The Project to Open a New Tesco Superstore Case Study

The Project to Open a New Tesco Superstore - Case Study Example In order to conduct stakeholder analysis for opening new Tesco superstore, the researcher will use Mendelow’s (1981) Matrix. For sake simplicity and preciseness, UK based operation of Tesco superstore will be used as reference point. UK based customers and local society members who will buy food items and grocery items from Tesco superstore. These stakeholders will show interest in the project because opening a new store will increase their convenience for shopping. Their motivation to support the project will be directed by the desire to shop quality food items, chance to get associated with the Tesco brand name etc. Project workers, Suppliers of raw material. These stakeholders will show interest in the project for monetary interest, opportunity to get financial benefit by signing the long-term contract with the company. Their motivation to support the project will be directed by business benefits, remuneration, and higher supply margin. Top-level managers, of Tesco superstore, project managers, and government. These stakeholders will show interest in the project due to political reason, earning corporate tax, monetary compensation for project completion and annual salary. Same reasons will motivate these stakeholders to show green signal to the project. Financial institutions who lend the money to the project, social activists, and local community members. The will show interest in the project for financial and environmental sustainability reasons. Motivation to support the project will be directed by environment sustainability assurance from Tesco, assurance timely repayment of debt with additional interest, good corporate social responsibility (CSR) reputation of the company. In such context, it is suggested to Tesco superstore to use multiple communication channels to communicate the project scope top stakeholders and also engage stakeholders (Jugdev, 2012).

Offshoring Paper Essay Example for Free

Offshoring Paper Essay This article talks about a trend that started as far back as the 1980’s when companies began sending many jobs abroad mainly because of cheap labor. However, that trend is quickly changing. Companies are discovering that the wage gap is narrowing and many of the disadvantages are now starting to outweigh benefits of sending jobs abroad. One of the points mentioned in the article is that wages in china have risen 10-20% in the last 10 years, whereas wages in America and Europe have remained about the same. Also, another disadvantage of send production abroad is that shipping can be very expensive. In recent years shipping costs have gotten higher such that the cost of producing elsewhere and shipping to the US is no longer as cheap as it used to be. The time factor is also a big issue. Many times transit takes as long as six weeks which makes it hard for companies to fulfill their orders in a timely manner. In conclusion, the article makes a note that a lot of companies are now rethinking their decision about going offshore. Opinion Most of the companies went offshore to save money, and I can see where they are coming from after all the whole goal of having a business is to make profits however in my opinion many of the companies did not take the time to properly analyze the other costs involved in moving jobs offshore. Many also forgot to consider how it will affect the quality of their service when it comes to shipping time and sometimes the quality of the product. I am very happy that many jobs are coming back and I think the government needs to do more to encourage the companies. They should offer tax reductions where necessary so that America will be able to compete in the global market. I also like the point the article makes, that just because companies are tending towards reducing offshoring does not mean they will be less global, infact distributing their activities more evenly around the globe will make most companies more efficient.

bank failures Essay -- essays research papers

http://www.worldnewsstand.net/2001/article/bank_failures.htm Bank Failures We have written before about the remarkable ability of banks to create money when making loans, and of their equally remarkable ability to multiply these newly created-from-nothing bank deposits via fractional reserve banking. What we have written is true, and easily verified. But banks fail! That fact is equally true, and easily verified as well. How can we reconcile these apparently contradictory facts? If banks can create, and multiply, money, how can they fail? Could your business fail if what you made was, literally, money, or what people took for money? The qualifier is important. It is what people assume about money that makes modern banking possible. The Federal Reserve itself points out that it is the people's confidence that make paper devices serve for money. Belief (i.e., "credit") is what keeps the system going. Psychology is everything. If modern money is an illusion, then bank failures are an important means of reinforcing that illusion. Consider the alternative. If a bank made loan after loan, and these loans were not repaid, and the bank continued to do business year after year with mounting millions of bad loans on its books, wouldn't that look odd? People would question how the bank could continue to thrive despite so many bad loans. Would they maintain their confidence in the system if the banker cheerfully admitted that he made those loans by simply crediting the borrower's account, and that to do so cost him nothing? Some might wonder why the bank would not honor checks written on insufficient funds, if the banks create those funds from nothing. Corporations which are unable to meet their financial obligations to banks might wonder why they must work to repay the bank for something it got with a flick of a loan officer's pen. No, it is important, if confidence is to be unshaken, that banks appear to be like other businesses, when, of course, they are nothing like other businesses. This means that banks must be allowed to fail, even though they are the source of modern money. Failure occurs when liabilities outweigh assets. What are a bank's assets? The IOUs of its customers. Its liabilities are their deposits. If a customer has borrowed a million dollars from the bank, and given the bank his IOU for that number, the bank has a million dollar asset---un... ...op out of school and go to work? Will he face charges for check-kiting, or counterfeiting? It doesn't seem likely. The illusion can be maintained without such extreme measures! John Maynard Keynes put it succinctly: "If, however, a government refrains from regulations and allows matters to take their own course, the worthlessness of the money becomes apparent, and the fraud upon the public can be concealed no longer." Expect to see more bank failures as the economy declines. Otherwise, the worthlessness of the money might become apparent! Sorry this article is so long but I thought it was a great article and wanted to share it. It makes some great points about loaning money to the government and the fact that when you loan the money them they rarely re-pay the principle, so they have to continue to pay the interest payments. It also goes into some detail about the relationship between the government and banks. The government doesn’t want to see banks fail because they want their sources of money to be strong. I also like the way this article describes how banks fail. It gives some good examples about those banks that fail due to bad debts and non repayment on loans.

Arguments For ‘Invitation To Treat And An Offer’

The English Law on the formation of contracts generally requires there to be an offer and a matching acceptance. The offer must set out and refer to the object for sale and all the important terms of the contract. The acceptance must indicate agreement to all the terms of contract. If it does not do so, the acceptance will be regarded as a counter-offer which is capable of rejecting the original offer, thereby making it incapable of acceptance later (Hyde v Wrench (1840) CC 49 ER 132).There are two offers, the one made by Susan through the advertisement on the 1st of March and that of Alice in response to the initial offer on the 27th of March that amounted to a counter-offer. There is also the issue of the application of the postal rule and its limitations in the case of Tahir, the issue of instantaneous communications and when the revocation of an offer becomes effective in the case of Emma and its rules.In Tahir’s case, the letter and enclosed Cheque he sent on the 27th of March would have been the most preferable choice of acceptance because the general postal rule would have applied easily which allows the effectiveness of a posted acceptance to start right from when it was posted, so as to enhance the effectiveness of businesses, if they can start working farther on the assumption that there is a binding contract between both parties as in Adams v Lindsell (1818).But, the fact that Susan defined the terms of the contract by stating the modes of acceptance and payment that was acceptable, which does not include a letter or a cheque makes the postal rule ineffective on Tahir’s letter, as it is unacceptable. Although, sending a letter as a form of acceptance was reasonable; there is no binding contract between Susan and Tahir because of the definition of terms and conditions of the offer. 2 Alice’s letter on the 27th of March is a counter-offer which is capable of rejecting the original offer.If Alice had not altered the terms of the off er, which resulted in an offer of her own, The letter would have been an acceptance, and the usual rule when a letter of acceptance is sent in reply to an offer is that the acceptance takes effect on posting, ensuring there is a binding contract. However, this postal rule has no application here, since; the case of Holwell securities v Hughes (1974) makes it clear that the rule can be avoided by a specific request in the terms of the offer according to LAWTON L. J â€Å"Now in this case, the â€Å"notice in writing† was to be one â€Å"to the intending vendor.†It was to be an intimation to him that the grantee had exercised the option: he was the one who was to be fixed with the information contained in the writing. He never was, because the letter carrying the information went astray. The plaintiffs were unable to do what the agreement said they were to do, namely, fix the defendant with knowledge that they had decided to buy his property. If this construction of the option clause is correct, there is no room for the application of any rule of law relating to the acceptance of offers by posting letters since the option agreement stipulated what had to be done to exercise the option.On this ground alone I would dismiss the appeal†. Considering, the email Alice sent on the 28th of March, which would have been the most suitable form of acceptance as at that time, although it was sent on Friday, it was out of office hours and so Susan is unable to read it, therefore the acceptance was not communicated as the instantaneous communications rules requires as in Entores v Miles East Corp. It is generally agreed that the instantaneous communications will cover the email, and so the time of communication, rather than the time of sending, is the relevant time.Applying this rule to Alice’s email, the email has no effect because as at the time it was communicated the offer was no longer capable of acceptance. Alice has no binding contract with S usan because her letter was a counter-offer and the email was communicated when the offer was already withdrawn. The case law on revocation of offers establishes that offers can be withdrawn at any time prior to acceptance (Payne v Cave (1789)), provided that the withdrawal is communicated to the offeree.The latter point is reinforced by the decision in Byrne v Van Tienhoven (1880), which concerns the revocation of an offer by telegram. Applying this to the dealings of Emma and Susan, If Susan received Emma’s email before the revocation was published in the papers, the revocation will be ineffective, and there will be a binding contract. This assumes, however, that the advert is deemed to be  communicated to Emma as soon as it was published and available to read on the 29th of March, because the information in the advert is sufficient notification to Emma that Susan has withdrawn the offer.Although, Emma may want to argue that the offer was open until the 31st of March, the refore they have a binding contract. This is not so, using the case of Routledge v Grant (1828), in which it was held that a promise of this kind will not generally be binding. The reason is that the promise will generally not have provided any consideration for the promise.If Susan had been given any amount of money or valuable in return for keeping the offer open until the 31st of march, then consideration would have been provided, and she would be bounded to her promise but in the absence of such she is free to withdraw the offer anytime. Therefore, Emma’s email has no effect because, she bears the responsibility of reading the revocation in the paper as Susan has taken the most reasonable form of communicating the revocation in this case. In conclusion, there is no binding contract between Susan and the other parties.

Many Of The Characters In Of Mice And Men Have Dreams Essay

John Steinbeck wrote the novel â€Å"Of Mice and Men† in 1937. The settings were personally related to the author himself. The Novel is set were he originally came from, around Salinas, California. It was written during the great depression which not only effected America, but Europe as well; however the novel only focuses on America. Steinbeck had his reasons for writing about it. He wanted to show the reality of the great depression as it struck everyone in different ways. He used realistic characters that represented the main groups of people living in America and what effects took place according to their status. One of the biggest problems was that twenty-five percent of the whole population was unemployed, leaving a mass of civilians to roam the streets, desperate to survive by any means. Others were forced to become itinerant workers. George and Lennie, the main characters, are two ranch workers. They are prime examples or itinerant workers due to the economic disaster they faced. They had slight difficulties maintaining a job as Lennie has a mental and almost physical disability. His child-like mind didn’t allow him to correspond well with his beastly physicality. This means he is unaware of how brutal and uncivilized his actions may be. It’s what always got him in trouble and George was the one always defending him. All they had was each other. As Itinerant workers they travelled far in search of work as did many others who were desperate to earn enough money to survive or perhaps support their family. They pretty much had no choice if they wanted to live. Work on a ranch did’t always pay well ; however, the workers were provided with the necessities which had already cover a lot of costs such as a roof over their head, cooked meals, bathing facilities, so they were grateful. All those small things are the things that are taken for granted, but to those times they were valued and appreciated. Whatever salaries they received at the end of each month they would send home to their families or spend it all on a cat house (prostitute house) and start all over again. George and Lennie had other plans which differentiated them from the rest. George and Lennie both shared a dream. Besides the fact that their relationship status was quite rare, the dream made it that little bit more special. Most people travelled alone and just had their minds set on surviving. George and Lennie had their hearts set on bigger things. â€Å"We could live off the fatta the lan’,† a quote used constantly by both George and Lennie. They are implying that they want to buy land in which they can live off everything they grow so they won’t have to rely on any one to survive. It’s a big change from working for someone to working for yourself; it’s more satisfying knowing they can do what they want for themselves. â€Å"We’ll have a big vegetable patch and a rabbit-hutch and chickens. And when it rains in the winter, we’ll just say the hell with going to work!† Their dream gets deeper with endless wants; to them it’s almost like an obsessive fantasy. However, their dreams are still realistic compared to a modern day dream which tends to be more selfish and greedy. A sense of freedom is what they are after which is highly understandable and admirable. Lennie also has an obsession with â€Å"tending rabbits†. Again his child-likeliness is getting the better of him; then again all children look forward to particular things they enjoy. Their dream is like a private sanctuary in their minds, an escape from reality, the one thing that no one can take from them. It’s their goal, the one thing that keeps them motivated to carry on. â€Å"Come on, George. Tell Me. Please, George. Like you done before.† George tells their dream like a story out of a fairytale to satisfy Lennie’s childish behavior. Lennie also repeats his sentences as a sign of enthusiasm. The dialect used gives quite a clear impression of what they sound like and helps to visualize their words and actions. What is said is written quite different from how we would write and speak today, so it emphasizes on how long ago this took place. The Ranch consists of more than just workers and one dream. George and Lennie weren’t’t alone; there were others with different occupations and completely different dreams. George and Lennie’s dream later developed into a larger dream including one other member. Candy, a former worker, who had lost his hand on the ranch so he wasn’t much use. He was aware that it wouldn’t’t be long until he would have no were to go, he was only getting benefits for his loss on the ranch, and no one wants a useless worker hanging about. When Candy over hears George going into story mode, he was overwhelmed knowing that there was some hope. â€Å"You know where’s a place like that?† and â€Å"How much they want for a place like that?† showed Candy was deeply interested by asking questions. Candy was interested by all of this because his life was slowly passing by and he was still not doing anything about it. So this dream of having a ranch and not working for somebody was a big eye-one for candy and seemed very interested in the dream. He stated obviously that he’s interested by saying, â€Å"S’pose I went in with you guys† and shows us how desperate he is by offering â€Å"three hundred an’ fifty bucks† which was more than half of the overall payment required. Just to sweeten up the deal even more he adds, â€Å"†¦I could cook and tend the chickens and hoe the garden some.† And â€Å"I’d make a will an’ leave my share to you guys in case I kick off,† Candy chose his words carefully letting George know it will benefit everyone rather than it being a selfish gesture. Just to make sure they kept him in he used a very short but never the less a very effective emotional line, â€Å"When they can me here I wisht somebody’s shoot me.† Automatically they feel sympathetic towards him because he lost his hand and his best friend, the dog. It was after that conversation that Candy gained hope after all. However, a serious incident occurred which lead George to kill Lennie for the good and safety of others. He gave up on the dream and decided to become a part of what everyone else already was. â€Å"then – it’s all off?† Candy asked sulkily. Without George, Candy couldn’t’t stand a chance making the dream come true alone and there was no persuading George to reconsider. Candy was vexed at Curley’s wife as she laid dead, â€Å"Ever’body knowed you’d mess things up†. He knew that if she didn’t disturb Lennie they would all be able to leave the ranch and have a good life together. Now that she had caused all these problems he had no respect for her at all and insulted her by using harsh names such as â€Å"lousy tart† and â€Å"bitch†. Women to those times weren’t seen as equals, they done what they were told and weren’t much use. Curley’s wife is a good example of a typical woman to those times. She is referred to as Curley’s wife and nothing else to show her lack of importance. She craves attention as no one pays her no mind, so she resorts to Lennie who listens too her dream. Her dream was to make something of her self by becoming an actress. â€Å"Coulda been in the movies, an’ had nice clothes – all of them nice clothes they wear. An’ I coulda sat in them big hotels, an’ had pitchers took of me.† she reminisces on the past were she had a chance of fulfilling her dream and all the materialistic things she would have had. She sounded ungrateful when she said, â€Å"I wouldn’t be livin’ like this, you bet† as if to say what Curley had to offer wasn’t good enough when that’s what nearly all women wish they could have. Her marriage to Curley was an escape from loneliness which seemed to have failed. As she was an attention seeker she used her sexuality to her advantage to lure in other men, even if they were at the bottom of the social hierarchy. Although the other men were aware of the sly schemes, Lennie was mesmerized by her beauty and was generally vulnerable. She even admitted that she was lonely to make Lennie feel sorry for her by saying, â€Å"Why can’t I talk to you? I never get to talk to nobody. I get awful lonely.† She did this to make him feel sorry for her and give in to her cunning ways. She had finally found someone dumb enough to listen to her pitiful life story without passing a judgment on her and it all started from, â€Å"Maybe I will yet.† Then with such passion she let lose what she had bottled up inside for a while. She couldn’t care about what Lennie had to say when he included his own dream in the conversation, â€Å"she went on with her story quickly, before she could be interrupted.† For someone desperate to talk to someone she seemed awfully ungrateful and selfish. She was fully aware of what he was capable of yet she still took the risk of getting to close. â€Å"She took Lennie’s hand and put it on her head† she told him to â€Å"Feel right aroun’†¦Ã¢â‚¬  this was the biggest mistake she could have ever possibly made. â€Å"From the slightest jerk he began to panic. His child and animalistic side began to collide again. Like a child he held on and panicked, however, he didn’t realize he was hurting her and she wasn’t strong enough to struggle free. She died young and still could have made something of herself but she could never get another chance after that.† This quote is taken after Curley’s wife died, her dreams like the others but hers different of wanting to be famous were shattered. Crooks is just the isolated â€Å"nigger† at the bottom of the social hierarchy on the ranch who constantly got degraded by everyone. His status is even lower than any woman’s. Any black person to those times would have the most selfless dream, to be treated as an equal and to have freedom. George and Lennie were the only ones that communicated with Crooks so it probably made him feel somewhat wanted. Crooks also developed a desire to join the dream. Crooks constantly had to take everything thrown at him verbally by Curley’s wife as he had no status as a â€Å"busted-back nigger†. She constantly abused him and when he finally decided to stand up for him self he got knocked back down again. â€Å"Keep your place then, Nigger. I could get you strung up on a tree so easy it ain’t even funny.† This shows that if Crooks did anything out of the ordinary it will be reported and he will be dealt with in harsh ways. It made him realise that he couldn’t take part in the dream, all hope had been lost thanks too the threat Curley’s wife made. Every character mentioned above presented their dreams in the form of a story to another character. Each of the dreams were different yet similar in many ways. All of the dreams resorted to freedom from somewhere or someone, and not to suffer from financial problems. They all wanted to be able to support themselves and survive from what they owned. The only difference being that some were unrealistic and they had different views of the dreams they wished too accomplish. In the past Curley’s wife was close to being an actress twice. Only thing that stopped her was her mother, who didn’t let this dream continue knowing what the consequences would be later on in life. George, Lennie and Candy were less than a month away from completing their task of obtaining the land. In the end Lennie accidentally ruined everything and didn’t even know what he had caused. Crooks wasn’t as close, he only had hopes of becoming apart of the dream, but nothing had been established officially. I think the situation on the whole affected George the most as it was originally his aim to work towards it and without it he felt like there was nothing left for him. He lost faith in his dream and his fellow companion. I believe Steinbeck looked at how the Great Depression affected the different people in America and sympathized on their behalf. All the characters represent all types of people in America; the elderly, disabled, women and the ethnic minorities. They all played important parts as they helped to show how major the issue was.

Scotch Tape and Inventor Richard Drew

Scotch Tape and Inventor Richard Drew Scotch tape was invented in 1930 by banjo-playing 3M engineer Richard Drew. Scotch tape was the worlds first transparent adhesive tape. Drew also invented the first masking tape in 1925- a 2-inch-wide tan paper tape with a pressure sensitive adhesive backing. Richard Drew - Background In 1923, Drew joined the 3M company located in St. Paul, Minnesota. At the time, 3M only made sandpaper. Drew was product testing 3Ms Wetordry brand sandpaper at a local auto body shop, when he noticed that auto painters were having a hard time making clean dividing lines on two-color paint jobs. Richard Drew was inspired to invent the worlds first masking tape in 1925, as a solution to the auto painters dilemma. Brandname Scotch The brand name Scotch came about while Drew was testing his first masking tape to determine how much adhesive he needed to add. The body shop painter became frustrated with the sample masking tape and exclaimed, Take this tape back to those Scotch bosses of yours and tell them to put more adhesive on it! The name was soon applied to the entire line of 3M tapes. Scotch Brand Cellulose Tape was invented five years later. Made with a nearly invisible adhesive, the waterproof transparent tape was made from  oils, resins, and rubber; and had a coated backing. According to 3M Drew, a young 3M engineer, invented the first waterproof, see-through, pressure-sensitive tape, thus supplying an attractive, moisture-proof way to seal food wrap for bakers, grocers, and meat packers. Drew sent a trial shipment of the new Scotch cellulose tape to a Chicago firm specializing in package printing for bakery products. The response was, Put this product on the market! Shortly after, heat sealing reduced the original use of the new tape. However, Americans in a depressed economy discovered they could use the tape to mend a wide variety of things like torn pages of books and documents, broken toys, ripped window shades, even dilapidated currency. Besides using  Scotch  as a prefix in its brand names (Scotchgard,  Scotchlite and  Scotch-Brite), the company also used the Scotch name for its (mainly professional) audiovisual magnetic tape products, until the early 1990s when the tapes were branded solely with the 3M logo.  In 1996, 3M exited the magnetic tape business, selling its assets. John A Borden - Tape Dispenser John A Borden, another 3M engineer, invented the first tape dispenser with a built-in cutter blade in 1932. Scotch Brand Magic Transparent Tape  was invented in 1961, an almost invisible tape that never discolored and could be written on. Scotty McTape Scotty McTape, a  kilt-wearing  cartoon  boy, was the brands  mascot  for two decades, first appearing in 1944.  The familiar  tartan  design, a take on the well-known  Wallace  tartan, was introduced in 1945. Other Uses In 1953, Soviet scientists showed that  triboluminescence  caused by peeling a roll of an unidentified Scotch brand tape in a  vacuum  can produce  X-rays.  In 2008, American scientists performed an experiment that showed the rays can be strong enough to leave an X-ray image of a finger on  photographic paper.

Introduction to Art Essays

Introduction to Art Essays Introduction to Art Essay Introduction to Art Essay EXPULSION OF ADAM AND EVE FROM EDEN Charisse Drysdale HUM 100 May 16, 2011 The purpose of this essay is to analyze the painting of Masaccio, Expulsion of Adam and Eve from Eden. Masaccio of the early fourteenth century attempted to observe carefully and to record the variety of his visual experience in a logical and clear manner. Masaccio faced the problem of arranging figures in a mathematically defined space without making the picture appear to be artificially constructed, and thus isolating them from the composition or even sacrificing them to the ideal proportions of the room. Masaccio solved the problem by placing the traditional portraits of his patrons, the figures of God the Father remains unclear, thus softening to some extent the rigors of the mathematical perspective. Masaccios painting is highly dramatic, volumetric, and expansive. The shapes of Masaccios Adam and Eve are constructed not with line but with strongly differentiated areas of light and dark that give them a pronounced three-dimensional sense of relief. The expressive movements and gestures that Masaccio gives to Adam and Eve powerfully convey their anguish at being expelled from the Garden of Eden and adds psychological dimension to the impressive physical realism of these figures. Masaccios harrowing scene of the expulsion of Adam and Eve from the Garden of Eden shows the expressive force and directness of his style. An angel drives the sinners into the harsh, barren world, where the light mercilessly exposes their guilt and despair. Masaccios composition is beautifully balanced within the narrow format. The forward movement, dictated by the gesture of the angel, is firmly anchored by the strong vertical running from the heads of Adam and Eve to their heels. The muscular tension of Adams body, and the fluidity of Eves, were inspired by a contemporary relief, Masaccio is one of the first artists to use light realistically, rather than using it to highlight his figures. They are drawn nude, with expressions of pure anguish that invite the viewer to oin them in sadness for the sin that we all share. Masaccio uses naturalism to portray one of the most known stories of his time, and this naturalism draws the reader into the emotions of the figures of the story. Because we share the same sin as the figures in the painting, they are depicted in a naturalistic way to make them seem even more like us. Masaccio was concerned with the naturalistic portrayal of human figures, particularly in terms of shadow and light, color, shape, and dimensions in space. These aspects all relate back to perspective: the painter takes pains to represent the size of the figures accurately and they therefore must further resemble Nature in their form, arrangement, and their ability to cast shadows. The figures must also be arranged in appealing positions, and the composition must have â€Å"dignity† in that there are enough characters to interest the viewer but not so many that the work appears crowded. Lastly, he emphasizes the importance of an istoria. That is, the work should contain some kind of narrative or story. The emotions of the figures must be culpable and real for the viewer: the viewer must enter the story. In sum, a painting must become the viewer’s emotional reality, as well as its physical reality (in that the painter attempts to recreate the plane of vision created by the visual pyramid of the eye). The figures must occupy space, capture light, and have mass: they must be a part of the viewer’s world. Scientific perspective also contributes to the viewer’s perception of the painting as reality; the painting is meant to appear as would a real scene in front of a viewer. The painter can use techniques of color, light, and perception to elicit a controlled response from the viewer. The viewer’s eye takes in the painting as seen from life and enters into the emotions portrayed; the istoria is of upmost importance in creating this illusion. Masaccio is using movement and perspective to create an illusion of space that is not actually there, but that would exist if the painting was reality. In this way, the viewer can enter into the istoria. The illusion of perspective reminds the viewer of their distance from God, their own mortality, and also the role of the Church as intercessor. Once again, the naturalist technique used by Masaccio is to elicit a certain response from the viewer and the world of the painting becomes their own reality.

Understanding the Difference Between Lend and Loan

Understanding the Difference Between Lend and Loan In formal usage (especially in British English), lend is a verb and loan is a noun. In informal  American English, the use of loan as a verb is generally considered acceptable (particularly when it concerns the lending of money). See the usage notes below. Only lend has figurative uses, as in Lend me your ears or Lend me a hand.Also see:Commonly Confused Words: Loan and Lone Examples: Borrow trouble for yourself, if thats your nature, but dont lend it to your neighbors. (Rudyard Kipling)A bank, so the old saying goes, is a place where you can always get a loan- when you dont need one. Usage Notes Although most expert users of English dislike loan as a verb (I loaned him my pen), except in financial contexts, it must be acknowledged that the usage is sanctioned by dictionaries. If you are not offended by Friends, Romans, countrymen, loan me your ears or by Distance loans enchantment, you may go along with the dictionaries and you will always have a defense.(Theodore M. Bernstein, Miss Thistlebottoms Hobgoblins, Farrar, Straus and Giroux, 1971)Some people are bothered by the word loan as a verb, preferring to use lend in its place. Theres not much reason for the anxiety- loan has been a verb since around the year 1200, and I think an 800-year probation is long enough for anyone- but its now little used in America. My advice: dont be bothered by loan as a verb but, if you want to avoid irritating those who have this hangup, its never wrong to use lend.(Jack Lynch, The English Language: A Users Guide, Focus, 2008)The verb loan is well established in American usage and cannot be c onsidered incorrect. The frequent objections to the form by American grammarians may have originated from a provincial deference to British critics, who long ago labeled the usage a typical Americanism. Loan is, however, used to describe only physical transactions, as of money or goods; for figurative transactions, lend is correct: Distance lends enchantment. The allusions lend the work a classical tone.(The American Heritage Dictionary of the English Language, 4th ed., 2000) These are sometimes interchangeable, sometimes not. Only lend carries the figurative senses of adding or giving, as in lend strength to the cause or lend color to an otherwise routine event. But for other senses, as when property or money pass temporarily from one owner to another, either word could be used. . . . In American and Australian English, the verb loan is readily used as an alternative to lend in such applicationsbut not so much in contemporary British English. The word was used in Britain up to C17, but a curious resistance seems to have developed there during C18 and C19, when the Oxford Dictionary (1989) citations are all from the US, and the word somehow acquired provincial associations. Fowler (1926) noted that it had been expelled from southern British English, but that it was still used locally in the UK. Yet Gowers writing after World War II found it returning to British government writing (1948, 1954) and weighs in against it in his 1965 edition of Fowler as a nee dless variant (1965). This seems to be the basis on which British usage commentators argue that loan must be used only as a noun (except in banking and finance) and lend as a verb. Some British dictionaries (Collins, 1991) and the Canadian Oxford (1998) still echo the inhibition, while data from the BNC [British National Corpus] shows that many British writers are comfortable with it. (Pam Peters, The Cambridge Guide to English Usage, Cambridge University Press, 2004) Practice   (a) Never _____ your car to anyone to whom you have given birth.(Erma Bombeck)(b) Gus asked Merdine for a _____. Answers to Practice Exercises (a) Never  lend  your car to anyone to whom you have given birth. (Erma Bombeck)(b) Gus asked  Merdine  for a  loan.

SWAT Team Exercise Assignment Example | Topics and Well Written Essays - 1250 words

SWAT Team Exercise - Assignment Example Keywords: satellite, maps, SWAT, Google, information, law, features. SWAT Team Exercise Part I: Assessment Figure 1: Satellite Map of the Target Residence 1. How many stories does the residence have? The residence appears to have one story. 2. What direction is the residence facing? B. North 3. Are there any residence located near the target location? A. Yes Describe the residences In figure 1, the first residence appears to be a two-story residence located east of the target location and it has white walls with a grey roof top. It has the main Forest Road passing in front of its large compound that has no fence, but at its backyard, it has trees surrounding it. The residence has no vehicles in its compound. In figure 1, the second residence is a one-story residence that has a football pitch size field with a commercial garage located south of the target location. There are vehicles including trucks, pick-ups and saloon cars at what appears to be a garage. There is a narrow access ro ad to this garage from left that leads to the main Forest Road. In figure 1, the third residence is a one-story residence located northwest of the target location near the main Forest Road. It has no fence, but has scattered dry trees everywhere in the compound. The color of the roof of the house is dark grey with black shadings. The residence has no vehicles in its compound. In figure 1, the fourth residence is located southwest of the target location. The residence has no fence, but has dry trees with a distinct green tree in its compound just beside the main residence. The residence is small with a grey roof. Beside the residence on its left there is a small house that looks like it is under construction with a white car besides it. Beside the residence on its right there is a blue structure bordering the target location. 4. Where are these residence located? E. In figure 1, there are four residential houses. One residence is located northwest of the target location bordering the main Forest Road, while the other residence is located southwest of the target location bordering the main Forest Road. The other residence is located east of the target location bordering the main Forest Road. The last residence is located south of the target location with narrow access road. 5. Does the residence have a fenced backyard? A. Yes 6. Are there any odd or unique entities about the backyard worth noting? (Example are swimming pool, a lot of trash in the yard, vehicles in the yard). In figure 1, the targeted residence has entities in the backyard worth noting. These are described as follow. In front of the garage, there is a red car parked in the driveway in front of a black car. Right of the red car about one meter, there appears to be a small green garden mower. Behind the black car, there appears to be a garage which is in close proximity with the servant’s quarter to its right. On the right of the servant’s quarters, there is a small garden with a whit e fence. About two meters from the servant’s quarter to the right, there is what appears to look like a dog’s kernel. Further to the right about three meters, there appears to be a slightly bigger garden. In the middle of the compound at the backyard, there is a circular concrete structure with about three small monuments. Part II: Narrative Introduction Crime analysis and mapping in law

PhIP can accurately identify known and previously unreported Coursework

PhIP can accurately identify known and previously unreported autoantigens - Coursework Example The paper "PhIP can accurately identify known and previously unreported autoantigens" seeks to affirm the hypothesis that â€Å"PhIP can accurately identify known and previously unreported autoantigens† figure 3 shows seven figure that represent various experimental processes. Key technical issues in the program of work include the accurate and PhIP sequencing and T7 cloning, verifying and analyzing results from human samples with different consenting PND patients. Firstly the human protein and cDNA sequences available are downloaded from the database at build 35.1 of the human genome. Then this cDNA and the proteins are used to construct the library. This procedure involved the proteome wide library and the N/C terminal libraries that were PCR amplified as 23 independent pools with common primer sequences. This process was conducted in a controlled thermal profile. The polymerase chain reaction was then digested and cloned into the T7FNS2 making numerous copies of each peptid e.the cloning process involved the inserting a peptide in the required ORF sequence selected using restriction enzymes. This part is an a explanation of the processes involved in fig 3.d, g, f, c, e Patient A, B and C samples are collected from willing patients approved by relevant medical authorities. The samples of cerebrospinal fluids were kept at temperatures of - 80 degrees Celsius before being used. Before the collection of sample the patients have to undergo various neurological evaluations before the samples.

Philosophy of Educational Specification Essay Example | Topics and Well Written Essays - 500 words

Philosophy of Educational Specification - Essay Example Personally, I want to see my students develop and work together for their own betterment. By doing this, I will introduce group works and group discussions in the junior high school students. I will also introduce project development in class to enable my students be familiar with the various complex fields required by them. The projects aim at providing the presentation of facilities, which would be utilized by both the students and the teachers in conducting practical tests, which are within the STEM field. I will also ensure that all the students have enough freedom, which will allow them to improve in their creativity and thus better effectively express their ideas. There is the need of improving my teaching skills within the class, which would necessitate transformation of different methods that are utilized in teaching. Alternatively, increasing the need for academic relevance especially in theoretical materials within the practical setting would be important for my class. This would most definitely encourage the students on the materials viability and also enhance theoretical concepts and understanding within the classroom. I also hope to help the students in conducting laboratory studies, which are within STEM field since my philosophy is based on ensuring practicality teaching in the STEM field. I will also provide my students with enough space which will support academic development and learning among the students using this particular program. By doing this, I will be in a better position to develop an effective approach in managing any conflicts arising from some of the students educational requirements and budgetary issues. This particular field will enable the students link the educational program and their own development hence betterment of their results. To enable the students participate in the field without any

Establishing an Illegal Business Essay Example | Topics and Well Written Essays - 1000 words

Establishing an Illegal Business - Essay Example Establishing an Illegal This paper shows how to establish a lucrative ecstasy-manufacturing firm in the country The medical department refers to ecstasy to be illegal since there is drug has no medicinal value. They argue that the drug has effects on the human brain with effects such as hallucination. Despite the medical reasons, the drug still attracts a large market demand. At this point, the first steps of starting a business are in place. The beginning tasks such as the product type and the size of business is already in place. The second step involves being aware of the customers’ needs. The main customers of the product would target the young generation. The young generation holds the largest demand for the ecstasy drug. There should be enough information concerning the manufacture and distribution of the drug. To have a proper network that would coordinate the flow of the drug; the firm would work closely with other distributors and study how the drug rotates. Next is to identify the area that would best fit the establishment of the company. The area should be one that does not attract any suspicion to the authorities. The best way would be to establish a camouflage firm that would cover the identity of the drug. Identification of financial, natural, man-made and human resources for the firm should be available freely. A business plan would assist with the planning and calculation of the requirements. This is the trickiest part before the actual running of the operation. At this point, it would be difficult to trust the operators for information. In addition, the government has spies from top agencies that are out to fight the production and distribution of drugs. Therefore, as the planning occurs, the company would import the products from outside countries to test the market (Koellhoffer 24). Importation would need the firm to seek creative methods that would challenge the border security. The government concentrates on cracking down on drug traffickers along the Mexic an border and major airports. The security is tight in those areas because Mexico is a major drug trafficking country. The government has produced information that links drug trafficking to the Islamic terrorist groups. Associating with the terrorist groups openly, would link the firm to drug trafficking, thereby, blowing its cover (Brott 48). There would be need to establish connections along the customs officials that would assist in importing the products. After making the order from the outside country, the firm would claim to be importing materials to set up a local pharmaceutical firm. In the process of importing the materials, the firm would smuggle some quantities of ecstasy to try into the market. The operations at the customs would require the influence of powerful individuals in the country to see to it that the drugs come in. As mentioned above, drug business is a billion dollar enterprise headed by powerful people in the country. Many of the firm’s expenses would include paying off powerful individuals who influence the drug trade in the market (Harvard Business School 67). Ones the drug is in the market, the firm would begin by first having agents who distribute at parties. Through this, the agent would interact with other drug agents from other countries. Soon the drug distribution system will be in place, enough for the firm to supply to the other agents from different drug cartels. Once the firm establishes the proper networks necessary to meet the requirements for profitable

The Legal and Ethical Impacts That Managed Care Practices Have on Research Paper - 1

The Legal and Ethical Impacts That Managed Care Practices Have on Quality and Access to Patient Care in USA - Research Paper Example This paper illustrates that managed care practices have caused legal and ethical effects that have made the quality of care and access to patient care a problem. Managed care institutions have to work within the limits of the available resources. Because the cost of healthcare is high, healthcare practitioners give limited health care to patients. Only the very sick and those who have a great need for care are given priority. Physicians are trapped by monetary incentives that make them compromise decision making between patients’ needs and their own remuneration. There are poor guidelines that make needy patients lack access to procedures or appropriate medication for their specific medical needs. The cost of healthcare has become the motivation of the managed care practices as Kongtvedt points out. The problem with the managed care practices is the cost consciousness that is emphasized. The high cost of healthcare has led managed care practices to reduce the number of referra ls to a specialist. Less costly medication is prescribed to cut on cost. The physicians are restricted on the number of tests and procedures they can request. Cost consciousness could lead to misdiagnosis for lack of tests or inappropriate medication because of giving available less costly treatment. Cost consciousness causes the quality and access to quality care to be reduced. The growth of managed care in the United States has caused various ethical concerns. The concerns emerge from the practices and policies that cause certain deficiencies. Many people lack insurance, others are partly insured while a small fraction of citizens has comprehensive insurance cover. The cost of health is constantly increasing and very few can be able to purchase a comprehensive insurance cover.

Educational Technology Proposal Research Example | Topics and Well Written Essays - 1500 words

Educational Technology - Research Proposal Example It is known as the â€Å"Little School Across the River.† Lafarque Elementary enrollment is roughly 736 students with a population consisting of 75% white students and 25% black students, grades ranging from Pre-Kindergarten to Sixth grade. As the only 6th grade math teacher, I teach a total of 98 students in four 90 minute blocks. My students are seated in groups of four in order to incorporate cooperative learning, as well as complete group assignments. I have pertinent math material posted throughout my classroom as well. I have 15 special needs students (1 IEP and 14 IAP’s). A certified Special Education teacher does come into my room daily for a total of 30 minutes to assist as needed. The reason for choosing my classes for the study is to see how technology can improve their ability to learn and comprehend 6th grade mathematical concepts and practices. Their strengths are, hopefully, the cooperative learning that has been instituted in the classroom from Day 1. I hoped that by using cooperative learning that the students would be able to help one another in the learning of Math. This grouping of four also allows me top teach them through group assignments. Their challenges are the ability to get along with one another while attempting to complete the group assignments or help one another through cooperative learning. ... However, the research shows the positives heavily outweigh the negative aspects when it comes to using technology in the classroom. A lot of the sources found for this research show us that many of the research studies used in the sources themselves are the same. Most of those particular studies shows us that technology affects the students’ ability to learn in positive ways. On the website Education World there is an article, entitled Technology in Schools: Does it Make a Difference, written by Glori Chaika back in 1999, which was originally from the website TechnicalSchool.org, but placed on this site in 2006. This article opens up with the information of the Clinton administration back in 1998 setting aside an additional $25 million for integrating technology into the schools and instructing the teachers in the use of technology for the classroom. Furthermore, this article quotes Darla Waldrop, a junior-high computer lab coordinator in Louisiana. She states, â€Å"Children who don’t do anything in class will work if it’s on the computer. It takes that ‘I’m not working for an authority figure’ out of it. They’re working at their own pace, and they love the multimedia effect.† This article also tells what makes some programs more successful than others. And it gives the pro resources for technology in schools. Best Evidence Encyclopedia released a booklet in July of this past year that was written by two members of Johns Hopkins University, Alan C.K. Cheung and Robert Slavin. This booklet was entitled, The Effectiveness of Educational Technology Applications for Enhancing Mathematics Achievement in K -12 Classrooms: A Meta-Analysis. This meta-analysis shows us that technology in mathematics classrooms help the students

The Legal and Ethical Impacts That Managed Care Practices Have on Research Paper - 1

The Legal and Ethical Impacts That Managed Care Practices Have on Quality and Access to Patient Care in USA - Research Paper Example This paper illustrates that managed care practices have caused legal and ethical effects that have made the quality of care and access to patient care a problem. Managed care institutions have to work within the limits of the available resources. Because the cost of healthcare is high, healthcare practitioners give limited health care to patients. Only the very sick and those who have a great need for care are given priority. Physicians are trapped by monetary incentives that make them compromise decision making between patients’ needs and their own remuneration. There are poor guidelines that make needy patients lack access to procedures or appropriate medication for their specific medical needs. The cost of healthcare has become the motivation of the managed care practices as Kongtvedt points out. The problem with the managed care practices is the cost consciousness that is emphasized. The high cost of healthcare has led managed care practices to reduce the number of referra ls to a specialist. Less costly medication is prescribed to cut on cost. The physicians are restricted on the number of tests and procedures they can request. Cost consciousness could lead to misdiagnosis for lack of tests or inappropriate medication because of giving available less costly treatment. Cost consciousness causes the quality and access to quality care to be reduced. The growth of managed care in the United States has caused various ethical concerns. The concerns emerge from the practices and policies that cause certain deficiencies. Many people lack insurance, others are partly insured while a small fraction of citizens has comprehensive insurance cover. The cost of health is constantly increasing and very few can be able to purchase a comprehensive insurance cover.

The Organization Essay Example | Topics and Well Written Essays - 1000 words

The Organization - Essay Example A focused supply chain strategy has enabled Tesco to strengthen its UK based business and expand it to new global markets. To achieve its purpose of expansion, Tesco heavily relies on comprehensive analysis of its supply chain data. Tesco's supply chain analysis processes have earned it a profit of millions of pounds by recognising various opportunities such as carrying out effective promotions and reducing waste (Sukati & Baharun, 2011). Customers. Customers are the jugular vein of a business enterprise. They are the most valuable asset of an organisation and Tesco is no exception in this regard. The core purpose of Tesco is to create value for its customers and earn their lifetime loyalty. The success of Tesco can rightly be attributed to its widely spread customers who have enabled it to emerge as a market leader of retail business. Satisfaction of customers directly leads to greater sales and profits; therefore, Tesco sticks to two major values when dealing with its customers. No -one tries harder for customers, and Treat people as we like to be treated. Tesco offers a wide range of products to cater the needs of its diverse customers. Although Tesco offers numerous cheap products, Tesco Finest products are a specialty of Tesco, available for its premium customers. Some of the well renowned Tesco brands are Cherokee, F&F and Healthy Living (Clark, 2013). Planning. The purchase request initiated by Tesco’s customers is followed by a production plan that is adopted by its planning department to manufacture a product according to the requirements mentioned by the customer. The planning department takes great pains to prepare a dynamic and vigorous plan utilizing all materials and resources to fulfill all requirements put forth by Tesco’s customers. Suppliers. Tesco has the opportunity to collaborate with thousands of suppliers around the globe who are experts in diverse aspects of business operations. To exchange knowledge with its supply chains a nd keep abreast of the rapidly changing needs of the supply chain industry, Tesco has set up an online Tesco Knowledge Hub to share best practices with its suppliers on an everyday basis (Malley & Palmer, 2010). Being a pioneer in delivering safe and responsibly sourced quality products through its retail stores, the sole purpose of Tesco is to create value for money and gain an everlasting loyalty of its customers. To achieve this goal, Tesco has nine sourcing offices around the world that enable it to source products from across 40 countries and collaborate with a large number of suppliers who are the major contributors in strengthening and materialising its core values. Tesco makes special arrangements for training courses and workshops of its suppliers. These training workshops are aimed at elaborating its standards, creating an awareness of ethical issues and establishing supplier confidence while dealing with all such issues in their respective countries and factories (Malley & Palmer, 2010). Warehousing and Distribution Centres. In Europe, North America and Asia alone, the number of stores is 5,380. It is the undisputed leader of the grocery market in the United Kingdom, where its market share is close to 30 percent. Warehousing and distribution

Role for bioremediation Essay Example for Free

Role for bioremediation Essay Chapter 1 Which one of the following is not a role for bioremediation? Curing infectious diseases All of the following are examples of new emerging infectious diseases except Chickenpox Normal microbiota: Beneficial microbial inhabitants of the body Golden Age of Microbiology: Rapid discovery of basic microbiology principles Re-emerging diseases: Once controlled by preventative public health measures they are now on the rise Prions: Resistant to the usual sterilization procedures for pathogens Spontaneous generation: The converse of biogenesis Acellular infectious agent: Chemical composition includes RNA or DNA In the scientific name Bacillus anthracis, the term Bacillus is the genus name include the agents responsible for stomach ulcers and plague: Bacteria are prokaryotes: Bacteria impart distinctive flavors in foods such as yogurt and cheese: Bacteria are obligate intracellular parasites: Viruses have a protein coat that surrounds the genetic information: Viruses include molds and yeasts: Fungi contain the protozoa and algae: Protists derive their energy from degrading organic materials: Fungi are the most metabolically diverse group: Bacteria Which one of the following sequences exhibits increasing size? Viruses to bacteria to protozoa Which one of the following would be consistent with the idea of spontaneous generation? Sick people give rise to microorganisms in their body Chapter 3 The gram stain technique is valuable in distinguishing: different types of bacteria One of the below is wrong permit eukaryotic motility: Flagella are involved in group translocation: Chromosomes Contain components of the electron transport chain for ATP generation: Plasma Membranes may have peritrichous or polar arrangements: Flagella are linear rods contained within a nucleus: Chromosomes replication is followed by binary fission: Chromosomes are closed circular single molecues: Chromosomes are used for chemotaxis: Flagella involved with signal sequences in secretion: Plasma Membranes Nucleoid: Stores essential genetic information Glycocalyx: Prevents phagocytosis; attachment Plasmid: Contains a few genes; not essential for cell -Metachromatic granules: Site of nutrient accumulation in cell Fimbriae: Short straight hair-like fibers -Gram (-) cell wall: Rigid outer boundary A bacterial arrangement called a sarcina has which of the following morphological shapes? Spheres in packets of eight All of the following characteristics apply to the prokaryotes except they reproduce by mitosis Chapter 4 A differential medium is one that  distinguishes colonies of one type of bacterium from those of another type Which of the following conditions are most likely to affect the growth of bacteria? temperature, oxygen, and pH At what point in the bacterial growth curve are bacteria the most vulnerable to antibiotics log phase Which of the following methods of measuring population growth is a direct count standard plate count using a dilution series Faculative bacteria are those that  grow in the presence of absence of oxygen Most of the human pathogens are: mesophiles  10. 0001 out of 11 points Mesophiles: this group has most of the the pathogens as they grow at body temperature Halophile: would grow on selective media containing relatively high levels of salt Alkaphile: they can tolerate a pH above 8.5 Psychrotroph: can be found growing in the human stomach Anaerobe: they do not or cannot use oxygen Hyperthermophile: these have been found in seawater from hot water volcanic vents Microaerophile: they survive in environments where O2 concentration is relatively low but are inhibited by high O2 levels Obligate aerobe: this group requires oxygen for metabolism, just like humans Acidophile: can be found growing in the human stomach Facultative Anaerobe: they grow best in the presence of oxygen but can grow in the absence of oxygen Barophile: they are able to live at the bottom of the ocean -The interval of time between successive binary fissions of a cell or population of cells is known as the: generation time -Psychrophiles and thermophiles differ with respect to their best temperature for growth A soil sample is added to a culture medium that has been designed to promote the growth of the genus Pseudomonas while inhibiting the growth of fungi. This test uses a: selective medium Chapter 5 Low temperature is:  bacteriostatic Heavy metals generally kill microorganisms by  reacting with protein sulfhydryl groups to disrupt function Chlorhexidine is a biguanide used to  wash hands and clean wounds superficially The chemical counterpart of the autoclave uses  ethylene oxide with an inert gas HEPA filters are used to filter which one of the following? Air Ultraviolet light is valuable for reducing the microbial population in the air of a hospital room Of the following, the most efficient method for sterilization of a bacteriological transfer loop is the direct flame Triclosan destroys bacteria by  disrupting cell membranes Which one of the following elements would be classified as a halogen Chlorine Moist heat kills microorganisms by  denaturation A substance that has been pasteurized  is not considered sterile 5 out of 8 points Autoclave: Vegetative microorganisms, and endospores Direct Flame: Vegetative microorganisms, and endospores Boiling water for 10 minutes: Vegetative microorganisms, not endospores Hot air oven for 2 hours at 160 degrees Celcius: Vegetative microorganisms, and endospores Pasteurization: Pathogenic microorganisms, not endospores Gamma radiation: Vegetative microorganisms, not endospores Filtration: Pathogenic microorganisms, not endospores Ultra-high-temperature (UHT) processing: Vegetative microorganisms, not endospores When food has been salted  water diffuses out of microorganisms causing them to shrivel Chapter 6 The Krebs cycle accounts for all the following except  production of pyruvate from glucose Heat is useful in the destruction of bacteria because heat denatures enzymes by altering their tertiary structures 10.99956 out of 13 points yields pyruvate for use in the TCA cycle: Glycolysis requires cytochromes for electron transport: Oxidative phosphorylation requires electrons eventually be passed to NADPH: Photosynthesis Requires energy from light to take place: Photosynthesis ends with acceptance of electrons by oxygen atoms: Oxidative phosphorylation starts with the oxidation of NADH: TCA Cycle requires an investment of 2 ATPs: Glycolysis uses chlorophyll as the pigment in the cyanobacteria: Photosynthesis results in the formation of water: Photosynthesis is essentially the opposite of aerobic respiration: Photosynthesis begins with a glucose molecule: Glycolysis results in the net gain of 2 ATPs: Glycolysis generates two carbon dioxide molecules per turn: TCA Cycle Which one of the following does not involve a phosphorylation reaction? The hydrolysis of ATP Which of the following states is the most correct for enzyme reactions Enzymes are specific for only one reaction, generally in one direction All of the following apply to the process of anabolism except the process is exergonic You are studying an obligate anaerobe. Which one of the following pathways can you be assured is occurring? Glycolysis A bacterium that uses glucose as an energy source has been isolated from an anaerobic environment. After the growth of the bacterium, the pH of the growth medium is measured and found to be very acidic. When analyzed, the medium is found to have a high concentration of lactic acid. This bacterium is most likely metabolizing by a process known as fermentation

Growth of the IT Sector in India

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