Global Journals Of Commerce And Management - MyAssignmenthelp.com

Question: Talk about the Global Journals Of Commerce And Management. Answer: Authoritative Behavior Theories for Increasing Employee Productive Performance Authoritative conduct is characterized as a urgent component which drives or steers towards improving the presentation and profitability of representatives and tasks bunches in a partnership. As per Robbins, Judge, and Campbell (2010), it is the investigation of the two people execution and created bunches inside a firm. Authority is a fundamental component in a partnership which helps with investigating the effect of authoritative conduct; it is characterized as the way toward changing hierarchical conduct in a firm with a goal to improve workers and companys execution. Viable pioneers center around empowering profitable execution from representatives by giving additional consideration towards different enterprises exercises, for example, defining of objectives, structure of occupations, working conditions, inspiration, and prizes. According to Parris and Peachey (2013), pioneers apply different authoritative conduct hypotheses so as to improve workers beneficial execution which aid s the accomplishment of hierarchical objectives. This report will concentrate on dissecting the job of hierarchical hypotheses in a partnership and how pioneers can utilize them to improve representatives profitable execution. Further, the report will assess the effect of association conduct hypotheses on representatives execution and how directors can apply it all through different procedures in a firm. Because of globalization and digitalisation, the opposition between organizations has expanded which expect them to actualize vital arrangements. Bracket et al. (2013) given that cutting edge organizations center around expanding their workers profitable exhibition since it improves their presentation and helps them in increasing upper hand. Current firms investigation into human conduct to uncover its hard and delicate measurements and use them to energize their presentation. Pioneers apply different hierarchical conduct speculations that help them investigating representatives disposition towards work and actualize strategies to improve their presentation. Successful pioneers deliberately perform different exercises identifying with representatives' exhibition, for example, work planning, objective setting, positive workplace, propelling and remunerating dependent on execution; they actualize different authoritative conduct speculations to improve the effectiveness of the tasks. Ol dham and Hackman (2010) expressed that activity configuration is characterized as the way toward doling out undertakings to explicit representatives which help with improving their relationship with the executives which bring about expanding the quality item and administrations. Numerous pioneers utilize Herzberg's Two Factor Theory while structuring different authoritative occupations to guarantee that workers are happy with their posts; it was given by Frederick Herzberg. According to Yusoff, Kian, and Idris (2013), the hypothesis gives that there are different factors in a partnership which causes work fulfillment or disappointment, and they act autonomously of one another. There are a few inspirations and demotivators in an occupation which cause fulfillment and disappointment in representatives. The helpers incorporate headway, new duties, accomplishment, development, acknowledgment, and others; the demotivators incorporate strategies, nature of authority, pay, office connections, working condition, status, security, and others. These components impact a representative's exhibition, for instance, an organization with obsolete approaches, low compensation evaluation, and antagonistic condition won't have the option to propel their workers by giving rewar ds. Zeffane (2010) given that the pioneers need to deliberately screen the authoritative condition to execute viable arrangements which increment workers' profitability alongside organization's presentation. As indicated by Yamuna and Devi (2016), Tesco PLC utilizes Herzbergs hypothesis to spur its workers; thus, the representatives are profoundly energetic and enabled in light of powerful correspondence offices. The organization held gatherings consistently which permit staff individuals to contribute their contribution on pay rises; Tesco faculty are additionally permitted to give their contribution during planning of eateries menus or retail locations to stay away from disappointment. So also, Job qualities model (JCM) hypothesis additionally centers around five center occupation measurements which incorporate ability assortment, task noteworthiness, self-governance, task personality and input to guarantee that workers are happy with their employments. According to Piccolo et al. (2010), chiefs should utilize this hypothesis during the enrollment procedure to guarantee that they select opportune individual for the correct activity. Working state of a partnership essentially impacts it s representatives conduct, and it increments or diminishes their profitability. Driving association, for example, Apple, Google, Microsoft, and Facebook center around building up a powerful workplace that advances and bolster representatives development approach which gives them an upper hand. Pioneers can execute culture hypothesis which gives that enterprises are shaped dependent on social qualities that give what is correct or wrong. The Personality-Job Fit hypothesis given by John Holland gives that occupation condition and character types decide work fulfillment of laborers. There are six essential character types which incorporate sensible, creative, social, insightful, customary and venturesome (Whitteberry, 2016). Supervisors should utilize this hypothesis during different hierarchical procedures, for example, work structuring, departmentalisation, and assignment to guarantee that representatives character coordinates their activity prerequisites. The pioneers who coordinate characters with occupations are probably going to have progressively fulfilled representatives who work with high proficiency; it brings about expanding companys development. For instance, masterful individuals are bound to be fulfilled by a creative domain which advances their inventive methodology, and they will have the option to perform better in such conditions. Present day companies center around satisfying their social obligations while performing business exercises to keep up a positive brand. Bauman and Skitka (2012) referenced that advanced organizations consider their representatives as an essential piece of the association as opposed to mean of creation, for example, a machine or crude material. Current companies center around inspiration and prize techniques to expand the proficiency of their workers since it is morally right. Inspiration is a urgent component which expands the representatives profitable presentation, and pioneers can utilize prize and acknowledgment speculations to intention laborers. Maslows Hierarchy of Needs is a well known hypothesis which centers around satisfying workers fundamental needs to rouse them. Kaur (2013) expressed that Maslow isolated necessities into five sections: physiological, wellbeing, social, regard and self-realization. Every representative has various necessities, and pioneers ought to satisfy such prerequisite to intention and increment their presentation efficiency. For the most part, top-level administration has self-completion or regard needs though low-level staff has physiological, wellbeing or social needs. In the assembling procedure, countless representatives are works who have fundamental physiological, security or social needs, though, in money related firms, a large portion of the representatives are generously compensated people who have regard or se lf-realization needs. As indicated by Bello (2012), moral associations execute a business structure which advances the improvement of workers; organizations give preparing and learning chances to representatives so as to build their self-improvement. For instance, Google gives a bigger number of free preparing projects to its representatives that expansion their insight; workers likewise have the alternative to show the subjects that they are intrigued. Objective setting hypothesis is another persuasive hypothesis which helps administrators to urge representatives so as to improve their beneficial exhibition. According to Lunenburg (2011), numerous pioneers think that its hard to set sensible objectives for their representatives, and nonachievement of objectives can demoralize laborers, and it adversely impacts their presentation. This hypothesis gives that directors should set SMART objectives which are an abbreviation for savvy, quantifiable, assignable, practical and time sensitive. These objectives ought to be unmistakably conveyed to every worker, and they should testing and yet attainable. The board ought to dole out objectives to explicit groups or gatherings to guarantee that they are focused on accomplishing their objectives. Input is an essential procedure which permits chiefs to examine whether objectives are excessively hard or simple for workers, and they should take remedial estimates dependent on such data (Cross, 201 7). The multifaceted nature of objectives is another basic component which is considered by chiefs to guarantee that each undertaking is doled out according to representatives aptitudes and capability. Profoundly unpredictable errands may demoralize representatives which bring about diminishing their beneficial presentation. Associations may confront trouble in urging representatives to improve their profitability on the off chance that they neglected to actualize a viable inspiration methodology; it additionally adversely impacts their relationship with laborers. The Human Relations Approach is another association conduct hypothesis which is utilized by directors to examine the shifting degree of specialist efficiency. This hypothesis gives that recognizing formal and casual hierarchical conduct of workers can significantly affect representatives execution. Directors can break down representatives conduct to consolidate arrangements that improve their gainful presentation (Perry, 2017). Current moral organizations center around satisfying their corporate social obligations and building up a viable authority approach which is reasonable for both organization and workers. Logical initiative methodology is significantly mainstream among present day endeavors which give that there is nobody be

10 People Youll Find in High School

Regardless of whether youre presently in secondary school, or you graduated 5 years back, I wager you can even now recollect the names of everybody on this rundown. Dont trust me? Run this rundown through with me.1. The Overachiever You know, that one child. You’re sitting toward the year's end respects gathering, making an effort not to nod off, and he/she gets called up for the participation grant. At that point the academic honor. At that point the citizenship grant, at that point the†¦ Well, you overlooked the rest, however you’re almost certain he/she won those, as well. Wash, do this process again for next year’s praises get together. 2. The Real-Life Regina George All things considered, perhaps that’s a touch of a misrepresentation, yet every secondary school has their mean young ladies. This one stands out, flipping her impeccably twisted hair behind her as she swings her fresh out of the plastic new Versace sack and dishes the most recent tattle to her gang. What's more, much the same as Regina, you’ll never observe this young lady without her hench(wo)men. 3. The Pleasantly Clueless JockHe’s charming, he’s athletic, he generally has that marginally befuddled grin on his face†¦ Welcome to the universe of Football/Baseball/Hockey/Basketball/Lacrosse Boy, where everything is somewhat of a haze until the major event. There’s nothing unsafe about this person, aside from possibly his GPAâ€but everyone cherishes him no different. All things considered, when he scores the match dominating touchdown, who even recollects what he jumped on that one science test? 4. THAT CoupleThat’s right, them. Directly over yonder. In the event that you’re in school while understanding this, there’s at any rate one sets in your field of vision right nowâ€oh, there they go. In addition to the fact that they spend each waking second together, yet they likewise appear to be bordered by the handâ€it’s so delightful, you could hurl. What's more, on the off chance that you find them snuggling in the exceptionally open cafeteria once again, you presumably will. 5. The SleeperWe all know a high schooler’s rest plan isn’t constantly standard, and blending that with a monotone educator is a deadly mix. In any case, this child isn’t your normal nod off once sort of guyâ€oh, no. He’s wheezing when class is five minutes in, and the ringer won’t even wake him toward the end. You think you might’ve seen him in passage yesterday conveying a Snuggie over his arm, however it could’ve been somebody else†¦ then again, it was unquestionably him. 6. The Social Media QueenYou could swear this girl’s telephone is just an augmentation of her arm. She sits rattling ceaselessly at the console all through English and Calculus, carelessly navigates Snapchat Stories during Physics, and laughs at Tweets during History. On the off chance that you ever need to know something about somebody, you realize who to come toâ€you don’t know how, and possibly you don’t need to know how, yet this young lady can compose a word reference on any individual in the school just by following their Instagram. 7. The HipsterIf you concede you are one, you aren’tâ€this is the ever-befuddling conundrum of trendy person dom. They don’t appear to mind, thoughâ€the overwhelmingly huge glasses and boisterous playing of darken groups may have clouded a portion of their faculties, purchase they coexist with a great many people fine and dandy. 8. The Self-Proclaimed Nerd Thing that should be comprehended: Having glasses doesn't make you a geek, increment your knowledge, or change your character in any capacity whatsoever. 9. The Actual NerdGirl, fellow or other, geeks are the couple of and the glad. Being â€Å"nerdy† is simply getting truly amped up for things a great many people don’t get energized aboutâ€sure, the Superbowl is on today around evening time, yet didn’t you found out about the most up to date revelation in the LHC? Nerdship, my companions, is a symbol of respect; treat it like one!10. The Person Who Cannot Be Defined by a Simple Stereotype†¦aka, everybody. You may sort your Skittles into little heaps of various hues since you know every last one of a similar tint will taste the equivalent, yet it’s wrong-if not hazardous to endeavor to do likewise with people. Albeit numerous individuals in your school presumably do, talk and act in the methods of one of these nine exaggerations, I can by and by ensure that they are far beyond that. As are you.

Some Advice

Some Advice Ive been doing a lot of reflecting lately, maybe because: I feel old and unprepared heading into senior year I just underwent adult bootcamp and lived alone for ~3 months with a job and a nasty commute my brothers starting college in a month and that makes me feel even older Im introspective to a fault and end up writing overly pedantic spiels. On my 6-hour plane flight home, I was thinking about advice that I would have given freshman-Ceri three years ago. What started as a fun thought experiment to pass the time ended up being a 2000+ word stream-of-consciousness. So I cleaned up my ideas and added some formatting, and thus this blog post was born. Maybe this will help someone, or maybe it will be totally unrelatable. Its certainly no 50 Things, which you should definitely read if you havent already. Yuliya, Selam, and Erick have  posted some great practical advice recently (which is probably more helpful than this list) and Allan has a similar motivational advice post (some of our thoughts even overlap). But heres what I came up with: 1) Its okay to miss home, whether home is driving distance from MIT or halfway across the world. Moving into a college dorm is a new experience with new responsibilities, and it can feel overwhelming. Call or write someone you care about; theyll be happy to hear from you. 2) The first people you meet in a new place dont have to become your closest (or only) friends. Keep exploring different communities. Youll eventually find some wonderful people who will make you smile on your worst days. 3) College isnt a magical place where you instantly figure out what you want to do for the rest of your life. You will struggle in classes that dont feed your soul, completing graduation requirements or trying to find a major that clicks. But you will begin to understand just how many things there are to learn. 4) Do something to save these memories â€"  take pictures, make videos, save ticket stubs and the notes your friends write you, journal regularly, and scribble down quotes that inspire you. Youre going to change a lot in a very short time, and youll appreciate having a time capsule to look back upon. 5) Say yes more. Its healthy to go on an adventure every once in a while, even if it sounds scary. Youll have a new story to tell, or maybe youll try something new and realize youd rather not do it again (e.g. my black eye/swollen lip surfing debacle). 6) Remember its okay to say no. There are hundreds of activities, hundreds of friend groups that you could get involved in. Not to mention classes. College will be a crash course in time management, and you will figure out your limits and your priorities. 7) Stop comparing yourself to everyone else. Especially here, and especially because its so difficult to stop. Youll fear that your peers wont think youre intelligent, ambitious, or talented enough, but listing your own achievements will just add to someone elses insecurities. Know your value and focus on being your best self. 8) Figure out how you work best and stick with it. Even though so many people advocate for group psetting, its okay to want to work alone. Maybe you work better in a quiet coffeeshop at noon, or maybe you work better in a huge collaborative pset party late into the night. No strategy is objectively better. 9) Be yourself as much as you can. Its exhausting to try and maintain a fake persona when school is already challenging enough. Unironic enthusiasm is cool, and college is a great time to explore your identity. Embrace that. 10) Get off campus, whether its a walk into Boston or a train to visit friends at other East Coast schools or a flight to another country. The time away from MIT will help give you perspective, and you might be able to find funding for your travels. Take advantage of your mobility before you lay down more permanent roots. 11) Learn to accept failure. People generally have a lot of pride and are unwilling to admit faults. But if youre challenging yourself intellectually and socially, youre going to make mistakes. Forgive yourself and take responsibility for your actions instead of making excuses. Learn to sincerely apologize. 12) Its okay to feel conflicted about MIT as a school and as a home. Realizing the difference between being deeply unhappy and feeling ungrateful for this academic opportunity will be difficult. Talk to upperclassmen and some trusted faculty. They will help you sort your thoughts. 13) Youre not weak for needing medicine. Take care of all your organs, especially your brain. Hide under blankets when the world feels like its falling apart and slowly piece yourself back together. 14) Late nights can feel magical when you spend them with good people, laughing and talking and exploring. That being said, sleep is a wonderful thing that you shouldnt neglect. Find a balance. 15) You will discover exceptional mentors when you least expect it. Make an effort to stay in touch â€"  write friendly emails, schedule quick meetings in their office or over hot chocolate, ask them questions about their lives to help you puzzle through your own young adulthood. 16) Say thank you often and always be kind. Tip extra, pass on compliments, be compassionate to everyone in the service industry. Even though you might not feel positive all the time, try to make someone elses life a little better when (and because) you can. 17) Dating is weird and nobody has it figured out. Theres no reason to use your romantic relationships (or lack thereof) to measure your self-worth. Focus on understanding your own needs and emotions before jumping into anything. Listen to your close friends if theyre concerned, its probably for a good reason. 18) There will be many days when you are constantly responding to emails. Its okay to step away from technology once in a while and catch up with all the notifications later. 19) Sometimes you wont want to talk to people, and thats okay. When you hear friends laughing in the hallway, you dont have to join them. Youre allowed to enjoy solitude and choose to be in the company of others later. 20) Social media is a strange space to navigate. Figuring out which communities to join, what to post online and what to keep personal, and how you want to curate your online presence is a new sort of dilemma. Youll find a balance (and maybe stop lurking so much) eventually. Also, pick smart usernames. 21) Jot down things you want to accomplish in your free time, whether its for breaks or after youre done with school. College will keep you so busy, and youll want to remember all those books you wanted to read or projects you wanted to start. 22) Never stop being creative. Nothing will ever come out exactly the way you imagined, but getting that seemingly-perfect idea out of your head is important. Once you make something, you can start fixing it. 23) Always strive to be more empathetic. Actively unlearn prejudice and social biases, stop assuming things about other people, and try to see the world from other perspectives. Empathy will make your life and your stories so much richer. 24) Its okay to want to love yourself, and its okay if this process is difficult. Slowly start believing in yourself, whispering words of encouragement, and it will eventually get easier. Be a person you would fall in love with. 25) Work on friendships as much as you would any other relationship. Be vulnerable, make plans, be honest, actively try to keep in touch. If you ask others for advice, really listen to what they have to say. Learn their stories. Different friendships will complete you in different ways, so dont neglect these connections. 26) Embrace all the silly moments. You have to grow older and accept adult responsibilities, but you dont have to lose your sense of wonder and excitement. The world may seem fast-paced, but dont be in a rush. Youre allowed to be young and do dumb things lose your phone charger and bruise your elbows climbing trees and bake dozens of cookies at 3am. 27) Changing majors is not the end of the world. Explore. Dont force yourself to study something that doesnt inspire you. You can contribute to the world as a woman in STEAM without being an engineering major. Youre not letting your gender (or anyone) down. 28) Remember to eat, even (and especially) when you feel like everything else is more important. Your body needs energy to keep functioning and your friends will be worried about you. Learn to cook some quick, simple meals because ordering takeout can get expensive. 29) One day youre going to wake up and be a battle-scarred senior instead of a confused freshman. It will feel incredibly strange at first, but just help people as others helped you. Eventually you will realize that youve been through a lot and people are asking for your advice for a reason. 30) Its okay if college isnt the best four years of your life, and dont feel like youre failing if its not. Keep working towards happiness, appreciate little joys when they come, and begin each day with optimism. Nostalgia can be deceptive, so remember to live in the present. 31) Theres no shame in asking for an extension on an assignment. It shows responsibility on your part, and everyone (even your professor) has experienced some awful days. 32) Even if finances are tight, its okay to splurge once in a while. You deserve little rewards, so go out to a cupcake shop, buy a new pair of boots, or preorder that book. Objects can be comforting sometimes. 33) Revamp your planner from high school. Get a huge notebook with calendar dates and extra space to write. Mark important due dates, appointments, plane flights, events, and use the blank pages for to-do checklists. Staying organized will be a lifesaver and a motivator. 34) Remember to go outside; forests and oceans and the starry night sky will remind you how to breathe. Go on walks without listening to anything but the world around you, it can be refreshing for creativity and helpful when organizing your thoughts. 35) Learn to burn bridges, even if it might be difficult, sad, or uncomfortable. Sometimes friendships can survive all the changes throughout college, but sometimes people grow apart. If people no longer add positivity to your life, make space for newer, healthier friendships. 36) Its okay to suck! You dont have to be good at something to enjoy it, so do the things you like doing â€" sing badly, try new video games and board games, doodle on scrap paper. Youll have more fun without worrying about judgment or arbitrary barriers-to-entry. 37) Keep extra medical supplies handy (and not just if youre a MedLink). Having a bottle of aloe or huge bandaids will help someone someday. Same goes for tea; its incredibly calming and helps with late night comfort and tired eyes. 38) Try and keep up with the world around you, even if its just by skimming news headlines. The sheer volume of current events and systemic injustices can feel overwhelming, but its good to be aware of the billions of lives outside of your own. Actively make society better when you can. 39) Reinvent yourself sometimes. Change up your clothing so you feel more confident, dye your hair or chop it off, start or stop wearing makeup, plaster your arms with temporary tattoos or drawings if you dont want to commit to a permanent piece of art. 40) Even if Boston feels like a waypoint rather than a home, try to see the city through the eyes of people who love it. You are living here, on the East Coast, in Massachusetts, right now. So try and act like a resident, not a tourist. Youll feel good when you can show relatives some neat places when they visit. 41) Trust your instincts. Be bold rather than lacing your opinions with apologies. Be open to new experiences, but also protect yourself if youre in an uncomfortable situation. Its not worth the argument when people arent open to different perspectives. These discussions (and hate-reading comments on the internet) will be a drain of your time and your energy. 42) Set goals and work towards them instead of harboring lofty, impossible dreams. Nobody you admire has gotten to where they are without hard work and plenty of struggles. Always, always continue learning. 43) Keep an eye out for new opportunities because life is unpredictable. Doors will open and reveal new paths whether youre looking or not. You need to be ready to leap through some of them instead of always waiting for something better. 44) Not everyone is going to like you. Let them call you apathetic or cynical or other uninformed adjectives; you dont have to share your self or your time with anyone. Be the best person you can be (and sometimes that means honestly listening if you could improve your behavior). But dont worry about all the errant haters. 45) Learn to accept compliments rather than deflecting them. You have trained yourself to be self-conscious and self-deprecating under the guidance of society, and its time to start reversing that. Learn to say thank you and be proud of the person youre becoming and the work you produce. 46) Remember to take time and clean your room â€" clear off your desk, wash your sheets, vacuum the carpet or sweep your floors. Clutter can quickly become distracting, and the feeling of curling up in blankets still warm from the dryer is so very lovely. 47) Its okay if you dont have answers right now. Youre still discovering yourself, your beliefs, where you fit into the world and how you want to change it (and so is everyone else, even if it doesnt seem like it). Bits and pieces will come when you least expect them. 48) Sometimes we all just need a break, so dont feel guilty for taking one. Watch some crappy TV with friends, listen to your favorite podcast, reread a story that inspires you, or take a nap. 49) Always ask to pet dogs if their owners look like they have the time. And/or seek out cats. Animals love unconditionally and make for good company. If you have pets at home but not at school, youre going to miss having them around. 50) Work hard without praise. You need to be your own motivator and create your own measurements of success. College still gives students the security blanket of grades and gold stars, but you cant wait for someone elses praise to validate your efforts. Do good work, dont lose hope, and keep making things that you love.

Police Community Relation - 536 Words

The term community is a more than geographic boundaries. It is a group of people sharing something in common. According to (Miller and Hess 1998), community is a shared sense of ownership and pride in a given place or environment. Police community relation is defined as attitudes and behaviors between the police and the communities they serve. They can range from positive to negative. It is true that poor relation between the community and the police can lead to resentment, cynicism and fear. Community relations build trust and communication between officers and citizens. One of the ways that police–community relations has been understood (and defined) is by seeing it as part of a support, including public relation, community service and community participation (Radalet and Carter, 1994). The goal is to strength relations between the community and law enforcement through community policing strategies. Community policing is a partnership between the police, individual citizens, private and public groups, government and the community that identifies and solves problems that affects neighborhoods, communities or cites on a whole. This requires the police to make a conscious effort to create an atmosphere in which community partners actively and willingly co- operate with the police. The community relies on the police department to keep their city safe, however they cannot do it alone, thus it has become clear that partnering with others who share a mutualShow MoreRelatedThe Issue Of Police Community Relations Essay837 Words   |  4 Pagesprohibited.? ? II.Reason for the Policy? 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Many of the police were restricted and were â€Å"handcuffed† and could not do much in order for people to have their rights. The bond between the police and minorities were quickly detached, causing racial issues and total chaos. Lyndon B. Johnson established

State Based Ladder Logic Programming Free Essay Example, 1500 words

Figure 9 demonstrates the changed state diagram, which fulfills this errand: To execute this in ladder logic, just two states should have been adjusted, the opening and shutting state. A clock was added to every state, which began running when the state has to be dynamic, and naturally changed the way to the halted state once the five seconds had passed. Changed ladder logic for the opening and shutting states are incorporated in figures 10 and 11. Every other state was unaltered, and may be alluded to in the past figures. At the point when executed this logic carried on of course. Discussion & Analysis The reason for this lab was to exhibit the utility of the state-based system. We started by taking after the fundamental technique to build up a state-based system. The criteria followed were as below: a. Inspect the issue and distinguish inputs and yields. b. Make State Diagram. c. Characterize State variables are utilizing work area memory. d. Make PLC system is utilizing areas to arrange states. Taking after these strides made making the system extremely streamlined. The main step included distinguishing the inputs, yields. We will write a custom essay sample on State Based Ladder Logic Programming or any topic specifically for you Only $17.96 $11.86/pageorder now The inputs that we needed were different catches on our control switch which spoke to the open, close, stop, upper and lower farthest point sensors. The main two yields, which we needed, were the motor operation transfers, which began the motor and altered its course. Making a state diagram was moderately straightforward. An untrained PLC programme may accept that a straightforward carport opening/ entrance opener has just two states, opening and shutting, yet after examining the system it has to be clear that five states really existed: an opening state, an open state, an end state, a shut state, and an OFF state. Moreover, an introduction state was obliged to guarantee that after beginning the PLC up, it would choose a state, which was safe paying little respect to the present position of the carport opening/ entrance. For this, we picked the halted state, as squeezing any catch from this state is legitimate and will be taken care of by the PLC properly. The following step obliged the usage of state variables. These were actualized utilizing the CX-Programmers image table, which permits doling out logical names to workspace bits. We allotted a workspace bit to each of the five states, which could be dynamic amid the ordinary operation of the system. These workspace bits, which act like inside transfers, were utilized to initiate interlock guidelines to guarantee that at any given state; just a segment of the PLCs code would be revived and executed with total skirt of the parts, which are not applicable to the right operation of this state.

Cartoon Endorsement Free Essays

Prepared by: Fariha Tazin, Lecturer, Faculty of Business Studies (Marketing) Proposed Title: CARTOON ENDORSEMENT: Efficacy on Kids Market Abstract: Kids are bombarded with various forms of promotional activities by marketers of food products. Today’s kids are very much aware of the fashion trend and who’s ever has taken them to market has been observed the marketing power of the popular cartoon characters. The purpose of this research study will be to find out whether cartoon strengthens children to buy more or not. We will write a custom essay sample on Cartoon Endorsement or any similar topic only for you Order Now Qualitative research approach will be used to carry out this research study. This study will set out to find the amount of influence that cartoon endorsers have on children. As there have been few academic literatures on the topic of the effectiveness and usefulness of cartoon endorsement in the field of advertising, It has been set as the main goal of this research studies to explore the weight of cartoon endorsement as a promotional technique in Bangladeshi markets. 1. Introduction: A child wakes up in his Disney character pajamas, rolls out of his Barney sheets, his toothbrush, toothpaste and perhaps even his soap covered in cute licensed characters. Gathering up his Pokemon cards and strapping on his Doraemon backpack, he heads off to school. But the Commercialism does not stop even in the schoolyard. Leveraging the endorsement of products by popular cartoons, as a marketing practice, is a common phenomenon. Cartoon endorsement concept has been derived from the idea of celebrity endorsement. The retailing segment is displaying immense business potential for these younger segments. Retailing for kids, be it branded or unbranded, has emerged as a tremendous market in Bangladesh. The kids retail market is immense, with a huge variety available in the clothing, accessories and footwear sections. Some of the products that are available in the kid’s accessories segment include fashion accessories, watches and even kids’ designer jewellery, not to mention toys, books, games, electronics, education aids. Dora the Explorer, Mickey Mouse and all the other staples of morning TV are part of the world’s greatest sales team — because when they’re on the package, kids start yelling for it. 2. Aim: to examine the effect of Cartoon endorsement on kids market. . Objective: a. To find out that whether there is a relationship between cartoon endorsement and the buying behavior of children. b. To analyze the benefits of having cartoon endorsement on products. 4. Research Questions: a. How retailers use cartoons on their variety of products? b. How kids respond to these endorsed products? c. How unbranded products are having benefited from thi s Cartoon endorsement of children market? d. Is there any negative outcome of this marketing that can badly affect children? 5. Literature Review: Advertisers often choose celebrities who are physically attractive allowing them to get benefit both from the status and physical appeal of different celebrities (Singer 1983). Most of the advertisements which get on air contain characters that are attractive. It has been observed that consumers often form positive opinions about such characters. Apart from this, it is seen that attractive communicators are doing well in changing the beliefs of the consumers (Baker and Churchill 1977; Chaiken 1979; Debevec and Kernan 1984) and increasing the purchase intents (Friedman et aI. 976; Petroshius and Crocker 1989; Petty and Cacioppo 1980) as compared to those characters that are unattractive. In one of the study by Story and French revealed that 75% of the purchase requests take place in a supermarket environment. 6. Methodology: The data will be collected using the questionnaires. For this purpose different school, neighborhoods and shopping malls will be visited to collect the data. This research will be conducted by taking the perspective of the parent’s that how they their children behaves when they encounter the cartoon endorsed product. The sample size for carrying out this research consisted of 50 respondents. 6. 1 Data Collection a) Primary Data Collection In this research study the primary data will be collected through survey questionnaires. For this purpose questionnaires will be distributed to those parents whose children lies between the ages of 3 to 8 years. So it is possible to define that age group of children who are dependent on their parents for buying decisions. b) Secondary Data Collection Secondary data will help us in determining the various dimensions of the variables under study. The secondary data for this research study will be collected from different journals, books, researches and websites. Mostly the data will be collected from previously published journals and researches. 7. Conclusion Young children, in particular, have difficulty in distinguishing between advertising and reality in ads, and ads can distort their view of the world. Additionally children are unable to evaluate advertising claims. Children represent an important demographic to marketers because they have their own purchasing power, they influence their parents’ buying decisions and they’re the adult consumers of the future. Marketer tries to draw children’s attention through various means like TV, Magazines, Stickers, etc. Obviously attracted children by the marketing practices; get adversely affected most of the time. I expect this research to contribute to debates of the idea will be to find out the relationship between the cartoon endorsement and children impulse buying behavior, more specifically that whether those products are bought more impulsively by the children which have their favorite cartoon characters on them. References: Edward Martin, â€Å"Cartoon characters influence kids† [online], Health Revelations, 2009-2010 [cited July. 16, 2010], available from World Wide Web: http://healthrevelations. com/2010/07/16/cartoons-endorse-food/ a. AsimTanvir, † IMPACT OF CARTOON ENDORSEMENT ON CHILDREN IMPULSE BUYING OF FOOD: A PARENT’S PERSPECTIVE† The Institute [online], VOL 4, [cited JUNE, 2012], available from World Wide Web: http://www. ijcrb. webs. com. html b. Bellenger, D. N. , Robertson, D. H. Hirschman, E. C. 1978. Impulse buying varies by product. Journal of Advertising Research. Vol. 18. No. 6, 15-18 c. Gardner, M. P. Rook, D. W. 1988. Effects of impulse purchases on consumers’ affective states. Advances in Consumer Research. Vol. 15, 127-130 d. Bardia Yousef hakimi Abed Abedniya Majid Nokhbeh Zaeim . , â€Å"Investigate the Impact of Celebrity Endorsement on Brand Image† European Journal of Scientific Research, ISSN 1450-216X Vol. 58 No. 1 (2011 ), pp. 116-132,  © EuroJournals Publishing, Inc. 2011, available from the : http://www. eurojournals. com/ejsr. htm e. Aaker, D. A and Myers, J. G (1987), Advertising Management, 3rd edition, Englewood Cliffs, New Jersey: Prentice-Hall, Inc How to cite Cartoon Endorsement, Papers

Moral Order free essay sample

Ethical relativists claim that even though cultures seem to differ on ethical standards, they ultimately share the same basic ethical principlenamely, moral goodness is that which produces happiness. FALSE 3 Ethical relativists argue that, because all moral values are relative to cultural or individual choice, no universally valid moral principles hold for all human beings. According to Ayn Rands version of ethical egoism, it is not only possible for us to act in ways that beefit others; it is important that we do so, but only to the extent that: (a) our own self-interests are promoted through the promotion of the interest of others; (b) we don’t always act to promote our interests over the interests of others; (c) we act altruistically; (d) our lives incorporate the goals of aceticism, i. e. , simplicity and self-denial. A 8. An astute reader of Ayn Rand’s fiction and non fiction works, she further argues that Ethical Egoism, now supported by the empirical claims of Psychological Egoism, represents the only legitimate, even, commonsensible meta-ethical theory. We will write a custom essay sample on Moral Order or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page State at least two (2) arguments in support of Agent’s X’s empirical( Psychological Egoism)and normative claims(Ethical Egoism). In a rebuttal, state at least two (2) arguments critical of both Agent X’s empirical and normative claims. (5)Generate at least two(2) arguments both in support and critical of each of the following propositions: 1: Simply stated, Ethics is only about what I believe to be right; 2: Ethics is only about how I feel.

Banished Words of 2009

Banished Words of 2009 Banished Words of 2009 Banished Words of 2009 By Maeve Maddox Every January Lake Superior State University in Sault Ste. Marie publishes a list of 15 Words to Be Banished from the Queens English for Mis-use, Over-use and General Uselessness. This years losers (and some reasons given for banishing them): 1 Green 2 Carbon Footprint 3 Maverick 4 First Dude Skateboard English is not an appropriate way to refer to the spouse of a high-ranking public official. 5 Bailout Use of emergency funds to remove toxic assets from banks balance sheets is not a bailout. When your cousin calls you from jail in the middle of the night, he wants a bailout. 6 Wall Street/Main Street 7 -monkey (all-purpose internet suffix) 8 Icon/iconic 9 Game changer 10 Staycation (stay-at-home-vacation) 11 Desperate Search 12 Not so much 13 Winner of Five Nominations 14 Its that time of year again When is it not that time of year again? Any English speaker is eligible to nominate a word and give a reason for its banishment. Check out the LSSU site: Origins of the contest 2009 List and reasons for banishment Submit your choice for 2010 List Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:Homograph Examples50 Idioms About Arms, Hands, and Fingers20 Ways to Laugh

Michael Phelps Coach Shares 3 Steps to Conquering Anything

Michael Phelps Coach Shares 3 Steps to Conquering Anything Ever wonder what sets peak performers apart from the rest of us? Or how it might be possible to reach that level of performance ourselves? Raw talent and intelligence are not enough. Here are the top 3 most important daily habits of champions, at least according to Olympic champion Michael Phelps’ coach–who certainly would know!1. Take Charge of Everything You Can ControlHaving a desire to be at the top of your field is one thing. But having a clear vision for what that looks like is another. There are so many variables in your career that you cannot control. What you can control is the process of doing what you need to do, i.e. getting into the pool every day and swimming fast, every single day, week, month, and year. Stay true to the journey, every step, and focus on the parts you have power over. You’ll be in a much stronger place to grasp your dreams when they come within reach.2.  Visualize Your Best SelfYou have to visualize yourself doing what you know y ou need to do to be the best. You have to do this every day. See yourself winning and achieving your goals. Don’t just fantasize, visualize. Run through your success in a variety of different scenarios with obstacles to overcome. Watch yourself winning. Your brain will get so used to that success, it will be that much more likely to help push you toward it when the time comes to perform. Form a strong mental picture of where you want to be in a year, and hold on tight. Your brain will help deliver opportunities to get you there.3. You Have to Put in the WorkHere’s the catch. You have to work hard. All the talent and drive and intelligence and mental preparedness in the world can’t get you where you want to go. Only hard work can. Practice practice practice. Michael Phelps practiced 365 days a year for 6 straight years to prepare for the Olympics. This is part of what programmed his brain and body for peak performance. Whatever your equivalent is- put in the time and effort. Run through that presentation not just one, but ten or a hundred more times before you give it.Working on these three daily habits won’t necessarily get you a record-breaking heap of Olympic medals, but it sure will help get you where you want to go. Find your equivalent and get to work.

American Revolutionary War Research Paper Example | Topics and Well Written Essays - 1250 words

American Revolutionary War - Research Paper Example The American colonists had a different way of undertaking their activities even though they emigrated from Great Britain. In the American region, individuals carried on their activities even without seeking permission from Great Britain, which was considered to control the region as a colony. The British argued that colonies were formed, in order to, be utilized for the success of the colonialists, therefore, had to contain a crown, as well as a parliament. Consequently, the British administration showed no support for the issues of having a crown as well as the legislature. Colonists experienced many unlawful and unconstitutional acts from King George who was at that time the leader within the entire Great Britain (DOI 1). In response, the colonists were angered by the actions undertaken by the king leading to the emergence of the Revolutionary War. The war commenced as a result of the urge to embrace freedom for the populaces around America. The populace rejected the control of the region by Great Britain leading to the war. At that time, Britain had little supplies for war since it has previously engaged in warfare with the French and other nations. England has resolved to create terror for the populaces after the rejection of control although they persisted throughout the war. The populaces wanted the eradication of rules concerning various issues such as intolerable acts as well as eradication of unfair duties (DOI 1). In addition, they demanded a representation inside the governing body in order to make Great Britain conscious of their needs. Upon the refusal of these demands by Great Britain, the populaces in America affirmed their sovereignty. Therefore, they had the drive to attained sovereignty thus the ability to conduct their activities without scrutiny from Great Britain. In Boston, the urge to be sovereign had already arisen ascribed to the massacre that had transpired in 1770. In the massacre, numerous Ameri cans without arms were shot at and instantly murdered by the army that was from the British origin. The anger in the populace from the Boston acted as the driving force for seeking independence for the people within that region of America. Similarly, other people had their individuals drives towards the strive for independence or sovereignty with other having multiple drives such as the acts that were considered exploitive and the numerous duties imposed on the populace. Additionally, the undertakings that the British government had carried out in American soils had been the foremost contributors towards the war. Prologue of the Intolerable acts that emerged from holding the Tea Party by the Boston populace in 1774 served as a way of castigating the populace for involving in such activities. Therefore, the instance of the prologue of the intolerable acts served as the principal rationale for involving in the rebellion that occurred within America and in opposition to Great Britain. The acts that had been undertaken by Great Britain represented rules that were carried out by Lord North. They infringed the liberties of the American populace and restricted their lives within their country. Some acts insisted on the transfer of trails to Britain, as well as, other regions in case the feeling was that justice would not prevail within the places that the trails were initially conducted. Other acts were the Quartering acts that allowed the army, to dwell in houses, as well as, other

How import and export restraints governing foreign trade can affect a Essay

How import and export restraints governing foreign trade can affect a country positively and negatively - Essay Example This research will begin with the issue of export restraints. The exports of a country represent the goods and services that are produced locally to then be sold and shipped to customer in other countries. In 2006 the world top exporter was Germany with $1,133,000,000,000 in outgoing trade. In order to achieve high export total countries need to have open and flexible economic system with excellent manufacturing and production capabilities. In new knowledge economy the ability to transfer information at rapid speeds has allowed the proliferation of service exports. The governmental policies of a country can provide exports restrains that may negatively or positively affect an economic system. For example in a country with restrictive environmental laws many industries such as the chemical industry may not be able to establish operation, thus the country will be a poor exporter of these types of goods. A closed economic system can be a major restraint for exporting activities. In Chin a before the reforms of 1979 which began a path towards economic recovery China’s export were low and could not compete in the international marketplace. The country changed its economic policies that created a semi-open system. The changes which culminated with creation of open economy after China gain entrance into the World Trade Organization in December of 2001 have allowed China to have three consecutive decades of 10% annual economic growth. A country culture and beliefs system can become a restraint for export activity.

Personnel Department Effectiveness and Functions

Personnel Department Effectiveness and Functions 2.1 INTRODUCTION The effectiveness of any organization in general, is a direct function of the quality of the individuals who make up that organization. The knowledge, skills, abilities, and commitment of the members of the organization together constitute the most critical factor in the development and implementation of work plans and the delivery of products and services. Without the full commitment of its employees, an organization cannot accomplish its objectives. Consequently, the attraction, organization, development and motivation of employees which is the personnel function of management are a central responsibility at all levels of management that is from the chief executive to the first line supervisor. 2.2 WHAT IS PERSONNEL MANAGEMENT? There are many definitions of personnel management, but all basically say that it is: attracting and developing competent employees and creating the organizational conditions which result in their full utilization and encourages them to put forth their best efforts.1 In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management, According to Franklin A., personnel management is based on careful handling of relationships among individuals at work and is the art of forecasting, acquiring, developing and maintaining competent workforce so that the organization derives maximum benefit in terms of performance and efficiency.2 Personnel Management is that part of management which is concerned with, people at work and their relationship within the organization. It can also be defined as that aspect of an organization, which is concerned with obtaining the best possible staff for the origination, looking after them so well that they will like to remain in the organization and give off their best in their jobs. It has to do with how best to use the skills and intelligence of people towards the achievement of organizational objectives.3 From the definitions quoted by various management experts in the past or present, the inference that we derive is that personnel management aims at attaining maximum efficiency and to yield maximum benefits to the organization. Two major points about personnel management are implied in this definition. First, effective personnel management must be future oriented. Support for organizational objectives now and for the foreseeable future must be provided through a steady supply of competent and capable employees. Second, effective personnel management is action oriented. The emphasis must be placed on solution of employment issues and problems to support organizational objectives and facilitate employee development and satisfaction To sum up, Personnel management aims at achieving these major steps: Analyzing the plan for future action and expansion. Estimating the quantitative and qualitative aspects of labour. Assessing the requirement of existing manpower or human resource. Formulating the plan for effective utilization of manpower, reducing under utilization or mis-utilization of manpower which is one of the most important resources. Finalizes the planning for recruitment, selection, promotion, transfer, training and development. Organizational effectivenes Basically Personnel management has certain goals and objectives to fulfill which includes; Creating a congenial and healthy environment for employees or workers to function effectively. To bring about organizational and human resource development through training, development programmes or even managerial succession planning. Selection and placement of right number of people and ensuring proper allocation of duties and responsibilities upon them. Creating better inter-personal relations, developing a sense of responsibility and responsiveness amongst workers and employees. Boosting the morale and sense of initiative amongst employees. Adopting best techniques or conceivable methods to bring best possible development of workers on work. 2.2.1 Functions of the Personnel Department A well-organized personnel department of an organization performs the following functions. Typically personnel work is concerned with: i. Manpower Planning: This is the first function of the personnel department. It has to do with the process by which a firm ensures that the required staff in terms of qualification and number is available at the right time. It involves determining personnel needs in relations to the objectives of the organization. It therefore deals with the qualification or education, skills and the appropriate number of personnel a firm should engage. It is therefore the process of assessing, predicting, or forecasting an organizations manpower needs in a relation to its plans. ii. Employment/Recruitment: After the manpower needs of the organization have been determined, the next stage is the make an attempt to employ the right caliber of personnel into the organization. This involves identifying sources of labour supply, carrying out recruitment, selection and placement into the organization. iii. Education/Training and Development: The personnel department is responsible for the training, education and the development of employees. It is the training needs have been determined, it is the responsibility of the department to design an appropriate programme by determining the method to be used, the course content, the duration and the institution or person to conduct the training. Training enables employees to adjust to new trends, improve their performance on the job and prepare them for promotion. iv. Wage and salary administration: Wage and salary Administration is one of the important functions of the personnel department. It is responsible for designing equitable and attractive wage and salary schemes for employees in an organization. It also determines how overtime payments. Bonuses and other fringe benefits are to be paid. It is also responsible for surveying the labour market and making the necessary changes and adjustments to the wage and salary structures to reflect the wages and salaries policies of the government of the day. v. Health, Safety and Welfare of Employment:- Another important function of the Personnel department is to ensure that there are measures to take care of the health, safety and welfare of its employees. It ensures these by providing first-aid facilities, good ventilation, lighting, drainage and proper working conditions. It also provides protective gadgets for employees to reduce the occurrence of accidents and injuries. Canteen, sports, transport, pension schemes, group insurance schemes and other recreational programmmes are provided for the welfare of its employees. vi. Industrial Relations: The personnel department plays an important role in maintaining a cordial and harmonium working relationship between workers and management. The term industrial relations are used to describe the relationship that exists between employers, employees (trade unions) and the government. Performance appraisal: organizing the appraisal process to identify development needs of employees. Personnel administration: record-keeping and monitoring of legislative requirements related to equal opportunities and possibly pensions and tax. Communication: providing an internal information service, perhaps in the form of staff newspapers or magazines, handouts, booklets, videos. 2.3 EMPLOYMENT PROCESS The employment process which is also referred to as the recruitment process involves a number of activities which are undertaken to engage the right caliber of personnel for an organization. It is therefore concerned with the employment and maintenance of qualified and efficient labour force. Employment therefore involves recruitment, selection and placement. The recruitment and selection process involves recruitment, interrelated activities which include the following. 2.3.1 RECRUITMENT It is the process of acquiring applicants who are available and qualified to fill positions in the organization.1 Recruitment refers to the first step in staffing, which is finding people.2 Sources of recruitment refer to the various avenues from which the personnel manager may recruit or employ labour. Recruits are obtained from a variety of sources. There source are divided into two main categories, namely internal and external sources. Pieter Grobler (page 167) Sources of Recruitment Internal Source Sources of potential candidates are many and varied, but a good starting point is to consider any internal candidates who might be suitable for the post. The exercise whereby the required manpower is obtained within the organization is the internal source. This may take the form of promoting a qualified worker to a higher position as they occur. Advantages of Internal Source There is less risk of error in selection and placement It boosts the morale of employees and encourages them it work hard It is quicker, cheaper and less risky than an outside appointment The recruit fits in with the culture of the organization; he knows â€Å"how we do things here† The individual also knows the people, systems and the business and thus the induction period will be quicker Disadvantages of Internal Source No new ideas, creativity or challenge to the culture and systems It tends to ignore qualified candidates who are not within the system A post will still need filling-the persons old post. That is he will create another vacancy The person may not be the best, qualified or most able candidate External Source Depending on management policy and the type of job involved. Management has a number of options available for obtaining people from outside the organization. These include: Educational Institutions: Organization and companies sometimes recruit fresh graduates from schools, colleges, polytechnics and the universities. Private Employment Agencies: Employers who cannot go through the process of recruitment engage consulting firms to do the recruitment for them. Labour Department: this is a public agency found in almost all regional scapitals where employees in search of employment and employers searching for employees go to register. An arrangement is then made to link the employer with the prospective employee. Advertisements: This is the most common and popular source of external recruitment where companies announce their employment opportunities through the newspapers, magazines, journals, radio and television. Unsolicited Applicant: People who are seeking for jobs sometimes apply to organizations without being aware of vacancies in those organizations. If there are vacancies, the applicant may be asked to go through the screening process. Where vacancies are not immediately available, his name will be placed on the waiting list. Employment Referrals:- Companies sometime announce job vacancies to their staff and ask them to recommend friends, relatives and neighbours who might be in need of employment and possess the required qualification and skill. Advantages of External Source It leads to the employment of people with new knowledge and ideas It leads to the employment of qualified and suitable people to fill vacant posts It promotes good will Its scope of selection is widened Disadvantages of External Sources It is costly and time consuming It may lead to low morale especially where there are qualified people within the organization The risk of making wrong selection is very high 2.3.2 JOB ANALYSIS It is the determination of the essential characteristics of a job. It is therefore a process of determining the nature of the job and the skills, knowledge, experiences and abilities of the person who is supposed to perform the job. It therefore contains information such as task performed, machines and equipment to be used, materials, products or services involved, training skills, knowledge and personal traits required of the worker. Job analysis therefore describes both the worker and the job so that there are no questions about who is doing what within the firm. Franklin A. (page 156) When undertaken carefully, job analysis could be used to; It provides the information necessary for recruitment, selection and placement of employees. It can be used to get an idea of the acceptable level of performance for each job (performance appraisal) It is used to device and implement training and development programmes It provides an opportunity to uncover and identify hazardous conditions Jobs may be analyzed in order to ensure that employees are fairly compensated The components of job analysis include. A. Job Description It specifies the duties and requirements of the job. This is a broad statement describing the purpose, scope, duties and responsibilities of a particular job. It states the title and location of the hob, grade/salary level of the job, limits of authority, number of subordinates, physical working conditions, machines, tools and equipment used, product or service produced etc. it typically portrays job content. In short, it summarizes all the basic tasks that are required to be performed on a job. A job description is what the worker does. Franklin A. (page 167) Importance of Job Description Each employee gets to know what is expected of him. It helps to avoid overlapping. It helps determine the rate of pay which is fair for the job. It helps in appraising and training employees It makes it possible for new employees to be given orientation with regards to their duties and responsibilities. It provides information from which particular hob vacancies can be advertised It guides the personnel manager in the development of job specification SELECTION This is the process by which an organization chooses from a list/pool of applicants the person who best meets the job and organizational requirements. The main objective of the selection process is to sort out those judged qualified for the job. (a) Selection Procedure i. Application Forms Applicants who reply to job advertisements are usually asked to fill in a job application form, or to send a letter giving details about themselves and their previous job experience (Curriculum Vitae or (C.V). An application form is used to find out relevant information about the applicant. It tells the organization whether or not an applicant is worthy of an interview or a test of some kind. Information usually required of candidates include; Personal data, educational background, work experience, date of birth, interests and hobbies. An applicant who is deemed suitable on this evidence becomes a candidate for interview. ii. Application Screening (Short-listing) The screening stage involves the sorting out or elimination of those applicants judged unqualified for the job. The personnel manager receives the filled application forms, and then screens them to determine those who are qualified to be invited for interview. This becomes necessary since all types of applications are received when jobs are advertised. This stage is also referred to as short-listing. It is done by marching all the applications against the employers requirements. iii. Selection Tests Selection tests are used to supplement other techniques. The tests are usually handled by fully qualified industrial psychologists. It is a practical examination to determine whether an applicant is suitable for the job. The assumption behind the administration of the tests is that a candidate who scores well in the test will more likely succeed in the job. Types of test The types of tests commonly used include:- i. Intelligence Tests: Their aim is to measure the applicants general intellectual ability. That is they are designed to measure his thinking abilities. They may test the applicants memory, ability to think quickly and logically, and skill at solving problems. ii. Aptitude Tests: These are designed to predict an individuals potential for performing a job or learning new skills. They are widely used to obtain information about such skills as mechanical ability, clerical and numerical ability. It measures a persons ability to do something given a good training. iii. Psychological tests: Psychological tests may measure a variety of characteristics such as an applicants skill in dealing with other people, ambition and motivation or emotional stability. They usually consist of questionnaires asking respondents to state their interest in or preference for jobs, leisure activities etc. Proficiency Tests: Proficiency tests are the most closely related test to an assessors objectives, because they measure ability to do the work involved iv. Medical Tests: Medical tests are carried out to determine the physical fitness of the applicant and whether he has any hidden diseases. Candidates who might have contagious diseases will be rejected. INTERVIEW Interview is a conversation or verbal interaction between two or more people for a particular purpose. Interviewing is a crucial part of the selection process because it gives the organization an opportunity to assess the applicant directly, and it gives the applicant an opportunity to learn more about the organization and whether he or she wants the job Objectives of Interview It gives the employer an opportunity to obtain information about each applicant and to assess his suitability for the job. It enables the employer to cross-check the applicants original documents or educational certificates. It enables the employer to have a critical view of the physical appearance of the applicant It also gives him an opportunity to determine the applicants level of intelligence. It provides the applicant an opportunity to know more about the organization, the job and the employees of the organization. References (Background Investigations) References provide further confidential information about the prospective employee. Prospective candidates are normally asked to submit references who can be contacted when the need arises. Such references include: schools, colleges, universities, former employers (if any) and relatives. The use of reference compels employees to be honest in supplying information about themselves to an organization. References are brief statements about a candidate made by a third party usually the candidates superior. These statements are used to confirm information supplied by applicants on application forms. Placement This is the stage where the new employee is placed on the job. He is assigned to an officer and a superior if he is a clerical worker. It is the responsibility of the superior to give the new employee in-service training where necessary and to provide a schedule of duties. Induction This may be conducted by the personnel manager and it is the process of orientating the selected applicant into his or her new working environment. It takes the form of introducing new employees to existing staff, visits to the plants and other departments, informing him/her about his duties and responsibilities, as well as the policies and objective of the organization. Induction simply means the introduction of a new employee into his or her job or organization Job Changes The post recruitment functions of the personnel manager includes transfers, promotions, demotions and termination. i. Transfers:- This occurs when employees have been assigned to another branch, department or to another job involving similar responsibilities, skills and remuneration. The transfer could be from one department to another or one station to another. It may be used to correct an error made during the recruitment process. Reasons for transfers The close down of a branch or department may call for a transfer Self request by an employee because of his inability to relate well with co-workers of lack of interest in his job or for purposes of frequent medical check-ups due to sickness. Transfer may be used as a punishment device A person may also be transferred to take up a new appointment A fall in the level of production may also necessitate the re-allocation of employees. ii. Promotion Promotion may be defined as the transfer of an employee from one job to another which involves a greater responsibility and usually a higher reward (pay). In other words, it involves a change in status and usually means appointment to a higher grade with greater and more challenging responsibilities. It is an important aspect of management because it is through promotion that a worker obtains satisfaction and shows his desire to advance and develop. Promotion Policy Many large organizations have a policy of filling senior job positions from within the organization. Others also believe in recruitment from outside the organization. Every organization should however come out with a clear policy on promotion so that employees know in advance the criteria to be used in promotion. Normally promotion is based on the following: Seniority (length of service) Practical ability (skill) General attitude and loyalty Education and qualification Personality or character Advantages of Promotion Promotion improves morale and motivation of employees in the organization. Promotion helps reduce labour-turn over in an organization It is seen as a reward for dedicated service, hard work, loyalty and obedience to rules and regulations of the organization. Fair promotions create a feeling of content among employees and retain their interest in the company. It helps employees to put in extra effort to help attain organizational objectives It improves the earning power and status of the employees Problems of promotion more qualified employees may be ignored or overlooked an employee adjudged competent when promoted may perform below expectation qualified personnel when overlooked in time of promotion may feel dejected and unrecognized. This may affect his morale and for that matter his overall performance. A worker who has a special interest in his/her job e.g. cashier in a financial institution may refuse to accept promotion. iii. Demotion It is the reduction in rank of an employee or the transfer of an employee to jobs with lower ranks backed by a reduction in salary. It therefore refers to a decrease in status as well as remuneration. Reasons For Demotion: Failure on the part of employees to live up to expectation (poor performance) Serious crime against the organization example; pilfering, fraud, leaking, organizational secrets to the advantage of competitors etc. It can also be based on indiscipline or disloyal to rules of the organization Serious or unfavourable business conditions may necessitate lay-offs and termination; some employees may accept demotion as an alternative. Problems of Demotion it leads to reduction employee status and remuneration it also creates morale problems for affected employees. Some affected employees may resign, leading to labour turn over and its associated problems, iv. LABOUR TURN OVER Labour turn over refers to the rate at which employees are leaving the business organization at a particular time and their replacement. It therefore describes the movement of workers into and out of employment of an organization in a in a given period of time It is calculated by: L x 100 A Where: L = Those leaving during the year A = Average number employed during the year or Average number on the companys payroll within that period. A high (index) labour turnover means more people leave the employment because of low morale. It could also mean a high proportion of the employment of women or scholars who have returned to college to pursue academic careers, death, pension etc. Causes of Labour Turn Over There are various causes of labour turn-over. Among them include the following: Discontentment (dissatisfaction) among employees as a result of poor working conditions, Lack of promotional avenues Poor leadership style Very long hours of work with little time for rest Unfairness and improper administration of disciplinary measures Poor wages and salaries Lack of opportunities for self advancement Boredom, wrong job assignment or lack of job satisfaction Lack of opportunity to express opinions to management and to participate in decision making. Problems of Labour Turn Over It brings about extra-expenditure, that is hiring and training of new employees Production rate is decreased and this tend to affect the volume of ales and profit margins It leads to overtime payment for extra man-hours spent on the job The money spent on training developing employees who have left goes down the drain There could be low morale for the remaining employees due to loss of old work mates and friends It takes a lot of time for workers to properly settle or fit into the system Solution To the causes of labour turnover A study or research should be conducted to identify which factors have been the cause of dissatisfaction and that have been responsible for the labour turnover. The following suggested solutions could be applied by individual companies. i. Companies should provide attractive wages and salaries to ensure that employees are above to meet their basic necessities. ii. There should also be improvement in the working conditions of workers. Protective clothes, canteen, transport, housing and medical facilities should be provided to cater for the welfare of workers. iii. There should also be opportunities for growth and development for employees, e.g study leave, provision of library facilities, promotion etc. iv. Joint consultation must be instituted to enable representatives of workers and employers meet to identify common problems and find solutions to them. 2.4 Termination of Employment Every employer has the option to terminate the employment of his employees but only on the grounds that certain conditions are meet e.g. giving of appropriate notice and payment of entitlements. Employees also have an option to resign from their present job and look for another provided they also satisfy certain conditions e.g. appropriate notice and proper handing over. There are ways by which a contract of employment may be terminated and they include: redundancy, dismissals, retirement and resignation. 2.4.1 Redundancy This is a situation where employees are asked to leave their employment because of lack of work. that is, the organization does not need their service any longer. Therefore when there is reduction in production and the workers are greater than what the organization needs, some are asked to leave employment. 2.4.2 Dismissal Dismissal is an act of sending an employee away form his employment because be is not qualified, undisciplined or is dishonest in his work. It is the permanent withdrawal of an employee from the services of a company. 2.4.3 Retirement It is the act of retiring or having stopped working after attaining a certain age. The age may either be contained in the companys policy or decision taken by the individual himself. 2.4.4 Resignation Resignation usually comes from employees. Resignation is the indication by the employee that he has ceased to be in the employment of the employer. 2.4.5 Lay Off This is a temporary withdrawal of employees from work due to shortage of raw materials, low demand for the companies products or services, or financial problems. These employees may be called back when the need arises. When conditions improve and some of the aid-off workers are invited to come back to work, it is known as recall. 2.5 EDUCATION, TRAINING AND DEVELOPMENT 2.5.1 Education This is usually intended to mean basic instructions in knowledge and skills designed to enable people make the most life in general. It is thus a process of training and instructing people in schools, colleges, Polytechnics, universities etc. which is designed to give knowledge and development of skills. At the end of the course, a certificate is given to those who pass their final examination. Education is therefore more personal and broadly based. 2.5.2 Development This suggests a broader view of knowledge and skills acquisition rather than training. It is less job-oriented and career-oriented. It sees employees as adaptable resources and thus concerned with preparing individuals with skills and experience to fill challenging higher level positions in the organization. 2.5.3 Training Training is job oriented rather than personal. Training involves a series of actions aimed at preparing an individual with skills to do a particular job. It may be defined as â€Å"the systematic development of the attitudes, knowledge and skill patterns required by an individual in order to perform adequately a given task or job† Methods of Training The main methods of training include: i. Apprenticeship Training This is a method of training where the apprentice under studies his master for a number of years, learning all the basic skills involved in the profession. This type of training is given to young people who have either completed school or who have not been to school. This type of training is common and popular in professions like tailoring, dressmaking, carpentry, driving and masonry. The apprentice pays a certain amount to his master and he is not paid during the period of his/her training but given allowance as and when necessary by his/her master. ii. Supervisory Training This type of training is give to employees who have been appointed supervisors or foremen. Supervisory training involves the teaching of supervisors or foremen the skill of getting work done through others. It is therefore meant to improve on their leadership skills and qualities. It takes place in an institute in the form of seminars or workshops with discussions on leadership, morale, development, directing, and health and safety measures. iii. Executive Training Personnel in middle management and top management positions are covered under this type Personnel Department Effectiveness and Functions Personnel Department Effectiveness and Functions 2.1 INTRODUCTION The effectiveness of any organization in general, is a direct function of the quality of the individuals who make up that organization. The knowledge, skills, abilities, and commitment of the members of the organization together constitute the most critical factor in the development and implementation of work plans and the delivery of products and services. Without the full commitment of its employees, an organization cannot accomplish its objectives. Consequently, the attraction, organization, development and motivation of employees which is the personnel function of management are a central responsibility at all levels of management that is from the chief executive to the first line supervisor. 2.2 WHAT IS PERSONNEL MANAGEMENT? There are many definitions of personnel management, but all basically say that it is: attracting and developing competent employees and creating the organizational conditions which result in their full utilization and encourages them to put forth their best efforts.1 In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management, According to Franklin A., personnel management is based on careful handling of relationships among individuals at work and is the art of forecasting, acquiring, developing and maintaining competent workforce so that the organization derives maximum benefit in terms of performance and efficiency.2 Personnel Management is that part of management which is concerned with, people at work and their relationship within the organization. It can also be defined as that aspect of an organization, which is concerned with obtaining the best possible staff for the origination, looking after them so well that they will like to remain in the organization and give off their best in their jobs. It has to do with how best to use the skills and intelligence of people towards the achievement of organizational objectives.3 From the definitions quoted by various management experts in the past or present, the inference that we derive is that personnel management aims at attaining maximum efficiency and to yield maximum benefits to the organization. Two major points about personnel management are implied in this definition. First, effective personnel management must be future oriented. Support for organizational objectives now and for the foreseeable future must be provided through a steady supply of competent and capable employees. Second, effective personnel management is action oriented. The emphasis must be placed on solution of employment issues and problems to support organizational objectives and facilitate employee development and satisfaction To sum up, Personnel management aims at achieving these major steps: Analyzing the plan for future action and expansion. Estimating the quantitative and qualitative aspects of labour. Assessing the requirement of existing manpower or human resource. Formulating the plan for effective utilization of manpower, reducing under utilization or mis-utilization of manpower which is one of the most important resources. Finalizes the planning for recruitment, selection, promotion, transfer, training and development. Organizational effectivenes Basically Personnel management has certain goals and objectives to fulfill which includes; Creating a congenial and healthy environment for employees or workers to function effectively. To bring about organizational and human resource development through training, development programmes or even managerial succession planning. Selection and placement of right number of people and ensuring proper allocation of duties and responsibilities upon them. Creating better inter-personal relations, developing a sense of responsibility and responsiveness amongst workers and employees. Boosting the morale and sense of initiative amongst employees. Adopting best techniques or conceivable methods to bring best possible development of workers on work. 2.2.1 Functions of the Personnel Department A well-organized personnel department of an organization performs the following functions. Typically personnel work is concerned with: i. Manpower Planning: This is the first function of the personnel department. It has to do with the process by which a firm ensures that the required staff in terms of qualification and number is available at the right time. It involves determining personnel needs in relations to the objectives of the organization. It therefore deals with the qualification or education, skills and the appropriate number of personnel a firm should engage. It is therefore the process of assessing, predicting, or forecasting an organizations manpower needs in a relation to its plans. ii. Employment/Recruitment: After the manpower needs of the organization have been determined, the next stage is the make an attempt to employ the right caliber of personnel into the organization. This involves identifying sources of labour supply, carrying out recruitment, selection and placement into the organization. iii. Education/Training and Development: The personnel department is responsible for the training, education and the development of employees. It is the training needs have been determined, it is the responsibility of the department to design an appropriate programme by determining the method to be used, the course content, the duration and the institution or person to conduct the training. Training enables employees to adjust to new trends, improve their performance on the job and prepare them for promotion. iv. Wage and salary administration: Wage and salary Administration is one of the important functions of the personnel department. It is responsible for designing equitable and attractive wage and salary schemes for employees in an organization. It also determines how overtime payments. Bonuses and other fringe benefits are to be paid. It is also responsible for surveying the labour market and making the necessary changes and adjustments to the wage and salary structures to reflect the wages and salaries policies of the government of the day. v. Health, Safety and Welfare of Employment:- Another important function of the Personnel department is to ensure that there are measures to take care of the health, safety and welfare of its employees. It ensures these by providing first-aid facilities, good ventilation, lighting, drainage and proper working conditions. It also provides protective gadgets for employees to reduce the occurrence of accidents and injuries. Canteen, sports, transport, pension schemes, group insurance schemes and other recreational programmmes are provided for the welfare of its employees. vi. Industrial Relations: The personnel department plays an important role in maintaining a cordial and harmonium working relationship between workers and management. The term industrial relations are used to describe the relationship that exists between employers, employees (trade unions) and the government. Performance appraisal: organizing the appraisal process to identify development needs of employees. Personnel administration: record-keeping and monitoring of legislative requirements related to equal opportunities and possibly pensions and tax. Communication: providing an internal information service, perhaps in the form of staff newspapers or magazines, handouts, booklets, videos. 2.3 EMPLOYMENT PROCESS The employment process which is also referred to as the recruitment process involves a number of activities which are undertaken to engage the right caliber of personnel for an organization. It is therefore concerned with the employment and maintenance of qualified and efficient labour force. Employment therefore involves recruitment, selection and placement. The recruitment and selection process involves recruitment, interrelated activities which include the following. 2.3.1 RECRUITMENT It is the process of acquiring applicants who are available and qualified to fill positions in the organization.1 Recruitment refers to the first step in staffing, which is finding people.2 Sources of recruitment refer to the various avenues from which the personnel manager may recruit or employ labour. Recruits are obtained from a variety of sources. There source are divided into two main categories, namely internal and external sources. Pieter Grobler (page 167) Sources of Recruitment Internal Source Sources of potential candidates are many and varied, but a good starting point is to consider any internal candidates who might be suitable for the post. The exercise whereby the required manpower is obtained within the organization is the internal source. This may take the form of promoting a qualified worker to a higher position as they occur. Advantages of Internal Source There is less risk of error in selection and placement It boosts the morale of employees and encourages them it work hard It is quicker, cheaper and less risky than an outside appointment The recruit fits in with the culture of the organization; he knows â€Å"how we do things here† The individual also knows the people, systems and the business and thus the induction period will be quicker Disadvantages of Internal Source No new ideas, creativity or challenge to the culture and systems It tends to ignore qualified candidates who are not within the system A post will still need filling-the persons old post. That is he will create another vacancy The person may not be the best, qualified or most able candidate External Source Depending on management policy and the type of job involved. Management has a number of options available for obtaining people from outside the organization. These include: Educational Institutions: Organization and companies sometimes recruit fresh graduates from schools, colleges, polytechnics and the universities. Private Employment Agencies: Employers who cannot go through the process of recruitment engage consulting firms to do the recruitment for them. Labour Department: this is a public agency found in almost all regional scapitals where employees in search of employment and employers searching for employees go to register. An arrangement is then made to link the employer with the prospective employee. Advertisements: This is the most common and popular source of external recruitment where companies announce their employment opportunities through the newspapers, magazines, journals, radio and television. Unsolicited Applicant: People who are seeking for jobs sometimes apply to organizations without being aware of vacancies in those organizations. If there are vacancies, the applicant may be asked to go through the screening process. Where vacancies are not immediately available, his name will be placed on the waiting list. Employment Referrals:- Companies sometime announce job vacancies to their staff and ask them to recommend friends, relatives and neighbours who might be in need of employment and possess the required qualification and skill. Advantages of External Source It leads to the employment of people with new knowledge and ideas It leads to the employment of qualified and suitable people to fill vacant posts It promotes good will Its scope of selection is widened Disadvantages of External Sources It is costly and time consuming It may lead to low morale especially where there are qualified people within the organization The risk of making wrong selection is very high 2.3.2 JOB ANALYSIS It is the determination of the essential characteristics of a job. It is therefore a process of determining the nature of the job and the skills, knowledge, experiences and abilities of the person who is supposed to perform the job. It therefore contains information such as task performed, machines and equipment to be used, materials, products or services involved, training skills, knowledge and personal traits required of the worker. Job analysis therefore describes both the worker and the job so that there are no questions about who is doing what within the firm. Franklin A. (page 156) When undertaken carefully, job analysis could be used to; It provides the information necessary for recruitment, selection and placement of employees. It can be used to get an idea of the acceptable level of performance for each job (performance appraisal) It is used to device and implement training and development programmes It provides an opportunity to uncover and identify hazardous conditions Jobs may be analyzed in order to ensure that employees are fairly compensated The components of job analysis include. A. Job Description It specifies the duties and requirements of the job. This is a broad statement describing the purpose, scope, duties and responsibilities of a particular job. It states the title and location of the hob, grade/salary level of the job, limits of authority, number of subordinates, physical working conditions, machines, tools and equipment used, product or service produced etc. it typically portrays job content. In short, it summarizes all the basic tasks that are required to be performed on a job. A job description is what the worker does. Franklin A. (page 167) Importance of Job Description Each employee gets to know what is expected of him. It helps to avoid overlapping. It helps determine the rate of pay which is fair for the job. It helps in appraising and training employees It makes it possible for new employees to be given orientation with regards to their duties and responsibilities. It provides information from which particular hob vacancies can be advertised It guides the personnel manager in the development of job specification SELECTION This is the process by which an organization chooses from a list/pool of applicants the person who best meets the job and organizational requirements. The main objective of the selection process is to sort out those judged qualified for the job. (a) Selection Procedure i. Application Forms Applicants who reply to job advertisements are usually asked to fill in a job application form, or to send a letter giving details about themselves and their previous job experience (Curriculum Vitae or (C.V). An application form is used to find out relevant information about the applicant. It tells the organization whether or not an applicant is worthy of an interview or a test of some kind. Information usually required of candidates include; Personal data, educational background, work experience, date of birth, interests and hobbies. An applicant who is deemed suitable on this evidence becomes a candidate for interview. ii. Application Screening (Short-listing) The screening stage involves the sorting out or elimination of those applicants judged unqualified for the job. The personnel manager receives the filled application forms, and then screens them to determine those who are qualified to be invited for interview. This becomes necessary since all types of applications are received when jobs are advertised. This stage is also referred to as short-listing. It is done by marching all the applications against the employers requirements. iii. Selection Tests Selection tests are used to supplement other techniques. The tests are usually handled by fully qualified industrial psychologists. It is a practical examination to determine whether an applicant is suitable for the job. The assumption behind the administration of the tests is that a candidate who scores well in the test will more likely succeed in the job. Types of test The types of tests commonly used include:- i. Intelligence Tests: Their aim is to measure the applicants general intellectual ability. That is they are designed to measure his thinking abilities. They may test the applicants memory, ability to think quickly and logically, and skill at solving problems. ii. Aptitude Tests: These are designed to predict an individuals potential for performing a job or learning new skills. They are widely used to obtain information about such skills as mechanical ability, clerical and numerical ability. It measures a persons ability to do something given a good training. iii. Psychological tests: Psychological tests may measure a variety of characteristics such as an applicants skill in dealing with other people, ambition and motivation or emotional stability. They usually consist of questionnaires asking respondents to state their interest in or preference for jobs, leisure activities etc. Proficiency Tests: Proficiency tests are the most closely related test to an assessors objectives, because they measure ability to do the work involved iv. Medical Tests: Medical tests are carried out to determine the physical fitness of the applicant and whether he has any hidden diseases. Candidates who might have contagious diseases will be rejected. INTERVIEW Interview is a conversation or verbal interaction between two or more people for a particular purpose. Interviewing is a crucial part of the selection process because it gives the organization an opportunity to assess the applicant directly, and it gives the applicant an opportunity to learn more about the organization and whether he or she wants the job Objectives of Interview It gives the employer an opportunity to obtain information about each applicant and to assess his suitability for the job. It enables the employer to cross-check the applicants original documents or educational certificates. It enables the employer to have a critical view of the physical appearance of the applicant It also gives him an opportunity to determine the applicants level of intelligence. It provides the applicant an opportunity to know more about the organization, the job and the employees of the organization. References (Background Investigations) References provide further confidential information about the prospective employee. Prospective candidates are normally asked to submit references who can be contacted when the need arises. Such references include: schools, colleges, universities, former employers (if any) and relatives. The use of reference compels employees to be honest in supplying information about themselves to an organization. References are brief statements about a candidate made by a third party usually the candidates superior. These statements are used to confirm information supplied by applicants on application forms. Placement This is the stage where the new employee is placed on the job. He is assigned to an officer and a superior if he is a clerical worker. It is the responsibility of the superior to give the new employee in-service training where necessary and to provide a schedule of duties. Induction This may be conducted by the personnel manager and it is the process of orientating the selected applicant into his or her new working environment. It takes the form of introducing new employees to existing staff, visits to the plants and other departments, informing him/her about his duties and responsibilities, as well as the policies and objective of the organization. Induction simply means the introduction of a new employee into his or her job or organization Job Changes The post recruitment functions of the personnel manager includes transfers, promotions, demotions and termination. i. Transfers:- This occurs when employees have been assigned to another branch, department or to another job involving similar responsibilities, skills and remuneration. The transfer could be from one department to another or one station to another. It may be used to correct an error made during the recruitment process. Reasons for transfers The close down of a branch or department may call for a transfer Self request by an employee because of his inability to relate well with co-workers of lack of interest in his job or for purposes of frequent medical check-ups due to sickness. Transfer may be used as a punishment device A person may also be transferred to take up a new appointment A fall in the level of production may also necessitate the re-allocation of employees. ii. Promotion Promotion may be defined as the transfer of an employee from one job to another which involves a greater responsibility and usually a higher reward (pay). In other words, it involves a change in status and usually means appointment to a higher grade with greater and more challenging responsibilities. It is an important aspect of management because it is through promotion that a worker obtains satisfaction and shows his desire to advance and develop. Promotion Policy Many large organizations have a policy of filling senior job positions from within the organization. Others also believe in recruitment from outside the organization. Every organization should however come out with a clear policy on promotion so that employees know in advance the criteria to be used in promotion. Normally promotion is based on the following: Seniority (length of service) Practical ability (skill) General attitude and loyalty Education and qualification Personality or character Advantages of Promotion Promotion improves morale and motivation of employees in the organization. Promotion helps reduce labour-turn over in an organization It is seen as a reward for dedicated service, hard work, loyalty and obedience to rules and regulations of the organization. Fair promotions create a feeling of content among employees and retain their interest in the company. It helps employees to put in extra effort to help attain organizational objectives It improves the earning power and status of the employees Problems of promotion more qualified employees may be ignored or overlooked an employee adjudged competent when promoted may perform below expectation qualified personnel when overlooked in time of promotion may feel dejected and unrecognized. This may affect his morale and for that matter his overall performance. A worker who has a special interest in his/her job e.g. cashier in a financial institution may refuse to accept promotion. iii. Demotion It is the reduction in rank of an employee or the transfer of an employee to jobs with lower ranks backed by a reduction in salary. It therefore refers to a decrease in status as well as remuneration. Reasons For Demotion: Failure on the part of employees to live up to expectation (poor performance) Serious crime against the organization example; pilfering, fraud, leaking, organizational secrets to the advantage of competitors etc. It can also be based on indiscipline or disloyal to rules of the organization Serious or unfavourable business conditions may necessitate lay-offs and termination; some employees may accept demotion as an alternative. Problems of Demotion it leads to reduction employee status and remuneration it also creates morale problems for affected employees. Some affected employees may resign, leading to labour turn over and its associated problems, iv. LABOUR TURN OVER Labour turn over refers to the rate at which employees are leaving the business organization at a particular time and their replacement. It therefore describes the movement of workers into and out of employment of an organization in a in a given period of time It is calculated by: L x 100 A Where: L = Those leaving during the year A = Average number employed during the year or Average number on the companys payroll within that period. A high (index) labour turnover means more people leave the employment because of low morale. It could also mean a high proportion of the employment of women or scholars who have returned to college to pursue academic careers, death, pension etc. Causes of Labour Turn Over There are various causes of labour turn-over. Among them include the following: Discontentment (dissatisfaction) among employees as a result of poor working conditions, Lack of promotional avenues Poor leadership style Very long hours of work with little time for rest Unfairness and improper administration of disciplinary measures Poor wages and salaries Lack of opportunities for self advancement Boredom, wrong job assignment or lack of job satisfaction Lack of opportunity to express opinions to management and to participate in decision making. Problems of Labour Turn Over It brings about extra-expenditure, that is hiring and training of new employees Production rate is decreased and this tend to affect the volume of ales and profit margins It leads to overtime payment for extra man-hours spent on the job The money spent on training developing employees who have left goes down the drain There could be low morale for the remaining employees due to loss of old work mates and friends It takes a lot of time for workers to properly settle or fit into the system Solution To the causes of labour turnover A study or research should be conducted to identify which factors have been the cause of dissatisfaction and that have been responsible for the labour turnover. The following suggested solutions could be applied by individual companies. i. Companies should provide attractive wages and salaries to ensure that employees are above to meet their basic necessities. ii. There should also be improvement in the working conditions of workers. Protective clothes, canteen, transport, housing and medical facilities should be provided to cater for the welfare of workers. iii. There should also be opportunities for growth and development for employees, e.g study leave, provision of library facilities, promotion etc. iv. Joint consultation must be instituted to enable representatives of workers and employers meet to identify common problems and find solutions to them. 2.4 Termination of Employment Every employer has the option to terminate the employment of his employees but only on the grounds that certain conditions are meet e.g. giving of appropriate notice and payment of entitlements. Employees also have an option to resign from their present job and look for another provided they also satisfy certain conditions e.g. appropriate notice and proper handing over. There are ways by which a contract of employment may be terminated and they include: redundancy, dismissals, retirement and resignation. 2.4.1 Redundancy This is a situation where employees are asked to leave their employment because of lack of work. that is, the organization does not need their service any longer. Therefore when there is reduction in production and the workers are greater than what the organization needs, some are asked to leave employment. 2.4.2 Dismissal Dismissal is an act of sending an employee away form his employment because be is not qualified, undisciplined or is dishonest in his work. It is the permanent withdrawal of an employee from the services of a company. 2.4.3 Retirement It is the act of retiring or having stopped working after attaining a certain age. The age may either be contained in the companys policy or decision taken by the individual himself. 2.4.4 Resignation Resignation usually comes from employees. Resignation is the indication by the employee that he has ceased to be in the employment of the employer. 2.4.5 Lay Off This is a temporary withdrawal of employees from work due to shortage of raw materials, low demand for the companies products or services, or financial problems. These employees may be called back when the need arises. When conditions improve and some of the aid-off workers are invited to come back to work, it is known as recall. 2.5 EDUCATION, TRAINING AND DEVELOPMENT 2.5.1 Education This is usually intended to mean basic instructions in knowledge and skills designed to enable people make the most life in general. It is thus a process of training and instructing people in schools, colleges, Polytechnics, universities etc. which is designed to give knowledge and development of skills. At the end of the course, a certificate is given to those who pass their final examination. Education is therefore more personal and broadly based. 2.5.2 Development This suggests a broader view of knowledge and skills acquisition rather than training. It is less job-oriented and career-oriented. It sees employees as adaptable resources and thus concerned with preparing individuals with skills and experience to fill challenging higher level positions in the organization. 2.5.3 Training Training is job oriented rather than personal. Training involves a series of actions aimed at preparing an individual with skills to do a particular job. It may be defined as â€Å"the systematic development of the attitudes, knowledge and skill patterns required by an individual in order to perform adequately a given task or job† Methods of Training The main methods of training include: i. Apprenticeship Training This is a method of training where the apprentice under studies his master for a number of years, learning all the basic skills involved in the profession. This type of training is given to young people who have either completed school or who have not been to school. This type of training is common and popular in professions like tailoring, dressmaking, carpentry, driving and masonry. The apprentice pays a certain amount to his master and he is not paid during the period of his/her training but given allowance as and when necessary by his/her master. ii. Supervisory Training This type of training is give to employees who have been appointed supervisors or foremen. Supervisory training involves the teaching of supervisors or foremen the skill of getting work done through others. It is therefore meant to improve on their leadership skills and qualities. It takes place in an institute in the form of seminars or workshops with discussions on leadership, morale, development, directing, and health and safety measures. iii. Executive Training Personnel in middle management and top management positions are covered under this type