Analysis of Guy de Maupassants Old Mother Savage

Analysis of Guy de Maupassants Old Mother Savage We are all taught that our identity lies in the roles we play throughout life, in other words, in our actions. William Shakespeare wrote, All the worlds a stage / And all the men and women merely players. / They have their exits and their entrances... (As You Like It, II, vii). Whenever people act outside of their parts; whenever we miss our entrance, our identity is challenged. This can be seen everyday in all walks of life and in all arenas. For example, a teen father who takes responsibility for his child is look upon with surprised admiration while a teen mother is look up with distain for becoming pregnant in the first place. Placing standards and expectations upon people can be†¦show more content†¦Victoire is alone. She knows her duty but has no one to perform it for save for herself. Her life consists of go[ing] to the village once a week, to buy herself bread and a little meat; then get back home at once (p. 161). She does only what is necessary to keep herself ali ve until she can resume her duty as mother. In her mind there is nothing else for her--no gossiping with the village ladies; no sewing a new garment for herself; no cups of tea with a neighbor. Her world ceases to function without her duty to her son. The death stroke to her identity began with the arrival of the Prussians. She is required to billet four of the occupying German soldiers, since she was known to be well off (p. 161). These young men, about the same age as her son would clean up the kitchen, scrub the flagstones, chop wood, peel potatoes, wash the house-linen--do, in fact, all the housework, as four good sons might do for their mother (p. 161). She would cook and mend for them, as a good mother would do. She still had a purpose--to be a mother even if it was to surrogate sons. For a month these soldiers are sons not enemies then she receives word that her son has been killed in the war. Suddenly, her world is shattered without her son she has lost her last shred of purpose. The gendarmes had killed the father, the Prussians had killed the son...and

Ida B. Wells Barnett - 1721 Words

During the American Progressive Era, generally regarded as the late 1800s and early 1900s, many ideals were changing among the American people. During this period, which closely followed the end of the civil war, there was an especially great amount of change in what was considered an appropriate way of conducting oneself, especially if one happened to be a black woman. Ida B. Wells-Barnett, an African-American activist who was particularly outspoken on the inhumanity and barbarism of public lynching, can be used as an excellent primary source exemplifying how black women in the progressive era felt that they were expected to be presented. As well as identifying the roles and visions of women in this period, Ida B. Wells-Barnett is an example of a women who broke many barriers, exceeding the limitations put on her by the social constructs of her race and gender. During this period in American history there were strong views held by the majority of society about how black women were supposed to conduct themselves. There was a strong patriarchal dominance over black women, with the subordinance of women being greatly influenced by the remnants of slavery. Since men were so fiercely controlled during slavery, often not allowed much contact with their families, and very strict regulations surrounding their sexual relationships with their wives, much of the masculinity of the men seemed to be stripped away by their masters. After being freed, many black men felt the need toShow MoreRelatedThe Lynching Of Lynching, By Ida B. Wells Barnett1392 Words   |  6 PagesIda B. Wells-Barnett: The Lynching of Lynching During the latter 19th and early 20th centuries racism and racial segregation were considerable problems. Mob violence, including lynchings were responsible for the deaths of thousands of black men, women and children, often for crimes they had no part in or which were not even committed. Ida B. Wells-Barnett was born into slavery by James and Elizabeth Wells during the Civil War. She attended Rust College, which was partly founded by her father inRead MoreThe Civil Rights Movement : Ida B. Wells Barnett, Booker T. Washington1070 Words   |  5 Pagesracial issues in America were Ida B. Wells-Barnett, Booker T. Washington, and W.E.B. DuBois; all of whom contributed in the fight for racial equality in their own way. On July, 16, 1863, Ida B. Wells-Barnett, commonly known as Ida B. Wells was born in Holly Springs, Mississippi. Her father, James Wells, was a master carpenter whom became interested in politics after the Civil War. Her mother, Elizabeth Wells, was a cook and described as a very strict religious woman. Ida was the eldest of eight childrenRead MoreIda B. Wells Barnett2089 Words   |  9 PagesIda B. Wells-Barnett is the author of A Red Record. Within her work she included tabulated statistics and alleged causes of lynching in the United States. Wells was known for her passion for justice. â€Å"It was in Memphis where she first began to fight (literally) for racial and gender justice† , stated Lee Baker. Wells was asked by a conductor of the Chesapeake and Ohio Railroad Company to give up her seat to a white man and move to the smoker portion of the train. She refused, which then led to herRead MoreA Red Record, By Ida B. Wells Barnett847 Words   |  4 Pagesa woman; piet y, purity, domesticity, and submissiveness. However, this was not the case when it came to black women. They were not able to exemplify the expected worldview of womanhood due to their circumstances. In A Red Record, written by Ida B. Wells-Barnett, the issue of chivalry and virtue is presented to the reader. In this specific case, the author is speaking of virtue in the sense of purity. â€Å" Virtue knows no color line, and the chivalry which depends upon complexion of skin and texture ofRead MoreEssay on Ida B. Wells529 Words   |  3 Pages Ida B. Wells Ida B. Wells (1862-1931) was a newspaper editor and journalist who went on to lead the American anti-lynching crusade. Working closely with both African-American community leaders and American suffragists, Wells worked to raise gender issues within the quot;Race Questionquot; and race issues within the quot;Woman Question.quot; Wells was born the daughter of slaves in Holly Springs, Mississippi, on July 16, 1862. During Reconstruction, she was educated at a Missouri Freedmans SchoolRead MoreIda Wells-Barnett And Southern Horrors1420 Words   |  6 PagesIda Wells-Barnett was born on July 16. 1862 in Holly Springs, Mississippi, just months before her plantation slave parents were declared free when the Emancipation Proclamation took effect on January 1st, 1863. Although all slaves in the South were freed, all blacks were met with prejudice in every way possible. Because of the deeply rooted racism and dehumanization of blacks in the â€Å"new South†, and the lynching’s of some of her closest friends, Wells-Barnett was compelled to write and publish SouthernRead MoreMississippi Mavens Stand Against Racism, Injustice, and Segregation644 Words   |  3 Pagesto achieve the American Dream. Ida B. Wells, Ruby Bridges, and Oprah Winfrey each fought for equality of African-Americans in different ways and different time periods, but each has made a major impact on Mississippi and elsewhere in the United States. Ida B. Wells was born in Holy Springs, Mississippi on July 16, 1862. Ida was born into slavery. Ida’s father served on the board of trustees for Rust College so he made education a priority for his 7 children. Ida received early schooling but sheRead MoreAfrican American Women During The Civil War1137 Words   |  5 Pageswill exemplify three special women, all the while providing background, some life achievements and details of their last years. These women are Ida Wells, Isabella Baumfree (A.K.A Sojourner Truth) and Harriet Tubman. All African American abolitionist who fought endlessly for the civil rights owed to them as Americans, free citizens and humans. Ida Wells, a woman born a slave in Holly Springs, Mississippi, before the close of the Civil War on 16 July 1862. Some six months later Abraham Lincoln passedRead MoreEssay The Life and Achievemets of Ida B. Wells2601 Words   |  11 PagesIda B. Wells-Barnett dedicated her life to social justice and equality. She devoted her tremendous energies to building the foundations of African-American progress in business, politics, and law. Wells-Barnett was a key participant in the formation of the National Association of Colored Women as well as the National Association for the Advancement of Colored People (NAACP). She spoke eloquently in support of Marcus Garvey and the Universal Negro Improvement Association. The legacies of these organizationsRead MoreCharlotte Perkins Gilman, Ida B. Wells Barnett and the Fight for Fairness and Equality for Undocumented Immigrants2243 Words   |  9 PagesCharlotte Perkins Gilman, Ida B. Wells Barnett and the Fight for Fairness and Equality for Undoc umented Immigrants Kristin Fine The women founders of sociological theory made it possible for women and members of other marginalized communities to gain access to the rights and privileges their white male counterparts enjoyed for centuries. In particular, the incredible lives of Charlotte Perkins Gilman and Ida B. Wells-Barnett allowed new avenues of academia and social change that had not previously

Advanced Data Structure Project Free Essays

CSCI4117 Advanced Data Structure Project Proposal Yejia Tong/B00537881 2012. 11. 5 1. We will write a custom essay sample on Advanced Data Structure Project or any similar topic only for you Order Now Title of Project Succinct data structure in top-k documents retrieval 2. Objective of Research The main aim of this project is to discover how to efficiently find the k documents where a given pattern occurs most frequently. While the problem has been discussed in many papers and solved in various ways, our research is to look for the novel algorithms and (succinct) data structures among lately related materials and find the one dominating almost all the space/time tradeoff. 3. Background/History of the Study Before we beigin our aim to find a such a succinct data structure, there are a number of fundamental works in our approach. There exist two main among many ideas in classic information retrieval: inverted index and term frequency. (Angelos, Giannis, Epimeneidis, Euripides, Evangelos, 2005) The inverted index is a also referred to as postings file, which is an index dara structure storing a mapping from content. It is the most utilized data structure in the Information Retrieval domain, used on a large scale for example in search engines. Term frequency is a measure of how often a term is found in a collection of documents. However, there are restricted assumptions for the efficiency of the ideas: the text must be easily tokenized into words, there must not be too many different words, and queries must be whole words or phrases, causing lots of difficulty in the document retrieval via various languages. Moreover, one of the attractive properties of an inverted file is that it is easily compressible while still supporting fast queries. In practice, an inverted file occupies space close to that if a compressed document collection. Niko Veli, 2007) In further development, people find efficient data structures such as suffix arrays and suffix trees (full-text indexes) providing good space/time efficiency to inverted files. Recently, several compressed full-text indexes have been proposed and show effective in practice as well. A generalized suffix tree is a suffix tree for a set of strings. Given the set of strings D = S (1), S(2), †¦ S(n) of total length n, it is a Patricia tree containing all n suffixes of the strings. It can be built in time and space, and can be used to find all k occurrences of a string P of length m in   time. Bieganski, 1994) Then, we now get close to our original motivation – the Document Retrieval. Matias et al. gave the first efficient solution to the Document Listing problem; with O(n) time preprocessing of a collection D of document s d(1), d(2), †¦ d(k) of total length Sum[d(i)] = n, they could answer the document listing query on a pattern P of length m in time. (Y. , S. , S. , J. , 1998) The algorithm uses a generalized suffix tree augmented with extra edges making it a directed acyclic graph. However, it requires bits, which is significantly more than the collection size. Later on, Niko V. and Veli M. in their paper present an alternative space-efficient variant of Muthukrishnan’s structure that takes bits, with optimal time. (Niko Veli, 2007) Based on the background study, we finally move advance to our intensive topic – Succinct data structure in top-k documents retrieval. 4. Research to the Study According to the background study above, the suffix tree is used to minimize the space consumption. In the suffix tree document model, a document is considered as a string consisting of words, not characters. During constructing the suffix tree, each suffix of a document is compared to all suffixes which exist in the tree already to find out a position for inserting it. Hon W. K. , Shah R. and Wu S. B. introduced the first efficient solution for the top-k document retrieval. (Hon, Shah, Wu, 2009) In order to get rid of too many noisy factors in the large collection, the algorithm adds a minimum term frequency as one of the parameters for highly relevant pattern P. Hon, Shah, Wu, 2009) Furthermore, they also developed the f-mine problem for the high relevancy, that only documents which have more than f occurrences of the pattern need to be retrieved. The notion of relevance here is simply the term frequency. In the later study, Hon W. K. , Shah R. and Wu S. B. achieved the study of â€Å"Efficient Index for Retrieving Top-k Most Frequent Documents† by driving the solution d erived from related problem by Muthukrishnan (Y. , S. , S. , J. , 1998), answering queries in time and taking space. The approach is based on a new use of the suffix tree called induced generalized suffix tree (IGST). (Hon, Shah, Wu, 2009) The practicality of the proposed index is validated by the experimental results. 5. Future Works Since all the fundamental works are settled, our futuer analysis of the â€Å"Succinct data structure in top-k documents retrieval† is mainly based on the most recently accomplishment by Gonzalo N. and Daniel V. (Gonzalo Daniel, 2012) , a New Top-k Algorithm dominating almost all the space/time tradeoff. . References Bibliography Angelos, H. , Giannis, V. , Epimeneidis, V. , Euripides, P. G. , Evangelos, M. (2005). Information Retrieval by Semantic Similarity. Dalhousie University, Faculty of Computer Science. Halifax: None. Bieganski, P. (1994). Generalized suffix trees for biological sequence data: applications and implementation. Minnesota University, Dept. of Comput. Sci. Minneapolis: None. Gonzalo, N. , Daniel, V. (2012). Space-Efficient Top-k Document Retrieval. Univ. of Chile, Dept. f Computer Science. Valdivia: None. Hon, W. K. , Shah, R. , Wu, S. B. (2009). Efficient INdex for Retrieving Top-k Most Frequenct Documents. None: Springer, Heidelberg. Niko, V. , Veli, M. (2007). Space-efficient Algorithms for Document Retrieval. University of Helsinki, Department of Computer Science. Finland: None. Y. , M. , S. , M. , S. , C. S. , J. , Z. (1998). Augmenting suffix trees with applications. 6th Annual European Symposium on Algorithms (ESA 1998) (pp. 67-78). None: Springer-Verlag. How to cite Advanced Data Structure Project, Essay examples

Consumer Fraud free essay sample

Consumer fraud not only affects consumers and businesses but also the economy. According to the National Retail Security Survey, nearly 41% of the retail chain revenue loss was due to employees ( insert bibliography 2 ). The Federal Trade Commission was created in 1914; it has helped create many different policies for consumer protection rights. Some companies have a 100% satisfaction guarantee where customers can return items if they are unhappy, Bass Pro Shop would be an example. Consumer fraud is when a consumer is trying to achieve a gain from a company. Not all times the company can prove this type of fraud. Some acts of consumer fraud can be legally prosecuted such as shoplifting. A consumer that is tricking a company into an economic advantage and understands what they are doing is engaging in a guile activity, which is a type of consumer fraud ( insert bibliography 3 ). An example of a guile activity would be returning an already worn piece of clothing and getting the purchase amount back. We will write a custom essay sample on Consumer Fraud or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Consumer fraud can be clear to determine, but it can also be very difficult to see if there is not enough evidence to support the accusation. Consumers have become creative over the years to better manipulate companies to achieve the consumer’s gain. In 2005, the Federal Trade Commission reported, more than 25 million consumers annually engage in consumer fraud (insert bibliography 4). Because of the current economy consumer fraud reports have increased tremendously. Credit repair consumer fraud refers to paying someone to remove personal negative credit history, which is illegal in the United States. In 2004, the Federal Trade Commission surveyed random adults that claimed to have nearly 2. million incident reports of credit repair fraud ( insert bibliography 4). According to the Federal Trade Commission Survey of 2006, it was recorded that 30% of consumers did not complain to anyone about their report consumer fraud incident ( insert bibliography1). Most of the consumers who did file reports made them to the company or manufacturer when they were supposed to report them to the government for legal reasons. Governm ent and other companies, such as the Federal Trade Commission, are trying to decrease the amount of incidents regarding consumer fraud and the ability for individuals to engage in consumer fraud. Because the United States is currently in an economic depression, consumer fraud has risen to pay bills or find new ways to have an economic advantage. Consumers have also become more creative with acts of fraud, which makes it more difficult to prove whether the consumer engaged in the activity or not. There are various negative impacts from consumer fraud. Consumer fraud can negatively impact the reputation of a company by leading a customer into false acts. An example if this would be a company promising new customers a promotional gift for buying a product but then the consumer never gets the gift. But, if a consumer engages in collusion consumer fraud, an employee can be terminated for putting an item not purchase by the consumer in his or her bag or by giving the customer an unwarranted discount. Collusion consumer fraud is generally an accident on the employee’s part, but it can still result in the employee’s termination. Many companies want to create loyal customers, but if a customer sees another consumer get away with customer fraud, it might make that customer look at the company in a different, sometimes negative, manner. If a consumer creates a staged accident to gain money from a company, the consumer is engaging in duplicity consumer fraud. Duplicity consumer fraud can cause an economic turmoil for companies, but an economic advantage for that consumer. It creates a negative reputation for the company. Someone who engages in consumer fraud tends to only be focused on his or her personal outcome, such as economic gain, and not how it might affect other consumers, businesses, or the economy. Individual and organizations that engage in consumer fraud have multiple reasons, seen by them as positive reasons, for engaging in these deceitful activities. For the most part, consumers see the main positive reason for engaging in consumer fraud of achieving an economic advantage. , Some consumers lie to obtain age discounts or privileges. A consumer might lie to a company employee about his or her age to get a discounted movie ticket at the movie theater for a senior price. Consumer fraud is a highly unethical action by consumers. Consumer fraud not only steals from the companies but also other individuals. Consumer frauds entail an individual or organization to knowingly and intentionally deceive an organization for an economic advantage. Consumer fraud is unethical because some consumers know the difference between right and wrong, but they do not care because they just want their personal, economic gain. These consumers do not factor in the implications of their unethical behaviors and the impact that their behaviors have on other consumers, companies, and the economies. Because the United States economy is in a depression, many consumers see it as an opportunity to try to gain economic advantages over companies by engaging in consumer fraudulent activities. Although consumers intentionally engage in consumer fraud, they might have other motives for engaging in those consumer fraudulent activities. Federal Trade Commission. (2013, January 5). www. ftc. gov/ftc Ferrell, O. C. , amp; Fraedrich, J. (2012). Business Ethics: Ethical Decision Making amp; Cases. South-Western Pub. Geis, G. , amp; Edelhertz, H. (1972). Criminal Law and Consumer Fraud: A Sociolegal View. Am. Crim. L. Rev. , 11, 989. Norrgard, L. E. , amp; Norrgard, J. M. (1998). Consumer fraud: A reference handbook (pp. 31-32). ABC-CLIO.

Spirituals Essay Research Paper It is almost free essay sample

Spirituals Essay, Research Paper It is about impossible to place the writer of a religious or to nail its original signifier. Typically, spirituals are created by nonprofessional instrumentalists, changed by other vocalists and passed along from one coevals to the following. As the vocal is passed along it starts to alter. The alterations that take topographic point go a portion of the original vocal and finally the music takes on a different signifier. Over the span of old ages the writers # 8217 ; names are forgotten. The composer who wishes to make a new spiritual has three chief picks in making it. Consciously or unconsciously, he or she may, ( 1 ) improvise upon a vocal already in being ; ( 2 ) combine stuff from several old vocals to do the new one ; or ( 3 ) compose the vocal wholly of new stuffs. The African tradition favours the first procedure. Improvisation is a large factor in this tradition that alterations are made with each new public presentation. We will write a custom essay sample on Spirituals Essay Research Paper It is almost or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The tune of a vocal frequently serves as of all time altering construction for the text. Slave spirituals were included in the African tradition of improvisation. Much of the grounds indicates that a big figure of the slave vocals represent # 8220 ; fluctuations upon a subject # 8221 ; . Many spirituals are all combinations and fluctuations of other vocals. No uncertainty many of these vocals were brought over from Africa and passed down from parents to kids. Almost every modern-day beginning contains mentions to slaves born in Africa who helped to maintain African traditions alive in their communities. Furthermore, the fact that new slaves were continuously being brought over into the 1860s helped to resuscitate traditions that were in danger of deceasing out. To return to the picks available to the religious composer, it seems that the black composer might frequently used the first technique in bring forthing the spirituals. Which consisted of taking a religious and improvizing to make a new religious. When the Africans were brought over into bondage they were forced to take on their Masterss faith. The Africans used many the anthem that were sung in church and integrated them into their vocals. The undermentioned anthem was popular among black slaves as far back as 1801, when it was published in Richard Allen # 8217 ; s hymnbook, and through the old ages of bondage it was cited several times as a favourite among black vocalists. Behold the atrocious cornet sounds, The kiping dead to raise, And calls the states underground: O how the saints will praise! Behold the Saviour how he comes Descending from his throne To split asunder all our graves And take his kids place. But who can bear that awful twenty-four hours, To see the universe in fires: The combustion mountains melt off, While stones run down in watercourses. The falling stars their orbits leave, The Sun in darkness fell: The elements asunder cleave, The Moon turn # 8217 ; d into blood! Behold the cosmopolitan universe In alarm base, The wicked unto Hell are turn # 8217 ; vitamin D The Saints at God # 8217 ; s right manus. O so the music will get down Their Saviour God to praise, They all are freed from every wickedness And therefore they # 8217 ; ll pass their yearss! After singing this anthem, the slave composer realizes the significance of the events that will take topographic point on Judgment Day harmonizing to the text, and has a personal response, # 8220 ; My Lord, what a forenoon! ? The slave composer so uses motivations from the anthem but rephrased the slave # 8217 ; s ain words. The consequence is an wholly new vocal with its ain signifier and music. My Lord, what a forenoon, My Lord, what a forenoon, My Lord, what a forenoon, When the stars begin to fall. You # 8217 ; ll hear the cornet sound, To wake the states underground, Looking to my God # 8217 ; s right manus, When the stars begin to fall. You # 8217 ; ll hear the evildoer mourn To wake the states underground, Looking to my God? s right manus, When the stars begin to fall. You # 8217 ; ll hear the Christians cry, To wake the states underground, Looking to my God? s right manus, When the stars begin to fall. A good illustration of altering an bing vocal and improvising to do a new one is Jacob? s Ladder. This is the chief subject behind Jacob? s ladder: It is a consecutive frontward piece of music written in the key of C major and in Common Time. Each restatement of the phrase? We are mounting Jacob? s ladder, ? steps up a certain increases to give the feeling that there is really a climbing action. The basic form of notes corsets slightly the same. In each statement the tonic note is played for 1,3,1 beats, so moves down a major 3rd for 3 beats and the moves up a perfect fifth for 1, 3,1 beats. The following statement starts a major 2nd above the tonic note. In the last statement begins a major 6th above the quinine water and corsets at that place for 1,3,1,3,1,3 beats so move down a major 2nd for 1 round and so down a major 2nd for 3 beats. Each poetry is ended with the same phrase that brings together the whole vocal. The Staple Singers on the Cadmium Freedom Highway ( which you will happen on the tape provided ) sing their ain version of Jacob? s Ladder. One of the first differences that is noticed is the add-on of new words. # 8220 ; Rise and radiance, give God the glorification? are added as a first poetry to the vocal, but the undermentioned two poetries are found in the original. The 4th poetry is fluctuation of the stoping phrase? soldiers of the cross. ? They have improvised on the words to add their ain feeling to the religious. The vocal is besides sung in a call and response method. This was really traditional of the slaves working in the Fieldss. Not merely did it assist maintain the workers traveling, but it helped to go through clip. The instrumentality of this vocal would hold probably been heard in the 1800s as the guitar was non frequently found on plantations. Slaves could pass on with each other through the usage of membranophones, and the slave proprietors did non like this so drums were outlawed. The manus applause, and pes stomping substituted for the membranophones, which keep the round of the African membranophone traveling. In the Staple Singers version of Jacob? s Ladder the clip signature is changed to 2/4, which keeps the vocal up round and merriment. The vocal is still played with most of the same stepping form that the original had. This is merely one rendering of Jacob? s ladder, many other groups have preformed this vocal. Each groups song will sound different and this is a major portion of spirituals. Spirituals were of all time altering to suit the demands of the people singing the vocal. ? Swinging Low Sweet Chariot? is a good illustration of a vocal that would alter to suit the demands of the people singing it. In today? s society this vocal is normally played at a funeral, or the similar. In the 1800s the pacing of this vocal was slowed down for the intent of singing at a funeral. The pacing was besides sped up to sing as a vocal in the Fieldss or to sing at a assemblage to hike the liquors of the slaves. Sometimes a religious will utilize more than one anthem in doing a new religious. In the undermentioned illustration, the anthem In that Great Getting Up Morning serves as a beginning for all the lines except line 7. 1 When every star refuses to reflect, 2 Rocks and mountains don # 8217 ; t autumn on me ; 3 I know that King Jesus will-a be mine, 4 Rocks and mountains don # 8217 ; t autumn on me. 5 The cornet shall sound and the dead shall lift, 6 Rocks and mountains don # 8217 ; t autumn on me ; 7 And travel to the sign of the zodiacs in-a the skies, 8 Rocks and mountains don # 8217 ; t autumn on me. The 7th line points to a anthem written by Isaac Watts, and is still a favourite of black folds today. This is the first poetry: When I can read my rubric clear To sign of the zodiacs in the skies, I # 8217 ; ll command farewell to ev # 8217 ; ry fear And pass over my crying eyes. These two anthems are pieced together to make a new vocal. Old spirituals and anthems are pieced together to do new spirituals. In both instances an wholly new vocal is created. A religious is a refashioning of poetries and motivations from the parent anthem or anthem and non a different version of the anthem. The religious is another type of vocal with its ain text, musi degree Celsius, and stylistic characteristics. However, as song aggregator Thomas W. Higginson pointed out, ? As they learned all their vocals by ear, they frequently strayed into entirely new versions, which sometimes became popular, and wholly banished the others. ? The 2nd manner composing a religious is to unite a varitey of other anthem and spirituals to do a wholly different vocal. The Staple Singers do precisely this in the vocal This Train. ( found on tape. ) This train is bound for glorification, this train. This train is bound for glorification, this train. This train is bound for glorification, None goin? to sit it but the rightous and the sanctum. This Train edge for glorification, this train This train ain? T carry no gamblers, this train. This train ain? T carry goin? to transport no gamblers, this train, This train ain? T carry no gamblers, No crab shooters no midnight ramblers. This train edge for glorification, this train This train goin? transport my female parent, this train. This train goin? transport my female parent, this train. This train goin? transport my female parent, The same train that carry my sisters and brothers. This train edge for glorification, this train. This train leavin? in the forenoon, this train. This train leavin? in the forenoon, this train. This train leavin? in the forenoon, Get a spot of money, a new twenty-four hours is clicking, this train. This train edge for glorification, this train. This train is bound for glorification, this train. This train is bound for glorification, this train. This train is bound for glorification, None goin? to sit it but The righteous and the sanctum. This Train edge for glorification, this train, this train # 8230 ; This vocal alternates between major and minor manners. Which gives it a feeling of the earnestness of this topic. Its clip signiture is 4/4. ? ? This Train? leans to a great extent on phrases from several spirituals. ? ( Dr. Boyer, 1991 ) I? m non quite which spirituals this phrases are coming from but this is a good presentation of uniting other spirituals to convey a significance. The Basic Singers are seeking to warn others to be ready for the Gospel Train. Songs similar to this one about trains would hold been used by the slaves for two different grounds. The first is to remind themselves that God is coming for them and they better be ready. The idea of heaven kept many slaves traveling, they couldn? t delay to see God and to be free. The 2nd ground for the slaves to sing this vocal was to advise others about when the Underground Railroad would be coming through. The Underground Railroad would take the ointments to safety so that they would be free. They would change the vocal somewhat so covey the message of how many people, and where and when the train would get. By merely replacing some words in one of the poetries others would pick up on the message. This train is bound for freedom, this train. This train is bound for freedom, this train. This train is bound for freedom, Down by the river, go forthing in the forenoon, This train edge for glorification, this train. It would non be this obvious most of the clip but the message would be hidden the vocal similar to this. Messages were hidden in vocals for grounds other than notifing about the belowground railway. Messages were besides hidden in familiar vocals to direct messages to each other without the Masterss and slave keepers happening out. The concluding category of spirituals should be mentioned, which originated with the common people sermonizer and were taught to the fold by him or the deacon. Black curates took earnestly the impressions of Dr. Isaac Watts: Curates are to cultivate gifts of sermon and supplication through survey and diligence ; they ought besides to cultivate the capacity of composing religious vocals and exercising it along with the other parts of worship, prophesying and supplication. The folds contributed their portion to the composing of these vocals. Sometimes an aroused sermonizer would be carried away by his emotion and compose a vocal during a discourse. More than one modern-day author witnessed such happenings. The concluding manner to compose a spiritual was to make a new one from abrasion. This was non done frequently since there ever seems to be a small piece of one vocal in another. Preachers frequently would do up these new vocals on the topographic point during their discourse as the spirit filled them. Many spirituals are made about sad events in black history. Africville is a good illustration of this. ? For more than 120 old ages, Africville was home to a community of black households in Nova Scotia. Located on the shores of the Bedford Basin, Africville was portion of the metropolis of Halifax. It was a on the job category community where about everyone owned their ain places, few were on public assistance and unbarred doors were common. The people of Africville worked as rock Masons, house servants, railroad porters and loaders. The values were household, spiritual religion, autonomy and difficult work. Although the occupants of Africville paid revenue enhancements, the metropolis of Halifax did non provide basic services such as running H2O, sewerage or paved roads. Still, the community survived with its ain school, church and station office. For coevalss, kids had a topographic point to play, households were closely knit # 8230 ; and there was music. No place in Africville was without a piano or an organ. There were guitar participants, violinists, drummers and some people even made their ain instruments. You could acquire a whole concert traveling in a disconnected second. Africville was an exceeding community and a symbol for the battle against racism and segregation in Nova Scotia. Although it was seen as a oasis for the dispossessed, it was a community where most of the occupants could follow their affinity back to the founding households of a century before. However, as the religious roots of Africville deepened, the metropolis of Halifax was besides turning. In clip, new development brought such neighbors as a bone-meal fertiliser works, a abattoir, the metropolis shit and finally, the railroad. The railroad lines were built right through the centre of the community, spliting it everlastingly, physically, and possibly even spiritually. Racism and the occupants # 8217 ; deficiency of economic and political influence made the country a pick site for metropolis service installations non wanted elsewhere. In the 1960 # 8217 ; s, Halifax # 8217 ; s metropolis authorities decided to expropriate the land and pulverize the houses, destructing the community. Most occupants opposed the determination but the metropolis had its manner and the community was scattered. Residents, many of whom were unsure about their legal right to the land, were merely paid off and left. To the foreigner, Africville was a downtrodden community but to those who lived within its boundary lines, it was a feasible and desirable topographic point to populate. Now, more than thirty old ages subsequently, the site of the community of Africville is a blunt, under-utilized park. ? hypertext transfer protocol: //www.tv.cbc.ca/acp/97-98/afric/index.html There is a topographic point deep down indoors I ever go when I? m down so low where my roots are a topographic point to bury my cicatrixs and I am born one time once more so it goes Deep down indoors I can experience it passion and pride for who we are no 1 can state me that I? m non good plenty at that place? s a light reflecting deep interior Deep down indoors that? s where my bosom is, and the cryings that I cry are a river of dreams where hope, hope is the coloring material of my babe? s eyes and I realize there a topographic point indoors. We know this universe can shatter your bosom tear you apart, if you don? t happen your manner I close my eyes, and my bosom has wings to wing when I return to that topographic point dead in side. This spiritual was created to convey the message of what the people of Africville went through. 31b

A Deeper Look At Cystic Fibrosis Sciences Essays

A Deeper Look At Cystic Fibrosis Sciences Essays A Deeper Look At Cystic Fibrosis Sciences Essay A Deeper Look At Cystic Fibrosis Sciences Essay A ; Doring, G. ( 2003 ) . Cystic fibrosis.Lancet, 361, 681-689. This paper is a review paper depicting Cystic Fibrosis. It reveals of import statistics about Cystic Fibrosis. It besides describes some possible intervention options. Sheppard, D.N. , A ; Welsh, M.J. ( 1999 ) . Structure and map of the CFTR chloride channel.Physiological Reviews, 79, 23-45. This is a reappraisal article depicting the construction and map of CFTR in item. Provides and describes the biophysical belongingss and composing of CFTR protein. Gallic, P.J. , Doorninck, J.H. , Peters, R.H. , Verbeek, E. , Ameen, N.A. , Marino, C.R. , Jonge, H.R. , Bijman J. A ; Scholte B.J. ( 1996 ) . A delta F508 mutant in mouse cystic fibrosis transmembrane conductance regulator consequences in a temperature-sensitive processing defect in vivo. Journal of Clinical Investigation, 98, 1304-1312 This article describes the belongingss of the delta F508 mutant in mouse. It shows the correlativity between protein map and the mutant in CFTR. Wang, X. , Moylan, B. , Leopold, D.A. , Kim, J. , Rubenstein, R.C. , Togias, A. , Proud, D. , Zeitlin, P.L. , A ; Cutting, G.R. ( 2000 ) . Mutant in the cistron responsible for cystic fibrosis and sensitivity to chronic rhinosinusitis in the general population. Journal of the American Medical Association, 284 ( 14 ) , 1814-9. This article describes the mutant of CFTR cistrons by different mutants. It points to a common sensitivity to chronic rhinosinusitis in persons with mutants. Wang, Y. , Loo, T.W. , Bartlett, M.C. , A ; Clarke, D.M. ( 2007 ) . Correctors promote ripening of cystic fibrosis transmembrane conductance regulator ( cystic fibrosis transport regulator ) -processing mutations by adhering to the protein.The Journal of Biological Chemistry,282 ( 46 ) , 33247-33251. This article describes the misfolds in a CFTR protein and its consequence on the protein map. It besides provides some possible techniques for handling CF utilizing protein correctors and by bring oning farther mutants. Norez, C. , Pasetto, M. , Dechecchi, M.C. , Barison, E. , Anselmi, C. , Tamanini, A. , Quiri, F. , Cattel, L. , Rizzotti, P. , Dosio, F. , Cabrini, G. A ; Colombatti, M. ( 2008 ) . Chemical junction of deltaF508-CFTR corrector deoxyspergualin to transporter human serum albumen enhances its ability to deliver Cl- channel maps. American Journal of Physiology, 295, 336-347. This article describes the a possible chemical corrector which when used in concurrence to the serum albumen, enhances mutated CFTR map Noel, S. , Wilke, M. , Bot, A.G.M. , De Jonge, H.R. , A ; Becq, F. ( 2008 ) . Parallel betterment of Na and chloride conveyance defects by miglustat ( n-butyldeoxynojyrimicin ) in cystic fibrosis epithelial cells.The Journal of Pharmacology and Experimental Therapetics, 325 ( 3 ) , 1016-1023. This article describes the consequence of Miglustat in bettering the operation of Na and chloride ion transporters. Chan, H.S. , A ; Ruan, Y.C. , et.al. ( 2008 ) . The Cystic fibrosis transmembrane conductance regulator in generative wellness and disease.The Journal of Physiology, 587, 2187-2195. This article shows that CF patients potentially suffer from sterility or subfertility due to blockage of generative piece of land by syrupy mucous secretion. McCallum, T.J. , Milunsky, J.M. , Cunningham, D.L. , Harris, D.H. , Maher, T.A. A ; Oates, R.D. ( 2000 ) . Birthrate in work forces with cystic fibrosis: an update on current surgical patterns and results. Chest, 118 ( 4 ) , 1059-1062. This article describes the birthrate in work forces with CF. It shows that work forces with CF have absence of a Vas Deferens due to blockage by mucous secretion. It besides describes some possible surgery techniques which could partly handle this status. Quinton, P.M. ( 2007 ) . Cystic fibrosis: lessons from the perspiration gland.Physiology, 22 ( 3 ) , 212-225. This article describes the correlativity of salty perspiration with Cystic Fibrosis. It shows the importance of salty perspiration as one of the primary sensors of CF in an early phase. Norez, C. , Antigny, F. , Noel, S. , Vandebrouck, C. , A ; Becq, F. ( 2009 ) . A Cystic fibrosis respiratory epithelial cell inveterate treated by miglustat acquires a non-cystic fibrosis-like phenotype.American Journal of Respiratory Cell and Molecular Biology, 41, 217-225. This article describes the consequence of Miglustat drug therapy on CF patients. It shows that after a short sum of intervention in low doses, the result of CF-affected significantly improves and they start acting like non-CF affected cells. Bertrand, J. , Boucherle, B. , Billet, A. , Melin-Heschel, P. , Dannhoffer, L. , Vandebrouck, C. , Jayle, C. , Routaboul, C. , Molina, M.C. , D A ; eacute ; cout, J.L. , Becq, F. , A ; Norez, C. ( 2010 ) Designation of a fresh H2O soluble activator of wild-type and F508delCFTR: GPact-11a. European Respiratory Journal. doi:10.1183/09031936.00122509. ( published online ) This article describes a possible intervention with GPact-11a. It shows that GPact-11a is an activator of CFTR in several airway epithelial lines and activates CFTR in rhinal, tracheal, bronchial and pancreatic cell lines in worlds Rafferty, S. , A ; Alcolado, N. ( 2009 ) . Rescue of functional f508del cystic fibrosis transmembrane conductance regulator by vasoactive enteric peptide in the human rhinal epithelial cell line jme/cf15.The Journal of Pharmacology and Experimental Therapeutics, 331 ( 1 ) , 2-13. This article describes the possible intervention of CF via VIP ( vasoactive enteric peptide ) . The article shows the VIP is utile in increasing the escape of chloride ions from the cells. VIP was besides found to assist in ripening and membrane-insertion of mutated CFTR protein.

Management information systems Essay Example | Topics and Well Written Essays - 2500 words

Management information systems - Essay Example It is through obtaining such information, that the management of an organization is therefore able to improve its decision making capabilities, since it can now base its decisions on the accurate information regarding the company’s internal and external environmental factors. The major distinction between Management information systems and the other forms of information systems is that the management information systems enables an organization to analyze the organizational operational activities, and thereby facilitate strategic choices for the company, owing to the consideration of both the internal and the external factors influencing the organization’s operations (Lucey, 2004). ... The management information systems used in Wal-Mart are based in the information department, which comprises of a hierarchy of information specialists, who assists in the collection, analysis, interpretation and distribution of vital information regarding the organization and its internal as well as external environment, for the subsequent decision-making by the organizations top management. After the management accesses the gathered and interpreted data and information, it then plans for the subsequent implementation of the necessary actions to ensure that the business is able to overcome the challenges it faces, while capitalizing on the identified areas of its strengths (Wailgum, 2007). Thus, the Wal-Mart information system comprises of a senior systems information analyst at the top of the hierarchy, who is assisted by the business systems information analyst who is the second in command, followed by the senior business information manager, who is in turn subordinated by the rele vant sectional information managers, assisted by supervisors, and then the employees at the levels below (Wailgum, 2007). The whole department is under the leadership of the Executive Vice-President of the organization, who is also the Chief Information Officer. The organization has established a data collection and storage system based at the Jane Data Center, which has a massive capacity of 460 terabytes, enabling the organization to collect varied forms of information from within the organization and its external environments, for the purpose of storing such data and eventually analyzing it to enable the organization make informed decisions regarding its

Hind Swaraj or Indian Home Rule Essay Example | Topics and Well Written Essays - 1000 words

Hind Swaraj or Indian Home Rule - Essay Example On Indian independence, Gandhi argues that Indian independence was successful due to passive resistance. He also argues that a self-reliance is a vital tool, which can be utilized by the Indians, in that, the British must adhere to the Indians demands if they desire any kind of deal. In addition, Gandhi argues that India must reject the western civilization if it yearns for freedom. Gandhi, in his own words, says, â€Å"It is my duty patiently to try to remove your prejudice† (Gandhi p7, ch1).   Gandhi believed in a world of peace and harmony, free from any colonialism; but one is self-sustained and capable of managing its affairs. According to Hind Swaraj (p5 ch1), as the editor, Gandhi explains to the reader on the desire for home rule by arguing that, home rule is similar to self-rule, claiming that the British should not only leave the country, but they should also not leave behind their British style, only to be adopted by the Indians. He further explains to the reader that the British desired home rule for India, claiming that, the Englishmen were not ill and the Indians had to cooperate with them in order to achieve home rule sooner, hence becoming free. Secondly, Gandhi argues on Indian’s independence, which would only be achieved through passive resistance, insisting that the magnitude of love and pity is higher than that of firearms. He explains that the use of brutality is harmful, but not in the use of pity.

THE IMPACT OF SOCIAL MEDIA ON PROJECT MANAGEMENT Research Paper

THE IMPACT OF SOCIAL MEDIA ON PROJECT MANAGEMENT - Research Paper Example Based on these aspects, the report discusses about the impact of social media on project communication management. The objective of the report is to understand the extent to which social media can contribute towards accomplishment of project success. Furthermore, the report also addresses about the crucial social management tools which are helpful for accomplishing good project communication. Keywords: Social media, project management, project communication, success factors, project success Table of Contents Abstract 2 Introduction 4 Background 4 Problem Statement 4 Scope of the Report 5 Objectives of the Report 5 Discussion 5 Background about IT and Social media 5 Background on IT Project Communication Success 5 Literature Survey 6 Contribution of Social Media to Accomplish Project Success 6 Important Social Media Tools for Achieving Effective Project Communication 6 Interpretation of Results 7 Use of Social Media in International Context 8 Use of Social Media in South African Conte xt 9 Recommendations 10 Conclusion 11 Summary 11 Learnings 11 References 12 Introduction The report is based on evaluating the impact of social media on project management. Central to the topic is the accomplishment of good project communication for ensuring project management success. Regardless of better planning, budgeting and scheduling, weak communication among team members can make a project incomplete. Communication plays vital part in leading and integrating team members. Besides, there must be shared vision, where project managers must recognize the interest of every stakeholder and must ensure that the requirements and problems are addressed. Different project activities must be notified and monitored for accomplishing the overall project objectives. Thus, a thorough communication plan is necessary for efficient diffusion of information (Garbharran & et. al., 2009). Project managers require excellent communication skills, which can encourage formal and informal discussion of prospects, innovation, improvement and results. Thus, the subject social media fits perfectly in the topic as it is related with communication. Social media provides the tools and techniques which assist in better interaction. In project management, the success is dependent on how effectively team members interact with each other and accomplish differentiated activities in a cooperative manner. The traditional way of communication is becoming more flexible as social media brings new technology to communicate. There are different applications, which can match with project communication requirements and thus can help project manager to concentrate on critical aspects of projects without neglecting communication (Transformed, 2010). Background Problem Statement Project management teams in present days face increasing pressure for providing strong performance, while simultaneously dealing with different inherent obstacles. These obstacles comprise informal characteristics of team mem bers, continually shifting project requirements, time burdens for project delivery, increasing virtualization of team members and problems of knowledge diffusion across the teams. In reaction to these obstacles, project collaboration expertise and communication techniques are helpful for project team members to perform together in an effective manner and to support in proper delivery of projects. These aspects of projects cause dilemma for proper management of team with appropriate rigor and without

Timing Of The Special Warning Law Essay

Timing Of The Special Warning Law Essay Timing of the special warning is a matter for the interviewing officer. The warning can only be given in a post arrest, post caution interview.  [1]  There is no guidance in the Act as to when the special warning should be given but Codes E. 4.3C and C. 10.5A of the Codes of Practice are helpful. Code C concerns the detention and questioning of suspects and Code E concerns the tape recording of interviews with suspects: both state, when a suspect who is interviewed after arrest, fails or refuses to answer certain questions, or to answer them satisfactorily, after due warning, a court or jury may draw a proper inference from this silence under ss. 36 and 37 of the Criminal Justice and Public Order Act 1994. The use of after due warning indicates that the special warning should be given before questions are put to the suspect concerning objects, marks or substances or marks on such objects or being found at a place or about the time an offence has been committed. This is a common-sense approach. It would be an unnecessary burden for interviewing officers to be expected to judge, or know, whether an answer to questions is unsatisfactory or not. In many cases, the police only achieve discovery of an unsatisfactory answer after further enquiries. If a special warning is given then any later discovery of an unsatisfactory answer could be the subject of a proper inference using the statutory provisions of ss. 36 and 37. The chronology of the Act is also an indicator of when the special warning should be given. Section 36(1) has four parts: a) is the fact of the possession of objects, substances and marks; b) the belief of the officer that possession indicates participation in an offence; c) informing the suspect of the belief and the request for an explanation; d) the refusal or failure to explain. Item (c) is clearly the special warning. The warning must therefore come before any failure or refusal to answer.  [2]  The Police National Crime Faculty states that test questions should be asked before applying a special warning in their September 1996 update  [3]  when they assert however, a special warning should not be used in any circumstances until after a suspect has failed or refused to answer certain questions (Code C10.5A). This assertion makes no sense and flies in the face of the intention of the legislators.  [4]  The legislators interpretation is clearly right, the suspect should be warned of the sanction that could be applied, before questions begin, about incriminating articles or presence at a particular place. Useful analogies can be drawn: police have the power to take intimate samples, e.g. blood for the purpose of confirming or disproving a suspects involvement in a recordable offence.  [5]  Before a person is asked to provide the sample he must be warned that if he refuses without good cause, his refusal may harm his case if it comes to trial. Is there any essential difference between this provision and special warnings? The warning comes before the request: the suspect is informed of the sanction to be applied if he refuses the request. Another analogy would be a section 34 caution. A person whom there are grounds to suspect of an offence must be cautioned before any questions about it are put to him regarding his involvement or suspected involvemen[t].  [6]  In this case, the caution comes before the questions. Again, is there any essential difference between this provision and a special warning? It makes clear and common sense to apply the warning before questions are put. Comments by Police when Solicitor advises suspect to make no comment. I agree it is right not to undermine the legal representative by stating to the suspect that remaining silent may not be in their interest. However, the Royal Commission study in 1993  [7]  identified that legal representatives at police stations were frequently unqualified and untrained.  [8]  The Legal Advice and Assistance Regulations 1989 permit delegation by a solicitor to such unqualified clerks. The Royal Commission study also found that the incidence of advice to exercise the right to silence increased at police stations where the adviser was wholly experienced.  [9]   The case law to date clearly indicates that a mere assertion that a suspect should not answer questions on legal advice will not save them from an adverse inference.  [10]  Police should not be passive where non accredited or probationary representatives, unsuited to provide legal advice, advise suspects to remain silent to cover their own lack of knowledge or experience.  [11]  In those cases, police should consider contacting the solicitor to give them the opportunity to make alternative arrangements.  [12]   Reference is made in the memorandum to R v Condron and Condron.  [13]  It is suggested that the judgement simply gives guidance at court when the defence wish to challenge the drawing of inferences. That is not the meaning of the judgement. It clearly deals with a solicitor giving his clients advice not to answer questions from the police. The appeal court dealt with that by stating inter alia If the accused gave as a reason for not answering questions that he had been advised by his solicitor not to do so, that advice did not, in their Lordships judgement amount to a waiver of privilege. But equally that bare assertion was unlikely by itself to be regarded as a sufficient reason for not mentioning matters relevant to the defenc[e]. Prepared statements presented before interview or on charge. The memorandum refers to detailed advice prepared by the Criminal Justice office. I have read the detailed advice, which appears to state that suspects cannot be interviewed after charge except on information obtained after charge from sources other than the suspect. I am unable to discover the origin of this interpretation. Code C. 16.5 states that questions can be put where it is in the interests of justice that a person should have put to him and have an opportunity to comment on information concerning the offence which has come to light since he was charged or informed he might be prosecuted. There is no exclusion on information from the interviewee. It would be likely to be in the interests of justice where, for example, a suspect produced a detailed written explanation, after charge, especially where matters are raised, not previously covered by the interview. Need to record information disclosed before interview/charge. I agree with the sentiment of the paragraph. It would be a mistake to set a precedent requiring written disclosure in every case. Legal representatives frequently assert that all the prima facie evidence should be produced before interview or the suspect will be advised to remain silent. The origin of this advice are the recommendations of the Royal Commission that such a requirement be placed in the 3rd edition of the Codes of Practice.  [14]  The recommendations were not ratified and no such requirement exists. However, Doctor Eric Shepherd wrongly included the recommendation as a fact in his advice to legal representatives.  [15]  Police officers should be given guidance to equip them to deal with legal advisors who make assertions not based on legal requirements. Conclusions I have only briefly covered the matters raised in the proposed memorandum. I am willing to provide information that is more detailed if required. I hope that my views will be accepted in the way they are offered, i.e. helpful and qualified. The enclosed book is an in depth study of the matters mentioned above. The book contains critical comment about the stance taken by the Criminal Justice Office and the National Crime Faculty. It is the job of a master to critically comment. As uncomfortable as it is for the persons concerned I believe the comments are justified. It is to be hoped that the bodies criticised do not treat the comments personally, thereby clouding their judgement. Terence D. Inch M.A. LLM

Business Complaint Letter :: Business Complaint Letters Email Credit Cards

1234 Orange Street Smallville, OH 01234 July 1, 2005 Mr. Steve Smith National Manager, Customer Service En Corporation Cool Building, Suite 222 111 Fountain Drive Happy, NH 98765 RE: EnCorp Credit Card: 111 222 333 4 555XX I had been an EnCorp credit card holder for the previous twelve years. Before that, I was a Rose card-holder for over 22 years. I seem to recall that when EnCorp took over/bought out Rose nine years ago, the switch of companies and credit cards was handled smoothly and seamlessly. I wish the same was the case eleven years later when EnCorp recently transferred its credit card operations to NHBank. I was aware of the impending changeover to NHBank a couple of months before it happened. I had received a notice in the mail of the planned change, and it had been discussed at my local EnCorp station when I paid for my gas (with my EnCorp credit card). More than once, I inquired, and was assured that I would receive a new credit card in the mail before the April 1st deadline. Unfortunately, that did not happen. April 1st came and went, without receiving a replacement card, or even an application for a new one. Apparently, I'm the only one that did not receive a replacement card. After realizing that I was without a gas credit card, after 27 years with one, I called a couple of your 1-800 numbers and I was advised that I would have to re-apply for a credit card with EnCorp via the NHBank. I requested an application and one was sent. It appears to be the same kind of application that someone fills out after walking in off the street. The fact that I had been a credit card-holder with EnCorp (and its predecessor Rose before that) for some 25 years in total, did not seem to matter to you, or your friends at the NHBank. It is hard to believe that companies are still doing business this way in the year 2005. Have you (or your colleagues at NHBank) ever heard of MVC (Most Valuable Customer)? Just in case you aren't familiar with this approach, the MVC is the customer that you already have (i.e. me). Normally, these are the customers you do not want to lose and try not to lose. After all, research has revealed that it will cost you six times as much to find a new customer as it does to keep an existing one (i.

Bank of Canada and Interest Rates Essay

The Bank of Canada has indicated that it has concerns over inflation being too low. (Parkinson). However, inflation has been rising and the Canadian economy has strengthened over the last several months. Keeping interest rates too low over a long period of time may have a tendency to over-inflate the economy and create asset bubbles while also creating pockets of greater debt, not dissimilar to those that contributed to the global economic collapse of 2008-2009. Although the Bank of Canada has iterated – and reiterated – its current neutrality with respect to interest rates, economists predict that current conditions may require the bank to move more quickly than it may like to bump the rates in the next several months. (Parkinson). Canada is currently facing a housing bubble like that which occurred in the United States, prior to the massive global downturn of 2008-2009. (Altstedter). Home prices have been steadily increasing along with the size of the debt that homeowners are taking on in order to afford the increase in housing prices. Earlier this year, the Bank’s governor, Stephen Poloz, had forward guidance language that cautioned that interest rate hikes could be in the offing removed from Bank of Canada’s policy statements. (Kawa). Since the removal of the language, inflation has begun to increase and the Canadian Dollar has weakened somewhat. This will contribute to further expansion of the housing bubble in Canada. In order to slow the growth of the housing bubble and prevent or delay its eventual bursting, the Bank of Canada will likely be forced to raise interest rates. Bank of Canada Will Not Alter Interest Rates One of the reasons Bank of Canada’s Governor Stephen Poloz removed forward guidance warning of the potential need to increase interest rates from the Bank’s policy statements was to highlight the neutral stance he and the Bank are embracing with respect to interest rates. (Kawa). Poloz said in a September statement that he feels that the global economy is â€Å"performing largely as expected† and that the housing industry in Canada was â€Å"stronger  than anticipated.† (Isfield). This month, Poloz stated that he feels that the upside and downside inflationary risks are, at this time, balanced and that, as such, there is no need alter interest rates in the foreseeable future assuming the status quo is not disrupted. (Parkinson). The Bank’s current neutral stance on interest rates, has now been reiterated and strengthened, to such an extent that it is possible, to â€Å"ultra-neutral.† (Isfeld). Because of Poloz’s ongoing statements with respect to interest rate neutrality, the bank’s removal of interest rate hike guidance from its policy statements, and the perception that the risks between and inflationary upside and an inflationary downside are perceived by Poloz and the board to be balanced, it is unlikely that interest rates will be changed in the next six to twelve months by the Bank of Canada. Works Cited Altstedter, Ari. â€Å"Housing Bubble Will Force Bank of Canada to Renew Rate Hike Warnings Soon, Pimco Says.† Financial Post. 1 Oct. 2014. Web. < http://business.financialpost.com/2014/10/01/housing-bubble-will-force-bank-of-canada-to-renew-rate-hike-warnings-soon-pimco-says/> Isfeld, Gordon. â€Å"Bank of Canada’s Stephen Poloz Turns Ultra-Neutral On Interest Rates.† Financial Post. 3 Sep. 2014. Web. Kawa, Lucas. â€Å"Say Goodbye To Forward Guidance From The Bank Of Canada.† Business In Canada. 14 Oct. 2014. Web. Parkinson, David. â€Å"Bank of Canada Still Fears Low Inflation Despite Balanced Outlook.† The Globe And Mail. 3 Nov. 2014. Web.

Labour Turnover Essays

Labour Turnover Essays Labour Turnover Essay Labour Turnover Essay The way trade and commerce is conducted nowadays has evolved. Everything involving the operations of the organisation demands a more expeditious means of addressing issues and changes in the external environment. Though this apparently would drive weak companies into the verge of exiting the market, the good ones find a way for this intense demand for constant improvement to their advantage. There are some who find a way to make these incessant demands for change trigger the developmental needs of the company. This is especially true in the case of the hospitality industry. In this industry, the focus is more on the service rendered to the public; hence there is a distinct possibility for it to be indistinguishable and interchangeable. Though the external environment has been regarded by numerous organisational studies to be one of the key elements for organisational success, this end could not be achieved without initially having a strong and stable internal environment. This study will focus on that element of the organisation, particularly of Shangri-la Hotels and Resorts. Specifically, the study shall take into consideration the issue of employee turnover in relation to specific human resource management practices provided by these organisations in the hospitality industry. For this chapter, the subsequent parts shall give further details about the intention of this paper. Specifically, the chapter shall provide for the background of the topic, the actual aims and objectives of the organisation, the plan for the study, its rationale, significance to the existing literature, and its scope and limitations. Background of the Topic The internal environment provides the foundation on which an organisation establishes a firm base so as the demands of the external environment does not lead it away from its ultimate goals. In the past and existing literature, there are a couple of models on which the internal environment is managed. These two prevailing models include personnel management and human resource management. These models are often used interchangeably and espouse confusion to those unfamiliar with the differences. Personnel management is essentially the more seasoned model than human resource anagement which imposes key administrative processes in the common organisation. ( 1990, ) The issue on the use of this model is that its potential could only be maximised when the organisation imposes a strict bureaucratic model. (2001) On the other hand, the emergence of human resource management basically uses the same principles as that of personnel management. However, the scope has been broadened to cover elem ents not limited to the administrative functions of the organisation. These key elements, in relation to human resource management, are now compounded with the consideration of motivation and morale of the employees. 1995,   Hence, this addition have made the process more agreeable to the processes of the private sector as the model has veered away from the accepted notion that the people in the organisation are mere elements of the administration. Aims and Objectives Human resource management has become one of the more important models of management applied in the modern organisation. In this study, a closer look on the labour turnover in the hospitality industry shall be made. Specifically, the conditions surrounding Shangri-La shall be the basis of the discussions in the ensuing chapters. This study intends to establish the relationship of the effective implementation of human resource management and employee turnover in the hospitality industry. In order to carry out this study, the researcher shall carry out the following objectives.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   What is the existing employment structure in Shangri-La?  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   How does Shangri-La practice its human resource management functions?  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   How do the employees regard the company’s performance in terms of: o  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Training and Development o  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Compensation o  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Working Conditions   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Organisation and Productivity o  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Empowerment and Employee Involvement o  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Communication o  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Management and Supervision o  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Teamwork  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   How does Shangri-la sustain a le vel of retention of the well-performing staff in the organisation?  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   What is the relationship of labour turnover and the implementation of human resource management practices of Shangri-La? Plan for the Study The paper shall carry out both quantitative and qualitative analysis of the possible causes of labour turnover in Shangri-la Hotels. To be more specific, the analysis of the practice of human resource management initiatives of the respondent company shall be made to determine whether or not it has a direct effect on the overall retention and turnover of personnel. The dissertation shall be divided into several chapters. This will ensure that the discussions are clear and consistent with the distinct areas covered by each chapter. For the purposes of this dissertation, the discussions shall be divided into five Chapters. This first chapter basically forms part of the introductory elements of this paper. It offers a discussion on what the dissertation intends to tackle and what organisational issue it seeks to resolve. An introduction to the general problem of turnover in the hospitality industry, a background of the current environment of the said industry and the rationale why and how this general problem needs to be addressed shall be indicated in this chapter. Hence, the first chapter shall build the foundation on which the subsequent chapters will relate. The second chapter shall provide for the review of related literature pertaining to employee retention, labour turnover and human resource management. On a more specific note, the discussions shall fall squarely on how the existing literature points to the concepts and issues mentioned in the aims and objectives of this paper. Moreover, this chapter will also provide some description of past studies that shows similarities with the intended ends of this paper. These discussions will then be used to relate to the actual findings of this study. The third part of the paper shall cover the methods and procedures used in this paper. Simply, the discussions on this chapter shall cover the models used in the data acquisition processes in the paper. Statistical tools as well as other concerns which the researcher encountered during the course of the study shall be taken into account. This is to provide a transparent account on how the data is acquired and that the data used in the analysis are credible. The fourth chapter shall present, interpret and analyse the data acquired from the respondent company. In this part of the study, tables and charts shall be used to summarise the findings made by the research process. Specifically, the processed data from the quantitative research shall be discussed and related to the objectives of the paper. In addition to that, the discussions shall also relate the findings on the existing theories pointed out in the earlier literature review. The last chapter shall be giving out the summary, conclusions and recommendations based on the findings of presented in the preceding chapter. In doing so, this chapter will succinctly specify the implications of the study on the overall field of organisation and human resource management. The recommendations given in this chapter shall cover the observations and arguments made throughout the dissertation. Rationale of the Study Organisational studies have emphasised time and again of the importance of offsetting the demands of the external environment with the internal environment of the organisation. This harmony provides for the overall success of the organisation. The very manifestation of this stated harmony is seen in the flexibility of the company in dealing with the demands of their operations. This is especially true for the hospitality industry as they tend to operate in a much wider scale compared to other fields. ( 2006,) The management and supervision of the environment is thus a given prerequisite. As stated in the earlier parts of this chapter, the internal environment serves as foundation for the company in dealing with the nuances of the external environment. However, this can only be done if the organisation holds on to a competent set of workers and employees dedicated to the realisation of organisational goals. (  Ã‚   2004,) The problem with this requirement is that this rarely takes place. Companies, after training their employees to meet the standards that they require, do not stay too long in the organisation as they seek other opportunities elsewhere. Studies have also pointed out that employee turnover tends to increase the costs incurred by the company and at the same time opens it up for significant losses. This is compounded by the fact that turnover of employees has the propensity to be driven by personal decisions of the individual employees. Studies have pointed to this phenomenon as voluntary turnover. Acts like resignation and retirement are among those that signify voluntary turnover. ( 2004, Hence, retention is deemed as an indispensable ends on which the company has to achieve. Significance of the Study In the past decades, the study on human resource management has become one of the most contested and debated topics. Scholarly journals and academic articles have assailed every nature of the model. In the same manner, a good number has been made for the purpose of analysing the importance of retention and the effects of turnover. This dissertation would be a welcome addition to this existing literature. In addition, the analyses and findings of this dissertation will fill in the rather scant studies on the effects of turnover and the importance of retention in the hospitality industry. In this regard, it is important to mention that the study will be focusing on a particular hotel in China. Hence, the setting of the study will also establish the existing conditions surrounding the hospitality industry in China. It will also be able to provide a succinct description of the nuances on which may help multinational companies seeking entry on the said market. Furthermore, this study will also be helpful for academics seeking to pursue further studies on the matter. This may trigger an impetus to further improve the knowledge of the existing environment and the industry on which the respondent company operates. To this end, the study will beneficial to a number of sectors in society. The implications of the findings are not limited to organisational studies alone. It affords an advantage to the actual trade and industry as well as in the academe. Scope and Limitations The discussions in the succeeding chapters shall limit itself on the rationale and the stated aims and objectives on this chapter. Subsequently, the data acquired from the primary and secondary sources shall be treated with the utmost ethical standard to ensure that the discussions are all original. In the same manner, all the other claims adapted from previous studies are to be cited while the data acquired from the respondents shall go though a process free from the personal biases of the researcher. All these are done so as the discussions and the contents of this dissertation will not fall under scrutiny and claims of preconception and even unethical manoeuvrings. On the whole, the findings of this dissertation are intended to be treated with the utmost objectivity devoid of any subjective claims coming from this researcher. Chapter 2 Review of Related Literature Introduction The hospitality industry in China is one of the first areas of economic activity to open to outside world and to obtain advanced international management skills as a result. It is evident that China has a bright future in this area, as the rapid development of tourism has been based on a solid foundation. By April 2004, the number of graded star level hotels had reached 8,880 with total turnover of 1,000 billion RMB ($120. 48 billion) ( 2005) People are one of the most important resources for businesses throughout the world. This is particularly true with respect to a service-intensive sector such as hospitality. The hospitality industry’s employment base is in the largest of any industry in China. ( 2005) However, the hospitality industry in China and elsewhere is facing with the problem of a shortage of qualified personnel. With globalization which is heightening competition, organizations must continue to develop tangible products and products and provide services which are based on strategies created by employees. These employees are extremely crucial to the organization since their value to the organization is essentially intangible are not easily replicated   (2002). Organizations invest a lot on their employees in terms of induction and training, developing, maintaining and retaining them in their organization. Therefore, management of an organization at all costs must minimize employee’s turnover. Although, there is no standard framework for understanding the employees turnover process as whole, a wide range of factors have been found useful in interpreting employee turnover . 2004). Managers must recognize that employees as major contributors to the efficient achievement of the organization’s success (2000). Managers should control employee turnover for the benefit of the organization success. Employees’ turnover is a much studied phenomenon   (1998). Labor turnover is also a key competitive parameter in the hospitality industry. The importance of employees was hi ghlighted by (1991) who suggested that a total service approach was needed which included qualitative as well as quantitative elements to deliver what customers expected. Companies today generally do recognize the important contribution that their employees play in delivering the offer. However, they also make every effort to drive down internal costs as part of the price commitment. Labor turnover is seen as one area of cost which can be measured and benchmarked. It is seen as a significant factor which management can influence , 1995). Low turnover is seen as an asset in the competitive war. High turnover is seen as a problem to be managed ( 1986; 2004). (2002). The importance of allowing managerial discretion to store managers in dealing with the problems they face was recognized. (1995) suggested that companies need to invest resources in developing employees. This would lead to increased motivation, enthusiasm and overall lower labor turnover. This paper focuses on a case study of one international hotel management company in china’s hotels and uses a number of it data sources. It then examines relationships that can account for labor turnover in the light of previous research. The literature on employee turnover is divided into three groups: causes of employee turnover, effects of turnover and the strategies to minimize turnover. Labour Turnover Defined The term â€Å"turnover† is defined by   (1997) as: the ratio of the number of organizational members who have left during the period of being considered divided by the average number of people in that organization during the period. (2000) gives the statement on employee â€Å"turnover† is the rotation of workers around the labor market; between firms, jobs and occupations; and between the states of employment and unemployment. Frequently, managers refer to turnover as the entire process associated with filling a vacancy: Each time a position is vacated, either voluntarily or involuntarily, a new employee must be hired and trained. This replacement cycle is known as turnover (1995). this term is also often utilized in efforts to measure relationships of employees in an organization as they leave, regardless of reason. Voluntary vs. Involuntary Turnover There are many reasons why employees may leave an organization. Traditionally labor turnover has been seen to be either voluntary (the volition of the employee) or involuntary (, 2000;   1977; . 2001). Voluntary turnover includes push factors such staff leaving due to lack of interested in the job, and pull factors such as staff being attracted to another job by incentives. There is a vast literature on the causes of voluntary employee turnover dating back to the 1950s. Many studies are based on only a small number of variables which often only explain a sm all amount of variability in turnover. Most researchers (1982; 2001; Kramer et al. , 1995; . , 1981;   1996) have attempted to answer the question of what determines peoples intention to quit by investigating possible antecedents of employees’ intentions to quit. To date, there has been little consistency in findings, which is partly due to the diversity of employed included by the researchers and the lack of consistency in their findings. Therefore, there are several reasons why people quit from one organization to another or why people leave organization. The experience of job related stress (job stress), the range factors that lead to job related stress (stressors), lack of commitment in the organization; and job dissatisfaction make employees to quit (2004). This clearly indicates that these are individual decisions which make one to quit. They are other factors like personal agency refers to concepts such as a sense of powerlessness, locus of control and personal control. Locus control refers to the extent to which people believe that the external factors such as chance and powerful others are in control of the events which influence their lives   (2004). Manu et al. (2004) argues that employees quit from organization due economic reasons. Using economic model they showed that people quit from organization due to economic reasons and these can be used to predict the labor turnover in the market. Good local labor market conditions improve organizational stability   (1983). Large organizations can provide employees with better chances for advancement and higher wages and hence ensure organizational attachment   1990). (2001) argues that local unemployment rates interact with job satisfaction to predict turnover in the market. Role stressors also lead to employees’ turnover. Role ambiguity refers to the difference between what people expect of us on the job and what we feel we should do. This causes uncertainty about what our role should be. It can be a result of misunderstanding what is expected, how to meet the expectations, or the employee thinking the job should be different Kahn et al. 1990. Insufficient information on how to perform the job adequately, unclear expectations of peers and supervisors, ambiguity of performance evaluation methods, extensive job pressures, and lack of consensus on job functions or duties may cause employees to feel less involved and less satisfied with their jobs and careers, less committed to their organizations, and eventually display a propensity to leave the organization ( 1997). If roles of employees are not clearly spelled out by management/ supervisors, this would accelerate the degree of employees quitting their jobs due to lack of role clarity. The idea of what constitutes involuntary turnover has changed over the last decade. ( 1991) There are some factors that are, in part, beyond the control of management, such as the death or incapacity of a member of staff. Other factors have been classed as involuntary turnover in the past such as the need to provide care for children or aged relatives. Today such factors should not seen as involuntary turnover as both government regulation and company policies created the chance for such staff to come back to work, or to continue to work on a more flexible bases. Causes of Employee Turnover Job Related Factors Most researchers 1982; , 2001; , 1995;, 1981; , 1996) have attempted to answer the question of what determines peoples intention to quit by investigating possible antecedents of employees’ intentions to quit. Over time there have been a number of factors that appear to be consistently linked to turnover. An early review article of studies on turnover by (1979) revealed that age, tenure, overall satisfaction, job content, intentions to remain on the job, and commitment were all negatively related to turnover (i. e. the higher the variable, the lower the turnover). To date, there has been little consistency in findings, which is partly due to the diversity of employed included by the researchers and the lack of their findings. Therefore, there are several reasons why people quit from one organization to another or why people leave organization. The experience of job related stress (job stress), the range factors that lead to job related stress (), lack of commitment in the organization; and job dissatisfaction make employees to quit . , (2004). This clearly indicates that these are individual decisions which make one to quit. There are other factors such as a sense of powerlessness, locus of control and personal control. Locus control refers to the extent to which people believe that the external factors such as chance and powerful others are in control of the events which influence their lives Firth et al. 2004). (2004) argue that employees quit from organization due economic reasons. Using economic model they showed that people quit from organization due to economic reasons and these can be used to predict the labor turnover in the market. Good local labor market conditions improve organizational stability   (1983). Large organizations can provide employees with better chances for advancement and higher wages and hence ensure organization attachment. (I 1990)     (2001) argues that local unemployment rates interact with job satisfaction to predict turnover in the market. Role stressors also lead to employees’ turnover. Insufficient information on how to perform the job adequately, unclear expectations of peers and supervisors, ambiguity of performance evaluation methods, extensive job pressures, and lack of consensus on job functions or duties may cause employees to feel less involved and less satisfied with their jobs and careers, less committed to their organizations, and eventually display a propensity to leave the organization ( 1997). If roles of employees are not clearly spelled out by management/supervisors, this would accelerate the degree of employees quitting their jobs due to lack of role clarity. Organisational Factors Organizational instability has been shown to have a high degree of high turnover. Indications are that employees are more likely to stay when there is a predictable work environment and vice versa ( 2001). In organization where there was a high level of inefficiency there was also a high level of staff turnover (, 1994). Therefore, in situations where organizations are not stable employees tend to quit and look for stable organizations because with stable organizations they would be able to predict their career advancement. Many studies have reported a significant association between organizational commitment and turnover intentions ( 1998). (2000) study confirmed the link between commitment and actual turnover and   (2000) analysis showed that organizational commitment was a better predictor of turnover than overall job satisfaction. Researchers have established that there are different types of organizational commitment. (1990) investigated the nature of the link between turnover and the three components of attitudinal commitment: affective commitment refers to employees’ emotional attachment to, identification with and involvement in the organization; continuance commitment refers to commitment base on costs that employees associate with leaving the organization; and normative commitment refers to employees’ feelings of obligation to remain with the organization. Put simply, employees with strong affective commitment stay with an organization because they want, those with strong continuance commitment stay because they need to, and those with strong normative commitment stay because they feel they ought to. study indicated that all three components of commitment were a negative indicator of turnover. In general, most research has found affective commitment to be the most decisive variable linked to turnover. Job Satisfaction The relationship between satisfaction and turnover has been consistently found in many turnover studies ( 1998). Mobley et al 1979 indicated that overall job satisfaction is negatively linked to turnover but explained little of the variability in turnover. (2000) found that overall job satisfaction modestly predicted turnover. In a recent   2003) found the main reason by far for people leaving their employer was for more interesting work elsewhere. It is generally accepted that the effect of job satisfaction on turnover is less than that of organizational commitment. (2001) noted that the notion of job satisfaction and organizational commitment being causally related has not been incorporated in most turnover models. His study indicated there were strong causal links between stress and satisfaction (higher stress leads to lower satisfaction) and between satisfaction and commitment (lower satisfaction leads to lower commitment). He further noted a reciprocal relationship between commitment and turnover intentions (lower commitment leads to greater intentions to quit, which in turn further lowers commitment). In summary, only commitment directly affected turnover intentions. Characteristics of Employees Despite a wealth of research, there appear to be few characteristics that meaning fully predict turnover, the exceptions being age and tenure. Age is found to be negatively related to turnover (i. e. the older a person, the less likely they are to leave an organization). However, age alone explains a little of the variability in turnover and as age is linked to many other factors, alone it contributes little to the understanding of turnover behavior. Tenure is also negatively related to turnover (the longer a person is with an organization, the ore likely they are to stay). n  Ã‚   concluded that length of service is one of the best single predictors of turnover. et al also found that age and tenure have a negative relationship to turnover. There is little evidence of a person’s sex being linked to turnover. 2000 meta-analysis re-examined various personal characteristics that may be linked to turnover. They concluded that there were no differences between the quite rates of men and women. They also cited evidence that gender moderates the age turnover relationship (i. e. women are more likely to remain in their job the older they get, than do men). They also found no link between intelligence and turnover, and none between race and turnover. Wage and Conditions The research conducted on the link between dissatisfaction with pay and voluntary turnover appears to be inconclusive. (1979) concluded that results from studies on the role of pay in turnover were mixed but that often there was no relationship between pay and turnover. Other studies found no significant relationship. On the other hand, (1991) cited in Tang suggests that the most important reason for voluntary turnover is higher wages/career opportunity. 2000) noted pay and pay-related variables have a modest effect on turnover. Their analysis also included studies that examined the relationship between pay, personal performance and turnover. They concluded that when high performers are insufficiently rewarded, they leave. They cite findings from   (1999) that where collective reward programs replace individual incentives, their introduction may lead to higher turnover among high performers. For some individuals pay will not be the sole criterion when people decide to continue within an exiting job. 2000) examined the relationship between attitudes towards money, intrinsic job satisfaction and voluntary turnover. One of the main findings of this study is that voluntary turnover is high among employees who value money (high money ethic endorsement), regardless of their intrinsic job satisfaction. However, those who do not value money highly but have also have low intrinsic job satisfaction tended to have the lowest actual turnover. Furthermore, employees within high intrinsic job satisfaction and who put a low value on money also had significantly higher turnover than this second group. The researchers also found that placing a high value of money predicted actual turnover but that withdrawal cognitions(ie thinking about leaving) did not. Training and Career Development (2003) detected a complex relationship between turnover and training. He suggested that establishments that enhance the skills of exiting workers have lower turnover rates. However, turnover is higher when workers are trained to be multi skilled, which may imply that this type of training enhances the prospects of workers to find work elsewhere. The literature on the link between lower turnover ant training has found that off the job training is associated with higher turnover presumable because this type of training imparts more general skills ( 2003). (1999) examined the relationship between career commitment, organizational commitment and turnover intention among Korean researchers and found the role of career commitment was stronger in predicting turnover intentions. When individuals are committed to the organization they are less willing to leave the company. This was found to be stronger for those highly committed to their careers. The author also found that employees with low career and organizational commitment had the highest turnover intentions because they did not care either about the company or their current careers. Individuals with high career commitment and low organizational commitment also tend to leave because they do not believe that the organization can satisfy their career needs or goals. This is consistent with previous research that high career committers consider leaving the company if development opportunities are not provided by the organization. However, this group is not apt to leave and is likely to contribute to the company if their organizational commitment is increased. found that individuals become affectively committed to the organization when they perceive that the organization is pursing internal promotion opportunities, providing proper training and that supervisor do a good job in providing information and advice about careers. Comparison of Alternatives Aggregate level economic studies provide consistent and significant evidence of the impact of labor market conditions on turnover rates at an aggregate level. As(1979) pointed out, at an aggregate level the relationship between economic factors such as employment levels or job vacancies and turnover has been well established. At an individual level, the labor market approach emphasizes expected utility and rational economic choice among employees and the perceived availability of alternative job opportunities. The relationship between alternatives and turnover on an individual level has been researched widely since 1958 seminal work on ease of movement. Much of the subsequent research focused on the link between job satisfaction, perceived alternative opportunities and turnover. Later, researchers began to focus on the role of both actual and perceived opportunities in explaining individual turnover decisions. Subsequent research has indicated that actual alternatives are a better predictor of individual turnover than perceived opportunities. Research on the impact of unemployment rates as a proxy for actual opportunities in employee turnover revealed that unemployment rates affected the job-satisfaction/turnover intent relationship but not actual turnover (   1999). They concluded that macro level analysis predicted turnover patterns but perceptions of opportunities did not. This point was reinforced in their study on medical centers in various locations used measures of perceived and objective opportunities in internal and external labor markets. The authors concluded that objectives opportunities were a better set of explanations of actual turnover behavior than either perceived internal or external labor market opportunities. Nevertheless, while actual alternatives appear to be a better predictor of turnover, there is also well-established evidence of the link between perceived alternatives and actual turnover. In their most recent meta-analysis, 2000) confirmed that perceived alternatives modestly predict turnover. Intent to Quit Much of the empirical research on turnover is based on actual turnover, although some studies are based on intentions to quit. Apart from the practical difficulty in conducting turnover research among people who have left an organisation, some researchers suggest that there is a strong link between intentions to quit and actual turnover. 1979) noted that the relationship between intentions and turnover is consistent and generally stronger than the satisfaction-turnover relationship, although it still accounted for less than a quarter of the variability in turnover. Much of the research on perceived opportunities has been found to be associated with intentions to leave but not actual turnover ( 1999). One of the possible reasons is that intentions do not account for impulsive behavior and also that turnover intentions are not necessarily followed through to lead to actual turnover. Implications of Turnover The impact of turnover has received considerable attention by senior management, human resources professionals, and industrial psychologists. It has proven to be one of the most costly and seemingly intractable human resource challenges confronting organizations. Analyses of the costs associated with turnover yield surprisingly high estimates. The high cost of losing key employees has long been recognized. However, it is important for organizations to understand that general turnover rates in the workforce can also have a serious impact on an organizations profitability, and even survival. Employee turnover is expensive from the view of the organization. Voluntary quits which represents an exodus of human capital investment from organizations   (1992) and the subsequent replacement process entails manifold costs to the organizations. These replacement costs include for example, search of the external labor market for a possible substitute, selection between competing substitutes, induction of the chosen substitute, and formal and informal training of the substitute until he or she attains performance levels equivalent to the individual who quit John (2000). Addition to these replacement costs, output would be affected to some extend or output would be maintained at the cost of overtime payment. The reason so much attention has been paid to the issue of turnover is because turnover has some significant effects on organizations (1987; 1990;   1991;  Ã‚   1992). Many researchers argue that high turnover rates might have negative effects on the profitability of organizations if not managed properly (, 1992;1993; 1990). Turnover has many hidden or invisible costs(1990) and hese invisible costs are result of incoming employees, co-workers closely associated with incoming employees, co-workers closely associated with departing employees and position being filled while vacant. And all these affect the profitability of the organization. On the other hand turnover affects on customer service and satisfaction (2002). (2002) argue that turnover include other costs, such as lost productivity, lost sales, and management’s time. This demons trates that turnover affects the profitability of the organization and if it’s not managed properly it would have the negative effect on the profit. Research estimates indicate that hiring and training a replacement worker for a lost employee costs approximately 50 percent of the worker’s annual salary (, 2000 but the costs do not stop there. Each time an employee leaves the firm, productivity drops due to the learning curve involved in understanding the job and the organization. Furthermore, the loss of intellectual capital adds to this cost, since not only do organizations lose the human capital and relational capital of the departing employee, but also competitors are potentially gaining these assets   (2002). Therefore, if employee turnover is not managed properly it would affect the organization adversely in terms of personnel costs and in the long run it would affect its liquidity position. However, voluntary turnover incurs significant cost, both in terms of direct costs (replacement, recruitment and selection, temporary staff, management time), and also (and perhaps more significantly) in terms of indirect costs (morale, pressure on remaining staff, costs of learning, product/service quality, organizational memory) and the loss of social capital   (2001). Minimising Turnover: Strategies and Courses of Action Strategies on how to minimize employee turnover, confronted with problems of employee turnover, management has several policy options viz. changing (or improving existing) policies towards recruitment, selection, induction, training, job design and wage payment. Policy choice, however, must be appropriate to the precise diagnosis of the problem. Employee turnover attributable to poor selection procedures, for example, is unlikely to improve were the policy modification to focus exclusively on the induction process. Equally, employee turnover attributable to wage rates which produce earnings that are not competitive with other firms in the local labor market is unlikely to decrease were the policy adjustment merely to enhance the organization’s provision of on-the job training opportunities. Given that there is increase in direct and indirect costs of labor turnover, therefore, management are frequently exhorted to identify the reasons why people leave organization’s so that appropriate action is taken by the management. Extensive research has shown that the following categories of human capital management factors provides a core set of measures that senior management can use to increase the effectiveness of their investment in people and improve overall corporate performance of business: Employee engagement, the organization’s capacity to engage, retain, and optimize the value of its employees hinges on how well jobs are designed, how employees time is used, and the commitment and support that is shown to employees by the management would motivate employees to stay in organization’s. Knowledge accessibility, the extent of the organization’s â€Å"collaborative ness† and its capacity for making knowledge and ideas widely available to employees, would make employees to stay in the organization. Sharing of information should be made at all levels of management. This accessibility of information would lead to strong performance from the employees and creating strong corporate culture   (2002). Therefore; information accessibility would make employees feel 052   . Manage. that they are appreciated for their effort and chances of leaving the organization are minimal. Workforce optimization, the organization’s success in optimizing the performance of the employees by establishing essential processes for getting work done, providing good working conditions, establishing   accountability and making good hiring choices would retain employees in their organization. The importance of gaining better understanding of the factors related to recruitment, motivation and retention of employees is further underscored by rising personnel costs and high rates of employee turnover ( 1988;   1989;   1989; , 1981;   1986). With increased competitiveness on globalizations, managers in many organizations are experiencing greater pressure from top management to improve recruitment, selection, training, and retention of good employees and in the long run would encourage employees to stay in organizations. Job involvement describes an individual’s ego involvement with work and indicates the extent to which an individual identifies psychologically with his/her job   1982). Involvement in terms of internalizing values about the goodness or the importance of work made employees not to quit their jobs and these involvements are related to task characteristics. Workers who have a greater variety of tasks tend stay in the job. Task characteristics have been found to be potential determinants of turnover among employees   1988;   and , 1980; 1989; , 1984). These include the five core job characteristics identified by   (1975, 1980): skill variety, which refers to the opportunity to utilize a variety of valued skills and talents on the job; task identity, or the extent to which a job requires completion of a whole and identifiable piece of work that is, doing a job from beginning to end, with visible results; task significance, which reflects the extent to which the job has a substantial impact on the lives or work of other people, whether within or outside the organization; job autonomy, or the extent to which the job provides freedom, independence, and discretion in scheduling work and determining procedures that the job provides; and job feedback, which refers to the extent to which the job provides information about the effectiveness of one’s performance (. , 1997). Involvement would influence job satisfaction and increase organizational commitment of the employees. Employees who are more involved in their jobs are more sa tisfied with their jobs and more committed to their organization (, 1989;   1989; , 1988;   1982). Job involvement has also been found to be negatively related to turnover intentions ( 1989). Job satisfaction, career satisfaction, and organizational commitment reflect a positive attitude towards the organization, thus having a direct influence on employee turnover intentions. Job satisfaction, job involvement and organizational commitment are considered to be related but distinguishable attitudes ( 1989). Satisfaction represents an affective response to specific aspects of the job or career and denotes the pleasurable or positive emotional state resulting from an appraisal of one’s job or career 1976; , 1974;, 1986). Organizational commitment is an affective response to the whole organization and the degree of attachment or loyalty employees feel towards the organization. Job involvement represents the extent to which employees are absorbed in or preoccupied with their jobs and the extent to which an individual identifies with his/her job ( 1988). The degree of commitment and loyalty can be achieved if management they enrich the jobs, empower and compensate employees properly. Empowerment of employees could help to enhance the continuity of employees in organizations. Empowered employees where managers supervise more people than in a traditional hierarchy and delegate more decisions to their subordinates (, 1997). Managers act like coaches and help employees solve problems. Employees, he concludes, have increased responsibility. Superiors empowering subordinates by delegating responsibilities to them leads to subordinates who are more satisfied with their leaders and consider them to be fair and in turn to perform up to the superior’s expectations ( 1995). All these makes employees to be committed to the organization and chances of quitting are minimal. Chapter 3 Methods and Procedures Introduction  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   This chapter of the dissertation shall give an account of the methods and procedures used to acquire the primary data used in this study. The chapter shall also give a description of the research process executed in the course of the dissertation. In the same manner, a presentation of the statistical processes used in processing the acquired data from the respondents. Research Method The study encountered a whole lot of barriers in its completion. These include limitations like time constraints and a similarly tight budget. This in mind, the study shall be employing the descriptive form of research. Studies on research design have given certain distinct descriptions on this type of research process. Descriptive research is basically limited to answering specific questions mentioned in the aims and objectives of the study. Moreover, it employs only descriptive statistics to process the data. The reason for this is to establish simple and uncomplicated statistical applications shall be used to make sure that the presentation is understandable and unambiguous. Such statistical processes shall include the likes of such as averages, percentages, histograms, and frequency distributions. ( 2000, ) It is also imperative to point out that the study will be employing an amalgamation of both the qualitative and quantitative research. This intimates that the study will be using both the existing organizational studies and the reports of the Shangri-La Hotels along with the acquired data from the survey conducted from the employees of the Shangri-La Hotels. In using the two types of research, the study is able to discern the significant contributions of the said modes of research on the overall findings of the study. 2003,   Moreover, the amalgamation of the two research types provides this dissertation the acquisition of both shallow numerical data and interprets it using the rich qualitative data. Respondents The primary data used in this study is the responses of the respondents from the survey. A survey has been conducted from 15 July, 2008 to 30 July, 2008. Primary data was collected from Director of Human Resources in 24 Shangri-La hotels in China using a survey questionnaire with 24 responses were returned, representing 100% response rate. The questionnaire was developed based on the review of labor turnover in hospitality in the literature. Three faculty members of Shangri-La Hotel Group headquarter evaluated the content. The feedback and suggestions were analyzed, and the questionnaire was refined. Research Tools For this study, the primary tool employed for data acquisition shall be the survey questionnaire made by the researcher. The initial part of the survey questionnaire covered the respective characteristics of the respondents. This is essential to establish an overall account of the demographic involved in the study. Moreover, queries on gender, age, job description, and the number of years in the company shall be conducted to similarly determine the variety of the company’s labour force. The second part of the study will be asking questions that fit with the the aims and objectives of this dissertation. Specifically, questions on employee turnover and organisational development will be given. In the same regard, the Likert scale will be used to measure the responses of the employees. Below is the series at which the respondents will be giving their responses on the questions on this portion of the questionnaire: RANGE| INTERPRETATION| 4. 50 – 5. 00| Strongly Agree| 3. 50 – 4. 49| Agree| 2. 50 – 3. 49| Uncertain| 1. 50 – 2. 49| Disagree| 0. 00 – 1. 49| Strongly Disagree| The third part of the questionnaire shall provide open-ended questions to permit the respondents to generously and unreservedly provide their responses. It must be likewise assured by the researcher that the responses of the respondents on this part of the paper will be used with absolute discretion. Validity of the Research Instrument In order to guarantee the soundness of the instrument, the researcher will be giving a draft of the survey questionnaires to the consultant for approval. After the slight modifications and resulting approval of the research tool, the researcher shall seek the assistance of the aforementioned departments in Shangri-La to hand out the questionnaires to five employees in the hotels. These employees shall be asked to give their criticism on the research tool and give propositions on how to further develop the questionnaires. After the subsequent simplification and elimination of any immaterial questions, jargons, and any terms that the respondents could not comprehend, the survey will start to the labour force. Administration of the Research Subsequent to the giving out of the survey questionnaires and the resulting acquirement of data, it will be calculated to resolve the findings of the study. With the employment of statistical applications, the following methods shall be employed: 1. Percentage – to settle on the scale of the responses to the questionnaire. n % = x 100  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   ;  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   n – number of responses   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   N  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   N – total number of respondents 2. Weighted Mean f1x1 + f2x2   + f3x3 + f4x4   + f5x5 x =    ; xt where:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   f – weight provided to each response   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   x – amount of responses   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xt – total amount of responses Ethical Issues With the exception of the technical concerns in the research process, there is likewise a quantity of ethical concerns that the researcher should be aware. Specifically, the researcher is supposed to understand that that concern should be regarded interminably to the respondents within this dissertation. The employees have to continually be comfortable and within the highest possible condition as they are with the bounds of the researcher. It is only appropriate that the employees are not bothered and disturbed as they are in the course of acting in response to the questions of the research instrument. Furthermore, the researcher must tender the respondents the assurance of privacy and prudence. It has to likewise be guaranteed on the part of the researcher that the survey would not dish up adverse implications to the actual jobs or any other professional responsibilities that the respondents cleave to in the organisation. In doing so, it could be likely that the organisation will give their full assistance in the course. Chapter 4 Presentation, Interpretation and Analysis of Data I. Introduction The previous chapters have presented the theoretical foundations of employee retention and turnover in an organization. This chapter shall present the findings of the study based on the survey questionnaire forwarded on HR Director of Shangri-la Hotels. In the same manner, the findings shall be presented in a systematic manner specifically by tabulating it thus presenting a summarized form. In doing so, the discussions shall be more concise and the readers are able to discern the arguments more clearly. Likewise, the interpretation and analysis of the said findings shall be directly related to the discussions provided in the second chapter of this dissertation. Specifically, the literature reviewed shall form part of the foundation on which the following observations and arguments are to be based. In the end of this chapter, a sub conclusion shall be made to synthesize the arguments pointed out in the presentation, interpretation and analysis of the findings provided in this chapter. II. Voluntary vs. Involuntary Turnover The second chapter of this dissertation has given the actual definition of voluntary and involuntary turnover. In its simplest sense, voluntary turnover covers resignations and retirements by the employees while involuntary turnover includes organizational actions like lay-offs and termination of employment provided for by the management. In discussing whether Shangri-la’s turnover leans towards voluntary or involuntary turnover, the structure of the company should first be taken into consideration. The table below summarizes the existing employment structure of the company. Table 1. Existing Employment Structure by Division The table above is divided into the specific division of Shangri-la. Looking at the discussions above, it plainly shows that by the first quarter of 2008, there are twenty-one Shangri-la hotels in China. They are located in Beijing, Hangzhou, Shengzhen, Beihai, Changchun, Qingda, Dalian, Pudong, Wuhan, Harbin, Zhongshan, Fuzhou, Suzhou, Guangzhou, Chengdu, Baotou, Huhhot and Xian city respectively in China. Total staff headcount in individual hotel from 441 to 1461. Each hotel separated into 7 divisions including Administration, Food Beverage, Finance, Rooms, Human Resources, Engineer and Sales Marketing. Majority of employee in individual hotel are in Food Beverage and Rooms. The table below presents the actual overall turnover of the company in 2007. Based on the table below, the turnover rate of the company is rather substantial in the said fiscal year. Table 2. Overall Turnover Report The table presents that the first quarter of the year, Shangri-la Hotels China incurred a total of 8% of the in the first quarter alone. This shows that in the first several months of the fiscal year, a considerable number of employees have severed their employment relationship with the company, though it is not clear as to whether it is voluntary or involuntary. The findings also show that the Administration General division turnover ate is 9%, Food Beverage turnover rate is 8%, Finance turnover rate is 4%, Rooms turnover rate is 8%, Human Resources turnover rate is 3%, Engineer turnover rate is 4% and lastly Marketing turnover rate is 8%. So, it can tell the highest turnover rate division is Administration General and followed by Food Beverage, Rooms and Marketing. Hence, this shows that the Administration and General Division has incurred the most percentage of turnover followed by the Marketing and Rooms Divisions amounting to 8% each. It could be surmised with the said data that most of the individuals leaving the company does administrative work, housekeeping, and even those in marketing. III. Causes of Employee Turnover The data provided above presents the actual existence of labor turnover in Shangri-la Hotels in China. Though it is seen that the rate have not bee quite high and appears to be at a manageable level, the causes of the turnover is still unclear. The following discussions will show the actual causes of the turnover based on the survey provided by the researcher on the said company. Areas such as the job related factors, organizational factors, wage conditions, and career development shall be considered to establish which field contributes more to the overall turnover in the organization. A. Job Related Factors Figure 1. Physical Working Conditions Figure 2. Work Organisation and Productivity B. Organisational Factors Figure 3. Communication in the Organisation Figure 4. Supervision in the Organisation Figure 5. Internal Customer Focus Figure 6. Management of the Organisation C. Job Satisfaction Figure 7. Employee Empowerment and Involvement Figure 8. Job Security D. Wage and Conditions Figure 9. Pay and Benefits E. Training and Career Development Figure 10. Training Development / Career Advancement Figure 11. Performance Appraisal F. Comparison of Alternatives Figure 12. Identification and Image of Shangri-La G. Intent to Quit Figure 13. Other Reasons for Quitting IV. Implications of Turnover V. Sub conclusion Read more: http://ivythesis. typepad. com/term_paper_topics/2009/01/employee-turnover-in-relation-to-specific-human-resource-management-practices-1. html#ixzz19JrBJtix