Essay 2 Example | Topics and Well Written Essays - 1250 words - 9

2 - Essay Example From Tito’s story, the theme of family relationship emerges, and one learns about the disadvantages of having poor relationship with family. The immigrant, Tito Urena, is portrayed as one that had poor relationship with his family members. He is shown as having not communicated with his family for a long time. Additionally, he was involved in a conflict with one Haydee, who was once his wife, with whom he had separated for 16 years (Spack 156). The story also shows the remarkable isolation of Tito during the time of his death, as well as after his death. A highlight of this story is where Tito suffers a heart attack that cuts his life short while in his office. At the time of his death, Tito had no one around him in his office, as he was all alone. He lived far away from his family whom he never contacted. His poor relationship with family could not allow him to call any of them before succumbing to the heart attack. Therefore, Tito died all alone. After his death, no one realized that Tito was dead. In fact, his body spent two days in the office before being noticed (Spack 159). His body remained unclaimed, and only his mistress could be traced by police. Therefore, this kind of alienation and failure to embrace family relationships made Tito live and die a lonely death. The second story, â€Å"Albert and Esene† by Frances Khirallah also bears the significant theme of family relationships. The author depicts Esene, a widow, as having good relationship with her family members and relatives. This story teaches on the advantages of embracing good relationship with family. There are different aspects in this story that are an evidence of the good relations that Esene had with her family. For instance, Esene shares jokes and a light moment with her husband’s, Albert’s, sisters that came to visit her (Spack 162). The mere fact that these two ladies, Safiyah and Amelia, visited Esene shows just how strong their

Effects of Smoking Essay Example for Free

Effects of Smoking Essay The cause and effect essay on smoking, informative speech on tattoos talks about how cigarette smoking has devastating effects on the human body and at the same time it discusses about various myths and facts about tattoos. According to scientists, there are many reasons why people indulge in smoking some of which include: Peer pressure, lack of knowledge about the risks involved in smoking, being brought up in a household or environment where people smoke regularly, feelings of stress, fatigue and anxiety and many more. If you have smoked for a long period of time, you begin to develop stained teeth which are usually yellow in color. You can get your teeth whitened but as long as you continue smoking, the stain will resurface. Smoking also interferes with your taste buds and smelling senses. Smokers lose the ability to taste and smell things normally like they used to. You will smell of tobacco all the time but you will not notice it and your meals begin to become tasteless because your taste buds are not functioning properly. Other smoking effects include lung cancer, insomnia, asthma, heart disease, stroke and poor blood circulation. According to the cause and effect essay on smoking, informative speech on tattoos, it talks about the stereotypes for tattoos and how sailors tattooed their bodies according to the myths which stated that tattoos were believed to prevent any form of evil spirits and bring good luck to the individual wearing the tattoo. People have also been tattooed forcibly as a form of identification, for example the prisoners of the Nazi concentration camps Today you can choose to have a permanent or temporary tattoo without anyone noticing it. Obtaining a tattoo is no longer regarded as a form of sub-culture like the ancient days but rather it is considered as a form of art and expression of one’s personal feelings towards something or someone.

Effect Of Work Stress In Maruti Suzuki Commerce Essay

Effect Of Work Stress In Maruti Suzuki Commerce Essay Introduction to Maruti Suzuki Ltd. Maruti Suzuki India Ltd. is a leading manufacturer automobile company in India. It was established in December 1983 with the mission to motorise India. Maruti was Collaboration Company between Suzuki Motors Corporation, Japan and Government of India. Maruti is one of the largest compact car manufacturing companies in the world so till 2012. In terms of production, Maruti is the largest subsidiary of Suzuki Motor Corporation and the company has produced over 15 million vehicles since the roll out of its first vehicle on 14th December, 1983. In the employment sector, Maruti has more than 75000 employees and its manufacturing facilities are located at two locations in India in Gurgaon and Manesae, both south of New Delhi. Maruti Suzuki is the only Indian company to cross the 10 million sales mark since its origin. In 2011-12, the company sold over 1.13 million vehicles including 1, 27,379 units of exports.(Marutisuzuki 2012) Marutis Philosophy   Marutis uses its Green Philosophy in the stems of Three Rs: Reduce, Recycle and Reuse policy in its plants, so that there is a minimal stress on natural resources. The company has launched a number of initiatives under its Three Rs umbrella to make the plants more efficient in terms of resource usage. It is also certified with ISO 14001:1996 for its Environment Management System programme and uses the principle of Smaller, fewer lighter, shorter and neater for its operations. Problems in Maruti Company: According to workers who are employed at Maruti Suzuki, highly stressful working hours have been a major concern for the stress of the employees who are working in the Maruti Suzuki. According to the workers, the stressful working hours leads the works to prolonged impasse. Excessive of work load and stringent time management is the major cause of the stress for the workers. There are several reasons for the cause of the work stress for the employees. In the several reasons the major seven reasons for the work stress are,(Cherry 2012, Sengupta 2012) 7 Reason for Work Stress Differences in salary pay No allowance Job insecurity Lack of promotion prospects Under-promotion or over-promotion Unclear or unfair performance evaluation systems Being over-skilled or under-skilled for the job Differences in Salary Pay The first reason for the work stress for the employees is mainly due to the difference in the salary pay. Mostly about 70% of the employees are contract based employees and they paid very less salary when compared to the other workers who are working in the same grade as conformed workers. No allowance Since most of the employees are contract based employees the company has not provide them with any allowance. Hence they didnt get any allowance from the government as well from the company. Job insecurity As contract based employment there is no security for the employees for their job. They can be fired at any moment. This is also a reason for the employees for their stress. Lack of promotion prospects As a contract based employee, there is no promotion prospects for them. Employees need to do the work what the work is assigned for them. This is also a reason for the employees for their stress. Under-promotion or over-promotion Since there is no proper evaluation system or performance appraisal system for the promotion, Employees are promoted in a basis of their influence to the managers. This leads to other workers for the stress in their working. Unclear or unfair performance evaluation systems As said before there is no proper evaluation system for the performance. And this leads to unclear promotion to the employees. So it leads to stress for the workers. Being over-skilled or under-skilled for the job As most of the employees are contract based employees, and hence the position what they are working being an irrelevant position. For example an employee who Mechanical Engineering and working in the finance department. So most of the employees are being like under skilled or over skilled for the jobs, so this also leads to stress for the employees in their working.(Sengupta 2012) Maslows Hierarchy of Needs Maslows hierarchy of needs is a theory proposed by Abraham Maslow in his paper A Theory of Human Motivation in the year 1943. Maslow mainly used the terms like Physiological needs, Safety, Belongingness and Love, Esteem and Self Actualization needs to describe his human motivation theory. http://upload.wikimedia.org/wikipedia/commons/thumb/6/60/Maslow%27s_Hierarchy_of_Needs.svg/450px-Maslow%27s_Hierarchy_of_Needs.svg.png Hierarchy Maslows hierarchy of needs can be explained with the help of a pyramid. The most fundamental level of needs is specified at the bottom and at the top needs for self-actualization. Maslow explains the pyramid with four layers and he called them as Deficiency needs or D-Needs. The four layers are Esteem, Friendship and love, Security and Physical needs. He also explains that the most fundamental needs may not be the physical needs. Maslow also use the term Meta motivation in order to motivate the people. He also explains that human mind have the ability for parallel processing and thus by motivating the people also they can achieve their hierarchal needs. Thus Maslow acknowledged the likelihood that the different levels of motivation could occur at any time in the human mind, but he focused on identifying the basic types of motivation and the order in which they should be met.(Cherry 2012) Physiological needs Physiological needs are the physical requirements for human survival. If any of these requirements ate not obtained then the human mind wont function properly and this leads to ultimate failure. Therefore food, shelter, love and respect are some of the basic physiological needs that a human normally expects to be with him.(Cherry 2012) Safety needs The safety needs in the sense job security, secure environment, procedures for protecting the individual from unilateral authority, savings accounts, insurance policies, reasonable disability accommodations, etc..(Cherry 2012) Safety and Security needs include: Personal security Financial security Health and well-being Safety net against accidents/illness and their adverse impacts Love and belonging After physiological and safety needs the next basic need for a human is the love and belongings. This need is especially strong in childhood and this can be obtained by friendship, family and others love towards him. Maslow explains that humans need to feel a sense of belonging that they are accepted in their social group. For example small social group like family in which they are being accepted and they are recognised in the group.(Cherry 2012) Esteem All humans have a need have a feel that they need to be recognised in the society and they need to have their own respect. The fame or glory will not help anyone to get their respect they need to have their own self-esteem in order to be respected. Maslow states that while he originally thought the needs of humans had strict guidelines, the hierarchies are interrelated rather than sharply separated. This means that esteem and the subsequent levels are not strictly separated; instead, the levels are closely related.(Cherry 2012) Self-actualization What a man can be, he must be. This quotation explains the need for self-actualization. Maslow explains that everyone should have their own self-actualization in order to become the most that one can be. For example women may think that she needs to be the best mother for her children than any other mother. In understand this level of need, the person must needs to achieve the previous needs and also should be master in them.(Cherry 2012) Self-transcendence Self-transcendence refers to when a person seeks to further the boundaries of their ideal self, to experience an intimacy beyond ones self. Cloninger later incorporated self-transcendence as a spiritual dimension of personality in the Temperament and Character Inventory.(Cherry 2012) F. W. Taylors Scientific Management Theory F. W. Taylor was an American mechanical engineer completed his degree in Mechanical Engineering from Stevens Institute of Technology in 1883. He is well known as the father of scientific management. Taylors Contribution to Scientific Management F.W. Taylor has written the famous book called Principles of Scientific Management in which he mainly imposes three principles, they are First: To explain through simple illustration. Second: To convince the reader through systematic management, rather than explaining some unusual contents. Third: To prove that the management skills are true science. And also he explains that the fundamental principles of scientific management which can be applied for all human activities. For example a simple co-operation between the individuals in the company can raise the production value of the business. And also he convince the readers be simple illustration by correctly applying all his principles.(Taylor 1911) Taylor has defined scientific management as follows: Scientific management is concerned with knowing exactly what you want men to do and then see in that they do it in the best and cheapest way.(Taylor 1911) Principles of Scientific Management The principles of Scientific Management are: 1. Replacing rule of thumb with science. 2. Obtaining harmony in group action rather than discord. 3. Co-operation rather than chaotic individualism. 4. Increase in production and productivity instead of restricted production. 5. Development of workers by providing training. Result of Work Stress As a result of the work stress two major problems occurred in the Maruti. Low Production No Co-operation between the employer and employee Low Production Due to work stress for the employees, their hundred percent inputs for the work were not able to obtain and as a result it leads to less production. Most of the assembly line workers had much stressful work continuously and they are not paid for their work they intently produced less production. As these are the reasons for the less production. No Co-operation between the employer and employee Due to the improper management there was no proper co-operation between the employers and the employees. As the company has not followed any hierarchy structure and most of the employees are contract based employees there was no proper relationship between the employer and the employees. This is also a reason for less production. There two are the major cause as a result of the work stress for the employees in the Maruti Suzuki. Basic Need of the Workers By studying the two major theories, Maslows hierarchy of needs and F. W. Taylors Scientific Management we can suggest some solutions for the problems of the employees in the Maruti Suzuki. According to the two theories basic needs for the employees are (Taylor 1911, Cherry 2012) Permanent Job Proper Work Timing Promotion Transport Facilities Permanent job As about 70% of the employees in the Maruti Suzuki are contract based employees and they dont have the job security is also one of the reasons for the work stress for the employees. And the work stress leads to less production for the company. According to Maslows hierarchy of needs when we provide the employees with the basic needs of what they need they fell secure for working for the company. They get motivated automatically and they fell much secure and automatically reduce the work stress. As a result of less work stress, the employees may give their much effort for the production and hence the production can be increased considerably. Proper Work time Since most of the employees are contract based employees and hence they dont have the proper work timing schedule. And so it leads them to work for more hours. This is also a reason for the work stress for the employees. According to the Maslows hierarchy of needs and F. W. Taylors Scientific Management providing the employees with their basic needs and make them esteem will increase the confidence level for the employees. As a result of the providing proper work time their stress for the working hours will reduce and hence the production can be increased considerably. Promotion As most of the employees in the company are contract based employees and they dont have the promotion prospective. Since working continuously, without any promotion, or incentive makes many employees to feel stress about their work. According to Maslows hierarchy of needs and F. W. Taylors Scientific Management if we make the employees to feel much secure about the work what they do and provide the employees with the hierarchy for the promotion will make them to feel much secure and their work stress will be reduced considerably. And hence the production will be increased automatically. Transport Facilities Since most of the large scale sector industries are located at remote locations, transport facilities to the company being a very complex issues for many employees in the company. According to Maslows theory, proving the employees with their need many reduce the stress for the employee and as a result the production can be increased considerably. So providing transport facilities from the employees from the company to the city center during the shift end and the beginning may reduce the complexity for the transportation to the employees. Implementation By studying the theories of Maslows hierarchy of needs and F. W. Taylors Scientific Management and the problems of the Maruti Suzuki, we can implement some solutions for the problems of the Maruti Suzuki based on the two theories.(Taylor. 2007, Taylor 1911, Cherry 2012) Implement Hierarchy structure for promotion and work allocation. As there was no proper management structure for the company for the promotion and other perspectives if we implement the Maslows hierarchy structure for the employment as the low level workers being in the bottom followed by the supervisors and managers and in the top level there being the management. By implementing Maslows hierarchy structure, the work load can be allocated and hence each worker will equal amount of works. Implement Proper Work Timing with three different shifts. According to Maslows hierarchy of needs providing the employees with their basic physiological needs the workers will fell much secure to work in the company. According to the theory implementing proper work timing with three different shifts which may reduce the workers to work for ling hours and hence their basic physiological needs get satisfied and the employees feel much secure in working for the company. Provide bus services in line with shift timings According to Maslows theory, providing the employees with their physiological needs may reduce the stress of the employees, According to which providing bus services to the employees in line with shift timing may reduce the stress in transportation to the employees. As most of the large scale industries are located in remote locations, so transportation being one of the major stressful tasks for the employees to make in time for the companies. By providing bus services may reduce their stress in transportation. Create a labor welfare committee to promote good relations between the management and the workers According to F. W. Taylors Scientific Management providing proper training to the employer and employees can create a three sixty degree relationship between them. According to Taylors theory creating a labour welfare committee provide a good relationship between the management and workers. Conclusion After studying the problems of the Maruti Suzuki and the theories of Maslows hierarchy of needs and F. W. Taylors Scientific Management the problems of the Maruti Suzuki have been solved by implementing the solutions to the problem from the theories of Maslows hierarchy of needs and F. W. Taylors Scientific Management. The major problem of the employees being the work stress have been solved by the Maslows hierarchal theory and the major problem for the management being the less production which have been solved by implementing F. W. Taylors Scientific Management theory.

Gay marriages :: essays research papers

Part I: Throughout the contents of this paper, I will discuss the article dealing with the legalization of gay marriages in Massachusetts by Richard Cohen. I will begin my discussion by analyzing the article and providing a brief summary of the factual information presented in the text. In addition, I will present my opinion on the article along with corresponding information regarding this particular issue. In turn, I will present my personal beliefs on this topic and support them with other additional information to support my opinions. I will also present more details on the Massachusetts case that legalized gay marriages. This topic is important because this piece of legislation will effect every person and generation in the United States, homosexual or not. Part II: In this portion of my paper, I will summarize the article by Richard Cohen regarding the state of Massachusetts legalizing gay and lesbian marriages. Recently, the state of Massachusetts announced that the band on gay marriages would be lifted. Despite the fact that the majority leader of the House of Representatives Tom Delay is strongly against gay marriages, he may want to stand aside on this issue. Delay, who is known for his adamant concern regarding traditional marriage, needs to understand that not only is the institution of marriage wobbling and wheezing, it is desperately on the rocks. According to statistical research, twenty percent of first marriages do last more than five years, and if the marriage lasts a decade, one third end up in divorce. Married couples, who once dominated both life and television, have gone from a high 80 percent in the 1950?s to only half of American households today. If you look into an average home in the United States today, only one i n four of those households are married with children, and a reported 86 million adults living in the country are unmarried. It is easy to see from these statistics that traditional marriage is in trouble.   Ã‚  Ã‚  Ã‚  Ã‚  Gay and lesbian marriages may be the key component to rescue marriages from this social and economic relevance. Not only do homosexual couples seek marriage for the pecuniary reasons such as taxes and estate purposes, they also seek the bond of long term commitment based on love and romance. If people like Tom Delay would stop and look at the issue without such bigotry and fear, he might understand that these couples provide the best argument in their defense, love and commitment. Gay marriages :: essays research papers Part I: Throughout the contents of this paper, I will discuss the article dealing with the legalization of gay marriages in Massachusetts by Richard Cohen. I will begin my discussion by analyzing the article and providing a brief summary of the factual information presented in the text. In addition, I will present my opinion on the article along with corresponding information regarding this particular issue. In turn, I will present my personal beliefs on this topic and support them with other additional information to support my opinions. I will also present more details on the Massachusetts case that legalized gay marriages. This topic is important because this piece of legislation will effect every person and generation in the United States, homosexual or not. Part II: In this portion of my paper, I will summarize the article by Richard Cohen regarding the state of Massachusetts legalizing gay and lesbian marriages. Recently, the state of Massachusetts announced that the band on gay marriages would be lifted. Despite the fact that the majority leader of the House of Representatives Tom Delay is strongly against gay marriages, he may want to stand aside on this issue. Delay, who is known for his adamant concern regarding traditional marriage, needs to understand that not only is the institution of marriage wobbling and wheezing, it is desperately on the rocks. According to statistical research, twenty percent of first marriages do last more than five years, and if the marriage lasts a decade, one third end up in divorce. Married couples, who once dominated both life and television, have gone from a high 80 percent in the 1950?s to only half of American households today. If you look into an average home in the United States today, only one i n four of those households are married with children, and a reported 86 million adults living in the country are unmarried. It is easy to see from these statistics that traditional marriage is in trouble.   Ã‚  Ã‚  Ã‚  Ã‚  Gay and lesbian marriages may be the key component to rescue marriages from this social and economic relevance. Not only do homosexual couples seek marriage for the pecuniary reasons such as taxes and estate purposes, they also seek the bond of long term commitment based on love and romance. If people like Tom Delay would stop and look at the issue without such bigotry and fear, he might understand that these couples provide the best argument in their defense, love and commitment.

Mass immigration in the period 1945-c.70 a Essay

Was Britain’s approach to mass immigration in the period 1945-c.70 a success or a failure? The question of whether Britain’s approach to mass immigration in the period 1945 – c.1970 was a success or a failure is not as straightforward as it first may seem. Unpacking the question a little will help. Firstly, it is important to consider what is meant by Britain? Should it be taken to mean the government or the people, and which people? Britain’s approach’ might be thought more likely to refer to government but clearly many British people having nothing to do with government also encountered mass migration and migrants in one way or another and therefore can be said to have had an approach to it. Also, the idea of a singular ‘approach’ over some 25 years is misleading. A variety of governments were incumbent over this period and therefore a variety of approaches to mass immigration might be expected. British society also experienced significant changes from the trauma of World War 2, the immediate post-war period and decolonisation to the 1970s and thus approaches and reactions amongst the population at large are bound to be many and varied as well. Then, finally, there is the question of success and failure. In objective history how are success and failure to be judged? There is no very satisfactory answer to such subjective notions. It might best be determined on a policy basis, either governmental or non-governmental, but that is still a rather narrow view. This essay will examine selectively both governmental and non-governmental approaches to mass immigration into Britain from 1945-1971 in a broadly chronological framework, beginning with the immediate post-war period and Polish settlement, before turning to what has been termed colonial or New Commonwealth immigration. Government policy will be analysed as will some of the social effects of and response these to migrations. Finally, the governmental approach to mass immigration from Ireland will be examined and contrasted with the former examples before a conclusion and answer is attempted. It should be noted at the outset that it is not possible in the space provide to include discussion of every immigrant population group, nor to examine satisfactorily the responses of the population at large but the groups discussed herein have been chosen on the basis of numbers. That the reconstruction of the Britain after World War 2 would require labour was already a concern of the government in 1944, who appointed a Royal Commission to assess the matter of population. This Commission reported in 1949 that immigration could be welcomed without reserve ‘if the migrants were of good human stock and were not prevented by their religion or race from intermarrying with the host population and becoming merged into it’. An indication of who constituted acceptable migrants had already been given by the government. At the end of World War 2 there were perhaps 500,000 Poles in Britain. While initially the government favoured voluntary repatriation for the Poles, the advent and recognition of a USSR dominated communist Poland was off-putting or impossible to many. Recognising the potential offered by the Poles, the Polish Resettlement Corps (PRC) was formed in 1946 to help in their transition to civilian life in Britain. This was followed in 1947 by the Polish Resettlement Act. The dependents of those who enrolled in the PRC were also admitted to Britain and by 1948 there were approximately 114,000 enrolled in the PRC and 33,000 dependents. Layton-Henry has concluded that, while sympathy for the Poles existed because of the war and the Soviet annexation of their country, ‘the main reason for the successful integration of the Polish ex-servicemen and their families was the acute shortage of labour at the end of the war’ although there was some opposition from people and trade unions. Post-war Britain was still imperial and colonial (though undergoing an ongoing process of decolonisation), if no longer a power, and as British subjects ‘colonial immigrants had the right of access to Britain and full rights of citizenship, including voting rights, the right to work in the civil service and the right to serve in the armed forces’. Notable in discussions about colonial immigration are the West Indies and the Indian subcontinent and it is immigration from these areas that shall be considered below. In both the West Indies and the Subcontinent there was an awareness of the labour market in Britain – during the war colonial labour had been widely used, with some settlement resulting. In India, Britain had gained a reputation as a land of milk and honey and mutual knowledge was undoubtedly increased by the war. The increasing migration of West Indians to Britain began in 1948, the Empire Windrush leaving Kingston on the 8th of June with 492 passengers bound for a new life with their right, and that of other citizens of colonies or Commonwealth countries, to free entry guaranteed by the British Nationality Act 1948. The demand for labour in Britain and the poverty of some the West Indies were the main factors leading to the migration, but also important was the especially Jamaican tradition of labour migration. Many had traditionally gone to the nearby and rich US, but this was severely restricted in 1952, directing migrants to the UK. Although much West Indian migration to Britain was done in the hope of better prospects, direct recruitment also took place, for example between the London Transport Executive and the Barbadian Immigrants’ Liaison Service and the NHS. Similarly, mass migration of Hindus, Sikhs and Muslims from India and Pakistan was to increase in the 1950s and 1960s. Many factors governed this, such as the economic opportunities presented by Britain, pressure for land and unemployment following limited industrialisation. In both cases, travel agents, family reunions and chain migration helped to drive numbers, with the arrival of dependents often signalling a shift from temporary to permanent migration. West Indies India Pakistan Others Total 1953 2,000 2,000 1954 11,000 11,000 1955 27,500 5,800 1,850 7,500 42,650 1956 29,800 5,600 2,050 9,350 46,800 1957 23,000 6,600 5,200 7,600 42,400 1958 15,000 6,200 4,700 3,950 29,850 1959 16,400 2,950 850 1,400 21,600 1960 49,650 5,900 2,500 -350 57,700 1961 66,300 23,750 25,100 21,250 136,400 1962* 31,800 19,050 25,080 18,970 94,900 Table 1. Estimated net immigration from the New Commonwealth (* first six months) It has been said that after the war, the British Labour government maintained an ‘open door’ policy to immigration, deliberately settling some groups and encouraging others, although the racism of the Royal Commission Report which followed naturally from the racism strong among the government, armed forces and civil service before and during the war remained present. Of particular concern were the immigrants’ visibility and ability to assimilate into British society, obviously favouring white Christians. In early 1950 an interdepartmental working committee recommended discouraging colonial immigration at source, tightening up entry requirements and encouraging voluntary repatriation. The immigration of coloured people was now being seen as a problem in several areas of British life although because of the small numbers involved, the Labour government chose not to act and curtail the traditional rights of citizens. The new Conservative government of 1951 were also concerned with avoiding the creation of, in Churchill’s words, ‘a magpie society’. Both Labour and Conservative governments from 1948-62 were involved in the ‘complex political and ideological racialisation of immigration policy’ and had by 1952 ‘instituted some covert, and sometimes illegal, administrative measures to discourage black immigration’. Debate continued throughout the 1950s about non-white immigration and social problems that were, in the minds of some, intimately connected with it. Where blacks had settled in Britain before the war, racial prejudice was already a factor but during the war, when co-operation and unity were vital, it may have lessened for a time. For non-white immigrants the post-war era revealed continuing hostility and vilification from various parts of society, including in Stepney a priest who considered that blacks posed a social and moral problem. Incidents of violence occurred in the late 1940s between whites, sometimes Irish immigrants, and non-whites in Birmingham, Liverpool and London. These continued sporadically, leading to the much publicised Notting Hill and Nottingham riots in 1958 and the again in 1968. There were problems on both sides including discrimination against non-whites in employment and housing while some whites also worried about these issues and it seems that certain employers and landlords, seeking to maximise their profits took advantage of the situation. Despite such extreme incidents we must contrast also the less high profile friendly and welcoming approach of some people. It would indeed be inappropriate and inaccurate to generalise about the approach to mass immigration by the public and individual local circumstances must always be considered. However, it has been said that post-war British society was still very traditional, and despite the empire, very insular for the majority of British people. This, combined with the pride of empire and the recent defeat of Germany, exacerbated by the natural British superiority taught in schools, could easily lead to a negative attitude to immigrants. In 1962 the Commonwealth Immigration Act was passed by a Conservative government, legally restricting for the first time immigration from the Commonwealth. It was attacked by some sections of Labour and the media press as a response to ‘crude racist pressures’. Other Labour members, however, supported and had campaigned for stricter immigration controls, sometimes even stricter than that of 1962 and eventually Labour u-turned on the issue of repealing the Act. In fact, the looming prospect of strict regulation of immigration from the New Commonwealth speeded up immigration, in particular from the West Indies, destroying the rough balance that had existed between labour demand and supply. The overt politicisation of race and immigration is visible in the Smethwick campaign of 1964. Peter Griffiths fought the Conservative campaign against Labour’s Patrick Gordon Walker and was returned against the national trend. His campaign was based, as he saw it, ‘on defending the interests of the local white majority over the influx of immigrants’ and he notoriously refused to condemn the popular slogan ‘If you want a nigger for a neighbour vote Labour’ defending it as an expression of the popular feeling about immigration. Somewhat ironically, Labour introduced another Commonwealth Act in 1968 in order to restrict the entry of East African Asians who held British passports. The governmental approach to post-war mass immigration from the colonies and the Commonwealth should ultimately be viewed in the light of Irish immigration, for to 1971 the Irish were the largest immigrant minority in Britain (see Table 2). In the 1861 census 3% of the population of England and Wales were Irish and 7% in Scotland with their numbers increased to 957,830, just under 2% of the total population of Great Britain, in the 1971 census. In the late 1920s and 1930s some restrictions on immigration and repatriation were proposed, partly in anxiety at the potential effects of US immigration restrictions increasing the flow of Irish into the UK, but were never realised except during the war. The worries expressed by the reconvened working party in 1955 were restricted to controlling the immigration of coloured colonial and Commonwealth citizens, who were British subjects with legal rights to settle, and not with Irish immigration, concluding that ‘the Irish are not – whether they like it or not – a different race from the ordinary inhabitants of Great Britain’. That an estimated 60,000 Irish per year were migrating to Great Britain compared with far fewer colonial or Commonwealth citizens was evidently not the point, nor was the fact that Irish immigration also led to social tensions as the working party had itself concluded. These were later emphasised by the Commonwealth Acts, about which ‘there was no pretence of adopting non-racist immigration controls by including Irish or other aliens in the legislation’. Table 2. Origins and numbers of some overseas born population of Great Britain in 1971 (note that immigrants may have also emigrated, therefore this table does not show total numbers of immigrants per year of entry) In such a climate, the rise of the Conservative’s Enoch Powell as a spokesman for anti-immigrant resentment seems inevitable and the public response to his ‘rivers of blood’ prediction saw his popularity in polls rise from 67 to 82% in his favour, even making him a contender for the Conservative leadership. Powell used rhetoric and anecdote to create an image of Britain in its death throes through massive immigration, racial civil war and strife in which true white Britons were strangers in their own country, ousted from school, home and hospital by immigrant communities who plotted against them using the invidious Race Relations Act of 1968. The whole premise of the problem of immigrant numbers is in fact a non-starter since in the post-war era emigration from Britain has in any case generally been at a higher rate than immigration. Fortunately, racism at the highest levels was less acceptable than in former days and Powell’s speech was found offensive by many of his parliamentary colleagues although 327 out of 412 Conservative constituency groups wanted all immigration stopped indefinitely and 55 wanted strict limits imposed. A Conservative victory owing in some measure to Powell’s dissonant if not entirely unpopular personal campaign and a promise that there would be no further large-scale permanent migration led to the Immigration Act of 1971, replacing employment vouchers with annually renewable work permits that no longer carried the right of permanent residence or the right of entry for dependants. Because of the special relationship between Britain and Ireland, none of this applied to Irish immigrants, suggesting that colour prejudice was at its heart. In conclusion, despite initial so-called ‘open door’ policy to immigration, guaranteed by colonial or Commonwealth citizen rights guaranteed in 1948, the approach of successive British governments from 1945 to 1971 was to attempt to regulate mass immigration on the basis of skin colour. Indeed it seems that in the late 1960s even Labour accommodated itself to a ‘White Britain Policy’ and the difference in approach to Irish and West Indian and Indian immigrants clearly bears this out. Even today it is apparently acceptable to make a special case for the Irish who, according to Migration Watch UK ‘hardly come into the same category since they were part of Great Britain for centuries’ despite the fact that this ignores Irish ethnicity and identity while favouring skin colour, language and historical political and economic domination as reasons for some spurious sameness. An Irish anecdote illustrates the offensiveness of this, stating ‘just because we speak English doesn’t mean we are the same’. Racial and immigration issues became inextricably linked and highly politicised and the prominence of Enoch Powell lead to the rise and normalisation of far right groups such as the National Front and the BNP, still active today and recently on trial for race crimes. Nowadays the debate centres around asylum seekers and illegal immigrants, who, in the style of Powell’s immigrants, threaten, despite the facts, to ‘swamp’ Britain, and even in the run-up to the current election the Conservative leader Michael Howard is making immigration a central election issue. Was the approach a success? In terms of keeping non-white colonial and New Commonwealth citizens out of Britain, no. In terms of linking and politicising immigration and racism and normalising prejudice in British society, yes. Bibliography Brown, R. 1995. ‘Racism and immigration in Britain’, International Socialism Journal 68. Davies, N. 1999. The Isles. London: Macmillan. Foot, P. 1965. Immigration and Race in British Politics. Harmondsworth: Penguin. Hiro, D. 1991. Black British White British. London: Grafton. Homes, C. 1988. John Bull’s Island: Immigration and British Society, 1871-1971. London: Macmillan. Layton-Henry, Z. 1992. The Politics of Immigration. Oxford: Blackwell. Office of National Statistics. 2004. Populations Trends 116 (Summer 2004). Solomos, J. 1993. Race and Racism in Britain. (2nd edition) London: Macmillan

The Meanings and Variations of Father

The Meanings and Variations of Father The Meanings and Variations of Father The Meanings and Variations of Father By Mark Nichol Father derives from the Old English term faeder, which is cognate with the Latin and Greek word pater. (From the Latin term such words as paternal and paternity are derived.) The term refers not only to a male parent but also to an older man who serves as a mentor; it was also long employed as a respectful term of address for an elderly man, though this use is almost obsolete. A stepfather is a man who marries one’s mother, and a father-in-law is the father of one’s spouse. Fatherly describes paternal behavior, and fatherlike alludes to a resemblance to the qualities of a father. Fatherhood and the less common fathership describe the quality or state of being a father. A father figure is an older man one looks up to as to a father, whereas â€Å"father image† pertains to an idealization of someone in that role. Figuratively, the term father may pertain to one who originated or was significantly responsible for the development of something (such as a founder of a movement or as in the epithet â€Å"Father of our Country† for George Washington) or to a leading man of a community, or, impersonally, to a source or prototype. In religious contexts, it is a title for a priest or, capitalized, for God. (A father confessor is a clergyman who hears confessions or, by extension, any man a person trusts with secrets.) The verb father pertains to the act of contributing to biological or figurative birth. Fatherland describes one’s home country, although the term is tainted by its association with Nazi-era Germany. Father Time is the personification of time as an elderly man. Idioms referring to the word include the proverbs â€Å"The child is father to the man,† which expresses that a person’s personality forms in childhood, â€Å"Like father, like son,† alluding to a resemblance in behavior or qualities between a man and his son, and â€Å"The wish is father to the thought,† with a figurative meaning that beliefs often become perceived as facts because someone desires them to be so. Expressions that use the term include the stock phrase â€Å"Not your father’s,† followed by the name of a product or other object, to communicate that something is not to be associated with an outdated counterpart, and â€Å"when (one) was a twinkle in (his or her) father’s eye,† referring to a period when a man had a notion of being a father but the child had not yet been conceived or born. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:10 Rules for Writing Numbers and Numerals40 Fish IdiomsIf I Was vs. If I Were

Free Essays on O Pioneers

During the middle to late 1800’s, thousands upon thousands of Americans, as well as foreigners, flocked to the mid-western part of the United States. They flocked to this area hoping to gain free or cheap land promised to them by the United States Government. Most of the â€Å"pioneers† left cities and factory jobs to venture out into the American prairies and become farmers. They left their homes, not only because the land was either free or cheap, but also because they wanted to leave the hardships of city life. However, as most would find out, prairie life had its’ share of hardships, that far out-reached the hardships of city life. Among these hardships were the death of siblings and friends due to starvation and/or hard work. Pioneers also had to face the stresses and burdens of trying to make a living off of the land. Along with these stress’s, they had to worry about how to make money off of the land. All of these hardships, as well as others, were portrayed in Willa Cather’s â€Å"O’ Pioneers†. In the beginning of the novel, we meet the Bergson family. As one reads the beginning chapters of the novel, one learns that the Bergson family has dealt with an awful toll on the family. They lost two children in between the births of Lou and Oscar. Not only did they lose two children, who they surely loved dearly, they lost a herd of cattle to a blizzard. They lost a very important plowing horse to a broken leg. They lost their hogs due to cholera. They also lost an important breeding stallion. All of these hardships occurred within a relatively short time of eleven years. Then at the end of chapter two, the Bergson’s lost the head of their family in John. With the loss of the father, the family had to undertake the stresses and burdens of supporting themselves. As one reads the remainder of the novel, one learns that the Bergson’s lost their friends in Marie, their own family member in Emil, and an other friend in Amedee. Af... Free Essays on O Pioneers Free Essays on O Pioneers During the middle to late 1800’s, thousands upon thousands of Americans, as well as foreigners, flocked to the mid-western part of the United States. They flocked to this area hoping to gain free or cheap land promised to them by the United States Government. Most of the â€Å"pioneers† left cities and factory jobs to venture out into the American prairies and become farmers. They left their homes, not only because the land was either free or cheap, but also because they wanted to leave the hardships of city life. However, as most would find out, prairie life had its’ share of hardships, that far out-reached the hardships of city life. Among these hardships were the death of siblings and friends due to starvation and/or hard work. Pioneers also had to face the stresses and burdens of trying to make a living off of the land. Along with these stress’s, they had to worry about how to make money off of the land. All of these hardships, as well as others, were portrayed in Willa Cather’s â€Å"O’ Pioneers†. In the beginning of the novel, we meet the Bergson family. As one reads the beginning chapters of the novel, one learns that the Bergson family has dealt with an awful toll on the family. They lost two children in between the births of Lou and Oscar. Not only did they lose two children, who they surely loved dearly, they lost a herd of cattle to a blizzard. They lost a very important plowing horse to a broken leg. They lost their hogs due to cholera. They also lost an important breeding stallion. All of these hardships occurred within a relatively short time of eleven years. Then at the end of chapter two, the Bergson’s lost the head of their family in John. With the loss of the father, the family had to undertake the stresses and burdens of supporting themselves. As one reads the remainder of the novel, one learns that the Bergson’s lost their friends in Marie, their own family member in Emil, and an other friend in Amedee. Af...

The nature of God

The nature of God Running Head:  »Ã‚ ¿THE NATURE OF GOD 1 »Ã‚ ¿ THE NATURE OF GOD: 5 »Ã‚ ¿ The nature of GodName:Institution: »Ã‚ ¿ The nature of GodThe factual nature of God (given that He exists as the First Cause) is at all times argued by most Christians. Moreover, numerous questions arise on the nature of God. All human beings will actually die at some point; yet, we consistently decline the reasons within us that glance into the factual result of a person's death. For humankind, it may be far simpler to agree that, they will depart to a "secure home" in Heaven and will be pardoned all their sins by a supreme being. Fortuitously, some people usually query this existence and the development of humankind; in addition to, the spiritual lessons obtained from our mothers and fathers, community and religion. This essay investigates the two logical justifications for and against the nature of God; in accordance to opinions of some exceptional researchers and philosophers.Anselm of Canterbury was the first to attempt an o...Through two classical arguments for God; the ontological argument and the teleological argument, this paper will show that there is no adequate evidence or extensive justifications for the true nature of God.According to the ontological argument, God usually represents one sacred and all-powerful being, the heavenly oneness of greatest truth and spiritual benefits. St. Anselm of Canterbury designed the ontological argument by stating that, even a dupe can comprehend or appreciate the perception of an omnipotent being of which nothing better may be formed (Palmer, 2013). Saint Anselm constantly stated that a dupe articulates the nature of this being only in his brain and thoughts other than in veracity. With declarations such as perfect, all-powerful and supernatural built in this being's definition, it seems impossible to argue against it. Nonetheless, the theists could prove the nature...

Assignment 4 Essay Example | Topics and Well Written Essays - 500 words

Assignment 4 - Essay Example The bus which I used for this experiment was filled with many passengers. Some foreigners like Indians and Pakistanis were also there inside the bus. I was seated at the middle portion of the bus. Immediately after the bus was started to move, I started to sing loudly. The person sitting next to me was an American and he asked me to stop singing. The driver also looked back and shown signs to stop singing. I did not obey and continued my singing. All the passengers inside the bus looked at me with different facial expressions, body languages and gestures. Some of the Indians and Pakistanis inside the bus enjoyed my performance along with some of the Americans and they took this incident lightly. However, some other passengers, mostly the Americans have shown signs of agony and discomfort. Some of the passengers approached the driver and asked him to stop the bus and throw me out of the bus. Some others murmured that I have some mental disorders. Surprisingly, after five minutes, ever ything started to stabilize. My fellow passengers started change their attention from me and focussed more on outside sceneries and sights. Even though, I tried to vary the volume of my sound very much in order to irritate my fellow passengers, many of the passengers did not care and I stopped singing after some time. Suddenly people again started to look at me.

Warehousing management Essay Example | Topics and Well Written Essays - 250 words

Warehousing management - Essay Example When designing a warehouse the goods that are handled should be known. Spaciousness may not be beneficial to a warehouse because the distance that a person or a machine must walk is increased. Nevertheless, an extra space that is not used means that an extra cost is also used. Before designs are made, it is important to know the physical properties of the item, how many times it is picked in order to lessen walking time. Most trade-offs are expected when the structure is being designed, the arrangement of the storage area and how the equipment are handled. An example in electrical engineering, a negative response may be used in increasing trade growth for other properties. To enhance warehousing security mainly on people, the process of hiring the workers should be categorized as either formal or informal. In a facility, different kinds of technology can be used. For example, use of video cameras or in low-tech ensuring that fences is there. In processes, the frequency of how goods are handled can cause loss of goods or damage. If they are frequently handled then the risk of them getting damaged is

Creating And Sustaining Brand Equity Long Term Case Study - 20

Creating And Sustaining Brand Equity Long Term - Case Study Example Pampers was launched – a development from the previous diapers available in the market, which – per research done by P&G - was particularly disliked by mothers because they didn’t fit well, they leaked and there was a tendency for the paper to crumble. (p. 130) Recent statistics point to the fact that Americans are spending less time in shopping malls. (Kalakota and Whinston 1997, p. 219) The reasons behind this vary but that they form a pattern that demonstrates how the purchasing behavior is beginning to change throughout the world with the emergence of time-strapped and career-oriented consumers. Understanding the dynamics of these demographic changes is crucial for brand development and brand loyalty. Today, lifestyle and demographic trends have taken consumers away from conventional retailers of the past. Of course, store-based retailing is still strong, consumers appear to have less and less time for the process of buying from stores. There is the rudiment of getting into the car, driving miles to stores, searching for products and subjecting oneself to endless queues. This could be explained by the fact that today there is more pressure from companies for employees to work for longer hours or perform more work as they make do with fewer employees. And so people found themselves shopping from catalogs, shopping channels, and, recently, online. The demographic trends, wrote Ronald Drozdenko and Perry Drake (2002), that contribute to the movement of shoppers away from store retailers include: higher percentage of women in the workforce; higher percentage of family members working; more child-rearing activities that require parents’ time; increasing access to the internet at home; increase in ethnic population; and, less brand loyalty. (p. 9)

Article - Marketing Campaigns Example | Topics and Well Written Essays - 250 words

- Marketing Campaigns - Article Example For instance, in my opinion the marketing strategy that is referred to as newbie love Freebies is unethical (Inc.com, 2010). This is because; the act of dating novices may not appeal to all individuals in the community. Thus, such a strategy will not be truly effective in marketing even if it worked for Sunday River Skiway. In addition, some of the words used in some of the marketing strategies can only be understood by persons who are experienced with the marketing field. However, for a leman, some words like killer instinct, Bienvenidos, and reading the market may not make any sense in relation to marketing (Inc.com, 2010). Moreover, they may also be literally interpreted and, thus leading to miscommunications. Some of the ideas presented in the article have also even been described as wacky and incompetent. Besides, some of them like my new favorite and got it may also trigger unethical behaviors in the society. However, some of the marketing strategies used in the article like know your audience and engaging the consumer may have a decent implication on the business and, thus they will be useful in giving it a competitive advantage over other businesses (Inc.com,

Fashion Industry Shaping Up With Inputs From Social Media Dissertation

Fashion Industry Shaping Up With Inputs From Social Media - Dissertation Example Undoubtedly, the most active trend of the present times, social media continues to evolve with each passing minute as the number of human beings adapting it increases manifolds. Not only does the number of human beings getting connected via social media increase but there are also extremely rapid advancements in the technologies upon which all the advancements are pioneered. After the advent of Internet a few decades ago it is now that all the activity is majorly focused on Social web and via it on the Social Media. This research is attempted to evaluate what social media is, what are the core concepts of fashion and how the internet has promoted and affected the fashion scenario. The integral position of social media and is its importance in terms of its structure, functioning and the challenges associated with it. The components of the web 2.0 are discussed along with the social media tools emphasizing particularly upon their influence with respect to the fashion industry. The grow ing and changing world of Social Media also immensely affects the marketing arena and proportionately the fashion scenario. Specifically the concept of e-business with respect to its integration with the social web and the fashion industry is discussed. Marketing and advertising are also developing new meanings in line with the development of social media across the globe. Social media is the most trending wonder of the present and the future. It has highly widespread boundaries and should be adopted in order to pace up in line with the developments of the modernized human society. Introduction: Thesis Statement: Fashion Industry shaping up with inputs from Social Media. The human society has turned upside down from what it was just a few decades ago. The advancements in information technology leading to the advent of the internet have completely transformed the way human beings live and what their priorities and preferences are. Terminologies like Web. 2.0, Virtual Socialization, S ocial Networking and Social Media are such common terms now that the thought of life without them cannot be imagined anymore. None of the forefathers of present day human beings could have ever anticipated that the world would transform so rapidly and to such a vast extent in the times to come. The inclusion and embedding of the social web platform has made the modern life of human beings devoid of in-person personalization. Much of the physical efforts done by man have been taken over by the machines and the internet has made life very flexible, up-to-date and highly technologized. Computing devices even as small as those the size of a human palm are an integral companion of each and every human being via which he stays connected to the rest of his friends without any hassle and restriction. The social networking arena posed by the internet is the most major attraction of the present day individuals. The real time connectivity that they offer and the ease of their use and maintaina bility have become the basis for the flourishing of Social Media world over. The tools of social media or the platforms that support it are quite

Light and shadow in prayer Dissertation Example | Topics and Well Written Essays - 3750 words

Light and shadow in prayer - Dissertation Example Artists start from developing simple ideas, which in turn improve and become more significant in the world. Association of light and the church is an artistic style that has developed for a long period from 12th and 13th centuries. Since then, the use of light and darkness has developed to a level that is applauded by all church members, priests, believer and artists who engage in development techniques. it is in this view that the paper intents to provide a critical analysis of development of light and darkness in the church, the effect they have brought and the future of the artistic styles in using environment to enhance Godliness in the church. Introduction Architecture is the act of designing and creating buildings. It involves creating a style and a method of how a building is going to be constructed. This paper is going to define what prayer and the understanding what the church is. It will assess the early Christian communities and the origin of church building (Fletcher & Cruickshank, 2004). The paper will examine factors affecting the architectural churches and the origin of architectural church, the reformation and its influence in the church. The paper will look at modernism, a period after reformation and then asses the relationship between Light and shadow. Finally, it will look at the use of light in churches and prayer and light in the architectural churches (Pevsner, 2002). Meaning of Architecture ... The light is of great importance in the interior, also plays an important role in the perception of space. For centuries, religious buildings were created with particular attention to proper lighting the holy place. The natural light should not be forgotten in the architecture, and the words of Le Corbusier "Architecture is a smart, coordinated play of masses in the light," it should be the most important doctrine. Prayer Prayer is defined in so many ways and the various definitions that are given are normally associated with the experiences of those defining them. The first definition that we can talk of is prayer being a communication. Prayer is regarded as a means of communicating with God. Ordinarily, when people are communicating, it takes at least two people to communicate. When people are communicating, there is a message that is being sent to the receiver, the receiver is expected to encode the message and then give a feedback to the sender. When communicating with God, the s ame process is expected to take place. The person communicating with God, sends a message to God where by God is expected to receive the message and give a feedback. The feedback from God is normally regarded as fulfilled expectations of the person who is communicating with Him (Giles, 2004). The diagram below shows a priest and a church member communicating to God together. http://img.tfd.com/wn/30/605C7-prayer.png In connection with communication is the notion that prayer is talking to God. Communication involves talking to someone just like in prayer it is believed that we talk to God and hence a conversation with God. We normally hold a conversation with people who can hear us. In prayer, we therefore recognize the presence of God whom we talk

Article - Marketing Campaigns Example | Topics and Well Written Essays - 250 words

- Marketing Campaigns - Article Example For instance, in my opinion the marketing strategy that is referred to as newbie love Freebies is unethical (Inc.com, 2010). This is because; the act of dating novices may not appeal to all individuals in the community. Thus, such a strategy will not be truly effective in marketing even if it worked for Sunday River Skiway. In addition, some of the words used in some of the marketing strategies can only be understood by persons who are experienced with the marketing field. However, for a leman, some words like killer instinct, Bienvenidos, and reading the market may not make any sense in relation to marketing (Inc.com, 2010). Moreover, they may also be literally interpreted and, thus leading to miscommunications. Some of the ideas presented in the article have also even been described as wacky and incompetent. Besides, some of them like my new favorite and got it may also trigger unethical behaviors in the society. However, some of the marketing strategies used in the article like know your audience and engaging the consumer may have a decent implication on the business and, thus they will be useful in giving it a competitive advantage over other businesses (Inc.com,

Light and shadow in prayer Dissertation Example | Topics and Well Written Essays - 3750 words

Light and shadow in prayer - Dissertation Example Artists start from developing simple ideas, which in turn improve and become more significant in the world. Association of light and the church is an artistic style that has developed for a long period from 12th and 13th centuries. Since then, the use of light and darkness has developed to a level that is applauded by all church members, priests, believer and artists who engage in development techniques. it is in this view that the paper intents to provide a critical analysis of development of light and darkness in the church, the effect they have brought and the future of the artistic styles in using environment to enhance Godliness in the church. Introduction Architecture is the act of designing and creating buildings. It involves creating a style and a method of how a building is going to be constructed. This paper is going to define what prayer and the understanding what the church is. It will assess the early Christian communities and the origin of church building (Fletcher & Cruickshank, 2004). The paper will examine factors affecting the architectural churches and the origin of architectural church, the reformation and its influence in the church. The paper will look at modernism, a period after reformation and then asses the relationship between Light and shadow. Finally, it will look at the use of light in churches and prayer and light in the architectural churches (Pevsner, 2002). Meaning of Architecture ... The light is of great importance in the interior, also plays an important role in the perception of space. For centuries, religious buildings were created with particular attention to proper lighting the holy place. The natural light should not be forgotten in the architecture, and the words of Le Corbusier "Architecture is a smart, coordinated play of masses in the light," it should be the most important doctrine. Prayer Prayer is defined in so many ways and the various definitions that are given are normally associated with the experiences of those defining them. The first definition that we can talk of is prayer being a communication. Prayer is regarded as a means of communicating with God. Ordinarily, when people are communicating, it takes at least two people to communicate. When people are communicating, there is a message that is being sent to the receiver, the receiver is expected to encode the message and then give a feedback to the sender. When communicating with God, the s ame process is expected to take place. The person communicating with God, sends a message to God where by God is expected to receive the message and give a feedback. The feedback from God is normally regarded as fulfilled expectations of the person who is communicating with Him (Giles, 2004). The diagram below shows a priest and a church member communicating to God together. http://img.tfd.com/wn/30/605C7-prayer.png In connection with communication is the notion that prayer is talking to God. Communication involves talking to someone just like in prayer it is believed that we talk to God and hence a conversation with God. We normally hold a conversation with people who can hear us. In prayer, we therefore recognize the presence of God whom we talk

Milk Plant Essay Example for Free

Milk Plant Essay Activities related to various milk reception take place in this milk reception dock. Obviously, this section should have adequate space for unloading of cans, sampling, grading, weighing, testing and storage of milk and cleaning of cans. Generally this RMRD is provided with interconnected chain conveyors to transfer the cans from the unloading point to the weigh balance and from the outlet of the can washer to the loading point. Other equipment that find a place in this RMRD include weigh balance, dump tank, can washer etc. Milk Processing Section It is located next to the RMRD section. This section shall be spacious enough to accommodate milk chiller, pasteurizer (usually HTST in large dairies), homogenizer, cream separator, milk storage tanks, Cleaning In Place tanks (CIP tanks) and reconstitution unit. Raw milk tanks are generally located at an elevated level Milk Filling Section Sachet filing machines are installed in this section. Standardized, pasteurized milk is stored in tanks located at higher level than the ground to facilitate gravity feeding. The filled up pouches are transferred by conveyor belt and stored in crates and in turn the crates are moved to the chilling chamber which is located next to the milk filling section. Immediately next to the milk filling section is the crate washer room which supplies cleaned crates to the filling section continuously. Milk Production Section This section is located adjacent to the milk processing section. The surplus fat obtained during the cream separation operation is processed as cream and this section includes cream storage tanks, butter churn, butter melting vat, ghee boilers, ghee storage tanks and ghee filling and packaging units. Deep freezer capable of bringing down the temperatures up to -30 °C is kept in this section for preserving the dairy products. Byproduct section This room is located next to the milk product section. The equipment and the utensils that find a place in this section include casein drying unit, casein vat, sour cream separator, butter churn for sour cream and facilities to handle curdled milk. Parlour Products Section In this section, equipment for the value added products like ice cream, peda, masala butter milk, shrikhand etc are provided. Milk Drying Section. In a bigger dairy, milk condensing and drying units are usually installed. This include milk condensing plant, condensed milk tanks, homogenizer, spray or drum drying equipment, nitrogen packaging chamber, and tins and carton packaging units. Quality Control Laboratory The quality control section is generally located near or at least easily accessible to the raw milk receiving dock. It has facilities to test the fluid incoming milk, milk products testing, packaging materials testing, bacteriological and mycological analysis and AGMARK grading sections. Naturally, this section accommodates all the equipment required for the quality control tests. Refrigeration and Boiler Sections Though considered auxiliary to the main dairy operations, the refrigeration and boiler sections nevertheless, do play a vital role in the processing of milk and dairy products. They can be housed in the main dairy building itself or located in a separate building adjacent to the main plant. The refrigeration section consists of ammonia compressors, receivers, chilled water tanks, etc. Condensers are usually located on the roof of the refrigeration section or outside the building. The boiler section includes the boilers, water softening units, water tanks for soft water storage and coal storage or furnace oil storage section. UTILITY Power used-11kv Transformer-750VA transformer(step down) By using it we step down voltage levels from 33kv to 11kv for distribution to substations where the 11kv is further stepped down to 415v. [pic] Low tension panel is used- Metering Panel Board- These Metering Panel Boards are made of16/2mm/ 2. 5 mm cold rolled, mild steel metal clad, free standing, totally enclosed, cubicle type, fully compartmentalized, outdoor / indoor installations and suitable for operation on 11kV, 3ph, 50Hz. , and AC earthed system. The panel contains the equipments and components complete with bus bar interconnections, control wiring, designation labels, caution notices, EB sealing and pad locking facilities wherever required. [pic] MV PANEL- The Switchboards are designed and developed keeping in mind future expansion of the Industry. All the enclosures are fabricated out of 16/14 SWG CRCA steel sheets and they are also powder coated [pic] DISTRIBUTION PANEL Distribution Panels or panel board is a type of component of electricity supply system that is used for the division of electrical power feed into subsidiary circuits. It provides a protective fuse or circuit breaker in a common enclosure. There is provision of a main switch, one or more residual [pic] STEAM- PRESSURE OF STEAM-14kg/cm2, 14 bar Types of Boilers There are many different types of boilers in the boiler room today in a variety of heating applications. There are two main categories of boilers among the different types of boilers and those two categories are steam and hot water boilers. Either of those categories can be fueled by oil, gas, or electric (although electric is uncommon for steam boilers). They have different designs and piping configurations as a steam boiler system is designed to turned the water into steam and uses gravity and pressure to deliver the heat and the hot water boiler systems are designed to simply make hot water to be circulated (by a circulator or pump) through a piping system to provide heat. Typically, hot water boilers are more efficient than steam boilers for a few reasons. First, there is less heat loss throughout the hot water piping and the shell of the boiler because the hot water boiler operates at a lower temperature than the steam boiler. This means there is less heat loss throughout the entire boiler and piping system. Secondly, because the hot water boiler operates at a lower temperature, it requires less fuel or energy to convert into heat. What kind of boiler do you have in your boiler room? [pic] Water Tube Boilers Water tube boilers have many different tubes inside of it that have water circulating through them. Hot combustion gases surround these tubes and an exchange of heat is realized from the combustion gases to the tubes and water. The water tube boilers can be built for higher capacities and pressures than the fire tube boilers because the steam and/or hot water is confined in the tubes. Water Tube Boiler sizes range from from 10 million BTU/h boilers all way up to 300 million BTU/h and these boilers are generally found in medium to large commercial/industrial use and can be either steam or hot water boiler in low to high pressure boiler applications. These boilers can be either oil boiler, coal boiler, or gas fired boiler and pass hot flue gases around tubes filled with water. Boiler combustion efficiencies depend on several factors for these boilers including: whether it is steam boiler or hot water boiler, combustion controls, flue dampers, frequency of tune-ups and/or air and/or water pre-heaters (boiler economizers). Fire Tube Boilers Fire tube boilers confine the combustion process and gases in tubes and water circulates around these tubes. Some fire tube boilers have turbulators inside of the tubes to cause turbulence of the flue gases. This increases the heat absorption into the water which makes the boiler more efficient. Fire Tube Boilers range in sizes from . 6 million BTU/h up to 50 million BTU/h boiler these use hot flue gases passing through tubes submerged in water generally found in medium to large boiler commercial/industrial use and can be either steam or hot water boilers in low to medium pressure applications. Again as with the water tube boiler combustion efficiencies depend on several factors as noted above. There are various names applied to different fire tube boilers such as: Scotch Marine, locomotive, firebox, and vertical or horizontal return tube. Condensing Boilers [pic] Condensing Hot Water Boiler Between steam and hot water and water tube and fire tube boilers there exists conventional atmospheric boilers and condensing boilers. The condensing boiler is far more efficient than the conventional atmospheric boiler. A condensing boiler typically has two heat exchangers and absorbs more heat from the flue gases. It actually absorbs so much heat from the gases that moisture in the flue gases condenses and needs a drain to drain off. This condensed liquid is highly corrosive and it is necessary for the manufacturer to build the condensing boiler out of special materials to prevent corrosion to the equipment. Typically, the flue is PVC pipe or stainless steel and is resistant to the corrosive effects of the condensation. Additionally, because so much heat is removed from the flue gases, the products of the combustion process need help to be safely vented. Usually a fan is used to either push or pull these gases out of a vent. Condensing boilers are typically rated at 90 plus efficiency ratings whereas the conventional atmospheric boilers are typically rated at around 80 percent plus. Conventional Atmospheric Boilers Conventional atmospheric boilers do not use a blower motor to remove the combustion byproduct gases. Instead they rely on the combustion gases to have enough heat to cause the gases to rise through the flue and channeled safely outside of the dwelling. If for some reason too much heat is removed from the flue gases condensation can occur inside the flue or chimney. This condensation can have corrosive effects to both the flue and the chimney and cause severe problems. It is important that a qualified HVAC technician inspect the boiler and that they check of the temperature of the flue gases. Using a combustion analyzer, a qualified technician can tune the boiler to make sure that the temperature of the flue gases is set to optimum levels so that the gases will properly vent and that the gases do not have too much heat in them. If the flue gases are too hot then you are losing efficiency up the flue. If the flue gases do not have enough heat in them then you can have condensation issues which cause corrosion. Have your boiler checked and inspected at least annually to maintain optimum efficiency. Electric Boiler One other type not mentioned above is the electric boiler. One could say that an electric hot water heater is an electric boiler although there are electric boilers that can heat water to steam temperatures. Boilers can use many types of fuels (oil, gas, coal, wood, and electric power) to heat water (or other liquids) but the main focus of Boiler Types article was to categorize the mechanical aspects and differences. [pic] Designing a process line In the dairy raw milk passes through several stages of treatment in various types of processing equipment before reaching the consumer in the form of a finished, refined product. Production usually takes place continuously in a closed process, where the main components are connected by a system of pipes. The type of treatment involved and the design of the process depend on the end product. The process described in this chapter is general milk pasteurisation. This process is the basic operation in market milk processing, and also constitutes an important pretreatment stage in a chain of dairy processes such as cheesemaking and cultured milk production. The aim is to present some of 190 Dairy Processing Handbook/chapter 7 the considerations which the plant designer has to face when planning a whole milk pasteurisation plant. Process design considerations There are many aspects to be considered when a process line is designed. They can vary and be very complex, which places considerable demands on those responsible for the preliminary planning. Project engineering always involves a compromise between different requirements such as: †¢ Product-related – concerning the raw material, its treatment and the quality of the end product. †¢ Process-related – concerning plant capacity, selection of components and their compatibility, degree of process control, availability of heating and cooling media, cleaning of process equipment, etc. †¢ Economic – that the total cost of production to stipulated quality standards is as low as possible. †¢ Legal – legislation stipulating process parameters as well as choice of components and system solutions. Fig. 7. 1 Generalised block chart of the milk pasteurisation process. The process illustrated in figure 7. 1 deals with heat treatment – pasteurisation – of whole milk, e. g. market milk for sale to consumers. Some legal requirements In most countries where milk is processed into various products, certain requirements are laid down by law to protect consumers against infection by pathogenic micro-organisms. The wording and recommendations may vary, but the combination below covers the most commonly stated requirements: †¢ Heat treatment The milk must be heat treated in such a way that all pathogenic microorganisms are killed. A minimum temperature/holding time of 72 °C for 15 seconds Holding Tube Raw milk storage Heat Treatment intermediate storage Clarification process illustrated in figure 7. 1 deals with heat treatment – pasteurisation – of whole milk, e. g. market milk for sale to consumers Some legal requirements In most countries where milk is processed into various products, certain requirements are laid down by law to protect consumers against infection by pathogenic micro-organisms. The wording and recommendations may vary, but the combination below covers the most commonly stated requirements: †¢ Heat treatment The milk must be heat treated in such a way that all pathogenic microorganisms are killed. A minimum temperature/holding time of 72 °C for 15 seconds must be achieved. †¢ Recording The heating temperature must be automatically recorded and the transcript saved for a prescribed period of time. †¢ Clarification prior to heat treatment As milk often contains solid matter such as dirt particles, leucocytes (white blood corpuscles) and somatic cells (of udder tissue), it must be clarified. Since pasteurisation is less likely to be effective if bacteria are ensconced in lumps and particles in the milk, clarification must take place upstream of heating. Milk can be clarified in a filter or, more effectively, in a centrifugal clarifier. †¢ Preventing reinfection Heat exchangers are calculated so that a higher pressure should be maintained in the pasteurised milk flow compared to the unpasteurised milk and service media. If a leakage should occur in the heat exchanger, pasteurised milk must flow into the unpasteurised milk or cooling medium, and not in the opposite direction. In order to safeguard that a booster pump to create a pressure differential is often required and in certain countries it is mandatory. In the event of temperature drop in the pasteurised product due to a temporary shortage of heating medium, the plant must be provided with a flow diversion valve to divert the insufficiently heated milk back to the balance tank. Equipment required The following equipment is required for a remote controlled process: †¢ Silo tanks for storing the raw milk. †¢ Plate heat exchanger for heating and cooling, a holding tube and a hot water unit. †¢ Centrifugal clarifier (as only whole milk is to be treated, a centrifugal separator is not needed in this example). †¢ Intermediate storage tank for temporary storage of processed milk. †¢ Pipes and fittings for connecting main components and pneumatically operated vaves for controlling and distributing the product flow and cleaning fluids. †¢ Pumps for transportation of milk through the entire milk treatment plant. †¢ Control equipment for control of capacity, pasteurisation temperature and valve positions. †¢ Various service systems: – water supply – steam production. – refrigeration for coolant – compressed air for pneumatically operated units – electric power – drain and waste water. Most of the various service systems are described in chapter 6. 11. Service media requirements are calculated after the plant design is agreed upon. Thus the temperature programme for pasteurisation must be known, as well as the specifications for all other areas where heating and cooling are needed (cold storage, cleaning systems, etc. ), before the number and power of electrically operated machines, number of pneumatically operated units, working hours of the plant, etc.can be determined. Such calculations are not presented in this book. Choice of equipment Silo tanks The number and size of silo tanks are determined by the raw milk delivery schedules and volume of each delivery. In order to operate the plant continuously without stoppages due to lack of raw material, a 7-hour supply of [pic] raw milk must be available. Preferably the milk should have been stored for at least 1 – 2 hours before being processed, as natural degassing of the milk takes place during Legal requirements for: †¢ Heat treatment. †¢ Recording †¢ Clarification prior to heat treatment †¢ Preventing reinfection According to regulations set by the European Communities the heat treatment equipment must be approved or authorised by the competent authority and at least fitted with †¢ automatic temperature control †¢ recording thermometer †¢ automatic safety device preventing insufficient heating †¢ adequate safety system preventing the mixture of pasteurised or sterilised milk with incompletely heated milk and †¢ automatic recording device for the safety system referred to in the preceding intent. 192 Dairy Processing Handbook/chapter 7 that period of time. Short periods of agitation are acceptable, but agitation is not really needed until about 5 – 10 minutes before start of emptying, to equalise the overall quality. This avoids interference with the natural degassing process. Plate heat exchanger The main aim of pasteurising milk is to destroy pathogenic micro-organisms. To achieve this, the milk is normally heated to not less than 72 °C for at least 15 seconds and then cooled rapidly. These parameters are stipulated by law in many countries. [pic] When the relevant parameters are known, the platage (dimensioning) of the plate heat exchanger can be calculated. In the present example, the parameters are: †¢ Plant capacity 20 000 l/h †¢ Temperature programme 4 °C – 72 °C – 4 °C †¢ Regenerative effect 94% †¢ Temperature of the heating medium 74 – 75 °C †¢ Temperature of the coolant +2 °C The demand for service media (steam, water and ice-water) is also calculated, as this substantially influences the choice of valves for steam regulation and ice-water feed. Connection plates between the sections of the plate heat exchanger are provided with inlets and outlets for product and service media. The inlet and outlet connections can be oriented either vertically or horizontally. The ends of the plate heat exchanger (frame and pressure plate) can likewise be fitted with inlets and outlets. Dimensioning data for the plate heat exchanger are given in chapter 6. 1. Hot water heating systems Hot water or saturated steam at atmospheric pressure can be used as the heating medium in pasteurisers. Hot steam, however, is not used because of the high differential temperature. The most commonly used heating medium is therefore hot water typically about 2 – 3 °C higher than the required temperature of the product. Steam is delivered from the dairy boiler at a pressure of 600 – 700 kPa (6 – 7 bar). This steam is used to heat water, which in turn heats the product to pasteurisation temperature. The water heater in figure 7. 2 is a closed system consisting of a specially designed, compact and simple cassette type of plate heat exchanger (3) equipped with a steam regulating valve (2) and a steam trap (4). The service water is circulated by the centrifugal pump (5) via the heater (3) and the heating section of the pasteuriser. The function of the expansion vessel (7) is to compensate for the increase in the volume of the water that takes place when it is heated. The system also includes pressure and temperature indicators as well as safety and ventilation valves (8). Temperature control A constant pasteurisation temperature is maintained by a temperature controller acting on the steam regulating valve (ref. 2 in figure 7. 2). Any tendency for the product temperature to drop is immediately detected by a sensor in the product line before the holding tube. The sensor then changes the signal to the controller, which opens the steam regulating valve to supply more steam to the water. This increases the temperature of the circulating water and stops the temperature drop in the product. Holding The length and size of the externally located holding tube are calculated according to the known holding time and hourly capacity of the plant and the pipe dimension, typically the same as for the pipes feeding the pasteurisation plant. Dimensioning data for the holding tube are given in chapter 6. 1. Typically the holding tube is covered by a stainless steel hood to preventing people from being burnt when touching and from radiation as well. Pasteurisation control It is essential to be certain that the milk has in fact been properly pasteurised before it leaves the plate heat exchanger. If the temperature drops below 72 °C, the unpasteurised milk must be kept apart from the already pasteurised product. To accomplish this, a temperature transmitter and flow diversion valve are fitted in the pipe downstream of the holding tube. The valve returns unpasteurised milk to the balance tank if the temperature transmitter detects that the milk passing it has not been sufficently heated. Pasteuriser cooling system As already noted, the product is cooled mainly by regenerative heat exchange. The maximum practical efficiency of regeneration is about 94 – 95%, which means that the lowest temperature obtained by regenerative cooling is about 8 – 9 °C. Chilling the milk to 4 °C for storage therefore requires a cooling medium with a temperature of about 2 °C. Ice water can only be used if the final temperature is above 3 – 4 °C. For lower temperatures it is necessary to use brine or alcohol solutions to avoid the risk of freezing cooling media. The coolant is circulated from the dairy refrigeration plant to the point of use as shown in figure 7. 4. The flow of coolant to the pasteuriser cooling section is controlled to maintain a constant product outlet temperature. This is done by a regulating circuit consisting of a temperature transmitter in the outgoing product line, a temperature controller in the control panel and a regulating valve in the coolant supply line. The position of the regulating valve is altered by the controller in response to signals from the transmitter. The signal from the transmitter is directly proportional to the temperature of the product leaving the pasteuriser. This signal is often connected to a temperature recorder in the control panel and recorded on a graph, together with the pasteurisation temperature and the position of the flow diversion valve. Booster pump to prevent reinfection Care must be taken to avoid any risk of contamination of the pasteurised product by unpasteurised product or cooling medium. If any leakage should occur in the pasteuriser, it must be in the direction from pasteurised product to unpasteurised product or cooling medium. This means that the pasteurised product must be under higher pressure[pic] than the medium on the other side of the heat exchanger plates. A booster pump, ref. 2 in figure 7. 3, is therefore installed in the product line, either after the holding section or before the heating section. The latter position minimises the operating temperature of the pump and prolongs its life. The pump increases the pressure and maintains a positive differential pressure on the pasteurised product side, throughout the regenerative and cooling sections of the pasteuriser. Installation of a booster pump is specified in the legal requirements for pasteurisation in some coun The complete pasteuriser A modern milk pasteuriser, complete with equipment for operation, supervision and control of the process, is assembled of matching components into a sophisticated process unit. Balance tank The float-controlled inlet valve regulates the flow of milk and maintains a constant level in the balance tank. If the supply of milk is interrupted, the level will begin to drop. As the pasteuriser must be full at all times during operation to prevent the product from burning on to the plates, the balance tank is often fitted with a low-level electrode which transmits a signal as soon as the level reaches the minimum point. This signal actuates the flow diversion valve, which returns the product to the balance tank. The milk is replaced by water and the pasteuriser shuts down when circulation has continued for a certain time. Feed pump The feed pump supplies the pasteuriser with milk from the balance tank, which provides a constant head. Tries . [pic] Flow controller The flow controller maintains the flow through the pasteuriser at the correct value. This guarantees stable temperature control and a constant length of the holding time for the required pasteurisation effect. Often the flow controller is located after the first regenerative section. Regenerative preheating The cold untreated milk is pumped through the first section in the pasteuriser, the preheating section. Here it is regeneratively heated with pasteurised milk, which is cooled at the same time. If the milk is to be treated at a temperature between the inlet and outlet temperatures of the regenerative section, for example clarification at 55 °C, the regenerative section is divided into two sections. The first section is dimensioned so that the milk leaves at the required temperature of 55 °C. After being clarified the milk returns to the pasteuriser, which completes the regenerative preheating in the second section. Pasteurisation Final heating to pasteurisation temperature with hot water, normally of a temperature 2 – 3 °C higher than the pasteurisation temperature (? t = 2 – 3 °C), takes place in the heating section. The hot milk continues to an external tubular holding cell. After the hold, the temperature of the milk is checked by a sensor in the line. It transmits a continuous signal to the temperature controller in the control panel. The same signal is also transmitted to a recording instrument which records the pasteurisation temperature. Flow diversion A sensor after the holding cell transmits a signal to the temperature monitor. As soon as this signal falls below a preset value, corresponding to a specified minimum temperature, the monitor switches the flow diversion valve to diversion flow. In many plants the position of the flow diversion valve is recorded together with the pasteurisation temperature. For the location of the flow diversion valve, various solutions are available to satisfy local regulations and recommendations. Below are three alternatives which are commonly utilised: 1 The flow diversion valve is situated just after the holding cell. Where a booster pump is installed, the valve is located before the pump. If the temperature drops under preset level the valve diverts the flow to the balance tank and the pump stops. The flow in the regenerative and cooling sections thus comes to a standstill (even when no booster pump is integrated). After a short while, without temperature increase, the heat exchanger is emptied, cleaned and sanitised. When satisfactory heating is possible the plant is restarted. 2 The flow diversion valve is located after the cooling section of the plant. Following a drop of temperature the flow is diverted to the balance tank and the plant is emptied of product, cleaned and sanitised. The plant is then ready for restart when the temperature conditions are acceptable again. 3 The flow diversion valve is located between the holding cell and the boster pump. If the temperature drops the valve diverts the flow. The booster pump is not stopped, but other valves around the heat exchanger will automatically be positioned so that the milk in the regenerative and cooling sections will be circulated to maintain the right pressure in the plant. This also preserves a proper temperature balance. When the heating conditions are acceptable the process can be resumed without intermediate cleaning. Cooling After the holding section the milk is returned to the regenerative section(s) for cooling. Here the pasteurised milk gives up its heat to the cold incoming milk. The outgoing pasteurised milk is then chilled with cold water, icewater, a glycol solution or some other refrigerant, depending on the required temperature. The temperature of the chilled milk is normally recorded together with the pasteurisation temperature and the position of the flow diversion valve. The graph consequently shows three curves. Centrifugal clarifier As the milk in the present example is not going to be separated into skimmilk and cream, a centrifugal clarifier is shown in figure 7. 6.

Job Satisfaction And Quality Of Work Life Psychology Essay

Job Satisfaction And Quality Of Work Life Psychology Essay Job satisfaction and quality of work life go hand in hand when talked about real satisfaction since one is the outcome of other .The present paper attempts to examine the impact of job satisfaction and its attribute on quality of work life of employees working in management colleges in Faridabad region The basic objective of the study was to determine the difference in job satisfaction based on gender and its relation with quality of wok life between male and female workers. Also attempt is made to measure the level of quality of work life among the employees. Also the paper focuses on role of different demographic variables on job satisfaction and quality of work life with respect to male and female employees. .Data was collected using questionnaire. Data was analyzed using tools like t-test, chi-square, ANOVA, and regression analysis to test the hypothesis and reliability of the collected data. From the findings it is clear that there exists a positive relationship between job sati sfaction and quality of work life. Also it is seen that as the feeling of quality of work life increases satisfaction from job also gets enhanced. The results indicate that academic industry which demands high quality people in term of intellect and knowledge and are considered to be the turners in economy of any country require a qualitative work life first in order to be satisfied and give their best. Thus focus on measures like job monotony, unclarity in goals, employee attrition, and role stress need to be properly handled. Key words- Job satisfaction, Job stress Quality of work life, Academics JEL Classification INTRODUCTION India has been witnessing an upsurge in the departure of technical expertise in virtually all sectors over the last five years (Stilwell, 2003). This has resulted in qualified personnel seeking greener pastures abroad. Movement of people from developing countries towards the developed world especially Europe and the Americas has been conspicuous. Anecdotes show that during the 1990s, total migration of professionals towards Western Europe and North America accounted for 30% of the flows registered throughout the world (ILO, 1996). It is estimated that in 2000 approximately 175 million people, or 2.9% of the worlds population, were living outside their country of birth, compared to 100 million, or 1.8% of the total population, in 1995 (Stilwell, 2003). Assistant Professor, Lingayas University, Department of Business Administration, Faridabad *Assistant Professor, Lingayas University Whilst a number of factors such as the inimical macro-economic environment could explain the loss of human resources in the country, job satisfaction and quality of work life is often identified as one of the factors that influence the decision to quit. Various studies (Onu et al., 2005; Sur et al., 2004; Tutuncu and Kozak, 2006; Knowles, 1978, Salmond, 2006; Wiedmar, 1998; DeVaney and Chen, 2003; Greenberg, 1986) have identified factors that influence job satisfaction and quality of work life. These include inter-personal relationships, conditions of service, type of social insurance possessed, supervision, promotion, job design, organizational environment, age, gender, equal treatment by management, income and attitude. Much of the discussion on job satisfaction and work quality has been done in the context of the developed countries with few studies in the developing countries. The broad objective of this study is to ascertain the association between job satisfaction and quality o f work life among academic professionals teaching in management colleges in Faridabad region. The job satisfaction of an employee is a topic that has received considerable attention by researchers and managers alike. The quality of work life is concerned with type of work environment and its resulting impact on overall effectiveness of organization and equally on individuals as employees. This includes all such dimensions and parameter which are having an impact on employees decision to remain in organization and level of performance. There are several measures and means by which organization attempts to augment their performance like participative leadership style, job autonomy, clarity in career graph, equity based decision, good physical conditions, merit based promotion etc. The present study attempts to find role of different job satisfaction attributes like- Stressful nature of work, unclarity in direction and overall satisfaction from job that also affects quality of work life with respect QWL factors like- Compensation structure, policies of organization, role of trade union, security benefits, facilities, growth opportunities, Work load ,reward structure, type of supervision ,participation, recognition and reward and whether is relevance of these factors in making employees satisfied, making work life more qualitative. REVIEW OF LITERATURE According to study conducted by DeVaney and Chen (2003) on impact of different demographic variables as leading factors of job satisfaction affecting employees and its impact on quality of work life. They found that with respect to demographic factors like age, gender and education job satisfaction and feeling towards quality of work life varied. The findings of their study inferred that with increase in age employees satisfaction towards job also increased and similar such result were seen with education where highly educated workforce felt more satisfied than less qualified employees. Male workers were found to be more satisfied than female workers. Thus it could be inferred from the study that demographic factors affect to large extent the job satisfaction leading to a highly satisfied quality of work life. It was also found that certain attributes related to work like relations with management, job security (permanent or contract jobs), higher pay, a sense of control over ones wo rk were identified as main attributes of quality of work life and made employees more productive and satisfied with their jobs when these attributes as a tool for improving quality of work life were worked upon. Bharati T; Nagarathnamma B; Viswanatha Reddy S(2008) studied the impact of selected variables causing job satisfaction like retention ,higher performance, support, team work and task characteristics on job satisfaction and resulting quality of work life on 266 Israeli prison guards. It was found that extra organizational factors, especially clarity in direction, low stress level, low burnout, clear communication, timely feedback, career advancement were found to be strong predictors of job satisfaction and led to strong satisfied feeling towards quality of work life. It could be inferred from this study that job satisfying factors largely affects feeling of quality of work life. Thus job satisfying factors should be properly worked upon so that a better quality of work life can be felt by employees. Tett, R. Meyer, J. (1993) in their study on impact of job satisfaction on quality of work life with reference to faculty members found that management style in form of leadership, 2-way feedback,informal climate setting, participation in organization decision making to large extent caused greater satisfaction towards job and employees perceived a better quality of work life when these attributes were worked upon by management to enhance quality of work life amongst employees. Management leadership was found to be major factor leading satisfaction towards job and improving quality of work life. Cooper and Marshal (1976) also in their study on impact of job satisfaction on quality of work life found that certain variables like work overload, role ambiguity, role conflict and poor working conditions associated with a particular job which reduces job satisfaction and affects low feeling towards quality of work life as well In their study majority of employees agreed that with less satisfying job, employees performance and initiative taking ability also reduces to a large extent. Thus management should focus on factors that lead to job satisfaction sine it also affects feeling towards quality of work life to large extent. Theoretically Lawler (1982) also identified QWL in terms of job characteristics and work conditions. He highlighted that the core dimension of the entire QWL in the organization is to improve employees well-being, satisfaction and productivity. An employee with high job satisfaction enjoys a qualitative work life in comparison of employees who are dissatisfied with job. Thus job satisfaction to a large extent is a strong predictor of quality of work life. Pelsma et al(1989).and Hart(1989) in their study on impact of selected QWL attributes found that psychological distress and morale contributed equally to teachers QWL. A balanced workload level, regular feedback, opportunities for training and improvement along with provision of suitable financial and non financial motivators largely enhanced employees satisfaction towards their job as well as improved employees quality of work life. These factors largely improved functional outcomes like improved productivity, better retention and initiative taking ability of employees. This also helped in improving occupational role and performance of employees. Winter et al(2000) in their study on impact of job satisfaction on quality of work life with reference to academicians studied the role of selected variables like role stress, job characteristics, and role of supervision job characteristics, feedback, compensation structure, participation of employees and work environment as factors affecting job satisfaction and affecting quality of work life as well. They viewed QWL for academicians as an attitudinal response to the prevailing work environment and posited five factors that affected job satisfaction including role stress, job characteristics, type of supervision, structural characteristics that directly and indirectly shaped academicians experiences, attitudes and behaviour and resulting positive feeling of quality of work life. Rice (1985) tried to focus on relationship between work satisfaction and Quality of peoples lives. His study also focused and found a strong relationship between certain job related factors like work experience and work outcomes that affect persons general Quality of life. He also found that certain factors like family interactions, leisure activities and levels of health and energy also to a large extent affect employees satisfaction towards job and quality of work life that employees view and perceive and feel towards their job Thus this study emphasized the role of work related characteristic and employees experience as major determinant of job satisfaction and resulting quality of work life. Bhatia and Valecha (1981) studied the absenteeism rates of textile factory and recommended that closer attention should be paid to improve the Quality of Work Life since due to low feeling of work quality due to high stress, unclarity in direction, low participation workers derived low satisfaction from job and that affected efficiency. It is thus clear from this study that work related factors like high stress, unclarity in direction, low participation of workers caused low feeling of satisfaction towards their job and they perceived low quality of work life towards their core task..Thus studies like these focus on role of emphasizing job satisfying factors on quality of work life to make employees more productive, involved and committed towards work at large. In a study, Sirota (1973) in their study on impact of job satisfaction on quality of work life found that underutilization of workers skill and abilities either due to lack of interaction or lack of instruction in performing job causes perception of low Quality of Work Life and suggested job enrichment program to correct the problems of workers skill and abilities to make them feel highly satisfied towards job. This study also emphasizes the role job satisfaction plays significantly in improving quality of work life. Thus studies like these focus on role of job satisfaction and feeling towards work life quality on employees satisfaction at large. Smith and Bourke (1992), also in their study on factors causing stress in teachers in academic institutes found that there were four major sources of stress and these work related factors created feeling of low work quality namely unclear instructions and work environment , time pressures and low opportunities for rewards and recognitions. These factors not only reduced satisfaction towards job but also caused dissatisfying feeling towards quality of work life. In a similar study determining impact of work related factors causing job satisfaction and its impact on quality of work life Kenneth, R. (1977),reported that unclarity of roles creates difficulty and was negatively associated with job satisfaction which makes satisfaction generated from qualitative work life quite low , especially among women. Thus impact of unclear directions, feedback, blocked communication channels and job misfit affected satisfaction towards job and quality of work life also. In another study conducted by Fraser, Draper and Taylor (1998) on factors affecting job satisfaction and its resulting impact on quality of work life among school teachers it was found that female teachers felt less satisfied with their influences over school policies which they considered as a major factor affecting quality of work life compared to male teachers. They also reported significant differences in work satisfaction based on work experience it was found that teachers who stayed longer at the job consistently had greater ratings of dissatisfaction. Thus this study gives a clear indication that work related and demographic factors like work experience and employees involvement to a larger extent affects employees satisfaction towards their job and resulting feeling towards work life quality. In a similar study conducted in Malaysia by Che Rose et al (2006) further concluded that the most important predictor of QWL is organizational climate, followed by career achievement, career satisfaction and career balance which all lead to job satisfaction. This study also focused on role of job satisfying factors on employees feeling towards his work life quality. Thus, management of organization should focus on identifying important job satisfaction causing variables and design policies, procedures and management style in such a way so that employees feel high and positive about quality of wok life. OUTCOMES OF LITERATURE REVIEW- The above selected studies focus on role of job satisfaction on quality of work life. Most of the studies irrespective of different work related variables helped in determining impact of job satisfaction on quality of work life. It can be concluded from these studies that when employees feel highly satisfied from their jobs their feeling towards quality of work life also becomes high which results into better productivity, performance , commitment , involvement and initiative taking ability of employees. It was found in most of the studies that when employees feel less or dissatisfied with their jobs either due to organization related, work related or individual factors the quality of work life also gets negatively affected. Thus irrespective of the sector management should strive harder to make jobs more enriching thus employees getting higher satisfaction and resulting into highly satisfying feeling towards quality of work life as well. OBJECTIVES OF STUDY To assess the level of quality of work life among men and women To determine the association between job satisfying factors and attributes of quality of work life(Nature of work, level of participation, working condition, work schedule, Grievance procedure. To identify the impact of different demographic factors on quality of work life and job satisfaction. RESEARCH METHODOLOGY For the present study 15 different management colleges were selected in and around Faridabad region. Employees including lecturer, Assistant Professor and Professor between age group 25-55 were selected for the study. The data was collected through structured questionnaire which was personally administered by researcher. The reliability of the questionnaire was found to be 0.76 which is good enough for study. The questionnaire consisted of close ended question (Likert scale) to gauge the reaction of employees. A pilot study was conducted with 25 respondents (faculty members) to check the reliability of questionnaire. Total 250 questionnaire were distributed out of which 238 were returned and usable questionnaire were 220 in total .So sample of 220 is considered for present study. Details about Questionnaire The scale used for measuring attitude of employees for present study is LEA (Long employee attitude scale) developed by Dr.H.C Ganguli which is a 26 item job satisfaction scale. The items of LEA were earlier standardized on Indian employees on Nepalese female subject working as Bank officers, college teachers and Nepal government officers. The areas covered are Nature of work 2 items Income 5 items Security 1 item Organization aspect 5 items Personal aspect 1 items Colleagues /co-workers 2 items Promotion and training opportunities 3 items Welfare facilities, health and canteen facilities 2 items Union management relation 1 item Company policy and practices 4 items Scoring of responses The present scale is scored according to Likert scale of summated rating .The total score of a subject is an addition of score value of respondent from the alternative choosen.25 items of LEA scale has 5 response alternative( 1,2,3,4,5) and 1 item has 3 alternatives (2,3,4) higher is the score greater is the satisfaction. The subject has to answer all the 26 items and no omission is allowed. If there is any omission then a score of 3 has to be provided as the middle value Validity Reliability of scale used About the scale Dr. H.C Gangulis job attitude scale which helps in assessing job satisfaction of employees at different level has test retest reliability of r = 0.90 and odd even reliability after Spearman -Brown correction was r = 0.81 and has proved validity. The validity of this scale was checked through internal consistency method, by way of item analysis which requires low correlation between items and high correlation between item scores and total scale scores TOOLS USED In order to analyze the collected data SPSS 16.0 was used. In order to determine significant relation between satisfaction with QWL attributes) between male and female t-test was used. .Further, Chi-square test was used to determine the association between level of job satisfactions (job characteristic factors) and quality of work life dimensions. Also regression analysis was used to determine impact of different variables like overall job satisfaction, unclarity in direction and job stress on quality of work life. Further, to determine significant difference between demographic factor and job satisfaction (job characteristic) t-test ANOVA and Levens test for equality of variance was used. Hypothesis formulated Null hypothesis 1 -There is no significant difference between male and female with respect to feeling towards quality of work life in academic industry Null hypothesis 2 There is no association between job characteristic /satisfying factors and QWL Null Hypothesis -3 There is significant impact of demographic variables like age and nature of work on feeling towards quality of work life Null hypothesis 3.1 Employees of higher age groups expect more qualitative work life Null Hypothesis 3.2 Employees with stressful nature of work require high quality of work life Null hypothesis 3.3 Employees with long tenure needs more quality of work life ANALYSIS AND INTERPRETATION Null hypothesis 1 -There is no significant difference between male and female with respect to feeling towards quality of work life in academic industry. As clear in Table -1 t-test was used to determine the significant difference between genders with regard to feeling towards dimension of QWL feeling. Table-1 t-test showing significant difference between gender with regard to feeling towards dimension of QWL feeling QWL dimension Male Female t- value P value Mean S.D Mean S.D Satisfaction from job 31.25 3.65 29.34 4.23 2.04 0.035* Unclarity in direction 44.65 5.84 42.45 5.35 2.76 0.002** Job Stress 20.45 2.98 18.67 2.65 2.68 0.004** Overall QWL feeling 96.53 10.87 91.46 11.12 3.24 0.001** ** denotes significance at 1% level * denotes significance at 5% level It is clear from the table-1 that since the value of P is less than 0.01 with respect to unclarity in direction, level of stress in job and overall feeling of QWl thus null hypothesis is rejected and it can be inferred that there is a significant difference between feeling towards QWL dimensions between male and female workers. Also since the value of P is less than 0.05 with respect to feeling of job satisfaction it is clear that null hypothesis is rejected. Female workers are more affected by feeling of lack of satisfaction, unclarity in direction and job stress than male workers. It is due to the fact that female workers need to create a balance between a good professional as well as a good homemaker so the burden is more on them to manage. This is the reason they expect and require more quality in work life that will result into effective performance. Thus, if organization provides them with certain provisions like flexi timing, suitable arrangement of crà ¨ches and safe work environment with less stress the feeling of qualitative work life will definitely enhance. Null hypothesis 2 There is no association between job characteristic /satisfying factors and QWL From Table -2 it is clear that value of P is less than 0.01 thus rejecting the null hypothesis at 1% level, thus there is a significant association between job satisfying dimension and quality of work life. Table-2 Chi-square showing association between job characteristic and quality of work life Level of job characteristics Level of QWL Row total Chi-square value P value Low Average High 91.503 0.000** Low 39 12 6 57 Average 10 74 40 104 High 13 17 29 59 Column Total 62 103 55 220 It is clear from the table that as the level of quality of work life increases job satisfaction among employees also gets increased .Thus it becomes imperative that if the organization works for introducing innovative ways to make work life more qualitative then job satisfaction will also increase which will result into improvement in performance and in development of a desired behaviour in individuals. Further to confirm the relation between job characteristic and quality of work life multiple regression model was applied. From Table -3 it is clear that in this model quality of work life is taken as dependent variable and job satisfaction(X1), unclarity in direction(X2), job stress(X3) are taken as independent variable and predictor variables .The calculated value of multiple R was found to be -0.342 ,R squared value was -0.124.The calculated F -value was -10.120 and P value was -0.000**.. The estimate of model coefficient is 109.136 for ao, for a1 is 0.821, a2 is -0.182 and for a3 is -0.258.So the estimated model becomes 109.136 = 0.821 (X1) 0.182 (X2) 0.258 (X3) à ¢Ã¢â€š ¬Ã‚ ¦. (I Table-3 Multiple regression table Variable Unstandardized coefficient Standardized coefficient t-value P-value B Std. error of B Beta X1 0.821 0.165 0.311 3.284 0.000** X2 -0.182 -0.132 0.102 1.213 0.161 X3 -0.258 0.281 -0.062 -0.812 0.342 Constant 109.136 5.525 14.304 0.000 The R squared value of 12.4% indicates that predictor variable explains 12.4 % variance in QWL. From the ANOVA table (Table -4) it is quite clear that F-value 10.120 and P value 0.000 is highly significant less than 0.01. Table-4 ANOVA Table Sum of Squares d.f Mean square F Sig. Regression 4163.414 3 1326.162 10.120 .000** Residual 31257.612 216 138.420 Total 35421.026 219 It can be interpreted from this that the estimated model line is not equal to zero indicating linear relationship between the predictor variable and QWL. It is also clear that Beta value for job satisfaction is highest (0.311) followed by unclarity in direction (0.102).The Beta value of job stress has made least contribution in this (-0.062). The value of p is less than 0.01, so the independent variable job satisfaction is highly significant for the stated model. The rest of independent variables are not significant at 95% confidence level. Thus it can be concluded that as quality of work life will increases job satisfaction will also increase whereas with unclarity in direction and job stress it will reduce. Null Hypothesis -3 There is significant impact of demographic variables like age and nature of work and tenure on feeling towards quality of work life Null hypothesis 3.1 Employees of higher age groups require more quality in work life Null Hypothesis 3.2 Employees with stressful nature of work require high quality of work life Null hypothesis 3.3 Employees with long tenure needs more quality in work life In order to determine impact of demographic variables on quality of work life t-test ANOVA and Levens test for equality of variance was applied .This was applied to see whether there is any impact of demographic variable on response of employees towards quality of work life . From table 5, 6 and 7 it is quite clear that demographic variable except gender did not have a significant influence on quality of work life. The significant value for age which is 0.854 reveals that all age groups exhibited similar kind of behaviour with respect to quality of work life. This clears that irrespective of age each employees looks for better quality of work life which definitely increases job satisfaction. Table-5 Independent sample test for determination influence of age on quality of work life Levens test for equality of variance t- value Sig(2-tailed) Mean difference Standard error of difference F Sig. -.180 .854 -..0302 .15076 QWL Equal variance not assumed .002 .956 Equal variance not assumed -.180 .854 -.0302 .15071 The significant value of nature of work which is 0.972 and its influence on quality of work life indicates that nature of duty and work do not influence quality of work, this further indicates that whatever may be the nature of work in academic industry with respect to different position, qualitative work life is most required. Table -6 Independent sample test for determination influence of nature of work on quality of work life Levens test for equality of variance t- value Sig. (2-tailed) Mean difference Standard error of difference F Sig. .032 .972 .0047 .15792 QWL Equal variance not assumed .113 .735 Equal variance not assumed .032 .972 .0047 .15765 With regard to tenure of employees it is again seen that the significant value is 0.842 whether the tenure is long or whether the employee is a newcomer. Thus demographic factors (age, tenure, nature of work) do not influence quality of work life particularly with any higher age, long tenure or with stressful work. Table-7 Independent Sample test for determining influence of tenure on quality of work life Levens test for equality of variance t- value Sig.(2-tailed) Mean difference Standard error of difference F Sig. .178 .842 .0220 .11701 QWL Equal variance not assumed .206 .638 Equal variance not assumed .175 .844 .0220 .11746 FINDINGS OF STUDY Based on the objectives and hypothesis formulated for the study the following findings were observed With respect to gender male and female differed significantly towards feeling of quality of work life and job satisfaction. Male employees were found to be more satisfied and feeling towards quality of work life was higher in comparison to female counterparts ,it may due to the fact that women folk has to perform dual responsibilities and with increase in work pressures and expectations from organization it is quite obvious that they feel less satisfied in terms of unclarity in direction, communication gap, flexibility, timings and different facilities provided by the organization which is not too satisfactory and leads to comparably low feeling of quality of work life. On the basis of regression analysis and Chi-square which was used to assess association between job satisfying factors and quality of work life, it was found that among different selected factors of job related aspects level of job satisfaction consisting of different attributes like compensation structure, reward structure, a administrative policies, flexibility, participation of employees, challenging work assignment were considered to be affecting job satisfaction and resulting quality of work life much more than factors like unclarity in direction, job stress etc. Maximum variance was explained by job satisfying factors towards quality of work life, establishing that job satisfaction contributes utmost towards making work life more qualitative. Further the impact of different demographic factors like age, tenure, and nature of work on quality of work life was also studied. After analysis it was found that except gender there was no significant difference between feeling and significance of quality of work life among employees. Thus, irrespective of the age group, nature of work and tenure each empl