * It is found that back out percentage of the candidates after being offered is between 1-5% ,which should be lessen in order to retain the employees. * It is also found that the company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth. It is also found that according to the HR managers the remuneration and cut throat competition are the most important reason for attrition in the company. * It is also found that attrition can be controlled if the company provides development and skills training to the candidates and also if they start solving employees issues in real time. * To study the employees perception towards the recruitment process * It is found that very few CSA’s are working in the organization for more than one year and so necessary measures are need to be taken in order to retain the employees for a longer period of time. It is also found that most of the employees come to know about the vacancies in the organization through their family and friends which are good but the company should do more advertisement to attract more people in large number. * It is also found that the candidates have to spend lots of time for the entire process of recruitment. * It is also found that the time involved is the biggest problem faced by CSA’s during the process of recruitment. * It is also found that CSA’s views are neutral towards the recruitment process so it can be improved and can be made more appropriate. * To study the major reasons for high attrition rate in Reliance fresh * It is found from the analysis that majority of the CSA’s have worked for more than six months and then left the company because they want hike in their salary. * Therefore, it can be inferred that most of the CSA’s hav e left the company due to salary. * It is also found that work environment is neither very good nor very bad so it can be improved. * It is also found that most of the Ex-CSA’s will not join the organization again but only very few can join if they will get the opportunity.CONCLUSION Human resources are the most critical assets of any organization as the organization's success lies in their hands. Recruitment is an important part of an organization's human resource planning and their competitive strength. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company and eventually decide whether they wish to work for it. High quality employees cannot be selected when better candidates do not know of job openings.From my study, it can be concluded that reliance has an effective recruitment and selection process but some improvement still can be done. The process is successful in bringing the right person to the right place as the selection process is strict and ensures that best talent is brought to the company. Reliance hires the employees based on their qualification and experience according to the HR policies which is appreciable. The company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth and reduce the recruitment cost.The major reason for high attrition rate is compensation. Employees working at reliance fr