Igniting Young Minds Essay Example for Free

Igniting Young Minds Essay Swami Vivekananda’s success Mantras for youth! â€Å"My Faith is in the Younger Generation, the Modern Generation, out of them will come my workers. They will work out the whole problem, like Lions.† Swami Vivekananda expressed this confidence in the youth of this country exactly 50 years before the end of Colonial Rule while speaking to a mammoth gathering of youngsters in Madras. Swami ji himself was the embodiment of youth, dynamism and vibrancy. The life and ideals of Swami ji are the greatest inspiration for the youth of our nation. In a short life of 39 years, 5 months and 22 days, this great man conquered the entire world with his message. Many great personalities both in India and across the world became deeply inspired by Swami ji. The writings of Swami ji can ignite the minds of the reader.. Anybody who has come into either direct or indirect contact has witnessed an ocean of change in his or her life. Today, the youth of this country faces various challenges and I am certain that the message of Swami Vivekananda has the power to wonderfully guide them into the future. PURPOSE OF LIFE Swami ji always held that the real birth of the individual takes place when the purpose of his life germinates. He believed that he who does not have a purpose is nothing but a walking-talking corpse.It is extremely important not to decide the purpose of life with the narrow objective to be something or the other. Think of doing not becoming and in this process you will certainly become something. Once the purpose of life is clear, all actions of life become driven by that purpose. SELF-CONFIDENCE A precursor to do anything in life is to have confidence in the self. Swami Vivekananda attached more importance to self-confidence than even faith in God! â€Å"He is an atheist who does not believe in himself. The old religions said that he was an atheist who did not believe in God. The new religion says that he is an atheist who does not believe in himself,† he famously stated. Unfortunately, we have limited ourselves without knowing our capabilities. Many times we feel that we can do ‘only this much’ despite being blessed with tremendous capabilities. If our youth is determined, there can be nothing impossible for them to achieve in the world! But, for this we must regain our self-confidence. Swami ji always believed that everything that is happening around us be it small, big, positive or negative gives us the opportunity to manifest the potential within. DEDICATION For any endeavor to attain the pinnacle of success, dedication to the cause is absolutely essential. Swami Vivekananda once said, â€Å"To succeed, you must have tremendous perseverance, tremendous will. ‘I will drink the ocean’, says the persevering soul; ‘at my will mountains will crumble up’. Have that sort of energy, that sort of will; work hard, and you will reach the goal.† Another quality that Swami Vivekananda spoke of was patience. He said, â€Å"Be like the pearl oyster. There is a pretty Indian fable to the effect that if it rains when the star Svà ¢ti is in the ascendant, and a drop of rain falls into an oyster, that drop becomes a pearl. The oysters know this, so they come to the surface when that star shines, and wait to catch the precious raindrop. When a drop falls into them, quickly the oysters close their shells and dive down to the bottom of the sea, there to patiently develop the drop into the pearl. We should be like that.† Very often, it so happens that we take on a task with immense enthusiasm but as time passes by, the same enthusiasm fizzles out. Pursuing a challenge with utmost dedication is indeed a road to success for our youth. TEAMWORK This era belongs to organization and teamwork. Be it any sector from science, technology to business, teamwork constitutes a major cornerstone to attaining the desired results. When he was in USA, Swami Vivekananda was greatly impressed by the spirit of teamwork there and he thought of the need to re-vitalize this spirit of teamwork in India. Leading by example, he founded the Ramakrishna Mission and organized Sanyasis to work towards nation building. Friends, if the present youth walks on the hallow path of Swami ji’s ideals and beliefs it will merely be a matter of time before India adorns the mantle as the leader of the World. In any case, we are the most youthful nation in the world but simply that is not enough. It is necessary to arm our youth with the relevant knowledge and skill that will convert this mammoth potential to desired results. India is celebrating Swami Vivekananda’s 150th Birth Anniversary and Gujarat is commemorating the entire year as ‘Yuva Shakti Varsh’. It is indeed high time that we resolve to follow these ideals of Swami Vivekananda and take this youthful nation to greater heights as the leader of the world.

Developing Green Infrastructure in New York CIty

Developing Green Infrastructure in New York CIty Chapter 1 New York City, U.S.A. New York City background City of New York is the most heavily populated city in the United States and one of the most populous urban agglomerations in the world. From the geographical point of view, it is located in a coastal area at the mouth of Hudson River into the Atlantic Ocean. The city’s territory has been extensively altered by human intervention, especially with considerable land reclamation. At the present time the city total area is 1214km2, 790km2 out of it being land and is increasing with every year. New York City’s land use is characterized as a highly developed urban core on Manhattan Island and a sprawling dense suburban area. The average building height in the city is approximately 142m. The city’s climate is vastly affected by its proximity to the Atlantic Ocean having 2.5 °C as average temperature in winter and 24.9 °C as average temperature in summer. Hurricanes and tropical storms are rare in New York, however they are not uncommon and always have the potential to strike the area. Urban heat island in New York City In the city of New York, urban heat island is a very well-known fact and it causes a lot of problems in various parts of the city, especially in the areas with high buildings. In the last two decades there have been countless researches and analysis made by different scientists and city government regarding atypical increased heat in some urban districts. In the last years, abnormal city climate became a bigger concern also for general public and the number of local communities involving in various heat mitigation programs is increasing. One of the most problematic zones regarding urban heat island is Manhattan. This district has the shape of a high urban canyon with buildings height ranging from around 70m up to 541m but the average height is of approximately 130m. The traffic in this area is overwhelming and combined with the large amount of materials that can absorb heat during the day, Manhattan is considered the hotspot of high temperatures in New York City. However, during the day there are multiple regions with higher temperatures than in Manhattan. But then again during the night, the temperature remains elevated in this specific region while in the other areas, the cooling process happens much faster and considerably easier. Figure 5‑a Manhattan map During summer temperatures are elevated and in this period urban heat island is more accentuated. Summer temperatures in the city are in average 4 °C warmer than surrounding suburban and rural areas. During winter city temperatures are in average 3 °C warmer than surroundings.[1] According to this research Variations in New York city’s urban heat island strength over time and space[2] in New York City, on a typical summer day with 30 °C air temperature, roofs and upper parts of buildings’ facades can reach more than 80 °C, while the pavements and streets on the floor of the urban canyon have a temperature varying from 65 ° to 80 °C. Mitigation strategies Urban heat island mitigation programs Absence of parks, gardens and street trees is a well-known problem in New York City districts and in 1996 the first program with the intention of greening the city has begun. It is called the Greenstreets and the purpose is to â€Å"change unused road areas into green spaces that beautify neighborhoods, improve air quality, reduce air temperatures (†¦). Since its beginning, over 2500 Greenstreets have been built citywide†[3] and the below table shows the current status. Figure 5‑b This table shows the percentages of vegetation and impervious surfaces in some of the New York City neighborhoods. The percentages are comparative to the specific zone. Landscape architects work together with the city government and local community groups to determine how best to increase the green infrastructure in the city. In Manhattan, more than half of the buildings’ roofs and terraces are no longer impervious because of the multitude of programs implemented by the government to fight the heat. The most important plan is called PlaNYC 2030[4] and it was implemented in 2007. Since then 903000 trees have been planted and in 2014 New York City had the cleanest air in the last 50 years. Moreover, since September 2013, an additional 185000m2 of black asphalt felt roofs have been upgraded to green roofs. Currently only 14% of the city area is covered by parks and gardens and they help reduce the heat, but the program is continuing. According to NASA â€Å"about 14 percent of the New York City’s impervious surface area consists of rooftops, most of them dark, heat-generating surfaces, typically tar†[5]. If this all this area is to be transformed into green roofs, then the percentage of gardens could grow up to 28%. In January 2010, one major project called Green light for Midtown[6] has been implemented in the midtown area, Manhattan. The idea was developed as a little part of the PlaNYC 2030. This project was a â€Å"major initiative in the City’s efforts to improve mobility and safety†[7]. However it also had a smaller and not that important objective to increase the green areas in midtown and have lighter colored streets and pathways. Some trees have been planted but more have been placed in large pots to ensure flexibility. Most of the streets have been temporarily painted in green and blue colors. The project was a success at that time as the lighter surface colors ensured a lower temperature for pedestrians. Another program called NYC  °Cool Roofs[8] (White roof project) [9], has as purpose turning most of black asphalt felt roofs in New York City into white roofs. The procedure is by painting the roof covering with a highly reflective paint, of minimum 0.75 albedo as stated in the project law[10]. According to the White Roof Project research on a summer day with 32 °C a white roof surface temperature is with 6 °C warmer than the air temperature and with 44 °C cooler than a black asphalt felt roof[11]. Since the project started in 2010, more than 535000m2 of roofs have been painted white in New York City metropolitan area[12]. Figure 5‑c Map of New York City with white roofs at the end of 2012 Figure 5‑d White Roof Project research Even though white roofs are more used than green roofs, the latter have greater heat mitigation potential. In Manhattan, while a white roof has the power to cool the air temperature with 0.7 °C on a summer day, the same area of green roof can cool the air around with approximately 3 °C and the effect is extended on a larger area.[13] Indoor temperature New York City has to struggle every summer with air conditioning and mechanical ventilation of every building. Because of the intense heat and the amount of units running in the same time, long power blackouts are very common and people had to find solutions to improve the air quality indoor. A lot of companies took the decision to install living walls indoors because of design reasons, but in time they realized the positive effects that they have on indoor climate. As a result, this solution became with time popular and more people and companies take the decision to install a living wall inside to help the air conditioning. Indoor temperatures during summer are very close to the outside temperatures and a living wall indoor can reduce the room temperature with as much as 7 °C. Green structures Figure 5‑e The Trump Tower in New York City Green facades and living walls are a common choice between New Yorkers but not as common as green roofs. Living walls are mostly used inside or on terraces and balconies. Green facades are also an appealing design in New York City and they appear mostly on old buildings. On new buildings, a full or partial green faà §ade is achieved by plants that people grow in their balconies or hanging from the outside window sill. Green roofs are increasing not only because of the multitude of promoting programs and laws but also because people discovered the benefits that these structures have. Most of them are becoming used as fruits and vegetable gardens, especially on the apartment blocks, schools and kindergartens. Moreover a nice flower garden on each apartment terrace increases the property value. Therefore the real-estate agencies are taking advantage of this feature and implement green roofs and green walls in more and more buildings. As a conclusion, most of the people’s reasons for adding a green roof or living wall anywhere in the city are more oriented to economic benefits or attractive view and practical usage. However the effect on the city climate and indoor temperature is the same. Communities involvement Figure 5‑f Public tree nursery The city government has a very efficient and well-organized informing procedure for local communities and the number of volunteers for helping cool the city is increasing. Also Central Park in Manhattan area, during summer is considered the heart of cool and shade and people realized how much power vegetation can have on the city climate. Therefore one of the most important practices that communities are doing is helping the government create spaces or use the existing parks for public tree nurseries. When trees reach the necessary size, volunteers help the government plant them on streets or in areas where shade is needed.[14] As a result, New York City is becoming a greener city. Moreover, through the program NYC  °Cool Roofs and White Roof Project, people volunteer to paint their own roofs white. 1 | Page [1] Slosberg, R. B., Rosenzweig, C., Solecki, W. D., 2007. New York City Regional Heat Island Initiative: Mitigating New York City’s Heat Island with Urban Forestry, Living Roofs, and Light Surfaces [2] Gaffin, et al., 2007. Variations in New York city’s urban heat island strength over time and space [3] NYC Parks. Green Infrastructure. [online] [4] Myors Office of Long-Term Planning and Sustainability, 2014. PLANYC Progress report 2014 [5] NASA. The Making (and Breaking) of an Urban Heat Island. [online] [6] New York City Department of Transportation, 2010. Green Light for Midtown Evaluation Report [7] New York City Depertment of Transportation. Pedestrians – Broadway. [online] [8] NYC  °Cool Roofs, 2012. NYC  °Cool Roofs Annual review 2012. [9] White roof project is a continuity project of NYC  °Cool Roofs White Roof Project, 2010. White Roof Project. [online] [10] A Local Law to amend the administrative code of the city of New York and the New York city building code, in relation to roof coating standards, 347-A (January 1, 2012) [11] See Figure 5-d [12] NYC  °Cool Roofs, 2014. NYC  °Cool Roofs. [online] [13] Rosenzweig, C., Solecki, W. D., Parshall, L., Lynn, B., Cox, J., Goldberg, R., . . . Watson, M., 2009. MITIGATING NEW YORK CITY’S HEAT ISLAND Integrating Stakeholder Perspectives and Scientific Evaluation. [14] American Society of Landscape Architects (Producer), 2012. Urban forests=Cleaner, cooler air

Effectiveness of Persuasive Messages on Reader Actions

Effectiveness of Persuasive Messages on Reader Actions Effectiveness of the persuasive message ELM (Petty Cacioppo, 1986) is practical to explain the capability of the persuasive message of â€Å"The partys over† TAC advertisement regarding road safety Melody Lam Abstract Driving attitude of driver is one of the critical factors for road safety, â€Å"The partys over† TAC Advertisement on TV to promote road safety and drive for target audiences attitude change. The advertisement is aimed at stimulating the conscious thinking of target audience and it leads the target audience to evaluate the media messages through their central route with medium fear of being stopped and caught by Traffic Police Force in series of daily situations of target audience, penalty or suspension of driving license to stimulate the target audiences conscious thinking to change their attitude in order to comply with the demand for no violation of alcohol level, drug and speed limit of Australia. Adult male and young female are the target segment of the TAC advertisement Assistant Commissioner of the Traffic Policing provided statement to clearly state the Australia regulations for road safety, the regulations are being reinforced and governed by the well-equipped profes sional almost everywhere and round the clock while you are on the road, it induces that chance of not being caught is much closed to none. The effectiveness of the key messages of the advertisement were very persuasive and the effectiveness of the TAC advertisement is explaining by the EML it can be explained by the Elaboration Likelihood Model (ELM; Petty Cacioppo, 1986). ELM (Petty Cacioppo, 1986) is practical to explain the capability of the persuasive message of â€Å"The partys over† TAC advertisement regarding road safety Social psychology is the field of studying how human being’s cognition, consciousness, perception and attitude are influenced by the direct or indirect affection of external sources (Allport, 1985). Methodical discussions of theories of persuasion can be searched from Aristotles Rhetoric in Ancient Greeks. Hugh amount of scholars had devoted decades of academic life in experiments of persuasion with defined models and theories in social psychology field scientifically in the recent century. Numerous schools of thoughts with scientific studies have contributed to the understanding of persuasion in term of psychological processes and the Elaboration Likelihood Model (ELM; Petty Cacioppo, 1986) of persuasion is the selected topic for review and discussion. The effectiveness of the selected TAC advertisement is being evaluated and analysed with the underlying principles and variables of EML. A lot of researchers have conducted experiments regarding attitude change were based on t he Elaboration Likelihood Model (ELM; Petty Cacioppo, 1986), because this multi-process theory of persuasion has fully stated the reaction and related affection of the subject by different variables adequately (Petty et al., 2001). This essay is reviewing the effectiveness of the selected TAC advertisement in changing target audiences attitude in road safety aspects. The â€Å"partys over† TAC advertisement has been selected for evaluation and analysis. Several well respected social psychological models would be discussed and applied for explaining the effectiveness of the TAC advertisement with research evidence, models and theories supported the findings of the effectiveness of the TAC advertisement. In persuading adult male and young female audience, the evaluation and analysis would be conducted for the 60-sec TAC advertisement with the EML and research evidence to support the deployment of media message through the applied source, message and audience factors as well as casting of actor and actress and experts message at the end. Starting from mid of 1990’s, TV has been selected as the major advertising channel by proper authorities of Australia and New Zealand to reduce the happening of traffic accidents (Donovan, Jalleh, Henly, 1999; Tay, 2001). Negative affection of driving attitude, such as fatal and serious damage, has played the major role to strive for the change of drivers’ behaviours and attitude in New Zealand (Tay, 2001, 2005). In most of the countries, especially Australia and New Zealand, negative affection and unpleased outcome were applied to promote road safety. Due to the negative affection was the main theme to promote road safety frequently, people had the feeling and perception that the negative affection was the effective mean for improving road safety. As the advertising with positive encouragement to promote the right driving attitude was not usually applied, people had perceived that the effectiveness of positive encouragement was less than negative affection messages (Lewis, Watson, White, Tay, 2007). The selected TAC advertisement aimed to change the attitude of automobile drivers of target segment about the consequences of violation of road safety regulations in Australia. This essay evaluated the variable factors of TAC advertisement for promoting road safety through TV advertisements to the high accident rate segment with the research evidence to support the agreement that the TAC advertisement is effective in persuading adult male and young female audience to change their attitudes to the road safety issue. This essay stated that psychological research evidence suggests that the Elaboration Likelihood Model (ELM; Petty Cacioppo, 1986) is useful for explaining the effectiveness of â€Å"The partys over† TAC advertisement in persuading viewers of adult male and young female to alternate their attitudes regarding road safety aspect. Hogg and Vaughan (2014) defined that attitude is an end deliverable of syndication of belief, rational reaction, emotion, attitude and behaviour with respect to society’s major incidents, matters, groups or symbols. Also, attitude is a common thinking or response or perception regarding other human being(s), matter or incident either good or bad. Hogg and Vauhan (2014) stated that attitude change is a major alteration of human being’s attitude, also, the persuasion process take into account of communicator, medium and audience as the essential elements. Attitude change can evolve and make person to do something different from current attitude and practice, also, persuasive communication is an influential message with the purpose to alternate the target subject’s associated attitude and behaviour (Hogg Vaughn, 2014). Hogg Vaughn (2014) stated that there are 3 general variables involved in persuasion communications that can lead to attitude change those are source, message and audience factors. In source factors, expertise, popularity and attractiveness and speed rate are the key source factors. In message factors, perceived manipulation, linguistic power and fear are the key messages factors. In audience factors, self- esteem, distraction, age and when the argument in a message is of high quality. Brinol Petty (2008) stated that successful persuasion is induced by recording the actual alternation of the target subject’s attitude to the expected direction. Regarding variable, it refers to any characteristic of the source, message, target subject or communication mean that can be different in a provided persuasion environment (Brinol, P. Petty, R. E. (2008). Persuasion variables can change in volume of information processing and influence thinking or influence subject’s confidence regarding those thinking as well as act as disputes or proof or alternate attitudes by providing obvious hints and catechist, also, any provided variable, either portion of the source, information, subject or factor, is able to provide in these roles (Brinol, P. Petty, R. E. (2008). Regarding the video of TAC advertisement is the effective communications mean for delivering the simple message of road safety issues, target segment gets no way to escape from violation of the traffic regulation in Australia. Chaiken and Eagley’s (1983) compared the degree of effectiveness of showing messages through the communication means of video, sound as well as written article forms. This has obvious implications for advertising. Which has more impact on consumer: television, radio or printed media? It depends. If the message is simple, as much advertising is, the probable answer is: > video> audio > written. The moderating variable in this context is the relative ease or difficulty of comprehension required of the audience. If the points of a message require considerable processing by the target, a written medium is likely to be best. Readers have the chance to go back at will, mull over what is being said and then read on. If the material is quite complex, then newspa pers and magazines can come into their own. However, there is an interesting interaction with the difficulty of the message. When the message was facile to interpret by target subject, Chaiken and Eagley (1983) found that a videotaped presentation brought about most opinion alternation. When the message was hard to interpret, presenting the subject matter in writing form would be more effective than video or audio forms. The TAC advertisement projects medium degree of fear to target segment, it takes the audience to process the message through their central route with conscious thinking in persuading them to change their attitudes to punishment of toll, fine and suspension of driving license. EML is practical for explaining the effectiveness of the message and the production elements of the TAC advertisement . According to Keller and Block (1995) and in line with dual-process models of information processing when fear is at a very low level an audience may be less motivated to attend to the message because the message does not sell out sufficiently the harmful consequences of an act. As fear builds up and stimulates interest and it draws the subject’s attention to what is happening. However, a very frightening presentation of an idea may arouse so much anxiety even a state of panic, that we become distracted, miss some of the factual content of the message and are unable to process the informa tion properly or know what to do (Hogg Vaughan, 2014). In the TAC advertisement, Australian male adult and young female were chosen as the actor and actress due to the audience factor, audience of the similar kinds with similar attitude and act would project themselves into the role of TAC advertisement easily. Assistant Commissioner of the Traffic Policing provided statement to clearly state the Australia regulations for road safety and the regulations were being reinforced by the Police Force in Australia. Expertise was deployed to strengthen the persuasion for road safety by complying the regulations in Australia. EML is practical for explaining the effectiveness of the message and the production elements of the TAC advertisement. The communicator variable affects the acceptability of persuasive messages. Other source attributes engage a portion in whether the subject will take or not accept (Hogg Vaughan, 2014). Expertise, trustworthiness and status are the key source factors that have positive impact on persuasion. When a high credibility source is deployed as one of the variable for message delivery, a credible communicator becomes very effective in inducing to attitude change. The ELM states that attitude change via persuasion happens through either central processing route or peripheral route (Petty Cacioppo, 1986). Which type of the processing route to be run through would be based on the characteristic of message content, also the subject’s influential reaction and response to the message content would make the determination of the route selection (Petty Cacioppo, 1986; Petty Wegener, 1999). When the subject is stimulated by the message content at the high level, the central processing route would be applied, but when the subject is stimulated by the message content at the low level, the peripheral processing route would be the way to go (Petty Cacioppo, 1984). Also, central processing generates attitudes that are much more long lasting than peripheral processing (Petty Cacioppo, 1986; Petty, Haugtvedt, Smith, 1995). Gariffin (2006) described the differences between HSM and ELM, ELM states that there are central route and peripheral route for message and information processing, both routes are related to the principles for explaining attitude change. When the subject is willing to think through the message, the message is processed by the central route and on the other hand, when the subject does not think through the message thoroughly and take the easy way out in response to the message according to the simple hints. The route processing for persuasion are based on the level of thinking processing involved in evaluating the message, when it is at the highest degree of thinking process, central route processing is deployed. So, if the subject takes the lower degree of thinking process for the message content, peripheral route processing is deployed, especially for those messages with less degree of importance from the subject perspective (Griffin, 2006). In Australia, car accidents due to bad driving habits are the major contributor of road safety issues. Male adult and young female are the target segment, which contributes to the major portion of traffic accidents due to the affection of alcohol, drug and speeding. Punishment of toll, fine and suspension of driving license as fear factor was deployed for TAC advertisement, the TAC Advertisement delivered a medium degree of fear to target segment, it tracked the audience to process the message through their central route with conscious thinking in persuading them to change their attitudes. Mr. Bob Hill, Assistant Commissioner of Road Policing, represented the high variable credibility for strengthening the persuasion to comply with the road safety regulations in Australia. â€Å"The Partys Over† TAC advertisement presented the theme regarding the party and deployed sound and video message for persuading drivers to change their attitudes to road safety. Police force is well-equ ipped with advanced equipment. Straws as the breathalysers, which are the alcohol level testing equipment, lollipops as the drug testing kits, music background with party imagery, and those variables deliver the message to target subject that this is the unpleasant and displeased â€Å"Party† that Australian wants. Psychological research evidence suggests that ELM is useful for explaining the effectiveness of the TAC advertisement in persuading adult male and young female audience to change their attitudes to the road safety issue. References Andrews, J. R. Shimp, T. A. (2000) Effects of involvement, argument strength, and source characteristics on central and peripheral processing of advertising. Psychology Marketing, 7(3), 195-214. Cauberghe, V., Pelsmacker, P. D., Janssens, W. Dens, N (2009). Fear, threat and efficacy in threat appeals: Message involvement as a key mediator to message acceptance. Accident Analysis Prevention, 41(2), 276-285. Dotson, M. Hyatt, E. M. (2000). Religious Symbols as Peripheral Cues in Advertising: A Replication of the Elaboration Likelihood Model. Journal of Business Research. 48 (1), 63-68. Lewis, I, Wasti, K. M. (2008) An examination of message-relevant affect in road safety messages: Should road safety advertisements aim to make us feel good or bad? Transportation Research Part F: Traffic Psychology and Behaviour, 11(6), 403-417. Petty, R. E. Brinol, P (2008). Psychological Processes Underlying Persuasion: A Social Psychological Approach. Diogenes, 55(1), 52-67. doi:10. 1177/0392107087917 Petty, R. E. , Heesacker, M. Hughes, J. N (1997). The elaboration likelihood model: Implications for the practice of school psychology. Journal of School Psychology. 35 (2), 107-136. Phillips, R. O., Ulleberg, P Vaa, T (2011). Meta-analysis of the effect of road safety campaigns on accidents. Accident Analysis Prevention, 43(3), 1204-1218. Scholten, M (1996). Lost and found: The information-processing model of advertising effectiveness. Journal of Business Research. 37 (2), 97-104. Sibley, C. G. Harre, N. (2009). The impact of different styles of traffic safety advertisement on young drivers’ explicit and implicit self-enhancement biases. Transportation Research Part F: Traffic Psychology and Behaviour. 12(2), 159-167. The Party’s over (2012, November 21). Retrieved from Transport Accident Commission of Victoria in Australia web site: http://www. tac. vic. gov. au/road-safety/tac-campaigns/tac-latest-campaigns#thepartysover Vaughan, G. M. Hogg, M. A. (2014) Social Psychology (7th. Ed. ), Frenchs Forest :Prentice-Hall Whitlock, F. A. (1969). Traffic accidents and the psychiatrist. Australian and New Zealand Journal of Psychiatry, 3(3), 116-118. Appendix

European Colonialism and Imperialism in Shakespeares The Tempest Essay

European Colonialism and Imperialism in Shakespeare's The Tempest William Shakespeare’s play The Tempest reveals how ideologies of racial ‘otherness’ served to legitimize European patriarchal hegemony in Elizabethan England. In the Elizabethan/ Jacobean times of England there were many relevant ideologies relevant to this play. In examining the values and ideologies this text endorses and challenges, the society of the time (Elizabethan England), and a knowledge of how it operated serves a great purpose in analyzing these relationships. As in many texts of this time, Shakespeare is endorsing many ideologies of his time, and, although many have labelled him ahead of his time in many respects in his writing, he is, essentially writing from the Elizabethan or Jacobean point of view and time. The Tempest endorses the inequitable relationships between races based upon the belief of European superiority. The representation of race and ethnicity in The Tempest reveals a text that is awash with imperialist European ideologies. In a play which usurpation is a dominant theme, Shakespeare endorses Prospero’s appropriation of the island and it’s aboriginal population. The representation of Caliban and his brother Sycorax reveals the extent to which racist and sexist ideologies function to maintain the balance of power in the hands of a small, ruling, elite. Indeed, it should be noted that The Tempest is more than a simple play. Rather, it is a complex and multi-layered literary construction. As it cannot be reduced to the single issue of race to investigate the imbalance of power in the play. Attention must be given to the way patriarchal notions of gender inform racial representations in order to understand the imbalances of power i... .... An investigation into the imbalance of power in the play reveals the ideologies of race and gender that drive the power dynamics of the play. The construction of the inferior nature of non-European characters is firmly grounded in imperialist, European and patriarchal values. The Tempest presents the appropriation of the island and it’s inhabitants by Prospero’s imperial patriarchal regime as entirely natural and inevitable, based upon the inherent inferiority of the original population. In doing so, the play is a precise repetition of imperialist rhetoric, which legitimizes European annexation of ‘other’ lands and peoples over which they have no legitimate claim. Bibliography/ Works Cited Shakespeare, W. The Tempest. Ed. Sutherland, J.R. (1990) G. Wilson Knight, (1932) The Shakespearean Tempest, Oxford B. Thompson, (1995) Notes on The Tempest

Shakespeares Macbeth - The Tragic Hero Essay -- Macbeth essays

Macbeth - The Tragic Hero      Ã‚  Ã‚   Every true Elizabethan Tragedy comes complete with a tragic hero.   The tragedy Macbeth, written by William Shakespeare, has a perfect example of a tragic hero, otherwise known as Macbeth.   A tragic hero must be a man who is great and admirable in various ways.   He should be placed in society in such a way that everything he does affects all of the members of his society.   A tragic hero should at some point reach the top of Fortune’s Wheel, but land up at the bottom by the end of the tragedy due to the continual change of fate.   Macbeth fits the description of being a tragic hero, displaying his strengths, his weaknesses, his tragic flaw, and how influential outside influences are on him.   Ã‚  Ã‚  Ã‚  Ã‚   Macbeth definitely has a number of strengths that are prevalent throughout the entire play.   At the beginning of the play, Macbeth seems quite noble.   He fights in the battle against Norway, proving his honor (Lowe).   Ambition is another one of these strengths.   Macbeth is so determined that it enables him to become King of Scotland (Lowe).   It facilitates him to be strong, to overcome his hindrances, and to attain goals (Lowe).   Ã‚  Ã‚  Ã‚  Ã‚   Weaknesses are another characteristic of a tragic hero, and Macbeth displays these quite evidently.   Although ambition was one of the aforementioned strengths obtained by Macbeth, it is a weakness of his, as well   (â€Å"Macbeth – Tragic Hero†).   In fact, it is such a substantial weakness that it constitutes as Macbeth’s tragic flaw.   Being so motivated can cause someone to do horrible things to get their way, as one can see by noting that â€Å"ruthless† is a synonym of â€Å"ambitious.†Ã‚   Through the course of the play, Macbeth kills several people in order... ...gic Hero†).   Ã‚  Ã‚  Ã‚  Ã‚   There are many traits that make up a tragic hero, and Macbeth displays each of these.   Macbeth definitely completes a cycle in Fortune’s Wheel, starting off as a highly venerable man at the play’s beginning and being the exact opposite by the end.   His actions affect everyone in his society.   He displays strengths, weaknesses, a tragic flaw, and the fact that he is vulnerable to outside persuasions, thus making him a perfect example of a tragic hero. Works Cited Lowe, Lawrence.   â€Å"Macbeth’s Tragic Flaw.†Ã‚   http://server44.hypermart.net/homeworkdatabase/essays/essay11lit.html (10 January 2005). â€Å"Macbeth – Tragic Hero.†Ã‚   http://www.digitalessays.com/essays/eng_plays/eng_plays_0013.html (10 January 2005). Shakespeare, William.   Macbeth.   Ed Louis B. Wright and Virginia A. LaMar.   New York:   Washington Square Press, 1959.

Job Satisfaction of Employees

There are two types of data collection method use in my project report. – 1. Primary data 2. Secondary data. In primary data the employees were approached directly to know their interest in the job and the satisfaction level being derived by them. Secondary data collection method was used by referring to various websites, books, magazines, journals and daily newspapers for collecting information regarding project under study. 02 03INTRODUCTION Job satisfaction, a worker's sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction further implies enthusiasm and happiness with one's work Job satisfaction ; describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be.Job satisfaction is not the same as motiv ation, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs.Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. 04 For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity—the quantity and quality of output per hour worked—seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship bet ween job satisfaction and productivity is neither conclusive nor consistent.However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted performance will decline. If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job.COMPANYPROFILE 05 Adidas is on the move and always has been: It has had an adventurous history since it first grew out of a family business in Herzogenaurach, Germany in the 1920s. With the hostile separation of two brothers’ interests in the 1940s, nearly going bust in the 1980s and then executing two rescue operations, first by sending production offshore to Asia and then by reinventing itself into a design and marketing company, Adidas has riden the waves of change in the sports goods sector both up and down.Alongside its own brands, it owned the Saloman ski and sportswear brand for nearly a decade and now includes the Reebok, Taylormade Golf and Rockport brands in its stable. Things are now definitely on track and, if the current marketing slogan, â€Å"Impossible is Nothing†, is anything to go by, the company is brimming with confidence. There are now over 1000 Adidas stores around the world and, in the run up to the Beijing Olympics the company opened an average of two stores a month in China. By 2010, the aim is to generate at least 30% of the group’s revenues through controlled space.To keep its brand in the public focus Adidas has also sponsored sportsmen and women for many years. In 2008, 295 footballers, 64 rugby players, 71 tennis players, 24 basketb all players and 8 golfers all benefited from its three stripe logo. One of the first prominent endorsers of Adidas equipment was American running legend Jesse Owens, the gold medalist at the 1936 Summer Olympics. As well as sponsoring the Beijing Olympics Adidas is also supporting the 2012 Olympic Games in London in a deal worth around $200 million.Adidas Group sales grew robustly in all regions driven by the first-time inclusion of Reebok as well as strong revenue increases at both adidas and TaylorMade-adidas Golf. Group sales in Europe grew 32% on a currency-neutral basis. This represents an improvement of 31% in euro terms to â‚ ¬ 4. 162 billion in 2006 from â‚ ¬ 3. 166 billion in the prior year. Currency-neutral sales in Europe for the adidas Group excluding Reebok increased 8% due to adidas’ strongest growth in three years. In euro terms, this represents an increase of 7% to â‚ ¬ 3. 90 billion in 2006 from â‚ ¬ 3. 166 billion in the prior year. In North Amer ica, Group sales increased 107% on a currency-neutral basis. In euro terms, sales also grew 107% to â‚ ¬ 3. 234 billion in 2006 from â‚ ¬ 1. 561 billion in 2005. Currency-neutral sales in North America for the adidas Group excluding Reebok increased 14% driven by double-digit growth rates at both adidas and TaylorMade-adidas Golf. In euro terms, revenues increased 13% to â‚ ¬ 1. 768 billion in 2006 from â‚ ¬ 1. 561 billion in the prior year.Sales for the adidas Group in Asia increased 35% on a currency-neutral basis. In euro terms, revenues in Asia grew 33% to â‚ ¬ 2. 020 billion in 2006 from â‚ ¬ 1. 523 billion in 2005. Currency-neutral sales in Asia for the adidas Group excluding Reebok increased 20% during the period, primarily driven by strong growth at brand adidas. This marks the third consecutive year of double-digit underlying growth for our Group in the region. In euro terms, revenues grew 18% to â‚ ¬ 1. 791 billion in 2006 from â‚ ¬ 1. 23 billion in the prior year. In Latin America, currency-neutral sales increased 53%. In euro terms, sales grew 56% to â‚ ¬ 499 million in 2006 from â‚ ¬ 319 million in 2005. Currency-neutral sales in Latin America for the adidas Group excluding Reebok increased 31% in 2006. This represents the highest regional growth within the Group as a result of continued strong development of the adidas brand. In euro terms, sales increased 35% to â‚ ¬ 429 million from â‚ ¬ 319 million in the prior year. [pic] | | |COMPANY NAME |ADIDAS | | | | |COUNTRY / ORIGIN |GERMANY | | | | |ADDRESS / HEADQUARTERS |HERZOGENAURACH | | |SPORTS WEAR & | |INDUSTRY |SPORTS GOODS | | |FOOTWEAR | |PRODUCTS |ACCESSORIES | | |SPORTS WEAR | | | | |NO.OF EMLOYEES |31,344(2007) | | | | |REVENUE |â‚ ¬ 10. 299 BILLION ( $ 15. 6 BILLION ) | | | | |CEO |HERBERT HAINER | Financial data in millions of euros[3] | |Year |2002 |2003 |2004 |2005 |2006 | |   |   |   |   |   |   | |2002 |3,200 |1,960 |1,166 |163 |6,5 23 | |2003 |3,365 |1,562 |1,116 |179 |6,267 | |20042) |3,068 |1,332 |1,192 |224 |5,860 | |20052) |3,166 |1,561 |1,523 |319 |6,636 | |20063) |4,162 |3,234 |2,020 |499 |10,084 | |1) Including HQ/Consolidation. | |2) Figures reflect continuing operations as a result of the divestiture of the Salomon business segment. | |3) Including Reebok business segment from February 1, 2006 onwards, excluding Greg Norman wholesale business from December 1, 2006| |onwards. | Net Sales â‚ ¬ in millions [pic] Net Sales by Segment1) [pic] Gross Profit â‚ ¬ in millions [pic] Operating Expenses â‚ ¬ in millions [pic] Operating Expenses â‚ ¬ in mililons [pic] Net Financial Expenses â‚ ¬ in millions [pic] Income Before Taxes â‚ ¬ in millions [pic] Net Income Attributable to Shareholders â‚ ¬ in millions [pic] OBJECTIVE OF THE PROJECTThe topic of my project is â€Å"JOB SATISFACTION OF EMPLOYEES WORKING IN ADIDAS† in INDIA. This includes the following Objectives: †¢ To find out total employees working in ADIDAS in INDIA. †¢ To analyze the employment strategy of ADIDAS. †¢ To analyze the most effective media of promotion. †¢ To analyze the satisfaction level being derived by the employees of ADIDAS. †¢ To accumulate expectations of employees. †¢ To find out response of the employees to change in any strategy/production methodology/ by the company. †¢ To ascertain the growth opportunity of employees. PROJECT DETAILS History One of the biggest preludes to the study of job satisfaction was the Hawthorne studies.These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers’ productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction.Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W. L. Bryan, Walter Dill Scott, a nd Hugo Munsterberg set the tone for Taylor’s work.Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life – physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Models of job satisfaction Affect Theory Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job.Further, the theory states that how much one values a given facet of work (e. g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/aren’t met. When a person values a particu lar facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesn’t value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B.This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. Dispositional Theory Another well-known job satisfaction theory is the Dispositional Theory[citation needed]. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s job. This approach became a notable explanation of job satisfaction i n light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction.A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction.Finally, lower levels of neuroticism lead to higher job satisfaction. Two-Factor Theory (Motivator-Hygiene Theory) Fred erick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out.Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzberg's model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman ; Oldham suggesting that Hertzberg's original formulation of the model may have been a methodological artifact. Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured. Job Characteristics ModelHackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc. ). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an inde x of how likely a job is to affect an employee's attitudes and behaviors—-.A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM. Measuring job satisfaction There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. This data is typically collected using an Enterprise Feedback Management (EFM) system. The Job Descriptive Index (JDI), created by Smith, Kendall, ; Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used.It measures one’s satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or can’t decide (indicated by ‘? ’) in response to whether given statements accurately describe one’s job. The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general. Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale.The MSQ measures job satisfaction in 20 facets and has a long form with 100 questions (five items from each facet) and a short form with 20 questions (one item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured overall job satisfaction with just one item which participants respond to by choosing a face. Job satisfaction and emotions Moo d and emotions while working are the raw materials which cumulate to form the affective element of job satisfaction. (Weiss and Cropanzano, 1996). Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause.There is some evidence in the literature that state moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related to overall job satisfaction Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced Emotion regulation and emotion labor are also related to job satisfaction. Emotion work (or emotion management) refers to various efforts to manage emotional states and displays. Emotion regulation includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotio n.Although early studies of the consequences of emotional labor emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional labor are not uniformly negative. It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models: 1. emotional dissonance. Emotional dissonance is a state of discrepancy between public displays of emotions and internal experiences of emotions, that often follows the process of emotion regulation . Emotional dissonance is associated with high emotional exhaustion, low organizational commitment, and low job satisfaction. 2.Social interaction model. Taking the social interaction perspective, workers’ emotion regulation might beget responses from others during interpersonal encounters that subsequently impact their own job satisfaction. For example: The accumulation of favorable responses to displays of pleasant emotions might positively affect job satisfaction . performance of emotional labor that produces desired outcomes could increase job satisfaction. Relationships and practical implications Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and turnover.Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as nonwork satisfaction and core self-evaluations are taken into account. An important finding for organizations to note is that job satisfaction has a rather tenuous correlation to productivity on the job.This is a vital piece of information to researchers and businesses, as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non-academic management literature. A recent meta-analysis found an average uncorrected correlation between job satisfaction and productivity to be r=. 18; the average true correlation, corrected for research artifacts and unreliability, was r=. 30]. Further, the meta-analysis found that the relationship between satisfaction and performance can be moderated by job complexity, such that for high-complexity jobs the correlation between satisfaction and performance is higher (? =. 52) than for jobs of low to moderate complexity (? =. 29).In short, the relationship of satisfaction to prod uctivity is not necessarily straightforward and can be influenced by a number of other work-related constructs, and the notion that â€Å"a happy worker is a productive worker† should not be the foundation of organizational decision-making. With regard to job performance, employee personality may be more important than job satisfaction. The link between job satisfaction and performance is thought to be a spurious relationship; instead, both satisfaction and performance are the result of personality. Importance to Worker and Organization Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and produces anxiety.At the same time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional stat e that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity—the quantity and quality of output per hour worked—seems to be a byproduct of improved quality of working life.It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is l ifted performance will decline. Workers' Roles in Job SatisfactionIf job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: †¢ Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. †¢ Develop excellent communication skills. Employers value and reward excellent reading, listening, writing, and speaking skills. †¢ Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. †¢ Demonstrate creativity and initiative.Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. †¢ Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. †¢ Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. †¢ See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a vital role in job satisfaction. †¢ Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. Assuring Job SatisfactionAssuring job satisfaction, over the longterm, requires careful planning and effort both by management and by workers. Managers are encouraged to consider such theories as Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to a stimulating, challenging, supportive, and rewarding work environment is vital. Because of the relative prominence of p ay in the reward system, it is very important that salaries be tied to job responsibilities and that pay increases be tied to performance rather than seniority. So, in essence, job satisfaction is a product of the events and conditions that people experience on their jobs.Brief (1998) wrote: â€Å"If a person's work is interesting, her pay is fair, her promotional opportunities are good, her supervisor is supportive, and her coworkers are friendly, then a situational approach leads one to predict she is satisfied with her job† (p. 91). Very simply put, if the pleasures associated with one's job outweigh the pains, there is some level of job satisfaction. INTERPRETATION While doing my project and looking into the company profile of ADIDAS I came across certain facts and figures. †¢ COMPETITORS IN MARKET – ADIDAS is a manufacturer of sports wears and sports goods. The main competitor of ADIDAS is NIKE which also manufactures sports goods and sports products.Few year s earlier REEBOK was also a competitor, but ADIDAS took over the company and became the worlds largest sports wear and sports goods Production Company. Other competitors of ADIDAS are AMER SPORTS and ROSSIGNOL AMER SPORTS is company that was established in 1950 in Finland portfolio of sports brands including Wilson, Atomic, Suunto, Precor and Salomon. They manufacture athletic shoes, sports and fitness equipments. ROSSIGNOL is a company that produces equipments for snowboarding, ice-skating and other apparel products. They even manufacture ski boots, bindings, poles, hats, and gloves, as well as golf equipment via its Roger Cleveland Golf subsidiary. It even started giving sponsorship to various sports teams in all kinds of games all over the world.MARKET STAKE ; ADIDAS 36 % NIKE 24 % AMER SPORTS 21 % ROSSIGNOL 19 % [pic] †¢ HUGE FAMILY On December 31, 2007, the Group had 31,344 employees, which represents an increase of 19  % versus the previous year’s level of 26,376 . This development is primarily related to new employees in the adidas segment in emerging markets as well as own-retail activities. [pic] †¢ EMPLOYMENT GROWTH IN ADIDAS ( AS DISCUSSED WITH THE HEAD OF GREEN PARK MARKET, DELHI BRANCH. HIS COMMENTS ON EMPLOYMENT GROWTH ARE AS FOLLOWS )The development of our employee numbers varied significantly from a brand perspective. The number of employees at the adidas brand increased 25  % to 18,678 at the end of 2007 (2006: 14,906), mainly driven by the brand’s strong expansion, especially in own retail and in the emerging markets of Eastern Europe (e. g. Russia), Asia and Latin America. Staff at Reebok declined 11  %, attributable to a shift in the workforce to the Group functions and adidas brand as well as the elimination of duplicative positions. Hence, the Reebok segment comprised 6,751 employees at year-end (2006: 7,545). At TaylorMade-adidas Golf, the number of employees increased by 2  % to 1,393 (2006: 1,368).The num ber of employees working in our Group functions increased sharply by 77  % to 4,522 (2006: 2,552). The main reason for this development was the expansion of the Sports Licensed Division to a cross-brand corporate license department, including licensed products from brand adidas (e. g. NBA jerseys) and Reebok (e. g. NHL and NFL jerseys). Excluding this effect, employment within our Group functions increased 23  %. |NUMBER OF EMPLOYEES 1) | |[pic] | |1) |At year-end. |2) |Figures reflect continuing operations as a result of the | | |divestiture | | |of the Salomon business segment. | |3) |Including Reebok business. | †¢ GLOBAL MOBILITY ACTIVELY PROMOTED employees work at more than 150 locations around the world. They actively encourage global mobility and offer thier employees the opportunity to go on international assignments. At the end of 2007, 47  % of their staff was employed in Europe (2006: 42  %), 31  % in North America (2006: 35  %), 18  % in Asia (2006: 19   %) and 4  % in Latin America (2006: 4  %).To support relocating professionals and their families in new living and working environments, they provide, for example, relevant language and cultural training |EMPLOYEES BY REGION | |[pic] | †¢ RESEARCH AND DEVELOPMEMT Research and development within the adidas Group is organized in a decentralized structure, i. e. each brand separately runs its own research, design and development activities, with major locations in several countries. To maximize efficiency, our brand teams collaborate closely, sharing fundamental and biomechanical research as well as existing technologies.In 2007, we incorporated a last from a version of the adidas Predator ® football boot into Reebok’s new Sprintfit product. This transfer of basic football know-how highlights the type of technology sharing we strive to promote within the Group. Another example of intra-Group know-how transfer is the incorporation of adidas TORSION ® technology t hroughout a current collection of Rockport footwear |ADIDAS GROUP R & D STRUCTURE | |[pic] | †¢ VAST MAJORITY OF PRODUCTION OUTSOURCED To minimize production costs, adidas outsource over 95  % of production to independent third-party manufacturers, primarily located in Asia.These suppliers possess excellent expertise in cost-efficient mass production of footwear, apparel and accessories. adidas provide them with detailed specifications for production and delivery. However, our Group also operates own production and assembly sites in Germany (1), Sweden (1), Finland (1), the USA (4), Canada (5), China (1) and Japan (1). In order to ensure the high quality consumers expect from our products, adidas enforces strict control and inspection procedures at our suppliers and in our own factories. In addition, adidas promotes adherence to social and environmental standards throughout our supply chain FINDINGS ADIDAS ltd. Has over 1173 branches all over India.

Philosophy of life Essay

?I saw this quote in Mr. Laxman Gnawali’s laptop and I copied it right away, I don’t know but I liked that line very much. The quote was written on the wall of some park the place was really clean and that picture showed that it was really nice clean with lots of trees. After searching it in the internet I found it that it was the attribute to those who lost their lives in the war. We were talking about the teaching training session. We were told that we can achieve the next level in our career but we need to concentrate and do the session delivery seriously. There the quote was quite related because we had the freedom to be a teacher trainer but we have to be more responsible and develop certain habit, there with the freedom comes the responsibility. Looking at the history of freedom one can always see war as the synonyma for the freedom. The first thing that comes in our mind when we talk about freedom is war and quarrels. This phrase is mostly used by the people to show gratitude towards those who have lost their life in wars. There are so many articles and books written on them or about them. Shiv Khera have written a book â€Å"freedom is not Free† and there are mny other people who have talked about it and this is the phrase I think will be talked in coming future or as long as the existence of the human beings. Freedoms are rights of individuals, according to Webster it’s a state in which somebody is able to act and live as he or she chooses, without being subject to any, or to any undue, restraints and restrictions. As our country is democratic country and we proudly say that we are free, we have every freedom to do whatever we like to but in the beginning we fought for our freedom, can we still be fighting. In the beginning we fought for our freedom, with the birtishers, we fought with them not for the freedom but to keep our country free. We fought for the democracy from the Rana rulers and then we fought for the cruel royal rule and we achieve the freedom but the question remains that we have been fighting within ourselves. Now we have the ability to exercise free will and make choices independently of any external determining force, but are we truly free. I think we are still fighting within ourselves for the freedom we dream of. History has been our eyewitness that whenever we fought we fought to rule and not for the development or growth and we are still doing that. First we had MAHISHPAL than came GOPALA DYNESTYR and KIRAT after that many other than the most influential SHAH now we have politicians ruling still to rule not to develop. If I talk about the freedom realting with our history than it will never finish. Historians believe we’re not free, but on the other hand I just say we have our rights and restrains. Because completely unrestricted freedom of action would make peaceful human existence impossible, some restraints on freedom of action are necessary and inevitable. But, we do have to recognize that basic limitation, to make our life safe. We the people have to turn over some of our rights so that our country performs right and many say that the government is in our business but if they weren’t all chaos would occur. But, Freedom becomes a cost, a cost of just giving up some rights in return to be a great nation. But, some cost could become a concern. In the declaration of independence, Thomas Jefferson have clearly stated the difficulties and problems that America has to face on the process. The very recent and clear example abo;ut freedom is not free is our own country’s fight against the maost. We faced difficulties than one can imagine but ultimately we overcame with all the difficulties we faced. In the process of freedom government has to include all the armies of moist as well. There comes the pay for freedom. We had to go through traumas which many of the nation have been through but that trauma was from our own people to their own family. India, the biggest country with large population, which is emerging ijn every field in this modern time, have faced problems. They were colonized by British people and treated in the most cruel behave that one could ever treat to another human being in their own country but they fought for their freedom and have lost so many lives but at last they are free. The payment that they paid for the freedom are the lives, the great politicians and enthusiastic youths, there county were divided into parts and there is still fight among those country. Though they got the freedom they are still paying for it, that is why freedom is not free. America the land of opportunity, was not free and with the help of many freedom fighters they declare the independence. Instead of freedom they call it independent, as everyone knows in America most of the people are from different countries, the native people, the red Indians have actually lost their identity in order to be independent or free. the country have faced so many difficulties and still facing but it is the free country everyone says and believed that but they have the most criminal records and most frustration within their country. The fragmented society, self-centered individual, loss of culture and focus point of terrorism are the payment USA is paying with. Every country have their own struggle and history of freedom and the kinds pf payment they are paying as the freedom is not free. All the great people in this world has paid one or the other way for the freedom they fought for. Countries have faced the war and loss of the youngsters but the individual who are the great influential for that event lost their family ,loved once, and their own life as well. Hitler’s life story also suggest that freedom is not free.he hated zuse and to free himself from them he committed the crime which no human can forget and he is the most cruel person in this world. He could not face the failure and to make himself free from the thought of failure he continued doing the things which kept him free from that thought and the payment for the freedom of his thought is being cruel and called murderer and be alone in all his life. However his murder is still have no actual evidence but he was killed because he was becoming cruel and threat for many people so in the quest of freedom to free the abuse and feeling of failure he paid it with his life. Mahatma Gandhi, India call him their BAPU, was hated by his son because he had no time to spend with the family as he was in great mission to free his country from the Birtish. He freed his fellow country but the payment was his own children, he was killed by the very young person as people saw that his generosity is causing the country into many countries. He was free from all the material things and loved by all the people but to gain this freedom to loved by everyone with his life. The four martyrs, who was killed by rana rulers for their freedom speech also shows that whatever our country have got is not free. in whatever way we are enjoying or complaining about is actually the payment that those martyrs paid. They were from well known and educated family but in the quest to free the country from the ranas they paid their life and we got freedom. Being anyone as human is not free from all the responsibilities and rules that we need to follow. As a baby you are free to cry over anything but the payment is most of the time people don’t understand what your problem is. As a student you are allowed to make noise or make wrong choice but the payment is later on you have to fail in your exam and in your life. As a social worker you have the freedom to help others and take their pain as your own and the payment you have to pay is your time, for you and for your family, as an engineer, your freedom is to use any model but the payment is you have to be responsible for the lives of the people who will stay there, as writer you are free to write anything but the payment is no one will write about you, as the teacher you have the freedom to conduct your classroom as you wanted but the payment is you have to be the model all the time, you cannot make any mistake if you do you have to deal with all the consequences that might occur or the payment is your time and effort. When you see some advertisement on television about the free scheme, we always need to buy something with it because nothing is free, not even the water, the air. Freedom is actually the metaphor for all the responsibilities that comes with freedom. When one becomes the minister or join the politics, like in our country everyone blames them to be the negative one, you are free to be the politician but the payment is you won’t be trusted. When I first started to teach I don’t have any freedom to chose what I do in the classroom, so I was just following whatever the teacher told me to do and there no one expected anything from me so I was free from the responsibility and the payment I was paying is getting the low pay. As I developed the teaching learning skill and given the full responsibility of the class, I had the freedom to do any kind of things in the classroom and make it my own and include everything I have learnt but the payment is time and the continuous work load and no self time. Likewise with the PGDE course we had the freedom to garnish ourselves and the payment is all the criteria that was set for us to be what we were trained to be. FREEDOM IS NOT FREE, even the quote is controversial because when freedom is not free than why would one use these words and if it is used why it is mostly related with the people who have done so much for the betterment of the human being?