The Midnight Skaters Essay Example

The Midnight Skaters Essay Blundens The Midnight Skaters begins by painting what seems at first to be a pleasant picture of an icy pond, a seemingly idyllic setting for a romantic poem, evoking images of happy skaters in a rural winter setting. As we read on, however, we are drawn deeper into the darker tones of the poem throughout each of the three stanzas and see that, far from being romantic, the underlying theme of the poem is a sense of impending danger.In the first stanza the sense of danger is perhaps less apparent that in the following two, yet the signs are there from as early as the second line the icy pond lurks under where the use of the word lurks signifies a darker element to the poem than if Blunden had chosen to use, for example, the word lies in the same context. That the icy pond lurks beneath the surface is suggestive of more sinister forces at hand, which are further highlighted in the closing line of the opening stanza the ponds black bed which, again, seems to signify some dark force lying in wait for the skaters.The time at which Blunden wrote the poem is undoubtedly of significance. Having fought in the First World War, Blunden was living in a time of caution; naivety was lost and one was faced with the harsh reality that danger could even in the simple, joyous event of skating on an icy pond be lurking around the corner. We see evidence of this caution, and indeed suspicion, in the opening lines of the second stanza Then is not death at watch/Within those secret waters? These lines could be seen to symbolise the reality of impending deathin war; the secret waters representing the enemy. The couplet that follows is also indicative of the naivety of the skaters, and indeed the time What wants he but to catch/Earths heedless sons and daughters? the skaters (representative here, conceivably, of young soldiers) seemingly oblivious to the danger that may well await them. These lines could also be said to be the very centre of the poem, as it is here that the s peaker conveys the central theme of that impending danger, that death itself is waiting and watching, ready to take into his clutches one of these unaware skaters, and it is in these lines that the tone of the poem grows darker, which is carried throughout the rest of the second and third stanzas.We see at the end of the second stanza that the skaters are truly on thin ice With but a crystal parapet/Between, and that dark force, be it danger or even death itself, waits with longing beneath for that crystal parapet to give. Then, in the third stanza, the poem gains pace and it appears that the speaker is appealing directly to the skaters, to make them aware of the danger and, with further reference to Blundens own war experiences, almost barks instructions at the skaters like a Sergeant in charge of his troops Twirl, wheel and whip above him,/Dance on this ball-floor thin and wan urging them to make the most of the pleasures to be found on the ice in spite of what might lurk bene ath, and then again, the speaker is advising them Use him as though you love him;/Court him, elude him, reel and pass, suggesting the skaters play up to the danger that has come to expect their downfall; let him think he is winning, get as close to the danger, to him, as possible and then elude him, reel and pass, with the final victory belonging to the skaters, leaving him resentful in defeat And let him hate you through the glass able only to watch as the skaters escape unharmed.The three stanzas of this poem represent different features of the dangerous theme at large, each drawing a parallel between the speakers view on the skaters and Blundens view on the war. The opening stanza is representative of the naivety towards danger, of the skaters and perhaps Blundens fellow soldiers, unable to fathom the potential peril, whilst the second stanza shows the dawn of such a dark realisation and then in the third, the action and consequent victory of the skaters, or indeed the soldie rs as the skaters escaped death so too did the soldiers, by and large, by winning the war. And so as dark as the poem has seemed, we are left with a sense of triumph as death has been faced and eluded.

Celebrate Christmas With Santa Claus Quotes

Celebrate Christmas With Santa Claus Quotes Whoever invented the idea of a heavy-set old man with a flowing white beard coming down a chimney with a bag of goodies must have had a riot of imagination. Some people think he is real. And every year, millions hang up their Christmas stockings so that Santa Claus can leave little goodies from the North Pole for them to enjoy.   If you are a true believer of the goodness of Santa Claus or you just cant get over your childhood fun, check out these Santa Claus quotes. You dont need a sleigh to be transported to the world of magic and beauty.   Santa Claus Quotes Clement Clarke MooreTwas the night before Christmas, when all through the houseNot a creature was stirring, not even a mouse;The stockings were hung by the chimney with care,In hopes that St. Nicholas soon would be there. His eyes - how they twinkled! His dimples, how merry!His cheeks were like roses, his nose like a cherry!His droll little mouth was drawn up like a bow,and the beard on his chin was as white as the snow. Bart SimpsonWhats Santas Little Helper doing to that dog? Looks like hes trying to jump over, but he cant quite make it. Victor BorgeSanta Claus has the right idea - visit people only once a year. Dick GregoryI never believed in Santa Claus because I knew no white dude would come into my neighborhood after dark. Richard LammChristmas is a time when kids tell Santa what they want and adults pay for it. Deficits are when adults tell the government what they want and their kids pay for it. Herbert HooverA good many things go around in the dark besides Santa Claus. H.L. MenckenGod is a Republican, and Santa Claus is a Democrat. Patti SmithEveryone thinks of God as a man - you cant help it - Santa Claus was a man, therefore God has to be a man. Francis P. ChurchAlas! How dreary would be the world if there was no Santa Claus! There would be no childlike faith then, no poetry, no romance to make tolerable this existence. Edwin Osgood GroverSanta Claus is anyone who loves another and seeks to make them happy; who gives himself by thought or word or deed in every gift that he bestows. Paul M. EllThey err who thinks Santa Claus comes down through the chimney; he really enters through the heart. Robert Paul You know youre getting old when Santa starts looking younger.

The power of the media to shape our perceptions and understanding of Research Paper

The power of the media to shape our perceptions and understanding of reality on gun control - Research Paper Example It is important to note that in these incidences, the media coverage of the live happenings has always been extensive giving the perpetrator of such violence a lot of fame. Various segments of the society have reacted to such incidences with diverging and converging opinions on what should be the best way forward. While the Obama administration has been on the forefront proposing stringent measures for the purposes of reducing or eliminating repeat occurrence, Republicans have a different view on how to address the whole matter. Religious groups and civil society have not spoken in one voice although one may deduce that everyone desires some changes in regards to how the whole issue should be addressed. Some of the emerging schools of thoughts that have come put have to do with logic behind issuance of guns, the ethical and practical implications of the solutions proposed for adoption as policy. Probably the big challenge is that the incidences that have occurred cannot qualify to be categorized as organized crimes. They are spontaneous reactions from private citizens with unforeseeable emotional and psychological instabilities. This has made generalizations very difficult. It has even begged the question whether first time offenders of gun violence can be treated as criminals or patients unlucky enough to be roaming outside instead of being attended to in mental programs. The media is one of the most powerful tools with regards to the flow of information. Most people have a lot of trust in the media. The view of the media is considered by many to be the right view. For this reason, it is easy to manipulate the public through various media platforms. Over the years, politicians and law makers as well as various governments have used this blind trust that the audiences have to propagate different agendas. This aspect of blind trust has been described by Robertson Davies in the following quote, â€Å"The eyes sees only what the mind is prepared to comprehendâ₠¬ . This quote insinuates that the media has the tendency to change the view of its audience, their attitudes, level of knowledge, and ideal about overall subject. Gun control is one of the most commonly discussed subjects by the media. However, this subject has been discussed in an impartial manner. In other words, the media has not been able to discuss both sides of gun control matter. . This paper shall analyze the effect of media on people’s perception of gun control Background In the American society, gun control issues have now topped the list of communication trends. Incidents such as Virginia Tech University (2007), Tucson Arizona (2011), movie theatre at Aurora Colorado (2012), Newtown Connecticut (2013) etc. have been made the topic of discussion in many media broadcast sessions. Consequently, these media broadcasts have shaped biased perspective regarding gun control Different people have varied views with regard to the gun control debate. Most of these views are directly related to the hype on gun control propagated by the media. After the incident in New Connecticut, the enforcement of the gun control laws took a different turn. The following graph that appeared on edition.cnn.com under the heading How Media Lose Interest in gun control by Danny Hayes indicates the trend of coverage of gun control by different media news channels (Hayes, Why this gun control debate has been different

Marketing Case Study Analysis Essay Example | Topics and Well Written Essays - 2750 words

Marketing Case Study Analysis - Essay Example In this regard, a deeper understanding of what the relevance is of â€Å"marketing myopia† is can be gauged. In the analysis of this case study, Levitt (1975) suggested that the reason behind the downfall of the so-called â€Å"growing industry† is generally because of their myopic thinking culture. With this short – sighted vision of what the future of business may possibly offer, firms do collapse. It is indeed necessary to think outside the box and have a bigger picture of what is likely to happen in the industry. Also, he proposed that in order for business to thrive continuously, businesses must be customer – oriented instead of being too much occupied in developing, improving and producing goods and services. Likewise, he also suggested that marketing is needed and not just basically selling since marketing includes communicating the values that the products and services can possibly offer. This recommends that in order to avoid business failure in t he future, a proper implementation and execution of the strategies should come next to ensure the sustained business after such careful and balanced analysis and planning of the business context today and in the future. Introduction Starting a business involves risks since its success is never a guarantee. In reality, there are only slim chances of success in every business because only a few out of the total numbers of founded businesses do succeed. The U.S. Small Business Administration suggested that an estimation of over a half of the small businesses do fail within the first 5 years of their operation (Vetbiz Resource Center, 2009). There are many available print and online materials which try to explain why businesses fail. In the book entitled â€Å"Small Business Management,† Michael Ames (1983) suggested that the collapse of small businesses can be accounted by the following reasons: the entrepreneur’s lack of experience in handling business, poor inventory ma nagement, weak credit arrangement, excessive investment in fixed assets, insufficient capital to sustain the business needs, personal use of business funds, surprising growth in business as well as the poor and inconvenient location of business. On the one hand, there are two more reasons accounting to the collapse of business. According to Gustav Berle (1989) in the â€Å"Do It Yourself Business Book†, the increased competition in the market and the low sales are also reasons behind business failure. However, it is the case that businesses may have achieved a certain growth at one point in time which is followed by its collapse after. This failure of businesses, according to Theodore Levitt (1975), is not caused by the saturation in the market but mainly due to the short – sighted thinking culture of firms through having the illusion that such industries are growing. For Levitt (1975), the belief in the so – called â€Å"growth industry† should be reject ed since for him, such conviction is followed by complacency. With the belief in the â€Å"growth industry†, the businesses focus more on developing products and producing goods which they sell to the consumers. Nonetheless, these firms lose sight of what the real needs and wants are which can truly satisfy the customers. Given this, the focus of this paper mainly delves at critically analyzing the case of â€Å"

Marketing - Governmental Structure Essay Example | Topics and Well Written Essays - 1000 words

Marketing - Governmental Structure - Essay Example The four major political parties of Canada are the Liberal Party, Conservative Party, New Democratic Party, and Bloc Quebecois. Canada is currently stable politically. The political risk index of Canada on a 1-10 scale is 9.5 (CountryWatch, 2011). A high number in the scale is a desirable outcome. The nature of Kudler Fine Foods business and the existence of NAFTA pretty much ensure that there are not going to be any political barriers that might prohibit the entrance of the company into Canada. Food is a first necessity item. Kudler Fine Foods should keep track of the actions of the Federal government of Canada since they are responsible for international relations. A risk factor for Kudler Fine Foods is if the Canadian government decides to impose additional taxes to the corporations or higher sales taxes on food items. There is no risk of tariffs being imposed on US imports due the existence of NAFTA. Inflation, currency exchange, and monetary and fiscal policies The national curr ency of Canada is the Canadian dollar. The current currency exchange rate between the US dollar and the Canadian dollar is 1: 0.973 (Xe, 2011). The Canadian dollar has been a currency that has been historically stable. A sign of stability in a currency is illustrated by the inflation rate of the country. The inflation rate of Canada between 1915 and 2010 was 3.26% (Tradingeconomics, 2011). Canada has a great business relationship with the United States evidence by the fact that 80% of Canadian exports go to the United States. The monetary and fiscal policies of Canada can influence the decisions of Kudler Fine Foods. If the government reduces the cost of money the company can take advantage of the situation to borrow money at a lower cost. In order to minimize risk of loss of purchasing power when interest rates go up the firm should invest in bonds. Technology factor There are various technologies that can help Kudler Fine Foods improve their financial performance and operational e fficiency. A technology that can help the company improve its supply chain and logistics is radio frequency identification tags (RFID). RFID tags can be used to tract the movement of merchandise while in transit in Canada. The company can provide up to the minute updates to their clients about the approximate time when the food items are going to be delivered to the stores. Another technology that can help the company establish a presence in Canada is the internet. The internet can be used to develop a online marketing campaigns to attract Canadian customer to purchase our new Too Fresh to Go product line. Social and demographic factors, diversity Canada is bilingual country that speaks both English and French. Kudler Fine Foods must prepare their packaging for Canada in a box that has both English and French instructions and advertising messages. The population of Canada is small in comparison with the size of the country. Canada has a multicultural population that has a different composition than the United States, but both countries are rich in terms of diversity. Diversity can be used by Kudler Fine Foods to improve innovation and creativity among its staff. In order to beat the language constraint Kudler Fine Foods will need to hire bilingual employees. The costs associated with acquiring the skills and abilities necessary to establish an operation in

Vitamin D Deficiency Among Subfertile Women: Case Study

Vitamin D Deficiency Among Subfertile Women: Case Study Abstract Objective: To compare the dietary vitamin D and calcium intake among subfertile women (cases) versus pregnant women (controls) and to determine the vitamin D levels in the subfertile and pregnant women Study design was an observational case-control study where a total of 181 (83 previously diagnosed subfertile cases from various causes and 98 pregnant controls) women of reproductive age (20-40 years old) attending the reproductive endocrinology and infertility clinics were recruited. Ethical approval was granted from the Institutional Review Board at KFMC and written informed consent was obtained from each participant prior to inclusion. A validated questionnaire was used where it focused on key indicators evaluating vitamin D related factors. Blood was withdrawn for the measurement of serum calcium, albumin and phosphate to exclude secondary causes that might affect Vitamin D level. Data Analysis Data was analyzed using SPSS version 16.0 (SPSS, Chicago, IL, USA). Frequencies were presented as percentages (%) and continuous variables were presented as mean  ± standard deviation. Chi-square was done to elicit differences in frequencies between cases and controls. Independent T-test was done to compare differences among continuous variables. Significance was set at p < 0.05. Results: The prevalence of vitamin D deficiency was significantly higher in the subfertile group than controls (59.0% versus 40.4%; p < 0.01). Calcium supplements intake was significantly higher in controls than the subfertile group (64.6% versus 10.0%; p-value < 0.001). Total dietary vitamin D intake (> 400IU/day) was significantly higher in the controls than the subfertile group. Conclusions: Total dietary vitamin D intake (> 400IU/day) was found to be significantly higher in the controls than the subfertile group. Thus, dietary vitamin D intake greater than 400IU/day and calcium supplementation should be encouraged amongst subfertile women since it may improve their fertility, but this needs to be proven prospectively. Optimization of serum calcium and vitamin D levels are encouraged. Key Words: Vitamin D, infertility, calcium, supplementation, Middle Eastern Condensation Dietary vitamin D intake and calcium supplementation may improve fertility. Optimization of serum calcium and vitamin D levels are encouraged. Introduction Vitamin D deficiency phenomenon over the recent years has earned the notorious reputation of being significantly associated to a plethora of many diseases, making it a major global public health burden [1]. Evidence that vitamin D is also associated with the reproductive physiology is just recently accumulating yet limited to animal models and very few human studies [2]. Animal and human studies have suggested vitamin D role in the reproductive system where vitamin D has recently been described to modulate reproductive processes in women and men [3]. Studies have found the presence of vitamin D receptor (VDR) and vitamin D metabolizing enzymes in reproductive tissues of women [3]. Additionally, low 25-hydroxyvitamin D (25(OH)D) levels have been associated with obesity, metabolic, and endocrine disturbances in PCOS women and vitamin D supplementation has been suggested to improve menstrual frequency and metabolic disturbances in those women [3]. Moreover, vitamin D might influence ste roidogenesis of both estradiol and progesterone in healthy women where low levels of 25(OH)D levels might be associated with infertility and high levels might be associated with endometriosis [4]. The most up to date vitamin D studies outside its conventional role of calcium homeostasis in the Middle East so far have covered most of the obesity-related diseases including diabetes mellitus, hypothyroidism, and the full metabolic syndrome [5-9]. Despite the abundance and overflow of recent literature with respect to vitamin D role in health and disease, there are an equal overwhelming number of questions left unanswered and this probably explains the rationale to conduct more research on vitamin D, namely the reported association between vitamin D deficiency and infertility. In brief, the target effects of vitamin D on certain reproductive parameters including pregnancy, spermatogenesis, implantation and progeny have been studied in both animal and human studies [10,11,12,13], whereas folliculogenesis and steroidogenesis were only proven in animal models [11]. Studies involving humans have so far pointed the vitamin D role in the endometrial regulation [11, 12] rather than folliculogenesis [13, 14]. In the Middle East where most women of reproductive age are vitamin D deficient, follicular fluid has been observed to be reflective of vitamin D status, but does not have a role in assisted reproductive technology [15]. A recent large, prospective, cross-sectional study has shown that low serum levels of vitamin D may impair a woman's chances of conceiving through in vitro fertilization (IVF) [14]. The authors concluded that a serum vitamin D level of 20 ng/mL or more was associated with a significantly greater chance of obtaining 3 or more high-quality embryos and with successful embryo implantation and clinical pregnancy compared with lower levels [14,16]. Given the novel and emerging role of vitamin D in the field of reproductive biology, the present observational study aims to determine on a nutritional level, whether differences exist in the dietary intake of vitamin D among sub-fertile Middle-Eastern women attending in-vitro fertilization (IVF) clinics versus pregnant women which was assessed by 25 (OH) D serum level. Material and Methods A total of 181 (83 previously diagnosedsubfertile cases from various causes and 98 pregnant controls) Saudi women of reproductive age (20-40 years old) attendingthe reproductive endocrinology and infertility clinics at King Fahad Medical City (KFMC), Riyadh, Saudi Arabia from August 2012 to January 2013 were recruited for this observational case-control study. Subjects requiring immediate medical attention and those with co-morbidities such as malignancies, chronic infection, chronic and cardiovascular-related diseases were excluded. Ethical approval was granted from the Institutional Review Board at KFMC and written informed consent was obtained from each participant prior to inclusion. Data Collection Variables include demographics (age and weight), subfertility types and causes. In addition, dichotomous variables (yes or no) on what type of vitamin D-rich food sources were also collected as well as data on other vitamin D related factors such as sunlight exposure for at least 10 minutes a day, use of Vitamin D supplement, and intake of Vitamin D rich food. A validated questionnaire was used to capture from recruited patients. It focused on key indicators evaluating vitamin D related factors. These indicators were adopted from pre-tested patient questionnaires used in various accredited hospitals. Our questionnaire was validated bybenchmarking against similar ones in the literature targeting diverse populations and using different approaches. Initially, the questionnaire was tested on 20 patients from KFMC to determinewhether the questions were clear, understandable, and in a logical order (face validity). Besides, 2 health professionalswho had experience in clinical research were asked to criticize the content of the questionnaire (content validity). Blood was withdrawn for the measurement of serum calcium, albumin and phosphate to exclude secondary causes that might affect Vitamin D level using routine laboratory methods. Serum 25(OH)vitamin D was also assessed using Cobas e411 (Roche Diagnostics, Mannheim, Germany). For the purpose of this study, vitamin D deficiency was defined as serum 25(OH)vitamin D level less than 20ng/ml [2]. Data Analysis Data was analyzed using SPSS version 16.0 (SPSS, Chicago, IL, USA). Frequencies were presented as percentages (%) and continuous variables were presented as mean  ± standard deviation. Chi-square was done to elicit differences in frequencies between cases and controls. Variables exhibiting non-Gaussian distribution were logarithmically transformed prior to analysis. Independent T-test was done to compare differences among continuous variables. Multinomial logistic regression analysis was done using the grouping variable (presence or absence of subfertility) as the dependent variable and dietary vitamin D intake > 400IU/day as independent variables with obesity, sunlight exposure and skin color as co-variates. Significance was set at p < 0.05. Results One hundred and eighty one patients were analyzed, 83 cases and 98 controls. There was no statistical difference between the mean age of cases ,29.5  ± 5.5 years, verses controls, 29.9  ± 5.2 (P=0.64).Vitamin D deficiency (< 20ng/ml) was observed in 48.9% of the entire cohort. Comparatively, the prevalence of vitamin D deficiency was significantly higher in the subfertile group than controls (59.0% versus 40.4%; p < 0.01). On the other hand, calcium supplements intake was significantly higher in controls than the subfertile group (64.6% versus 10.0%; p-value < 0.001). The controls significantly took more vitamin D supplements than the subfertile group (p < 0.05). The rest of the comparisons were unremarkable (Table 1). Table 2 shows the percentage differences in the vitamin D dietary intake of both controls and the subfertile group. The controls had significantly higher percentage consumption of food than the subfertile group in 9 out of 14 vitamin D dietary sources included in the study (wild salmon, farmed salmon, mushrooms, egg yolk, fortified milk, fo rtified orange juice, yogurts, butter and breakfast cereals; all p-values < 0.001). Consequently, total dietary vitamin D intake > 400IU/day was significantly higher in the controls than the subfertile group (p < 0.001) (Table 2). Table 3 shows the metabolic characteristics of subjects. There was a modest, borderline significance in BMI and vitamin D status between groups, with controls being higher than the subfertile group (p-values 0.051 and 0.08, respectively). The control group also had significantly higher levels of corrected calcium (p < 0.001) while the infertile group had significantly higher levels of circulating albumin (p < 0.001) (Table 3). Comments This study addresses the possible protective effects of increased dietary vitamin D intake and calcium supplementation among Middle Eastern women that harbor infertility conditions. Previous studies in Saudi Arabia considered obesity as a major risk factor for infertility [17]. Consequently, obesity is a major risk factor for vitamin D deficiency and both abnormal metabolic states can be manipulated through dietary interventions [18]. The issue of vitamin D status correction to improve fertility status among vitamin D deficient women of reproductive age may still require rigorous investigation since randomized trials are scarce. Nevertheless, several studies can already attest that micronutrient supplementation including vitamin D improves fertility outcomes [19,20]. Furthermore, available evidence confirms present findings in the beneficial effects of vitamin D in female infertility, with favorable outcomes among women with endometriosis and polycystic ovarian syndrome [4,22]. Calcium supplementation to improve female fertility is not a surprise since it is directly regulated by vitamin D, receptors of which are found in various reproduction tissues, and correction of levels confer positive effects in terms of follicle maturation, menstrual regularity and improvement of hyperandrogenism especially among women with polycystic ovarian syndrome (PCOS) [21,22]. The other equally important but less novel finding in the present study is the high vitamin D deficiency prevalent in both pregnant and sub fertile women. Vitamin D deficiency is relatively common in the Middle East in general, but more so for women because of cultural traditions and manner of clothing. Prevalence of hypovitaminosis D among this group ranges from 80-100% from the most recent local studies [23,24]. The modest but still insignificant difference in mean vitamin D status levels in both groups in our study could be attributed to a more vigilant behavior among pregnant women to ingest more food and vitamin supplements although comparison by prevalence clearly shows the high significant difference between the subfertile group and the control group. The authors acknowledge several limitations. Findings of the present study may only be true for women and as such a separate study should be done to reinforce if not negate the present results in non-pregnant women in comparison to subfertile women. Furthermore the case control nature of the study maybe subject to selection bias. Prospective studies are essential to determine whether vitamin D correction through dietary intervention and lifestyle modification can improve fertility among vitamin D deficient women. In conclusion, Middle-Eastern (Saudi) subfertile women have a higher prevalence of vitamin D deficiency as compared to apparently healthy controls, and this is aggravated by their lower intake of foodrich in vitamin D and lower calcium supplementation. Dietary vitamin D intake greater than 400IU/day and calcium supplementation may improve fertility in this population, but this needs to be proven prospectively. Optimization of vitamin D and calcium status among women of reproductive age are encouraged.

Anthrax and Bioterrorism :: Biological Terrorism Terrorist Homeland Security

Bioterrorism, in the last decade, has become a real threat to the world. Since the anthrax attacks on American soil in 2001, the world has become aware of the potential risk of an anthrax attack. Anthrax is the disease caused by the Bacillus anthracis bacteria. Ever since early history, anthrax has occurred in livestock animals and in humans. The bacteria prevent the macrophages from communicating with the rest of the body. Thus, the body cannot fend of anthrax and slowly organs begin to deteriorate. However, a series of antibiotics and vaccinations are available in case of an exposure to anthrax. Bacillus anthracis, or anthrax, has recently become a greatly feared pandemic. The breakout of anthrax on American soil in October of 2001 opened the world's eyes to the possibilities of bioterrorism of anthrax. Since then, government associations, such as the CDC and EPA, have taken precautions in case of another bioterrorist attack, particularly an anthrax attack. The history of anthrax dates back to biblical times in ancient Egypt (Anthrax Info 1). In 16th Century B.C., the Israelites were under the control of powerful Ramses II. According to Bible, a series of plagues fell upon Egypt in attempt to free the Israelites. One of these plagues involved the death of the cattle, sheep, and goats. Many historians believed the cause of death was due to anthrax inhalation. The first non-livestock case of anthrax occurred in the early 19th Century (Anthrax Info 4). After coming into contact with anthrax infected animals, many farmers were cutaneously inoculated with anthrax. This outbreak sparked the scientific research of anthrax. 2 Written documentation of anthrax began with Robert Koch's discovery of the bacteria that caused anthrax. Koch performed experiments that explained the attributes of anthrax. Using the spleens of anthrax infected animals, Koch inoculated mice (Elsevier 3). The mice later died and Koch concluded that anthrax could be transferred through the bloodstream. Koch also grew Bacillus anthracis in a culture to further his research. During the incubation process, Koch noticed that the bacteria formed spores when faced with a harsh environment (Elsevier 4). He later discovered that such spores could still cause the anthrax disease. Because of his revolutionary findings, Koch is credited with discovery of anthrax. Using Koch’s discoveries, 20th Century scientists began developing weaponized anthrax. Due to the spores’ durability, anthrax has been a very favorable biological weapon. The first incident of weaponized anthrax was recorded during the First World War.

Google Company Team Essay

Management team Larry Page and Sergey Brin founded Google in September 1998. Since then, the company has grown to more than 30,000 employees worldwide, with a management team that represents some of the most experienced technology professionals in the industry. Executive Officers Larry Page CEO As Google’s chief executive officer, Larry is responsible for Google’s day-to-day-operations, as well as leading the company’s product development and technology strategy. He co-founded Google with Sergey Brin in 1998 while pursuing a Ph.D. at Stanford University, and was the first CEO until 2001—growing the company to more than 200 employees and profitability. From 2001 to 2011, Larry was president of products. Larry holds a bachelor’s degree in engineering from the University of Michigan, Ann Arbor and a master’s degree in computer science from Stanford University. He is a member of the National Advisory Committee (NAC) of the University of Michigan College of Engineering, and together with co-founder Sergey Brin, Larry was honored with the Marconi Prize in 2004. He is a trustee on the board of the X PRIZE, and was elected to the National Academy of Engineering in 2004. Eric E. Schmidt Executive Chairman Since joining Google in 2001, Eric Schmidt has helped grow the company from a Silicon Valley startup to a global leader in technology. As executive chairman, he is responsible for the external matters of Google: building partnerships and broader business relationships, government outreach and technology thought leadership, as well as advising the CEO and senior leadership on business and policy issues. From 2001-2011, Eric served as Google’s chief executive officer, overseeing the company’s technical and business strategy alongside founders Sergey Brin and Larry Page. Under his leadership, Google dramatically scaled its infrastructure and diversified its product offerings while maintaining a strong culture of innovation. Prior to joining Google, Eric was the chairman and CEO of Novell and chief technology officer at Sun Microsystems, Inc. Previously, he served on the research staff at Xerox Palo Alto Research Center (PARC), Bell Laboratories and Zilog. He holds a bachelor’s degree in electrical engineering from  Princeton University as well as a master’s degree and Ph.D. in computer science from the University of California, Berkeley. Eric is a member of the President’s Council of Advisors on Science and Technology and the Prime Minister’s Advisory Council in the U.K. He was elected to the National Academy of Engineering in 2006 and inducted into the American Academy of Arts and Sciences as a fellow in 2007. He also chairs the board of the New America Foundation, and since 2008 has been a trustee of the Institute for Advanced Study in Princeton, New Jersey. Sergey Brin Co-Founder Sergey Brin co-founded Google Inc. in 1998. Today, he directs special projects. From 2001 to 2011, Sergey served as president of technology, where he shared responsibility for the company’s day-to-day operations with Larry Page and Eric Schmidt. Sergey received a bachelor’s degree with honors in mathematics and computer science from the University of Maryland at College Park. He is currently on leave from the Ph.D. program in computer science at Stanford University, where he received his master’s degree. Sergey is a member of the National Academy of Engineering and a recipient of a National Science Foundation Graduate Fellowship. He has published more than a dozen academic papers, including Extracting Patterns and Relations from the World Wide Web; Dynamic Data Mining: A New Architecture for Data with High Dimensionality, which he published with Larry Page; Scalable Techniques for Mining Casual Structures; Dynamic Itemset Counting and Implication Rules for Market Basket Data; and Beyond Market Baskets: Generalizing Association Rules to Correlations. Nikesh Arora Senior Vice President and Chief Business Officer Nikesh oversees all revenue and customer operations, as well as marketing and partnerships. Since joining Google in 2004, he has held several positions with the company. Most recently, he led Google’s global direct sales operations. He also developed and managed the company’s operations in the European, Middle Eastern and African markets and was responsible for creating and expanding strategic partnerships in those regions for the benefit of Google’s growing number of users and advertisers. Prior to joining Google, he was chief marketing officer and a member of the  management board at T-Mobile Europe. While there, he spearheaded all product development, terminals, brand and marketing activities of T-Mobile Europe. In 1999, he started working with Deutsche Telekom and founded T-Motion PLC, a mobile multimedia subsidiary of T-Mobile International. Prior to joining Deutsche Telekom, Nikesh held management positions at Putnam Investments and Fidelity Investments in Boston. Nikesh holds a master’s degree from Boston College and an MBA from Northeastern University, both of which were awarded with distinction. He also holds the CFA designation. In 1989, Nikesh graduated from the Institute of Technology in Varanasi, India with a bachelor’s degree in electrical engineering. David C. Drummond Senior Vice President, Corporate Development and Chief Legal Officer David Drummond joined Google in 2002, initially as vice president of corporate development. Today as senior vice president and chief legal officer, he leads Google’s global teams for legal, government relations, corporate development (M&A and investment projects) and new business development (strategic partnerships and licensing opportunities). David was first introduced to Google in 1998 as a partner in the corporate transactions group at Wilson Sonsini Goodrich and Rosati, one of the nation’s leading law firms representing technology businesses. He served as Google’s first outside counsel and worked with Larry Page and Sergey Brin to incorporate the company and secure its initial rounds of financing. During his tenure at Wilson Sonsini, David worked with a wide variety of technology companies to help them manage complex transactions such as mergers, acquisitions and initial public offerings. David earned his bachelor’s degree in history from Santa Clara University and his JD from Stanford Law School. Patrick Pichette Senior Vice President and Chief Financial Officer Patrick Pichette is Google’s chief financial officer. He has nearly 20 years of experience in financial operations and management in the telecommunications sector, including seven years at Bell Canada, which he joined in 2001 as executive vice president of planning and performance management. During his time at Bell Canada, he held various executive positions, including CFO from 2002 until the end of 2003, and was instrumental in the management of the  most extensive communications network in Canada and its ongoing migration to a new national IP-based infrastructure. Prior to joining Bell Canada, Patrick was a partner at McKinsey & Company, where he was a lead member of McKinsey’s North American Telecom Practice. He also served as vice president and chief financial officer of Call-Net Enterprises Inc., a Canadian telecommunications company. Patrick has been a member of the board of directors of Amyris, Inc., a synthetic biology company, since March 2010, and serves on its Audit Committee and Leadership Development and Compensation Committee. He also serves on the board of Trudeau Foundation. Patrick earned a bachelor’s degree in business administration from Università © du Quà ©bec à   Montrà ©al. He holds a master’s degree in philosophy, politics and economics from Oxford University, where he attended as a Rhodes Scholar.

Impact of Demographic Factors on Employee Engagement – a Case Study Mployee Engagement

A SYUDY ON EMPLOYEE ENGAGEMENT IN VASAN PUBLICATIONS PRIVATE LIMITED,CHENNAI J Swaminathan, AVCCE ABSTRACT Employee plays a vital role in each and every organization; the interest of employee will help to achieve the organization’s objectives. Successful employee engagement strategy creates a community at a work place and not just a work force. When the employees are effectively and positively engaged with their organization, they form an emotional connection with the company. This effects their attitude towards both their colleagues and the company’s client and improves customer satisfaction and services levels. In this project work the researcher has studied about how the employee has shown their interest in the job after joining the organization. The researcher adopted descriptive research and the data is collected from the employee through convenience sampling method with the help of personally administrated questionnaire. The questionnaire contains close ended questions and the sample size is 50. This data was analyzed and classified with the help of statistical tools and the findings and suggestion are extracted from the analyzing chapter. INTRODUCTION â€Å"Engagement is the state in which individual are emotionally and intellectually committed to the organization as measured by three primary behaviors: say, stay and strive†. Success today requires a good bit more and good attendance. Employee plays a vital role in each and every organization. The interest of employee will help to achieve organizational objectives. The extent that an employee believes in the mission, purpose and values of an organization and demonstrates that commitment through their action as an employee and their attitude towards their employer and customer. Employee engagement is high when the statement and conversation held reflect natural enthusiasm for the company,its employee and the product and services provided. For the past two decades we have been trying to realize the benefit of empowerment, teamwork, recognition, people development, performance management and new leadership style. There is a big difference between putting in place initiatives that have the overall goal of increasing employee engagement and truly seeing the payoffs. And, on the other hand, one might easily attribute low engagement to persistent downsizing, which lead to an erosion of loyalty and commitment. The working definitions of engagement largely defined in terms of how a person â€Å"feels inside†. However, when we ask people if the level of engagement in the work place would be readily apparent to a visitor from the outside, their answers are invariably â€Å"yes†. Job enjoyment, believe in what one is doing, and feeling valued all contribute to observable behavior. You can observe levels of excitement and energy, you can witness people going to extra length to solve customer issues, and you can see an ethic of quality and continuous improvement. Similarly, workplace behaviors indicative of low engagement – whining, low energy, passive-aggressive behavior, lack of teamwork – can be equally visible. NEED: ? This study helps the management as a tool of powerful retention strategy. ? Engagement is about motivating employees to do their best with their full concentration ? When an employee is effectively and positively engaged with their organization, they have an emotional connection with the management. SCOPE: ? Company’s wide programmes are known with the help of employee involvement. ? To ensure the growth of an employee with the help of this goal. ? The technique which shows largely to obtain the work improvement tool adequately PROBLEM IDENTIFICATION: ? Whether engagement create positive attitudes in the mind of the employee towards the organisation and to its value. ? Whether employee’s disengagement arise due to the absence of appreciation or due to the absence of positive stroke. REVIEW OF LITERATURE 1. MR. JOHN ESTER. , BOSTON university, â€Å"employee engagement† VOL 3, PNO 342 – 349. In their employee attitude and engagement survey, measured overall engagement but also outlined that engagement has three components: Cognitive engagement – focusing very hard on work, thinking about very little else during the working day; Emotional engagement – being involved emotionally with your work; and Physical engagement – being willing to ‘go the extra mile' for your employer and work over and beyond contract . 4. Sudhesh venkatesh, HHR at TESCO HSC views employee engagement as a psychological association. The success is due to a corporate culture that support individual creativity as well as team work, paradox studies measure employee engagement term two dimensions: how employees feel (their emotion towards the company, the leadership, the work environment) and for how they intend to cut in the future(will they stay, give extra efforts). This is conducted regularly through a questionnaire and is measured on various parameters predefined by the HR team. Employee engagement needs to be measured at regular intervals in order to track its contribution to the success of the organization. . Ken scarlet, president and CEO of scarlet international: Employee engagement will make employee more contributed, more empowered, more loyal and will give the benefits such as high morale, happy environment and lower attrition rates. Organization can achieve employee bliss through employee engagement. 6. The conference board New York: author (john gibbons) published 2006: This literature review summarize s what is known on the topic of employee employment and what companies can do the foster true engagement in the work place. It provides a review of current research on their important and timely topic when workers feel mentally and emotionally connected to their jobs they are willing to apply discretionally effort to their company success. 7. Scottish Govt. publication’s 2007 (May) There is no discernable difference between the dynamics of engagement within the public sector rather difference in engagement level is result from organization characteristics, which level sectors that organizational site. 8. Human capital strategy volume-9; No. 3 August 2005: This article summarized engaged employee be gets satisfied customers. This in turn improves the profitability of the organization. HR should help in identification and reengagement of disengaged employee by launching special initiatives directed towards bringing this group of employees into the maintenance. 9. Harter, J. K. Schmidt, F. L and Hayes T. L (2001) It shows business unit level relationship between employee satisfaction, employee engagement and business outcomes. 10. HRM Review, ICFAI University press Aug-2005 This article summarized about harnessing the power of an engaged workforce. 1. HRM Review, ICFAI University press, Feb-2008 This article summarized that through employee engagement activities the Indian information technology enabled services (ITES) and business process outsourcing (BPO) industry is maintaining and gaining increasing fraction and visibility and is expected to touch Rs. 30. 537 cr by 2010 as per NASSEM report. COMPANY PROFILE Mr. Puthur Vaithyanatha Iy er promoted Anandha Vikatan in 1926 as a monthly magazine exclusively catering to about 1500-odd yearly subscribers. In 1928,. Mr. S. S. Vasan offered to buy Anandha Vikatan for Rs. 200. From then, the magazine grew from strength to strength. No surprise that his investment into Anandha Vikatan proved wise as it eventually enabled Mr. Vasan to buy ‘Gemini studios’. Ananda vikatan is today, a household name in Tamilnadu. Since 1956, The managing director,Mr. S. Balasubaramanian has been stewarding the growth and diversification of vasan publications private limited The Vikatan groups today publishes 5 Tamil magazines with combined weekly sales of over 1 million and readership of over 10 million and were printing â€Å"The Economic Times† from Chennai for the period 1994 to 2001. PRESS: Ananda vikatan press is very well equipped with three headset, web offset machines (imported from Japan), each capable of printing four color forms. Vikatan press is also fully equipped with three flow line binding machines, two three way trimmers, cutting machines etc. on the processing side also Ananda vikatan press has kept pace with latest technology. The imported image setter, flat bed scanners and other latest process equipments add upto the production capacity of Ananda vikatan. RESEARCH DESIGN The study is designed as descriptive in nature since it attempts to obtain a complete and accurate description of situation.. Primary data for this study was collected by preparing a well structured questionnaire consisting of closed ended questions. The questionnaire was distributed to the employees and the responses were received from the employees. The method used for collecting the data is survey method. The sampling unit of the study was the various departments of Vasan publication Pvt. Ltd. Chennai. Convenience sampling method was adopted to decide the sample of 50 as permitted by the management out of 150 employees (Feb 2009 to April 2009) Statistical Tools Used For Analysis Percentage analysis, Cross tabulations, Chi-Square, Analysis of Variance (ANOVA) OBJECTIVES ? To measure the level of employee engagement in the organisation. ? To identify the various factors influencing employee engagement. ? To compare the employer satisfaction & performances with the engagement of the employee. ? To study the existing practices for improving employee engagement. DATA ANALYSIS AND INTERPRETATION Table-4. 1: Gender of the Respondents |GENDER |Frequency |Percent | |Male |48 |96. 0 | |Female |2 |4. 0 | |Total |50 |100. 0 | [pic] INFERENCE: It is observed that majority of the respondents are male (96%) and only very few are female (4%). Table-4. 2: Age of the Respondents |AGE |Frequency |Percent | |Less than 26 yrs |2 |4. 0 | |26 – 30 yrs |6 |12. 0 | |31 – 35 yrs |11 |22. | |36 – 40 yrs |10 |20. 0 | |41 – 45 yrs |11 |22. 0 | |45 – 50 yrs |4 |8. 0 | |Above 50 yrs |6 |12. 0 | |Total 50 |100. 0 | [pic] INFERENCE: Among the samples collected, most of the respondents are in the age group of 31 to 45 years. Only 16 percentages of the respondents are in the age group of below 30 years. However, 12 percent of the respondents have crossed 50 years of age. Table-4. 3: Experience of the Respondents |EXPERIENCE |Frequency |Percent | |Less than 6 yrs |8 |16. | |6 – 10 yrs |17 |34. 0 | |11 – 15 yrs |8 |16. 0 | |16 – 20 yrs |10 |20. 0 | |More than 20 yrs |7 |14. | |Total |50 |100. 0 | [pic] INFERENCE: From the above table it is observed that most of the respondents (34%) a re having 6 to 10 years of experience. 20 percent of the respondents are having 16 to 20 years of experience and 16 percent of the respondents are having less than 6 years. However, 14 percent of the respondents are having more experience (20 years and above) which is the strength of the development of vikadan organization. Table – 4. 4: Educational Qualification of the Respondents EDUCATIONAL QUALIFICATION |Frequency |Percent | |Higher Secondary |13 |26. 0 | |ITI |11 |22. 0 | |Under graduation |12 |24. 0 | |Post graduation |4 |8. | |Technical |7 |14. 0 | |Non-Technical |3 |6. 0 | |Total |50 |100. 0 | [pic] INFERENCE: It is most of the respondents are having schooling (26%) and ITI (22%) education followed by under graduation (24%). Eight percent of the respondents are having post graduation degree and 14 percent of the respondents are having technical background. Table-4. 5: Monthly Income of the Respondents |MONTHLY INCOME |Frequency |Percent | |Rs. 5000 – Rs. 10000 |8 |16. 0 | |Rs. 10001 – Rs. 15000 |10 |20. 0 | |Rs. 15001 – Rs. 0000 |16 |32. 0 | |Rs. 20001 – Rs. 25000 |9 |18. 0 | |Rs. 25001 – Rs. 30000 |5 |10. 0 | |Rs. 30001 – Rs. 35000 |2 |4. 0 | |Total |50 |100. | [pic] INFERENCE: From the above table it is observed that 32 and 20 percent of the respondents are in Rs. 15001 to Rs. 20000 and Rs. 10000 to Rs. 15000 per month respectively. 14 percent of the respondents are earning more than Rs. 25000 per month. Only 16 percent of the respondents draw less than Rs. 5000 per month. Table-4. 6: Respondents Opinion about their Contribution towards Productivity |Productivity |Frequency |Percent | |Very High |7 |14. | |High |13 |26. 0 | |Average |6 |12. 0 | |Poor |16 |32. 0 | |Very Poor |8 |16. 0 | |Total |50 |100. 0 | [pic] INFERENCE: From the above table it is found that 14 percent of the respondents agree that they have contributed more for the increase in productivity, while 26 percent of the respondents opine that they have somewhat contributed for increase in productivity. However, 48 percent of the respondents agree that the show poor contribution towards productivity. Table-4. 7: Respondents Contribution towards Reducing the Waste |Wastage Reduction |Frequency |Percent | |Very High |4 |8. | |High |9 |18. 0 | |Average |6 |12. 0 | |Poor |26 |52. 0 | |Very Poor |5 |10. 0 | |Total |50 |100. 0 | [pic] INFERENCE: In order to know whether the employees have contributed towards reducing the waste, they were asked to give their opinion, and based on their opinion, it is observed that 62 percent of the respondents have poor and very poor contribution towards reducing the waste. Only 26 percent of the respondents have high and very high level of contribution towards reducing the waste which is shown in the bar diagram. Table-4. 8: Respondents’ Contribution towards Reducing the Costs |Cost Reduction |Frequency |Percent | |Very High |5 |10. | |High |18 |36. 0 | |Average |16 |32. 0 | |Poor |5 |10. 0 | |Very Poor |6 |12. 0 | |Total |50 |100. 0 | [pic] INFERENCE: Wastage reduction will lead to cost reduction. In order to know this, the respondents were asked to give their opinion and based on the results, it is identified that 46 percent of the respondents have high and very high contribution towards reducing the costs, while 32 percent of the respondents have average contribution, and 22 percent of the respondents show poor contribution towards reducing the costs. Table-4. 9: Respondents’ Opinion about Team Building Activities at Work Place |Level of Satisfaction |Frequency |Percent | |Highly Satisfied |2 |4. | |Satisfied |8 |16. 0 | |Average |18 |36. 0 | |Dissatisfied |15 |30. 0 | |Highly Dissatisfied |7 |14. 0 | |Total |50 |100. 0 | [pic] INFERENCE: From the above table we infer that 30 percent of the respondents opine that they are dissatisfied with the team building activities at their workplace. 30 percent of the respondents are dissatisfied while 14 percent are highly dissatisfied towards team building activities at their work place. Table-4. 10: Respondents’ Loyalty Level in the Organization |Loyalty |Frequency |Percent | |Very Good |1 |2. 0 | |Good |4 |8. | |Average |9 |18. 0 | |Lower |23 |46. 0 | |Very Lower |13 |26. 0 | |Total |50 |100. 0 | [pic] INFERENCE: From the above table it is observed that 46 percent of the respondents are having low loyalty level towards their organization, while 26 percent of them are having very low loyalty level. Only 10 percent have good and very good loyalty level. Table-4. 11: Respondents’ Level of Satisfaction about their Salary |Salary |Frequency |Percent | |Highly Satisfied |3 |6. 0 | |Satisfied |21 |42. 0 | |Average |12 |24. 0 | |Dissatisfied |10 |20. | |Highly Dissatisfied |4 |8. 0 | |Total |50 |100. 0 | [pic] INFERENCE: From the table it is noted that 42 percent of the respondents are satisfied with their salary and 6 percent of the respondents are highly satisfied. 24 percent of the respondents showing average satisfaction and 28 percent of the respondents depict dissatisfaction towards their salary. Table-4. 12: Respondents’ Level of Satisfaction about their Working Hours Working Hours |Frequency |Percent | |Strongly Agree |3 |6. 0 | |Agree |20 |40. 0 | |Neutral |14 |28. 0 | |Disagree |11 |22. 0 | |Strongly Disagree |2 |4. | |Total |50 |100. 0 | [pic] INFERENCE: From the table it is noted that 40 percent respondents’ have agreed that they are satisfied with the ir working hours. 28 percent of the respondents show neutral opinion while 22 percent show disagreement towards their working hours. Table-4. 13: Respondents Involvement in Problem Solving |Involvement |Frequency |Percent | |Increased |18 |36. | |No Change |20 |40. 0 | |Decreased |12 |24. 0 | |Total |50 |100. 0 | [pic] INFERENCE: From the above table it is noted that 40 percent of the respondents show that their involvement level do not change in the past three years, and 36 percent of the respondents opine that their involvement level has been changed for the past 3 years. Only 24 percent of the respondents argued that their involvement level decreased in the past 3 years. Table-4. 14: Respondents’ Feeling of Motivation |Motivation |Frequency |Percent | |Large Extent |2 |4. 0 | |Reasonable Extent |18 |36. 0 | |Average |11 |22. 0 | |Certain |15 |30. | |Not at all |4 |8. 0 | |Total |50 |100. 0 | [pic] INFERENCE: From the above table it is noted that 36 percent of the employees felt that their motivation has increased to a reasonable extent, 22 percent of the respondents argue that it has an average increase, while 30 percent of the respondents opine that the motivation has shown a below average increase. However, 8 percent of the respondents argue that their motivation has not at all increased. Table-4. 15: Respondents’ Opinion about Team Spirit in their Working Environment |Team Spirit |Frequency |Percent | |Good |8 |16. 0 | |Average |13 |26. 0 | |Lower |20 |40. | |Very Lower |9 |18. 0 | |Total |50 |100. 0 | [pic] INFERENCE: Form the above table it is noted that 58 percent of the respondents have lower and very lower level of team spirit, while 16 percent of the respondents are having good team spirit, which is the indication of success of the organization. Table-4. 16: Respondents’ Level of Satisfaction about their Morale in the Organization Level of Satisfaction |Frequency |Percent | |Satisfied |11 |22. 0 | |Average |14 |28. 0 | |Dissatisfied |22 |44. 0 | |Highly Dissatisfied |3 |6. 0 | |Total |50 |100. 0 | [pic] INFERENCE: From the above table it is found that only 22 percent of the respondents are satisfied while 6 percent of the respondents are highly dissatisfied with the morale of the organization. Table-4. 17: Employees’ Influence over Quality in the Organization |Level of Influence |Frequency |Percent | |Highly Influence |3 |6. 0 | |Influence |13 |26. 0 | |Somewhat Influence |28 |56. | |No Influence |6 |12. 0 | |Total |50 |100. 0 | [pic] INFERENCE: From the above table it is observed that 56 percent of the respondents opine that employees have somewhat influence over quality, while 26 percent of the respondents agree that the employees have influence over quality. However, 12 percent of the respondents report that the employees do not have any influence on the quality. Table-4. 18: Respondents’ Opinion about the Recognition as Individuals |Opinion |Frequency |Percent | |Always |7 |14. 0 | |Sometimes |16 |32. 0 | |Rarely |8 |16. 0 | |Never |14 |28. | |No Idea |5 |10. 0 | |Total |50 |100. 0 | [pic] INFERENCE: From the above table it is inferred that 14 percent of the respondents agree that they always get recognition, while 32 percent of the respondents sometimes get recognition. It could be noted that 28 percent of the respondents agree that individuals never get any recognition from the organization. Table-4. 9: Respondents’ level of Importance towards put forwarding the suggestions |Level of Importance |Frequency |Percent | |Importance |6 |12. 0 | |Fairly Importance |8 |16. 0 | |Somewhat Importance |17 |34. 0 | |No Importance |19 |38. | |Total |50 |100. 0 | [pic] INFERENCE: On observing the table, it could be understood that 38 percent of the respondents show no importance while put forwarding the suggestions to management, whereas 3 4 percent of the respondents show somewhat importance, while 12 percent of the respondents agree that it is important to put forwarding suggestions to management. Table-4. 20: Respondents’ Level of Satisfaction about Balancing of Family life and Work life Level of Satisfaction |Frequency |Percent | |Highly Satisfied |2 |4. 0 | |Satisfied |16 |32. 0 | |Moderately Satisfied |9 |18. 0 | |Dissatisfied |18 |36. 0 | |Highly Dissatisfied |5 |10. | |Total |50 |100. 0 | [pic] INFERENCE: From the above table it is inferred that the respondents are in both the categories. That is, 46 percent of the respondents are dissatisfied and remaining 56 percent of the respondents are satisfied in Balancing their Family Life and Work Life Table-4. 21: Respondents’ Opinion about Training Programme organized by the Company |Level of Satisfaction |Frequency |Percent | |Highly Satisfied |1 |2. | |Satisfied |5 |10. 0 | |Moderately Satisfied |8 |16. 0 | |Dissatisfied |28 |56. 0 | |Highly Dissatis fied |8 |16. 0 | |Total |50 |100. 0 | [pic] INFERENCE From the above table it is observed that most of the respondents opine that they were not satisfied by the training programme conducted by the organization. However, 12 percent of the employees are satisfied while 16 percent of the employees are moderately satisfied. On seeing the Bar diagram, it is observed that on total 72 percent of the employee are not satisfied with the training programme. Table-4. 22: Relationship between Age and Contribution towards Productivity Ho: There is no relationship between age and productivity H1: There is some relationship between age and productivity Cross Tabulation |Age |Productivity |Total | | |Poor |Neutral |High | | |Below 30 years |3 |1 |4 |8 | |30 – 45 years |13 |5 |14 |32 | |Above 45 years |4 | |6 |10 | |Total |20 |6 |24 |50 | Chi-Square Tests | |Value |df |Asymp. Sig. (2-sided) | |Pearson Chi-Square |11. 995 |4 |. 037 | |Likelihood Ratio |13. 146 |4 |. 034 | |Linear-by-Linear Association |8. 044 |1 |. 34 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval |Pearson's R |. 103 |. 121 |. 720 |0. 475 | |Ordinal by Ordinal |Spearman Correlation |. 085 |. 29 |. 594 |0. 555 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between age and productivity, the influence of age on productivity is meager. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there is some relationship between age and productivity. From correlation table, it is identified that the Pearson R vale is 0. 103 which is positive and hence there is a positive relationship between age and productivity. Table-4. 23: Relationship between Age and Contribution towards Wastage Reduction Ho: There is no relationship between age and wastage Reduction H1: There is some relationship between age and Wastage Reduction Cross Tabulation Age |Wastage Reduction |Total | | |Poor |Neutral |High | | |Below 30 years |4 | |4 |8 | |30 – 45 years |7 |3 |22 |32 | |Above 45 years |2 |3 |5 |10 | |Total |13 |6 |31 |50 | Chi-Square Tests | |Value |df |Asymp. Sig. (2-sided) | |Pearson Chi-Square |16. 617 |4 |. 015 | |Likelihood Ratio |16. 455 |4 |. 016 | |Linear-by-Linear Association |8. 379 |1 |. 053 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval|Pearson's R |. 022 |. 145 |. 154 |. 879 | |Ordinal by Ordinal |Spearman Correlation|. 029 |. 146 |. 198 |. 844 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between age and wastage reduction, the influence of age on wastage reduction is meagre.. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there is some relationship between age and wastage reduction From correlation table it is observed that the Pearson correlation value is 0. 022 which is positive and hence, there is a positive relationship between age and contribution towards wastages. . Table-4. 24: Relationship between Age and Contribution towards Cost Reduction Ho: There is no relationship between age and Cost Reduction H1: There is some relationship between age and Cost Reduction Cross Tabulation |Age |Cost Reduction |Total | | |Poor |Neutral |High | | |Below 30 years |5 |2 |1 |8 | |30 – 45 years |18 |10 |4 |32 | |Above 45 years | |4 |6 |10 | |Total |23 |16 |11 |50 | Chi-Square Tests | |Value |df |Asymp. Sig. | | | | |(2-sided) | |Pearson Chi-Square |14. 337 |4 |. 006 | |Likelihood Ratio |17. 017 |4 |. 002 | |Linear-by-Linear Association |9. 650 |1 |. 002 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval|Pearson's R |. 451 |. 117 |3. 502 |. 001 | |Ordinal by Ordinal |Spearman Correlation|. 344 |. 139 |2. 539 |. 014 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between age and cost reduction, the influence of age on cost reduction is plentiful. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected, the alternate hypothesis has been accepted which means that there is some relationship between age and cost reduction. Pearson R value (0. 451) in Correlation table proves that there is positive relationship between age and contribution towards cost reduction. Table-4. 25: Relationship between Age and Team Building Ho: There is no relationship between age and Team Building H1: There is some relationship between age and Team Building Cross Tabulation |Age |Team Building |Total | | |Dissatisfied |Moderate |Satisfied | | |Below 30 years |1 |3 |4 |8 | |30 – 45 years |6 |13 |13 |32 | |Above 45 years |3 |2 |5 |10 | |Total |10 |18 |22 |50 | Chi-Square Tests | |Value |Df |Asymp. Sig. (2-sided) | |Pearson Chi-Square |1. 886 |4 |. 757 | |Likelihood Ratio |1. 981 |4 |. 739 | |Linear-by-Linear Association |. 206 |1 |. 650 | |N of Valid Cases |50 | | | INFERENCE: From the above analysis it is found that there is no relationship between age and team building activity in the work place. INTERPRETATION: Since the table value is found to be lesser than the calculated value, the null hypothesis is accepted; there is no relationship between age and their opinion about the team building activities adopted in their work place. Table-4. 26: Relationship between Age and Loyalty Ho: There is no relationship between age and Loyalty Level of employees H1: There is relationship between age and Loyalty Level of Employees Cross Tabulation |Age |Loyalty Level |Total | | |Poor |Average |Good | | |Below 30 years |1 |1 |6 |8 | |30 – 45 years |3 |6 |23 |32 | |Above 45 years |1 |2 |7 |10 | |Total |5 |9 |36 |50 | Chi-Square Tests | |Value |df |Asymp. Sig. (2-sided) | |Pearson Chi-Square |16. 245 |4 |. 033 | |Likelihood Ratio |15. 257 |4 |. 032 | |Linear-by-Linear Association |8. 007 |1 |. 032 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval|Pearson's R |. 053 |. 165 |. 366 |. 716 | |Ordinal by Ordinal |Spearman Correlation|. 125 |. 154 |. 872 |. 388 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship etween age and loyalty level, the influence of age on loyalty level is meagre. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there exists some relationship between age and employees’ loyalty level in the organization. Correlation table shows that the Pearson R value is 0. 053 which is positive and hence there is a positive relationship between age and loyalty. Table-4. 27: Relationship between Age and Morale Ho: There is no relationship between age and Morale H1: There is some relationship between age and Morale Cross Tabulation |Age |Morale |Total | | |Dissatisfied |Average |Satisfied | | |Below 30 years | |4 |4 |8 | |30 – 45 years |8 |2 |22 |32 | |Above 45 years |4 |2 |4 |10 | |Total |12 |8 |30 |50 | Chi-Square Tests | |Value |df|Asymp. Sig. (2-sided) | |Pearson Chi-Square |7. 896 |4 |. 042 | |Likelihood Ratio |9. 386 |4 |. 025 | |Linear-by-Linear Association |6. 559 |1 |. 045 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval |Pearson's R |. 107 |. 126 |. 744 |0. 461 | |Ordinal by Ordinal |Spearman Correlation |. 080 |. 133 |. 555 |0. 582 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between age and morale, the influence of age on morale is meagre. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there is some relationship between age and morale. From correlation table, it is identified that the Pearson R vale is 0. 103 which is positive and hence there is a positive relationship between age and morale. Table-4. 28: Relationship between Age and Salary Ho: There is no relationship between age and Salary H1: There is some relationship between age and Salary Cross Tabulation |Age |Salary |Total | | |Dissatisfied |Moderate |Satisfied | | |Below 30 years |5 |3 | |8 | |30 – 45 years |13 |8 |11 |32 | |Above 45 years |6 |1 |3 |10 | |Total |24 |12 |14 |50 | Chi-Square Tests | |Value |Df |Asymp. Sig. (2-sided) | |Pearson Chi-Square |5. 169 |4 |. 270 | |Likelihood Ratio |7. 487 |4 |. 112 | |Linear-by-Linear Association |. 437 |1 |. 508 | |N of Valid Cases |50 | | | INFERENCE: From the above analysis it is found that there is no relationship between age and their level of satisfaction of their salary. INTERPRETATION: Since the table value is found to be lesser than the calculated value, the null hypothesis is accepted; there is no relationship between age and their level of satisfaction of their salary. Table-4. 29: Relationship between Age and Working Hours Ho: There is no relationship between age and Working hours H1: There is some relationship between age and Working hours Cross Tabulation |Age |Working Hours |Total | | |Disagree |Neutral |Agree | | |Below 30 years |5 |3 | |8 | |30 – 45 years |13 |6 |13 |32 | |Above 45 years |5 |5 | |10 | |Total |23 |14 |13 |50 | Chi-Square Tests | |Value |Df |Asymp. Sig. (2-sided) | |Pearson Chi-Square |10. 986 |4 |. 027 | |Likelihood Ratio |15. 011 |4 |. 005 | |Linear-by-Linear Association |. 13 |1 |. 910 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval|Pearson's R |-. 165 |. 119 |-1. 158 |. 252 | |Ordinal by Ordinal |Spearman Correlation|-. 158 |. 134 |-1. 112 |. 272 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between age and working hours, the influence of age on working hours is meagre. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Hence, alternate hypothesis has been accepted which means that there exists some negative relationship between age and working hours set by the organization. Pearson correlation value of -0. 165 denotes that there exists negative relationship between age and working hours set by the management. Table-4. 31: Relationship between Age and Involvement Ho: There is no relationship between age and Involvement H1: There is some relationship between age and Involvement Cross Tabulation |Age |Involvement |Total | | |Decreased |No Change |Increased | | |Below 30 years |4 |2 |2 |8 | |30 – 45 years |11 |13 |8 |32 | |Above 45 years |3 |5 |2 |10 | |Total |18 |20 |12 |50 | Chi-Square Tests | |Value |df|Asymp. Sig. (2-sided) | |Pearson Chi-Square |1. 345 |4 |. 854 | |Likelihood Ratio |1. 360 |4 |. 851 | |Linear-by-Linear Association |. 144 |1 |. 05 | |N of Valid Cases |50 | | | INFERENCE: From the above analysis it is found that there is no relationship between age and involvement in problem solving. INTERPRETATION: Since the table value is found to be lesser than the calculated value, the null hypothesis is accepted; there is no relationship between age and involvement in problem solving. Table-4. 32: Relationship between Experience and Contribution towards Productivity Ho: There is no relationship between Experience and productivity H1: There is some relationship between Experience and productivity Cross tabulation |Experience |Productivity |Total | | |Poor |Neutral |High | | |Less than 10 years |9 |4 |12 |25 | |10 to 20 years |9 |2 |7 |18 | |Above 20 years |2 | |5 |7 | |Total |20 |6 |24 |50 | Chi-Square Tests | |Value |Df |Asymp. Sig. (2-sided) | |Pearson Chi-Square |13. 076 |4 |. 045 | |Likelihood Ratio |12. 796 |4 |. 034 | |Linear-by-Linear Association |8. 091 |1 |. 063 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval|Pearson's R |-. 033 |. 126 |-. 231 |. 818 | |Ordinal by Ordinal |Spearman Correlation|-. 038 |. 129 |-. 265 |. 792 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between experience and contribution towards productivity. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Hence, alternate hypothesis has been accepted which means that there is negative relationship between experience and their contribution towards productivity. On observing the correlation table, the Pearson R value of -0. 033 denotes a negative relationship between experience and productivity. Table-4. 33 :Relationship between Experience and Contribution towards Wastage Reduction Ho: There is no relationship between Experience and wastage reduction H1: There is some relationship between experience and wastage reduction Cross Tabulation |Experience |Wastage Reduction |Total | | |Poor |Neutral |High | | |Less than 10 years |8 |2 |15 |25 | |10 to 20 years |4 |2 |12 |18 | |Above 20 years |1 |2 |4 |7 | |Total |13 |6 |31 |50 | Chi-Square Tests | |Value |Df |Asymp. Sig. (2-sided) | |Pearson Chi-Square |12. 867 |4 |. 038 | |Likelihood Ratio |12. 514 |4 |. 042 | |Linear-by-Linear Association |7. 315 |1 |. 055 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval|Pearson's R |-. 019 |. 153 |-. 133 |. 894 | |Ordinal by Ordinal |Spearman Correlation|-. 019 |. 155 |-. 135 |. 893 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between experience and wastage reduction. Hence the influence of experience on wastage reduction is meagre. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Hence, alternate hypothesis has been accepted which means that there exists some negative relationship between experience and wastage reduction. Pearson correlation value of -0. 165 denotes that there exists negative relationship between experience and wastage reduction Table-4. 34: Relationship between Experience and Contribution towards Cost Reduction Ho: There is no relationship between Experience and Cost reduction H1: There is some relationship between experience and cost reduction Cross Tabulation |Experience |Cost Reduction |Total | | Poor |Neutral |High | | |Less than 10 years |12 |9 |4 |25 | |10 to 20 years |11 |6 |1 |18 | |Above 20 years | |1 |6 |7 | |Total |23 |16 |11 |50 | Chi-Square Tests | |Value |df|Asymp. Sig. (2-sided) | |Pearson Chi-Square |20. 495 |4 |. 000 | |Likelihood Ratio |19. 287 |4 |. 001 | |Linear-by-Linear Association |5. 781 |1 |. 016 | |N of Valid Case s |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval|Pearson's R |. 418 |. 133 |3. 186 |. 003 | |Ordinal by Ordinal |Spearman Correlation|. 301 |. 151 |2. 185 |. 034 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between experience and contribution on cost reduction. Hence the influence of experience on cost reduction is plentiful. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there is positive relationship between experience and their contribution towards cost reduction. The Pearson R value of 0. 418 denotes that there is a positive relationship between experience and contribution towards cost reduction. Table-4. 34: Relationship between Experience and Team Building Ho: There is no relationship between Experience and Team Building H1: There is some relationship between experience and Team Building Cross Tabulation |Experience |Team Building |Total | | |Dissatisfied |Moderate |Satisfied | | |Less than 10 years |2 |10 |13 |25 | |10 to 20 years |6 |7 |5 |18 | |Above 20 years |2 |1 |4 |7 | |Total |10 |18 |22 |50 | Chi-Square Tests | |Value |df|Asymp. Sig. (2-sided) | |Pearson Chi-Square |6. 442 |4 |. 168 | |Likelihood Ratio |7. 066 |4 |. 132 | |Linear-by-Linear Association |1. 444 |1 |. 229 | |N of Valid Cases |50 | | | INFERENCE: From the above analysis it is found that is, there is no relationship between employees’ experience and their opinion about team building activities involved in their work place. INTERPRETATION: Since the table value is found to be lesser than the calculated value, the null hypothesis is accepted; there is no relationship between experience and team building activities. Table-4. 35: Relationship between Experience and Loyalty Ho: There is no relationship between Experience and Loyalty Level H1: There is some relationship between experience and Loyalty Level Cross Tabulation |Experience |Loyalty Level |Total | | Poor |Average |Good | | |Less than 10 years |2 |5 |18 |25 | |10 to 20 years |2 |3 |13 |18 | |Above 20 years |1 |1 |5 |7 | |Total |5 |9 |36 |50 | Chi-Square Tests | |Value |df|Asymp. Sig. (2-sided) | |Pearson Chi-Square |12. 378 |4 |. 040 | |Likelihood Ratio |12. 372 |4 |. 051 | |Linear-by-Linear Association |9. 062 |1 |. 032 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval|Pearson's R |-. 418 |. 133 |-3. 186 |. 003 | |Ordinal by Ordinal |Spearman Correlation|-. 301 |. 151 |-2. 185 |. 034 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between experience and their loyalty level in the organization. Hence the influence of experience on loyalty level is meagre. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there is negative relationship between experience and their loyalty level in the organization. Correlation table shows the Pearson R value as -0. 418 which is negative and hence there is negative relationship between experience and loyalty. Table-4. 36; Relationship between Experience and Morale Ho: There is no relationship between Experience and Morale H1: There is some relationship between experience and Morale Cross Tabulation |Experience |Morale |Total | | |Dissatisfied |Average |Satisfied | | |Less than 10 years |5 |5 |15 |25 | |10 to 20 years |6 |2 |10 |18 | |Above 20 years |1 |1 |5 |7 | |Total |12 |8 |30 |50 | Chi-Square Tests | |Value |df|Asymp. Sig. (2-sided) | |Pearson Chi-Square |11. 634 |4 |. 038 | |Likelihood Ratio |13. 829 |4 |. 030 | |Linear-by-Linear Association |8. 939 |1 |. 33 | |N of Valid Cases |50 | | | Correlation | | |Value |Asymp. Std. Error |Approx. T |Approx. Sig. | |Interval by Interval|Pearson's R |. 138 |. 142 |. 368 |. 338 | |Ordinal by Ordinal |Spearman Correlation|. 144 |. 142 |1. 008 |. 319 | |N of Valid Cases | |50 | | | | INFERENCE: From the above analysis it is found that though there is a relationship between experience and morale. Hence the influence of experience on morale is plentiful. INTERPRETATION: Since the table value is found to be higher than the calculated value, the null hypothesis is rejected. Alternate hypothesis has been accepted which means that there is a relationship between experience and their level of satisfaction towards morale. The Pearson R value of 0. 138 denotes that the relationship between experience and morale is positive. That is, employees who have more experience are satisfied toward morale. Table-4. 37: Relationship between Experience and Salary Ho: There is no relationship between Experience and salary H1: There is some relationship between experien

What to Do If You Miss Your Pet in College

What to Do If You Miss Your Pet in College When you thought of your life in college, you likely thought of all the great things youd experience: interesting classes, engaging people, exciting social life, your first real taste of freedom from your parents. You may not, however, have thought about all the things youd miss from your pre-college days: homecooked meals, the feel of your own bed, the constant presence of your beloved pet. While it may not be a frequent topic of conversation, its surprisingly common for students to seriously miss their pets back at home. After all, your pet was a steadfast companion who, while possibly sometimes annoying, was also incredibly endearing. You may even be feeling guilty about leaving your pet behind, knowing that they dont understand why you left or where you went or when youll be back. Dont worry, though; there are a few things you can do to make the transition easier for both of you. Dont Be Embarrassed There are many things you probably miss about the life you left behind; the things that mattered most to you are likely the things that tug most at your heartstrings while youre away at school. Youd have to be pretty stone-cold to not miss a pet who has been a big part of your family, and your life in particular, for quite some time. Wouldnt it be strange, after all, if you didnt miss your pet and could just leave them one day without feeling a little sad or guilty about it? Dont sell yourself short by feeling embarrassed or ridiculous. Your pet very well may have been a big part of your life and its perfectly reasonable to miss him or her. Video Chat See if you can say hello! during a Skype or video chat session. Will it freak your pet out? Probably, but it might also make them ridiculously excited. Just like phone calls home can be recharging and comforting during challenging times, seeing your pet might just give you the little boost youve been needing. You can see their silly face and know that theyre just fine. Get Updates Ask your parents or other family members to update you about your pet when you talk. Its not unreasonable to ask that your mom, dad, siblings, or anyone else let you know how your pet back home is doing. After all, if another family member were ill or, conversely, had something hilarious happen to them, youd want to know, right? So ask your parents to keep you updated about all the ridiculous thing your pet has been doing in your absence. Its not dorky to ask about someone or something you care about and it will do your heart and mind some good. Bring Your Pet to Campus See if you can bring your pet to campus for a day. If, for example, your campus allows dogs on leashes, see if your parents can bring your dog up the next time they come for a visit. As long as you follow the rules, you should be able to enjoy some time with your pet while also getting to see them explore and experience your new home-away-from-home. Additionally, your pet will likely get a lot of love from your fellow students. Pets on campus are usually pretty rare, so everyone seems to flock to friendly dogs whenever they happen to be around. If youre really struggling, look into how you can make your pet a part of your college life. For some people, having animal companionship is an important factor in their emotional and mental health. For others, its just something that they truly enjoy and that makes them happy. If not having your pet around is a seemingly overwhelming challenge, consider exploring your options: Can you transfer to a pet-friendly college?Can you live off-campus in a place where pets are allowed?Can you do some volunteer work at a pet shelter or rescue program where you can get interaction with animals on a consistent basis? Keep your options open so that not having a pet during your time in school becomes an easy problem to fix instead of an insurmountable issue to overcome.

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