A life of ones own

On the off chance that you needed to find how to locate your own bliss, begin analyzing yourselves and take a look on this book entitled A Life of One's Own by Joanna Field.This is a book that simply contacts each peruser's psyche and heart. There are 10 noteworthy realities about this book. First is that it was composed by Marion Milner, she utilizes the pen name Field recorded as a hard copy this book She was 34 years of age then when she composed the book. It is about a journal of a young lady who is genuinely addressing herself and what she is doing with her life.(The International Journal of Psychoanalysis 2001,p.609-611). The premise of this composing is her very own cozy journal that she kept over numerous years and was at long last distributed in this book in 1934. (amazon.com)The book refered to various occasions in the writer's life and done in an issue like she was writing in a Diary which is presented to all people.Emotion is one incredible key in a person's satisfaction on the grounds that as per her which was likewise refered to in the book, â€Å"I need to draw and study a couple of things intently by feeling, not thinking.† A ton of her entrances began with â€Å"I want.†(Field 1934).In this book she attempts to sum up her disclosures as far as clairvoyant promiscuity within each one of us understanding that: she ‘had not comprehended at all that a female demeanor to the universe was extremely similarly as authentic, mentally and organically, as a manly one' †and similarly as vital for the two ladies and men (amazon.com).Marion Milner is an English therapist who was conceived in London in 1900 and in her book she refered to the wide-center method of paying attention.(MacDonald'spp.96-97) Here the term that best portrays her perspective is the term center wherein we ought to consistently attempt to focus our best to what we genuinely point in our life and endeavor hard to arrive at the goal.According to Milner herself, he r target doing the book is to discover what are the encounters that truly satisfied her. She attempts to select those minutes in her day by day life which had been especially glad and attempts to record them in words. She goes over these records so as to see where satisfaction happened. (Tacher/Putnam 1981,preface)Being aware of our own activities is one key point that ought to be taken out by the perusers. There's one striking idea refered to in the book â€Å"I arrived at the resolution then that â€Å"continual mindfulness†. . . must mean, not a sergeant major-like boring of musings, however a constant availability to acknowledge whatever came.† (Field 1934, 8June).If you will ask me for what valid reason there is a requirement for you to peruse this book is a direct result of three valuable reasons: First, it causes you to find your actual self and be aware of every one of your activities. Next is for you to discover what can truly satisfy you, your preferences.  and in conclusion on the off chance that you have questions like what to do and how to live the manner in which you truly needed to be cheerful, begin perusing and considering this book.ReferencesField, Joanna. (1934) A Life of One's Own. 8JuneMacdonald, Copthorne. Remarks about Open Focus,â Toward Wisdom pp. 96-97 Tacher, Jeremy P. (1981) from the creator's 1934 Prefacehttp://www.amazon.co.uk/Life-Ones-Own-Joanna-Field/dp/0860688216/ref=pd_rhf_p_1 http://www.painterskeys.com/clickbacks/discipline.htm

India's Globalization and Economic Development Essay

India's Globalization and Economic Development - Essay Example After India’s autonomy, monetary supervisors made extremely wary strides since they found the world pointedly separated into two alliances. Toward one side, there were industrialist economies, especially the US; then again, there existed socialist economies, fundamentally the USSR. This examination will drive an assessment of these serious cases by means of an orderly examination by utilization of a concentrated contextual investigation. International strategy is the exertion by a country to gain by its state enthusiasm for the worldwide condition. In 1947, India international strategies strived to achieve universal tranquil condition, self-sufficiency, vital space, liberated from ensnarement, clashes, and collusions related with Cold War while it focused on household exercises focused on country building (Mukherjee and Malone 2). This India’s reasoning encouraged neither worldwide monetary development nor organization (Anonymous 14). Truth be told, it encourages clashe s and crashes as Indian financial examiners attest that dissimilar to residential strategy, this India’s international strategy endeavor meets different states looking for similar objectives for themselves and once in a while at India’s cost. ... India’s examples of globalization side with hyperactive globalists and ambassadors notwithstanding having existed since prehistoric time. Starting at now, individuals comprehend international strategy as a component of the cutting edge state framework since they can talk about the late Indian medieval approach. As indicated by Westphalia state framework, before India came to presence in the eighteenth century, she was losing sway traits and her ability for international strategy and autonomy. Subsequently, Imperial British interests beat India’s remote objectives since the nation was a dependant (Mukherjee and Malone 13). From the point of view of women's activist financial specialists, victors and failures of India seem spoke to during the time spent globalization. For example, because of his solid character, Curzon attempted to attest what Imperial British depicted as India’s interests by sending Young on his undertaking in Tibet. Be that as it may, London rein ed on him so quick to relinquish his benefits so as to protect the general British interests. The level of influence hypothesis related to game hypothesis put over that specialists and negotiators examinations the working of worldwide changes putting together their realities with respect to circumstances, delights of strategy, and dangers. Along these lines, transformers’ perspective on India’s globalization negate with that of doubters since the previous accept they are blessed to have lived in when India was experiencing the time of the quickest change and they seek to rehearse international strategy. Today the world is encountering political assorted varieties and monetary qualities inside gatherings where autonomous states would prefer not to acknowledge loads that join global administration.

American Indians Essay

The individuals currently known as Indians or Native Americans were the main individuals to live in the Americas. They had been living there for a huge number of years before any Europeans showed up. The Vikings investigated the east bank of North America around A. D. 1000 and had some contact with Indians (Watson and Howell 1980). Be that as it may, enduring contact among Indians and Europeans started with Christopher Columbus’s journeys to the Americas. In 1492, Columbus cruised over the Atlantic Ocean from Spain. He was looking for a short ocean course to the Indies, which at that point included India, China, the East Indies, and Japan. Europeans didn't then have the foggiest idea about that North and South America existed. At the point when Columbus arrived in what is presently known as the West Indies, he didn't understand he had gone to a New World. He thought he had arrived at the Indies, thus he called the individuals he met Indians. Pretty much every Indian gathering had its own name. A significant number of these names mirrored the pride of each gathering in itself and its lifestyle. For instance, the Delaware Indians of eastern North America called themselves Lenape, which implies veritable individuals. Today, numerous Indians allude to themselves as Native Americans. The principal Indians went to the New World from Siberia, in Asia. Most researchers think they showed up at any rate 15,000 years prior. Around then gigantic ice sheets secured a great part of the northern portion of the earth. The Bering Strait, which today is a limited zone of water that isolates Asia and North America, was effectively strolled across by the Indians who were following the creatures that they were chasing. A lot later this ice sheet softened and the land connect got secured with water. By at that point, Indian gatherings had just spread all through the New World, all over North and South America. These Indian gatherings created various societies due to the various atmospheres and landforms in the areas where they settled. Body Anthropologists, researchers who study human culture, arrange the many North and South American Indian clans into gatherings of clans that are indistinguishable. These gatherings are called culture zones. A portion of the way of life of North America are the Arctic; the Northeast, or Eastern Woodlands; the Plains; and Southwest. The Indians communicated in several distinct dialects and had a wide range of lifestyles. A few gatherings lived in extraordinary urban communities and others in little towns. The Aztec and the Maya of Central America fabricated huge urban communities. A portion of the Aztec urban communities had upwards of 100,000 individuals. The Maya fabricated unique structures in which they examined the moon, the stars, and the sun. They additionally built up a schedule and an arrangement of composing. A large number of the Indians of Eastern North America lived in towns. They chased and cultivated, developing such yields as beans, corns and squash (Bains, 1985). The greater part of the Indians were inviting from the outset and showed the newcomers numerous things. The European pioneers followed Indian path to wellsprings of water and stores of copper, gold, silver, turquoise, and different minerals. The Indians instructed them to make snowshoes and sleds and to go by kayak. Food was one more of the Indians’ significant blessings. The Indians developed numerous nourishments that the newcomers had never known about, for example, avocados, corn, peanuts, peppers, pineapples, potatoes, squash, and tomatoes. They likewise acquainted the whites with tobacco. The Indians, thus, gained much from the whites. The Europeans brought numerous merchandise that were new to the Indians. These merchandise included metal instruments, firearms, and alcohol. The Europeans likewise brought steers and ponies, which were obscure to the Indians. The Europeans and the Indians had generally various lifestyles. A few Europeans attempted to comprehend the Indians’ ways and treated them reasonably. Be that as it may, others duped the Indians and took their territory. At the point when the Indians retaliated, a large number of them were executed in fight. From the start, they had just retires from and lances, however the Europeans had firearms. Much more Indians kicked the bucket from measles, smallpox, and other new maladies presented by the whites. As the Europeans moved westbound across North America, they turned into a more noteworthy danger to the Indian lifestyle. At last, a large portion of the rest of the Indians were moved onto reservations. Most day by day exercises of an Indian family fixated on giving the primary necessities of life, for example, food, garments, and sanctuary. People as a rule had separate assignments. For instance, the two people were frequently associated with giving food. Be that as it may, they did as such in various ways. In certain regions, the ladies accumulated wild plants for food, and the men chased. In the Northeast and Southeast culture regions, the men chased, and the ladies cultivated the land. In parts of what are currently Arizona and New Mexico and in Middle and South America, the men did the cultivating. The ladies assembled plants. In all territories, ladies were commonly liable for setting up the food. Numerous Indians wedded at an early age, the young ladies somewhere in the range of 13 and 15 and the young men somewhere in the range of 15 and 20. In some Indian clans, the guardians or different family members picked the marriage accomplices for the youngsters. In different clans, particularly those of North America, a youngster could choose his own mate. He needed to persuade the young lady and her folks that he would make an appropriate spouse. Much of the time, he offered them important blessings to win their endorsement. All through the majority of the New World, marriage was a family issue and not a strict function. The boy’s family as a rule offered presents to the bride’s family. Numerous recently hitched couples lived with the girl’s family and the spouse worked for her family until the introduction of a youngster. At that point the couple may set up their own home. Yet, they for the most part didn't move to another home in another zone. Numerous other recently wedded couples joined a current family gathering or lived near one. A portion of the couples moved in with different family members of the lady or with the family members of the man. This more distant family imparted to the every day work of the family unit, including the bringing up of youngsters. Numerous Indian gatherings permitted men to have more than one spouse. Be that as it may, this training was regular just among rich or influential men. After a man passed on, his better half would regularly live with his sibling as a couple regardless of whether the sibling was at that point wedded. Likewise, if a lady kicked the bucket, her family would most likely be relied upon to give her significant other another unmarried little girl to supplant her. Most Indian families were little in light of the fact that numerous kids passed on during childbirth or as children. Indian kids were applauded when they carried on well and disgraced when they got out of hand. Just the Aztec and Inca clans had standard schools. Young men and young ladies of different clans figured out how to perform men’s and women’s employments by helping their folks and more seasoned siblings and sisters. After most young men arrived at their initial adolescents, they experienced a trial of solidarity or dauntlessness called a commencement function. Many abandoned nourishment for a significant stretch or lived alone in the wild. In certain clans, a kid was relied upon to have a dream of the soul that would turn into his deep rooted watchman. A few gatherings additionally had inception services for young ladies. An adolescent who effectively finished an inception function was viewed as a grown-up and fit to be hitched. Food that Indians ate relied upon where they lived. Indian clans that lived on the fields of the United States, where wild ox and other game were ample, ate for the most part meat. Meat was additionally the essential food of those Indians who occupied the forests and tundra (bone chilling treeless plain) of Alaska and Canada. The Pueblo of the Southwest and other cultivating bunches lived mainly on beans, corn, and squash. Potatoes were a significant harvest among the Inca. MacNeish (1992) expressed that Indians in the tropical territories of South America made bread from the underlying foundations of severe cassava, a little bush. Clans that lived close to water got fish and accumulated shellfish. Most Indian gatherings ate berries, nuts, roots, seeds, and wild plants. They likewise accumulated salt and gathered maple sap any place they could. Indians made a sort of tea from such plants as sassafras and wintergreen. Numerous Indians drank a mellow brew that was known as chicha. They made this brew from corn, cassava, peanuts, or potatoes. Indians who ate generally meat cooked it by simmering, searing, or bubbling. Cultivating Indians and other people who ate essentially vegetables created different strategies for bubbling or preparing. They frequently made pit broilers by fixing openings in the ground with hot stones. Indians safeguarded meat by smoking it or by drying it in the sun. North American Indians blended dried meat in with oil and berries to make a food called pemmican. Most Indians ate with their fingers, yet some pre-owned spoons produced using creature bones, shells, or wood. Indians constructed numerous sorts of homes since they lived in various atmospheres and had distinctive structure materials accessible to them (Brandt and Guzzi, 1985). The individuals who moved about an extraordinary arrangement had straightforward safe houses they could convey effectively, or they fabricated brief havens. Indians who remained in one spot assembled bigger, increasingly perpetual homes. A few gatherings fabricated enormous houses where numerous families lived respectively. Others had basic residences that housed just a couple of individuals. Sometimes, cover changed with the season. A few Indians in Canada manufactured snow houses throughout the winter. Be that as it may, in the mid year, they lived in tents made of creature stows away. In the United States, these Indians are here and there called Eskimos. In different territories, the Indians secured their lean-tos with creature skins or with tree covering. Indians at the southern tip of South America additionally utilized skins to cover covers called windbreaks, which were open on one side. A few clans of the Northwest made material of bark and reeds, and the Pueblo wove cotton fabric. The Aztec, Inca, Maya, and some Caribbean clans wove wonderful cotton and woolen fabric. Indians in the hot South American territories regularly wore no dress by any stretch of the imagination. In numerous clans, a man wore just a breechcloth, a limited band of material that went between the legs and circled over the front and back of a belt. Ladies wore basic cover

Reimbursement and Pay for Service free essay sample

Presentation In this paper we will talk about what pay for execution is and clarify what the repayment influence is. In this paper it will show how the framework makes sense of cost decrease and the effect of the quality consideration patients get. How does repayment and pay for execution influence the doctors? Does this influence us now and will it later on? Human services has been changing significantly in light of history, political and social alongside prudent reasons. Repayment and pay for execution can and may even change the nature of care. Pay-for-execution in light of the fact that our present installment framework we are utilizing isn't underlining preventive consideration for patients or shoppers. Pay-for-Performance is installment utilized in the human services it is and has been dependent on clinical data. The thought is to help attach the installment to what and how well suppliers help the expense of medicinal services drop. The plan is for preventive consideration medication to helping decline and help with the administration of incessant disease. We will compose a custom paper test on Repayment and Pay for Service or on the other hand any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page (Pay-for-Performance Incentive Programs in Health Care ( N.D.) With in a while examines have indicated that the examinations show that the compensation for execution works and others that state it doesn't work. Impact of Pay-for-Performance on Reimbursement Here are a few instances of pay for execution is Bridges of Excellent, which is a charitable medicinal services plan. Its main consideration is patients with diabetes. They feel like over 60% of patients with diabetes don’t get the best possible treatment and care. The American Diabetes Association has gauges and the Bridges to brilliant arrangement gives yearly rewards to doctors in explicit zones, for example, Boston, Louisville and Cincinnati these urban areas could and have meet the necessities of this human services plan. On this arrangement Diabetic consideration requires the patient being consistent with care and drugs. In this arrangement the glucose test and kidney capacity and retinal tests would haveâ to be done on a reliable bases. In this arrangement remuneration is up to and over $100.00 per persistent for the suppliers that adhere to the guidelines. Another arrangement is Anthem Indianapolis this arrangement began in 1999 that utilized more than 25 OBGYN suppliers in Ohio. This is the most seasoned arrangement inside the US. This arrangement is done on and by persistent fulfillment. Suppliers push nonexclusive medications rather than name brand ones. Pay For Performance Pay for execution is a development in human services field. Suppliers under this game plan are remunerated for meeting pre-set up deadlines for explicit human services administrations or methods. This is otherwise called P4P or â€Å"value-based purchasing,† this prizes doctors, facilities, and restoration focuses, Surgical centers, emergency clinics, clinical gatherings, and other social insurance suppliers. They are remunerated for meeting certain presentation measures, just as quality and effectiveness. (Wachter, Bob; (2012) Pay for execution does things, for example, wiping out installments for negative results of care. Which can be clinical mistakes from all medicinal services suppliers. Mistakes have expanded expenses. With increment of prepared senior residents and incapacity patients the high increasing expense of social insurance has carried the P4P to the front of the line. Brought P4P to the front line of wellbeing strategy conversations. There have been a few investigations done by a few huge social insurance frameworks. Wi th this it has indicated upgrades with explicit results. A little proficiency has produced results, however at no cost investment funds. What amount are they truly sparing on the grounds that the expense of authoritative administrations is as yet required. Clarifies how repayment is influenced by the compensation for-execution approach. Inside the most recent decade or years the economy has had numerous individuals turning out to be jobless and securing positions at a lower pay rate with respect to where they can't manage the cost of protection since they are to high. With being accomplished more individuals are applying for Medicaid and with all the prepared senior residents resigning and getting Medicare these two protections are as of now partaking in this administration. Lion's share of human services frameworks are taking an interest. Numerous believeâ that for-benefit and non-revenue driven human services offices put stock in lower cost for suppliers that satisfy the guidelines of value care. Care field. There is a recognition that cost is driving up human services treatment. Cost decreases brings down expense of visits, development room visits, and pressing consideration visits. It additionally encourages suppliers to elevate preventive consideration to their patients. Ensuring that all clinics and suppliers are on a similar size of administration. Preventive consideration forestalls protection premiums from ascending at cost to the organization and shopper. Impact of Pay-for-Performance medicinal services Providers and their Patients This arrangement has the help of suppliers, medical clinics and even patients. With this compensation for suppliers must have and utilize decision making ability for treatment and prescription and test that perhaps ran. The human services can't be appraised by race, ethnic foundation, or the patient’s societal position. This arrangement ought not decide by a patient’s area. This arrangement is and ought to be a connection among patient and supplier. The supplier needs to comprehend the patients convictions and it might assist them with treating them and react to specific legends and proposals that the supplier may recommend. Hospitala and suppliers and helat care laborers are being urged to become tied up with the P4P by various organizations and tahe government. Singular wellbeing plans territory ringing in too. It has upsides and downsides, for example, shortcoming that could conceivably improve human services. It is assume to help drop or hinder ER visits and doctors visits. Presently if the suppliers give quality and efficent care they would and could get money related prizes if understanding consideration improves. P4P measures execution and arrangement set in the mood for placing this administration in real life. Examines the impacts pay-for-execution will have on the fate of medicinal services The P4P impacts that will be found later on for medicinal services is that the social insurance field will see it grow. Pay-for-Performance-characterized a repayment administration that will have connections to installments for quality consideration, which will be a motivation to help improve human services nature of patients by doctors, and clinics. In improving medicinal services it is assume to decrease its expense was normal that clinics and suppliers would react to P4P motivators. For future social insurance will dependent on quality human services and it will end up being an agreement for repayment. Patients should feel like they have gotten theâ value of their cash. One impact of future social insurance is those doctors and medical clinics that don’t partake will be at less to get patients. Patients that have this social insurance plan will be increasingly adept to look for doctors that take an interest. (Goldberg, L; (2006) Conclusion Individuals in the human services field are getting inspired by the compensation for execution in light of the fact that the social insurance rules and guidelines are changing in Medicaid, Medicare and private protection. More medical clinics and centers and claim to fame offices and recovery focuses are adoring getting motivations for their investment and in the process they are sparing expense to patients and insurance agencies. P4P is working with insurance agencies and suppliers for the nature of care for patients to be improved. Presently oversaw care is currently taking a gander at pay for execution. Repayment being connected to pay for execution resembles being paid to search for the best deal or the most individual to meet your requirements.

Blog Archive MBA Career Advice Assess Your Performance

Blog Archive MBA Career Advice Assess Your Performance In this blog series, our mbaMission Career Coaches offer invaluable advice and industry-related news to help you actively manage your career. Topics include building your network, learning from mistakes and setbacks, perfecting your written communication, and mastering even the toughest interviews. To schedule a free half-hour consultation with one of our mbaMission Career Coaches, click here. In the past, we have explained why failure is critical to your success. A good practice to adopt in your weekly career management regimen is an assessment of your performance. This is just a small pause that you take at the end of the workweek to look back on the week that was. Ask yourself these three questions: Where did I fail? What lessons from these failures will I take into next week? Where did I succeed? You should be taking risks. You should be challenging yourself. You should take on tasks and projects that you are not yet qualified for. That is how you will advance throughout your career. By pausing each week to take stock of where you fell short of your own (or someone else’s) expectations, you will maximize the learnings those risks and challenges offer. The first time you do this may be a heavy and somewhat uncomfortable endeavor. No one likes to fall short. But part of your ultimate success will be contingent on your resiliency in the face of such setbacks. Look at where you fell short of expectations without judgment. Acknowledge the incident for what it isâ€"a risk that did not quite pay off or a challenge you did not overcome. Aiming too high is okay as long as you learn from the experience. Once you have assessed the failures, be sure to reflect on what you have learned, what needs to change, what skills you want to develop, and what concrete steps you will take to do better next time. Record these and consciously focus on benefiting from these lessons in the coming week. But do not stop at focusing on just the setbacks. Once you have honestly assessed them without judgment, celebrating your weekly successes is also very important. If you are like most people, this will be much easier once you have made peace with the failures. Record all the things you did well, the skills you improved on, the good choices you made, the times you coped well with the challenges and demands of your work, and the times you exceeded expectations, including your own. End with this. The point of examining failure is not to make you feel bad. Quite the opposite. It is to give you power over your own performance and set you free to take on new challenges and risks confidently. This tip is a way to experience independence and freedom from the failures of the past and look ahead to more success in the future!! Share ThisTweet MBA Career Advice

Impact of retention rate on KFCs performance - Free Essay Example

KFC is one of the busiest fast food industries in UK and it is based in USA. KFC has big market share in UK. KFC provides training and good career path to its employees. KFC faces problems to meet business objectives, increasing customer satisfaction. To overcome difficulties and increasing organizational performances KFC wants to finds out the impact of retention rate on organizational performance. This is one month survey conducting with KFC employees and various secondary resources. Various articles, journals, newspaper and magazines have been collected to find out the information on motivation and organizational performance. 30 employees have been communicated via email to collect primary data. The primary and secondary data show that motivation has major impact on organizational performance. If organization can motivated its employees then performance of employees with a high volume. Employees attitude towards motivation is very positive. Employees want motivation rather than any other things. From the research it is clear that if KFC can improves its motivational strategy it can increase its organization performance. Impact of Retention Rate on Organizational Performance 2. INTRODUCTION Employee retention is a process through which the organization can keep its employees with a certain period of time. Retention is good for both employee and organization. The objectives of the research are about employees retention and organizational performance. Beginning of the research paper describes briefly about the research topic. It has three different parts. The paper is started by pointing out the research topic and its impact. After that the main parts are discussed. Among the three main parts the initial one is Research Proposal. The research proposal starts with the hypothesis. After selecting hypothesis the research proposal describe briefly about the organization. After that the research proposal describes about the context and rational, reason for research, aim, objectives, literature review, methodology, resources and action plan. The next part of the research is Actual Research. It has research design, data collection, and data analysis. The ending par t of the research is Presentation and Evaluation. It is about the analysis of findings, methodology evaluation, conclusion and recommendation. The references, bibliography and appendix are also included with the research. 3. RESEARCH PROPOSAL 3.1 Hypothesis If retention rate is related to organizational performance, than by increasing employees retention rate will increases organizational performance. 3.2 Background Theory Employee retention is the main concern of almost all of the organizations. Basically, small businesses suffer more because of employees high expectation. There are many firms; offer little benefits last 10 years or so. Now-a-days employees need and wants growing every day. Employees want more than their salary. As a result employee turnover is increasing. On the other side the importance of retention become very important for every organization. (Kim McLean, 2008). Employee retention always increases organizational performances. Retention also encourages current employees to remain with the organization. Long term service of employees means they are efficient and effective to their job duties. Again they know very well how to job done. On the other side retention can save several costs to the organization. Such as, hiring cost, training cost, productivity lost, replacement cost and efficiency cost. (Workforce Planning for Wisconsin State Government, 2005). Employee retention has se veral benefit but employees turnovers has several disadvantages. Some of the article shows that, turnover is a silent but significant profit killer. (Kottolli, 2010). 3.3 Brief Summary to the Organisation KFC is one of the busiest fast food industries in UK and it is based in USA. KFC has big market share in UK. KFC provides training and good career path to its employees. The company was founded as Kentucky Fried Chicken byÂÂ  ColonelÂÂ  Harland SandersÂÂ  in 1952. At present KFC have more than 24,000 employees. KFC operates all over the world and its main business trend is Halal food. 3.4 Context and Rational 3.4.1 Problems Faced by KFC Today KFC faces some problem with its employees turnover. Employees do not paying attention to their job duties. They turn up late and try to go home early. They are not very active as they used to in 2008. Customers often complain to the manager that, employees are serving very late. They are more concentrated in gossiping with each others. Some of the KFC stores take 5 to 10 minute to serve customer even though there is only one customer. Some employees are giving resignation without having informed. Due to frequent change of employees, customer dissatisfaction is growing day by day. Lack of concentration of employees and their carelessness shows that employees are not loyal to KFC. Sometimes managers also support employees and careless about KFC code of conducts. 3.4.2 Reasons for the Research KFC undertakes the research to find the ways retain its employees. Employees turnover is growing day by day. KFC wants to keeps its employees in order to provide high level of customer service. KFC also wants to reduce the cost of hiring, training and efficient cost. If employees turnover rate decreases KFC can increase its market share. Also it is possible for KFC to increase its customer satisfaction and bring back previous business reputation. 3.5 Aim The aim of the research is to discover the impact of employees retention rate on organizational performance. 3.6 Objectives A list of the objectives of the research has given below: To reduce employee turnover To increase customer satisfaction To increase employee satisfaction 3.7 Literature Review According to Robert L. Mathis, John H. Jackson in their book, Retention of human resources must be viewed as a strategic business issue. Retention of employees has several benefits and advantages. Employees are getting high level skills when they working same environment for long period of time. But, the result of employees turnover is vital for the company. If an efficient employee gives resign company need to appoint new people. The new employee is not efficient and cannot provide satisfactory level customer service. That cost higher for the company. To support employee retention an article can help further. The world leading company shows high level of employee retention programme. As a result employees are providing high level service and working hard for the organization. Anne bruce (2006), described in his article, ÂÂ  how to motivate every employee. He also described, how Google manage its employees retain with its. He described that, like at Google, one of the webs most successful and growing search engines. Here employees play roller hockey during work hours, bring their dogs to work, and eat lunch and the company cafe. The result? Employees work long, hard hours and love their jobs. Again, survey and research on employee retention is an issue since the early age of industry revolution. A survey takes place in 1980. The focus of the survey was on the employee retention. The survey demonstrated that, people want more from work than money. An early study of thousands of workers and managers by the American Psychological Association clearly demonstrated this. While managers predicted the most important motivational aspect of work for people would be money, personal time and attention from the supervisor was cited by workers as most rewarding for them at work. In a recent Workforce article, The Ten Ironies of Motivation, reward and recognition guru, Bob Nelson, says, More than anything else, employees want to be valued for a job well done b y those they hold in high esteem. He adds that people want to be treated as if they are adult human beings. Another article shows described that, We knew from past experience that Love2reward offered a great product and service (for our employee retention scheme). Its all about giving our team what they want, and feedback tells us that weve got it rightÂÂ  Pizza Express UK. 3.8 Methodology 3.8.1 Chosen Methodology It is easy and very reliable to use qualitative and quantitative methods together. There is a method that gives chance to use qualitative and quantitative methods together and it is, Triangulation of Positivistic and Phenomenological Paradigms. For this research the Triangulation of Positivistic and Phenomenological Paradigms is selected as methodology. Triangulation of Positivistic and Phenomenological Paradigms uses both quantitative and qualitative methods for this research. 3.8.2 Evaluation of Methodology The methodology is very effective for the research as it uses both qualitative and quantitative methods at the same time. If the results of two methods are same, then the result of the research will consistent. Again the methodology of the research collects data from secondary sources and primary sources as well. It has no chance to gives a false result. Therefore the methodology is very effective for the research. 3.8.3 Limitations of Methodology The methodology uses two methods at the same times. This is the main limitation of the research. Because, the variation of results of two methods make the whole research value less. Again, in case of different result from the two methods, the research needs to do again. It is very costly and time consuming. The methodology has other some other limitations two. It uses two methods. But it is very difficult to select two methods for one research. 3.9 Resources A short list of the resources has provided below: Computer with the Internet connection Internet for articles and journals Books and articles Library access for recent magazines and newspapers 3.10 Action Plan A Gantt chart has prepared for the action plan. The Gantt chart is included in the appendix section. 4. ACTUAL RESEARCH 4.1 Research Design 4.1.1 Step-by-step Design Stage 1: Define Research Topic and Describe Research ProposalThe step-by-step research design has shown below: Stage 2: Extensive Research on Literature Stage 3: Find out suitable methodology and creating research plan Stage 4: Secondary and Primary Data Collection Stage 5: Qualitative and Quantitative Data Analysis Stage 6: Evaluation and Presentation of findings Fig: Flow Chart for research design 4.1.2 Step-by-step Explanation Stage 1: Research Proposal Topic is the main subject of any research. Identify a suitable research topic is very difficult task. The topic needs to support by various secondary sources of data. After selecting topic a research proposal is essential. This two are the most important task for any research. It is assume that 6 days are enough for the first stage of the research. Stage 2: Extensive Research on Literature It is the most important part as all the supported evidences are collected from Literature review. Among several literatures the most related 5 or seven literatures need to select and then make a research on the literature. It is assume that 3 days are enough for this stage. Stage 3: Find Suitable Research Methodology and Creating Research Plan As the whole research is depend on the research design it is need to carefully create. All tasks follow the research methodology and the research plan. It is assume that 4 days are enough for this stage. Stage 4: Secondary and Primary Data Collection Data collection is the most important part of the research. For this research primary and secondary data need to collect. It is assume that 7 days are enough for this stage. Stage 5: Qualitative and Quantitative Data Analysis The result of the research depends on data analysis. Both qualitative and quantitative data need to analysis for the result of the research. It is assume that 4 days are enough for this stage. Stage 6: Presentation and evaluation of findings Analysed data is very easy to evaluate and presented. It is assume that 5 days are enough for the presentation and evaluation of data. 4.2 Data Collection 4.2.1 Secondary Data Collection Secondary data is collected throughout the Internet research, using company record, articles, journals, books and web pages. In this section the topic related data is selected and summaries all of them. The data sources are given below: Turnover is a silent but significant profit killer. By Arun Kottolli (2010), Employee Turnover Kills Profits. Keeping good employees is a challenge that all organizations share and it becomes even more difficult as labour markets tighten, by Robert L. Mathis and John H. Jackson. (2008:76), Human Resources Management Retention of human resources must be viewed as a strategic business issue by Anne Bruce, How to motivate every employee Nelson (2003) writes in The Ten Ironies of Motivation that, I have known for yearsthat money isnt everything when it comes to employment Employee retention is most critical issue facing corporate leaders as a result of the shortage of skilled labour, economic growth and employee turnover By www.retentionconnection.com For service-orientedÂÂ  careersÂÂ  such as account management andÂÂ  customer service, high turnover can lead to customer dissatisfaction. By Shelley Moore (2010) The above resources give qualitative data about the retention and organizational performance. From the data it is found that retention can change trend of employee turnover form any company. Retention makes employees motivate. It also brings job satisfaction. It gives clear definition of job responsibilities. The motivated and satisfied employees provide high level customer service. The high level customer service increase organizational performance. On the other hand employee turnover show negative impact to company. The results are hiring cost, training cost, efficiency cost and much other cost. The collection of secondary initially shows that there is a relationship between employee turnover and organizational performance. If employees retention increases then organizational performance also increases. If employee performance decreases then organizational performance also decreases. 4.2.2 Primary Data Collection The questioner method has been used to collect primary data. The primary data is collected by sending e-mail to 30 employees who are working KFC. A total of 10 questions have been set for every employee. From their response and activeness it is found that employees are more concern about retention that any other thing. The primary data initially shows that retention play a major role in organizational performance. Organizational performance will increase if retention increases for the organization. 4.3 Data Analysis 4.3.1 Qualitative Data Analysis Quantitative data collection is very critical task. Here some basic criteria are essential to follow. The analysis of data need to be valid, reliable, fair and must be follows some ethical issues. Valid: All the secondary data are valid. They have strong relationship with the subjects matter. They show the relation between employee retention and organizational performance. Again, all data shows the effect of employee performance. Some of the articles show the survey and research has been taking in order to decrease turnover. It is clear from the initial research that all secondary data are valid. Reliable: Qualitative data has been taken from various reliable sources. Books, articles, journals, and web pages are used to collect qualitative data. Qualitative data also collected from a sample of 30 employees. They provide qualitative data by their questions answer. Fair: Data are directly taken from sources. No modification has occurred while taking data from its sources. No data has been taken in order to support the hypothesis. Ethical issues: Qualitative data collection follows a set of agreed policies, such as literature review, secondary data collection, primary data collection. Data is not modified of misinterpret by any one. While collecting and using data permission from the authority has been taken carefully. In case of web based data, the sources are indicated very carefully. No influence has take place in order make the result of the research similar with qualitative and quantitative data. 4.3.2 Quantitative Data Analysis Quantitative data analysis follows a set of ethical issue. It also uses the valid, reliable and fair policies. Valid: All data are taken from current employer of KFC. Questioner has been set in a way that employees give answer along with their own feeling about retention and organizational performance. All the data related to the topic of the research. Reliable: Data are taken from KFC employees. They are not influence to give the answer. No suggestion has been provided them regarding the questioner. Employees are actively replay their answer and express their free thinking. So, data is reliable. Fair: No answer has been modified in order to get positive result. Participants are always free to replay the questioner. Answer from the questioner has been taken accurately. Ethical: Data was confidential. Only the researcher saw the data. Participants are not influenced participate the research. Participant privacy policy got priority. Data is not affected by anyone. Participate did not get reminder to replay the questioner. 5. PRESENTATION AND EVALUATION Analysis of Findings What is your job position? Reasons: Job position gives the overview about employees experience with the company. It also shows the time spent by employees within the organization. Majority Answer The majority answer was Team Members Conclusion Team members are can give the most recent experience about retention. They are worried about their job duties, getting promotion and other benefits. The sample group is the right one. Please indicate your work experience with KFC? Reasons: Job experiences show that the employees working life experience. Higher the job experiences higher the knowledge about retention. Majority Answer: The majority answer was 3 to 5 years experience Conclusion: The sample of 30 people, with 3 to 5 years experiences show that all employees are aware about employee retention policies. 5.1.3 What is the level of your job satisfaction? Reasons: Job satisfaction levels provide information about employees loyalty to the organization. Satisfied employees are happy with their retention and other policies. Majority Answer: The majority answer was satisfied. Conclusion: Satisfied employees are loyal to the company. They are happy with their retention and motivation policies. They can provide high level of performance in order increase organizational performance. How satisfied you with KFC? Reasons: This is similar to the prevision one. But, it takes the answer critically and specifically about the KFC. Majority Answer: The majority answer was Average. Conclusion: It is very difficult to distinguish the previous answer and present answer. Employees are satisfied with their job but not to KFC. Possibly, job satisfaction of KFC is good but some other policies are not good. How satisfied you with your Payment and other Benefits? Reasons: Payment and benefits is the indicators of employee satisfaction. If employees are satisfied with their payment and other benefits it will reduce employee turnover and increase organizational performances. Majority answer: The majority answer was average. Conclusion: KFC provides many benefits to its employees but the does not enough for employees satisfaction. The average level of job satisfaction shows that employee retention rate will decrease in KFC and its performance will decrease day by day. Do you satisfied with you promotion policy? Reasons: Promotion policies are major indicators of employee retention. If company have suitable promotion policy, employees are very active to meet the criteria to get promotion, as a result organizational performance increase. Majority Answer: The majority answer was average. Conclusion: The answer shows that KFC promotion policy is not good enough to meet its employee satisfaction. If employees are not satisfied with their promotion policy they cannot provide high level of customer service. That will affect organizational performance. If you get better chance to other company what will you do? Reason: This shows the loyalty to the organization. If employees are not loyal to the organization they not provide high level performance. As a result, organizational performance will decrease. Majority Answer: The majority answer was Quite the Company Conclusion: Employees want to quite the organization. KFC need to appoint new employees and level of its performance will decrease. What is your view about employee retention? Reason: It will help to find out employees personal view about retention policy. Majority Answer: The majority answer was very helpful Conclusion: If KFC take better retention policy employees will satisfied. They can help to increase company performance. If you will be promoted as a manager of a new opening store, what is your plan for long term and constant success for your organization? Reason: This question gives chance to employees to take decision about the improvement of company performance. Majority Answer: The majority answer was Retention Policy Conclusion: Most of the employees want to improve retention policy KFC has many employee employees development programmes for its business success. Which is most preferable to you? Reason: Find out the most preferable methods to keep employees and increase organizational performances. Majority Answer: The majority answer was Retention Policy Conclusion: Among all the development programs employees are like retention policy for the improvement of KFC performance. The result of this question indicates that KFC need to improve its retention policy in order to increase its performance. 5.2 Methodology Evaluation The selected methodology for the research is Triangulation of Positivistic and Phenomenological Paradigms. The methodology is best suited for the research as it is used two methods at the same times. The methodology is effective to find out the impact of retention on organizational performance. The data is collected by following a set of ethical rules. All the data are valid, reliable and fair. 5.3 Conclusions The research proves that retention has major impacts on organizational performance. Thus, the hypothesis is supported by the research. Finally it is found that if KFC develops better retention policies it can keep its employees. As a result KFC can increase it organizational performances. 5.4 Recommendations Although the sample of the research was only KFC employees, it can be used by any organization. Both qualitative and quantitative data shows that retention can increase organizational performance. The methodology has some limitation to. The data is collected from a sample of 30 people. Again, only KFC employees provide data. There is no way to make sure that the target employees have replayed back the questioner. Employee may not give the right answer. Though the limitation, this research can help further research in retention and organizational performance. All the resources have valid source identification. The final result of the research is retention rate can help the organization improves its performances. This research is made independently. As the hypothesis of this research is proved and this research is made only on fast food company(KFC) so other fast food companies like MacDonalds and Burger king, Subway can make use of the results of this report for the related featured problems and to improve their performances. Furthermore it is advised to KFC that it should focus on employees retention rate by using different tools for retention such as salary increase, bonuses, promotions and pension schemes. As this is identified that organizational performance is mostly depending on retention rate so company should take this matter seriously to enhance their organizational performance worldwide and to sustain their business profitability. Because of the limitation of methodology (qualitative and quantitative) in future they need to use one methodology so that they cannot find any conflicts by using two different methods and will research on more employees of KFC from different areas so that they can get more people point of view. REFERENCES Bruce, Anne. (2009:3-47), How to Motivate Every Employees, [online] Madison, USA: The McGraw-Hill. Available form: books.google.co.ukhttps://books.google.co.uk/books?id=diMuuBFV6tUCprintsec=frontcoverdq=Anne+Bruce,+%E2%80%9CHow+to+motivate+every+employee%E2%80%9Dsource=blots=PSaBcQc5lTsig=jezrTceSiYVRgmcHCeoMsQjDHxUhl=enei=he Last accessed 25th Oct 2010 Cooper, Evan. (2007).ÂÂ  Job Stickiness Employee Retention Rate.ÂÂ  [online].Available: https://www.morebusiness.com/running_your_business/management/d952374028.brc Last accessed 1oth Nov 2010Â Gordon Barker, (2009) Challenging times require a different talent focus, Strategic HR Review, Vol. 8 Iss: 4, pp.24 28. [online], Available from: Emerald Group Publishing Limited. https://www.emeraldinsight.com/journals.htm?articleid=1795824show=html Last accessed 12th Nov 2010. Jammes Harris Group. (2010). How to Decrease Turnover and Increase Employee Retention.ÂÂ  CBS Interactive. 1 (1), p1-3. Kottolli, Aru n . (2010).ÂÂ  Employee Turnover Kills Profit.ÂÂ  [online].Available: https://akottolli.spaces.live.com/blog/cns!7320740A5EA5572!177.entry. Last accessed 12th Oct 2010. Love2reward. (2009).ÂÂ  Employee Retention / Staff Retention.[online]. Available: https://www.love2reward.co.uk/rewards/solution-finder/employee-retention?sen=Googlelink=7id=311051gclid=CP_EzYzMraUCFVBO4QodhWq8Yg. Last accessed 12th Oct 2010. Nelson, B. (2010).ÂÂ  The Ten Ironies of Motivation.[online]ÂÂ  Available: https://www.cognitivehorizons.com/assignments/ED7672/weekFour.htm. Last accessed 20th Oct 2010. Robert L, Mathis. And John H, Jackson. (2008).ÂÂ  Human Resource Management [online].ÂÂ  Available: https://books.google.co.uk/books?id=_yCe7fiQbokCpg=PA74lpg=PA74dq=%E2%80%9CRetention+of+human+resources+must+be+viewed+as+a+strategic+business+issue%E2%80%9D+by+Robert+L.+Mathis,+John+H.+Jacksonsou. Last accessed 30th Oct 2010 retentionconnection.com. (2010).ÂÂ  Employee Retention: Vital Strategy.[online].Available: https://www.retentionconnection.com/. Last accessed 25thÂÂ  2010 Ross Blake. (2006).ÂÂ  Employee Retention: What Employee Turnover Really Costs Your Company.[online].ÂÂ  Available: https://www.webpronews.com/expertarticles/2006/07/24/employee-retention-what-employee-turnover-really-costs-your-company. Last accessed 30th Oct 2010. Shelley Moore. (2010).ÂÂ  The Effect of Employee Turnover.[online]ÂÂ  Available: https://www.ehow.com/facts_4866742_effects-employee-turnover.html. Last accessed 28th Oct 2010. Susan M. Heathfield. (2010).ÂÂ  Keep Your Best: Retention Tips.ÂÂ  [online].Available: https://humanresources.about.com/cs/retention/a/turnover.htm. Last accessed 29th Oct 2010. wfnetwork.bc.edu. (2007).ÂÂ  Definition of Retention.ÂÂ  [online].Available: https://wfnetwork.bc.edu/glossary_entry.php?term=Retention,%20Definition(s)%20ofarea=All. Last accessed 14th Oct 2010 Buchanan, D. Huczynski A, 2010.ÂÂ  Organizational Behaviour.ÂÂ  7th ed. England: Pearson. Lewis, R. 2007. Business, .England: Nelson Thornes Price,A .Human Resource Management in a business context.3rd ed. England: south-western Cengage learning Bloisi,w. Human resource management. England: McGrawHill education BIBLIOGRAPHY

Ronald Reag A Hero - 2072 Words

Ronald Reagan was our 46th president of the United States and a true hero to many Americans. His strong belief’s helped him become a strong president, who cared for his country and proved it in many ways. For instance, he helped end the cold war and shape the U.S. government. He also helped many immigrants become citizens of the United States. Reagan also became a hero to many citizens by fixing the American economy that wasn’t doing so well after the Great Depression. Ronald Reagan is considered a hero in the U.S and in many parts of the world. Ronald Reagan was born on February 6, 1911, Tampico, Illinois, Ronald was the second son of Jack and Nelle Reagan. He was born in a small apartment above the Pitney General Store but later moved with his family to number of small town so his dad could try to establish his small business. By the 1920 his family settled in Dixon, Illinois, where he grew to adulthood. As a teenager Ronald Regan was very active in after school activities, clubs, and an amazing swimmer. As a life guard in Lowell Park in Dixon on the treacherous Rock River, he saved about 77 people from drowning. He graduated from Dixon High School in 1928 and enrolled the following fall at Eureka College. After he graduated from Eureka in 1932, with a major in economics, he landed a job as a radio sportscaster at WOC in Davenport, Iowa. Thanks to that experience he learned many things and was able to meet with many different people who helped him start his careerShow MoreRelatedRonald Reag My Hero866 Words   |  4 PagesRonald Reagan My hero is Ronald Reagan. When you think of Ronald Reagan you probably think about one of the presidents of the US, but Ronald Reagan was much more. Ronald Reagan during his life was an actor sports announcer in the military and the president. I choose Ronald Reagan as my hero because of the great things he did during his presidency, and the things that he did while not in office. Some of the things that were very important examples of him being a hero are when the air traffic controllers