A Worn Path Short Story Research Paper Essay

Many obstacles can be taken when one desired the most is at risk. Phoenix Jackson is an old woman who has the right intentions, but meets many conflicts on the way. In the short story, â€Å"A Worn Path†, Eudora Welty predicts that one never knows where a path will end up leading them through conflict and symbolism. Phoenix Jackson warns that one never knows where a path will end up leading to. In the short story â€Å"a Worn Path†, Phoenix Jackson goes through many obstacles on the path to find medicine for her â€Å"grandson† (Welty). Phoenix is on a mission to retrieve treatment for her grandson. She is willing to face anything that gets in the way of her path leading to her destination. As Phoenix faces her journey she will reach conflicts beyond the way. While on the path to complete her mission phoenix stumbles upon many conflicts. In the short story â€Å"a Worn Path†, Phoenix comes encounter with intimidation of a â€Å"young hunter† in the woods (Heller). The hunter tests the old lady of weakness as he boasts of himself throughout the scavenged woods. Although the hunter has a gun with any possible chance to use it on Phoenix, she resembles courage upon the conflict for going about her business and continuing about her quest. In the short story â€Å"a Worn Path†, old woman Phoenix struggled up a hill â€Å"extricate[ed] herself from a thorn bush†, and crossed a log over a creek (Piwinski). As the woman struggles to get out of the bush she chooses to not give up and continue forward her path. The woods may have brought conflict and obstacles to Phoenix, but that won’t stop her from reaching the end of her journey.

Larsen & Toubro Recruitment and Retention Policies

A PROJECT REPORT ON LARSEN & TOUBRO RECRUITMENT PROCEDURE (HR) MASTER OF BUSINESS ADMINISTRATION [pic] ACKNOWLEDGEMENT I have prepared this study paper for the â€Å"Larsen & Toubro Recruitment and retention practices†. Quite frankly, I have derived the contents and approach of this study paper through discussions with colleagues who are also the students of this course as well as with the help of various Books, Magazines and Newspapers etc. I would like to give my sincere thanks to a host of friends and the teachers who, through their guidance, enthusiasm and couselling helped me enormously.As I think there will be always need of improvement. Apart from this, I hope this study paper would stimulate the need of thinking and discussion on the topics like this one. [pic] TABLE OF CONTENTS Chapter No. SubjectPage No. Ch. -1. 0Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -2. 0Research Methodology†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1. Primary Objec tive(s)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Hypothesis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3. Research Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Sample Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. Scope of the Study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6. Limitations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -3. 0Critical Review of Literature†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Ch. -4. 0Company Profile †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1.Industry Profile†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2. SWOT Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -5. 0Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. 1Collection†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. 2Primary Data 5. 3 Secondary Data†¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Ch. -6. 0Findings & Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -7. 0Recomme ndations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Ch. -8. 0Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -9. 0Annexure†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 1. Tables†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Graphs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Ch. -10 Case study Ch. -11 synopsis of the project EXECUTIVE SUMMARY ? EXECUTIVE SUMMARY Organisations are becoming large & complex with progressive industrialisation.Human Resource Department hence becomes the prime department in all concerns whether small or large & its Importance can be never ever estimated. The basic concept of summer training is to give students a new insight of practical applications of Human Resource Department of the organisation. †¢ In this modern world all human being thrive to become more skilled & hence they all work hard to achieve the pred etermined goals with their wholehearted dedication towards their jobs assigned.They always try to be close to perfection for this they need to be properly trained in their respective fields so that the unskilled workforce sharpen their skills & the skilled workforce move closer to their goals. †¢ Also each of the employees should be properly motivated so that he/she develops a will to work & fell that he is a part of the organisation, this help in the development of a sense of responsibility & a sense of belongingness amongst the employees. Hence the need for development of human resource was felt. The Human Resource of the organisation should be prepared in such a way that they help the employee to perform efficiently. have made an effort through this research study to understand and analyse various aspects related to Human Resource strategy of Larsen and Toubro (L & T) with special reference to recruitment and selection procedure at L & T. In the process , the aspects which h ave been looked into are:- 1. History of L & T 2. Industry profile 3. Research problem 4. Research methodology 5. Analysis of facts 6. Conclusions drawn RESEARCH METHODOLOGY ? RESEARCH METHODOLOGY Primary Objective(s): The primary objective is to study , understand and analyse various aspects related to recruitment and retention procedure at L & T.Hypothesis and Research Design: ? A Research Methodology defines the purpose of the research, how it proceeds, how to measure progress and what constitute success with respect to the objectives determined for carrying out the research study. The appropriate research design formulated is detailed below. ? Exploratory research: this kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. The research methodology for the present study has been adopted to reflect these realties and help reach the logica l conclusion in an objective and scientific manner. The present study contemplated an exploratory research Nature Of Data:- Primary data : Data which is collected through direct interviews and by raising questionaires . †¢ Secondary data: secondary data that is already available and published . it could be internal and external source of data. Internal source: which originates from the specific field or area where research is carried out e. g. ublish broachers, official reports etc. †¢ External source: This originates outside the field of study like books, periodicals, journals, newspapers and the Internet. ? SCOPE OF THE STUDY †¢ I have foccussed my study on L & T and based my study primarily on the recuitment and retention procedure at L & T. ? CRITICAL REVIEW OF LITERATURE ? COMPANY PROFILE Company profile †¢ Founded in 1938, Larsen & Toubro Limited (L&T) is one of Asia's largest vertically integrated Engineering ; Construction conglomerate with additional int erests in Information Technology and electrical business.A strong, customer-focused approach and the constant quest for top-class quality have enabled the company to attain and sustain leadership position for over seven decades. †¢ Serving the core sectors and infrastructure of the economy, L;T has pioneered spectacular achievements in Indian industry. Many of the engineering and construction projects executed by L;T have set new benchmarks in terms of scale, sophistication and speed. So do many buildings, ports, highways, bridges and civil structures around the country, which are widely regarded as landmarks.L ; T – AN INDIAN MULTINATIONAL †¢ In line with its strategy of aligning capabilities to meet emerging trends, L;T recently initiated a mega-transformation process, internally to ensure that it emerges, as a knowledge-based Indian multinational. †¢ Over the years the company has proactively created the necessary infrastructure for its global initiative wit h office locations in USA, Europe, Middle East and Japan. The Engineering ; Construction Division made significant progress during the year in increasing its presence in the overseas markets.The Division secured orders from international clients located at Malaysia, USA, UK, Brazil, Saudi Arabia, UAE, Qatar, Bangladesh, Sri Lanka, etc. The export earnings of the Division amounted to Rs. 24600 million during the year 2005-06. THE CUSTOMER PROFILE †¢ The customer profile includes leading names such as Samsung, Chevron, Bechtel, Kvaerner, Pirelli, Siam Michelin, Goodyear, etc. The Electrical ; Electronics Division too has increased its thrust on exports and the share of export revenues during the year ended March 31, 2006 increased to 11 % as compared to 8% in the previous year.L;T believes that progress must necessarily be achieved in harmony with the environment. A commitment to community welfare and environmental protection constitute an integral part of the Corporate Vision. C ORPORATE VISION [pic] †¢ L;T shall be a professionally-managed Indianmultinational, committed to total customer satisfaction and enhancing shareholder value. †¢ L;T-ites shall be an innovative, entrepreneurial and empowered team constantly creating value and attaining global benchmarks. †¢ L;T shall foster a culture of caring, trust and continuous learning while meeting expectations of employees, stakeholders and society.THE BUSINESS SECTOR †¢ L;T's Engineering & Construction Division provides ‘design-build' or ‘turnkey' EPC solutions in all major engineering disciplines, including civil / structural, plant design / mechanical, electrical and process control / automation, playing a critical role in the core sectors of Industry and Infrastructure areas. We provide services right from the earliest stages of pre-project development through to start-up and bring expertise to the industries that we serve while applying core competencies and skills to all o ur work. The industries we serve are listed as follows: pic] ? RECRUITMENT AND RETENTION PRACTICES AND PROCEDURES AT L & T 1. Recruitment Flowchart The following schematic outlines the process flow for recruitment at L & T. 1. Internal Recruitment The Company believes in offering opportunities for growth and career progression to its employees; thus each time a requirement arises, internal recruitment will be a preferred mode. For every vacancy arises below. †¦Ã¢â‚¬ ¦Level, an option of filling the post initially will be considered. HR will place an advertisement on the intranet. The advertisement will contain the following details: a. Job Profile b.Educational qualifications, Skills, Experience c. Last date of receiving Applications d. Contact person in HR All Applications will be screened for the eligibility against pre-determined criteria for the vacancy. HR will prepare a list of eligible applicants and seek approval from the respective Reporting Manager and Departmental He ad. If approval is given, HR will send a notification to the eligible candidates via email. Applicants who are not found eligible will also be notified via email. †¢ If no suitable applicants apply within one week from the date of posting the advertisement, external recruitment is initiated. Eligible candidates will undergo a panel interview. †¢ Travel for Interview: As per eligibility in current grade . †¢ Compensation fitment: Wherever the employee is moving to a higher value job, compensation will be undertaken as if the individual is a new hire. Handover period: Before the employee takes over his/her new position, there will be a handover period of one month. However this maybe reduced at the discretion of the current Reporting Manager. Relocation: If the employee needs to relocate to a different city to take up the new position, the company will reimburse as per the relocation policy. . External Recruitment Entry Level Recruitment Entry-level recruitment is used for fresh graduates/postgraduates who are taken as Executive Trainees and Management Trainees or for individuals joining at entry-level positions in the Company. †¢ If candidate possess less than one year of work experience, he/she will be treated as a fresh hire (entry level recruitment). †¢ Trainee Schemes †¢ Management Trainees †¢ Depending upon the requirements projected in the manpower plan, the company will recruit Management Trainees from Management institutes in the country. †¢ Sourcing of TraineesManagement trainees will be sourced from Management Institutes across the country. The selection criteria for Institutes are described below: A. Campus rating through publications: HR will refer to the Campus ratings published in the Business Magazines, available in the country and arrive at average campus ratings. For the current year the company will target institutes that are ranked between 15th and 20th ranks according to the ranking developed. It is fu rther recommended that by the year 2006 – 2007. The company should target campuses that range between 10th and 15th ranks. B.Recruitment days given: The company will give preference to the Institutes who are willing to give either day 0, 1 or 2 C. Campus Specialization: Relevance of courses offered to the company’s business. D. Campus Relationship: The Company will develop close relationships with targeted campus by hiring large numbers, conducting events, taking summer trainees, sending senior managers for lectures etc. An attempt will be made to include a cross – section of Institutes across the country to ensure diversity in the campus recruitment process. Additionally, freshly qualified persons from different areas shall be selected as per the requirement.E. Positioning of trainees Selected trainees will be positioned at the following grades: a. Fresh Graduates: Student with a Masters in Business Administration/Chartered Accountants will be placed at the Man agement Trainee grades and will get confirmed in level†¦. After successful completion of the training period. b. Experience: Student with relevant work experience of 1 – 3 years will be given weight age but will be taken as Management Trainee. c. Any candidate with more than three years of work experience will be considered a lateral recruit and appropriate fitment will be done. F. Recruitment ProcessThe recruitment process for the Management trainees will be as follows: †¢ HR will initiate the campus recruitment process by sending the company’s literature to the campus, one month before the proposed date of recruitment. This will contain brochures of the company literature containing information about the company, the job profile and the remuneration package. Pre Placement Talks: †¢ HR will coordinate with the Placement Cell of short listed Institutes and schedule Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placemen t Team. The following information will be carried to the Pre Placement Talks: . Brochures or company literature containing information about the company, job profiles and the remuneration package. b. Application blanks c. Number of job openings Screening of Application Blanks The Placement Coordinator/Administrative offices will short list candidates on the basis of predetermined eligibility criteria and send the list of short listed students to the company at least one week before the date of campus interviews. HR will then screen the application blanks that are received and short list them a second time according to the eligibility criteria. Any deviations will be highlighted and justified.A final list of candidates selected for interviews will be sent back to the Institute no later than one week before the selection process. Selection Process Only Institutes where day 0, 1 or 2 is offered will be accepted. All eligible candidates will undergo the following 2 – step selecti on process: 1. Group Discussion – This will be the first step of the selection process. Two members of the Campus Recruitment Team will observe each group discussion. Observations will be recorded in the Group Discussion Observation Form and compared for a final rating at the end of the Group Discussion.Topics will be a mix of economics, business and general awareness. 2. Candidates who are selected after the Group discussion will be called for a personal interview. Interview Observation Forms will be used to evaluate the candidate’s performance during the interview. Panel composition for the interview will be as per appendix II Suggested Selection Criteria for Students It is imperative to not only recruit those students who do well academically but also those who possess a winning attitude but may not have done as well academically.The following selection criteria can be used as a guide: a. Academics – Focus on students who have consistently done exceptionally well b. Extra and Co curricular activities – Focus on Leadership, Initiative c. Personality and Attitude – Focus on Communication, Presentation and Teamwork At the end of the selection process, the Campus Recruitment Team will compile a list of selected candidates and handover the same to the Placement Officer. An announcement can also be made to inform students at the same time. Offer Letters: Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus. Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after receipt of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. C. Recruitment Process The recruitment process for the Management trainees will be as follows: †¢ HR will initiate the campus recruitment process by sending the company’s literature to the campus, one month before the proposed date of recruitment.This will contain brochures of the company literature containing information about the company, the job profile and the remuneration package. Pre Placement Talks: HR will coordinate with the Placement Cell of short listed Institutes and schedule Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placement Team. The following information will be carried to the Pre Placement Talks: d. Brochures or company literature containing information about the company, job profiles and the remuneration package. e. Application blanks f. Number of job openingsEligibility criteria for candidates will be given to the Placement Officer at the end of the PPT. Eligibility Criteria a) A consistent academic record of 60% and above in all years of graduation in engineering b) Projects undertaken at the summer trainee/internship level (if any, in applied courses) Screening of Application Blanks 1) The Placement Coordinator/Administrativ e offices will short list candidates on the basis of predetermined eligibility criteria and send the list of short listed students to the company at least one week before the date of campus interviews.HR will then screen the application blanks that are received and short list them a second time according to the eligibility criteria. Any deviations will be highlighted and justified. A final list of candidates selected for interviews will be sent back to the Institute no later than one week before the selection process. Selection Process 2) Group Discussion – This will be the first step of the selection process. Two members of the Campus Recruitment Team will observe each group discussion. Observations will be recorded in the Group Discussion Observation Form and compared for a final rating at the end of the Group Discussion.Topics will be a mix of economics, business and general awareness. 3) Candidates – Who are selected after the Group discussion will be called for a personal interview. Interview Observation Forms will be used to evaluate the candidate’s performance during the interview. At the end of the selection process, the Campus Recruitment Team will compile a list of selected candidates and handover the same to the Placement Officer. An announcement can also be made to inform students at the same time. Offer Letters: †¢ Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus.Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after receipt of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. D. Trainee Scheme (B) †¢ Once selected, all trainees will be provided with an HR brochure that lists the details of the trainee scheme as outlined below: †¢ Travel: Management Trainees will be provided with AC class Train Fare from home to th e company. Conveyance expenses such as travel (taxi) from the Railway station to the place of posting etc. will be provided.Training Program: †¢ The training period will last for one year. Selected Management Trainees will be confirmed at †¦.. level †¢ Module 1: Induction: A three day induction period will be held for all trainees by the top Management on the vision, mission and company policies. †¢ Module 2 : On the Job Training: trainees will be given 11 months of on the job training where they will undertake projects in their department of choice/specialization according to the responsibilities accorded to the grade. F. Performance Evaluation and Placement †¢ Upon completion of the training period, all trainees will undergo a performance evaluation. Trainees will be required to present a report of the projects they have undertaken to the Department Head at the end of the training period. †¢ HR will schedule a performance interview for every managemen t trainee. The panel for interview will consist of one cross – functional head, Department head and HR Manager. †¢ The trainee will be assessed on the projects completed and a number of parameters listed in the â€Å"Trainee Evaluation Form†. †¢ The Performance Evaluation Panel will then either recommend a confirmation or separation as per the trainee’s performance.Upon receiving the evaluation and recommendation, HR will issue a confirmation letter to the trainee confirming him/her at †¦.. Level. †¢ The separation process will be initiated for trainees whose performance is not found to be satisfactory. Trainee Scheme Summary Table †¢ Executive Trainees Management Trainees Travel †¢ Executive trainees will be provided with fare from their Institute/ home to the company. †¢ Conveyance expenses such as travel (Taxi) from the Airport/ Railway station to the place of posting etc will be paid. Accommodation Outstation Trainees will be provided twin sharing Accommodation for one month free of cost.Any cost for further requirement will be deducted from the trainees stipend will be deducted from the trainee’s stipend. Executive Trainees Management Trainees Training program †¢ The Training program for both trainees will last for one year †¢ The program has already been mentioned earlier in the recruitment process. 3. 3. 2 Direct Hiring †¢ Internal Database: In case of requirement of fresh graduates for any function like sales or recovery, HR will refer to the internal database of unsolicited resumes (drop in applications, walk ins etc. ) Selection Process HR will short list candidates as per the pre determined criteria prescribed for the vacancy. After a Preliminary interview, the candidate will undergo a panel interview as per the panel composition in Appendix II. Observations will be recorded in the interview observation form. †¢ Compensation Fitment: The compensation package will be a s per the compensation grid. The same id decided by the Compensation Manager, HR and then approved by the HR Head. †¢ Offer Letter: An offer letter will be sent to selected candidates within one week of the interview. Offer Acceptance: Candidates have to sign a duplicate copy of the letter as a token of their acceptance and send the same back within 15 days of the receipt of the letter. 3. 3. 3 Lateral Recruitment The different modes of recruitment available are Database Hiring, Internet Hiring, Employee Referrals and Advertisements. 1. Database Hiring: When any recruitment requirement arises, the internal applicant database will be referred to. Eligible applicants will be selected by their qualifications, experience and training. HR will forward a copy of the candidates list to the requesting department along with the resumes of the five highest ranked candidates. Candidates short – listed from this list will be called for an interview. 2. Employee Referrals: †¢ HR will intimate the panel members of the interview schedule at least 2 days prior to the start of the first interview. †¢ Panel members will be provided in advance with a Candidate Assessment Folder consisting of the candidate’s resume, career history and interview observation form. Travel Reimbursement: †¢ Travel reimbursement will be done as per details in Appendix III. Outstation candidates will be given 5 working day’s notice and local candidates will be given 3 working day’s notice to attend the interview at the given location. †¢ Offer Letter: An offer letter will be sent to selected candidates within 7 days of the panel interview. Regret letters to be sent to rejected candidates. Once offer has been made, intimation will be sent to Personnel Administration with compensation, designation and fitment details. Reference Checks: †¢ Selected and offered candidates will be required to furnish 2 Industry – based references (one of whom the candidate has worked with for a minimum period of one year).HR will conduct the reference check and record observations within 15 days of sending the offer letter. If the reference check is not satisfactory, offer will be revoked with immediate effect. †¢ Referrals from the employees must be encouraged as they not only imply a lower recruitment cost as compared to advertisements or recruitment firm, but the reliability of candidates is also higher due to fact that they are coming through a known and trusted source (KDS Steel Division employees) †¢ HR will advertise the vacancy on the company’s intranet.The advertisement will consist of the Job Profile, Employee Profile, and Last date of application and the name of contact person in HR. †¢ HR will send an acknowledgement to the referee. This will be done within 2 days of the application The following schematic describes the referral process: Satisfied 3. 3. 3. 4 Media Advertisement In case the number of vaca ncies is large, advertisements may be released based on recommendation of the HR head and an approval from the Directors. The advertisement will adhere to the prescribed standards and will contain the following details: †¢ Brief Profile of The Company †¢ Brief on Job Responsibilities Employee profile- Age, experience, educational qualifications †¢ Locations †¢ Email ID/Postal Address for receipt of Resumes 3. 3. 3. 5 Internet Recruitment Firms †¢ Internet recruitment firms such as naukri. com and jobsahead. com can be used for any level of recruitment. HR head will be the final contact. 3. 3. 3. 6 Selection Process Initial Screening : †¢ HR will conduct an initial screening based on the details provided in the CV, and also the pre determined criteria. HR will then establish a candidate’s list using set priorities when there is more than one qualified applicant interested in the same position.Preliminary Interview †¢ A preliminary interview w ith HR will be conducted prior to the panel interview. The preliminary interview may be conducted via telephone if it is a case of an outstation candidate. Final Interview †¢ HR will intimate the candidate about interview time, date and venue for the final interview EMPLOYEE RETENTION PRACTICSE AT L & T â€Å"Loyal employees in any company create loyal customers, who in turn create happy shareholders. † – Sir Richard Branson What is engagement? It is a positive attitude held by the employee towards the organisation and its values.An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. ’ [pic] Employees are one of the most important assets, but are Companies doing everything they can to maximize the potential of this asset? The best emp loyee attitude studies explore all aspects of an employee’s working life with an employer, covering not only what they do but also what employees think and feel about the organization.An effectively implemented program of employee research can become one of the most powerful strategic tools in helping the company achieve its long-term corporate goals. To ensure the value of company’s investment in employee research, HR managers have to fully understand the concerns, attitudes and motivations of their employees. The way it was†¦Ã¢â‚¬ ¦ in the past, jobs were considered desirable and sufficient candidates could be found to fill most critical jobs. Moreover, once employed, workers would often spend their entire careers in the same job.In areas where there was turnover, new employees could be recruited easily. The way it is†¦.. today there is a high demand for workers. The supply of qualified workers is limited and good workforce planning requires a twofold appro ach of aggressive recruitment and innovative retention strategies. Retention policies need to focus on elimination of unwanted turnover. EMPLOYERS NEED TO DETERMINE WHO THEY SHOULD RETAIN AND HOW THEY CAN RETAIN THEM. †¢ Talented employees should be identified early and proactive steps should be taken to nurture and retain them. †¢ Development of early racking procedures for promising new hires. †¢ Tracking of reasons for quits, especially among the high potential workers. †¢ On-going employee attitude surveys to provide information for successful retention strategies and to predict turnover. †¢ Tracking voluntary turnover by department then focus efforts on the problem areas. †¢ Providing incentives for people to remain with the organization – these are not always financial. What People Want â€Å"†¦ People want to feel valued and valuable. They want to belong, to know that they, their work and their ideas matter.They want a diversity of c hallenges, and the ability to make decisions without excessive red tape. They want to feel connected to upper management, knowing they can share ideas with company decision makers. † RETENTION PRACTICES 1) While cash may get workers in the door, culture will keep them Create a kind of â€Å"feel good about work† culture for your employees. The staff members who stay with you the longest do so because they want to, not because they have to They will only stay if you create a positive work culture. Let staff know that you are pursuing a common purpose, which is mutually beneficial.Your goal is to frequently let staff know that this is â€Å"why I need you† and this is â€Å"why you are important. † 2) Stop hiring the wrong people – One place to plug the leak is to stop hiring the wrong people. A manager needs to understand what kind of person will be happy in a competitive work place? It is someone who is dependable, deliberate, hates change, likes to follow repetitive processes and finishes the job at hand. Or it could be someone who has a flair for accuracy, thrives in an environment which has procedures laid down and yet does not seek variety or change.However, the system breaks down when the qualified person is put into a position that does not quite fit who they are. Instead of job match, this results in job mismatch, which causes the job and individual to suffer, limiting the company’s productivity. 3) Provide good incentives and recognition The biggest motivation to the staff is recognition and every day pat instantly when ever they do good work goes along way. Whenever sales happen, all the members stand and clap for achievement and at the end of the day each one will be appreciated for the good sales.A letter of appreciation for quality work, good dinner with the team members is always appreciated by the agents. 4) Good relationship with supervisors Many times, employees seek greener pastures because they are unh appy with their supervisors. The supervisors and trainers have an important role of giving feed back on both strengths and weaknesses, which will help them to do better. Some staff do have initial problem of getting adjusted to the office jobs and procedures or they lack confidence. Reinforcing the confidence that â€Å"you can do† is the responsibility of supervisors. It is true that staff equires money, but they always look for actions, which touches their mind and heart. Let's be honest, bosses management styles have a huge impact on employee satisfaction. 5) Coaching and Career Pathing Coaching is employee development. Your only cost is time. Time means you care. And remember your people don't care how much you know†¦ until they know how much you care. Whenever the emphasis is on positive feedback, I make sure to do this coaching in â€Å"public. † Whenever you recognize and encourage people in â€Å"public,† it acts as a natural stimulant for others wh o are close enough to see or hear what's taking place.Employees need to know what is potentially ahead for them, what opportunities there are for growth. This issue is a sometimes forgotten ingredient as to the importance it plays in the overall motivation of people. SWOT ANALYSIS |Strengths |Weaknesses | |Right products, quality and reliability. | | |Superior product performance vs. competitors. |Some gaps in range for certain sectors. |Brand Image |Not very popular in the international market | |Products have required accreditations. |Delivery-staff need training. | |High degree of customer satisfaction. |Customer service staff need training. | |Good place to work |Processes and systems, etc | |Lower response time with efficient and effective service. |Management cover insufficient. | |Dedicated workforce aiming at making a long-term career in the field. Sectoral growth is constrained by low unemployment levels and | | |competition for staff | |Opportunities |Threats | |Profit mar gins will be good. |Legislation could impact. | |End-users respond to new ideas. |Existing core business distribution risk. | |Could extend to overseas broadly. |Vulnerable to reactive attack by major competitors. | |New specialist applications. Lack of infrastructure in rural areas could constrain investment. | |Could seek better supplier deals. |High volume/low cost market is intensely competitive. | |Fast-track career development opportunities on an industry-wide basis. | | |An applied research centre to create opportunities for developing | | |techniques to provide added-value services | |DATA Collection: †¢ Data has been collected from sources like books, periodicals, journals, newspapers and the Internet. Primary Data: †¢ The primary data has been collected by raising a questionaire at the L ; T with a sample size of 45 and 25. †¢ While one questionaire is based on the evaluation of Recruitment procedure, the other one is based on the evaluation of retention pol icies of the company Secondary Data: †¢ The secondary data has been collected from various books, magzines, journals, information brochures and internet web sites. DATA ANALYSIS [pic] CONCLUSIONSThe general feeling among the employees is that L ; T has a well defined and clear recruitment policy. [pic][pic] CONCLUSIONS A good majority of the employees feel that the need for the manpower planning is being given due consideration. [pic] CONCLUSIONS A good majority of the employees are of the view that Internal promotion is the right source of recruitment and the same should be given the priority. [pic] CONCLUSIONS Campus selection and the recruitment through advertisements are the two most popular methods of recruitment which are currently being employed the company pic] CONCLUSIONS In the case of immediate requirement the company heavily relies on the internal recruitment method. [pic] CONCLUSIONS A Majority Of The Employees At L ; T Are Of The View That The Succession Planning Is Being Done In Advance In The CompanY . [pic] CONCLUSIONS The employees are of the strong belief that the selection of the candidates is being made on the basis of some pre set criteria. [pic] CONCLUSIONS The key parameters of performance evaluation are -skills -aptitude -process knowledge and experience [pic] CONCLUSIONSPsychological testing has been voted as the best technique to evaluate the employees capabilities and aptitude by most of the employees [pic] CONCLUSIONS More than half of the people questioned, admitted that they had to face in-depth interviews at the time of selection. QUESTIONAIRE COVERING RETENTION ASPECT [pic] CONCLUSIONS More than half of the employees admit that association with the company is for more than 10 years, while a good 30% of the employees admitted to have left the company in less than 4 years . [pic] CONCLUSIONS A large majority (82%) of the employees expressed their satisfaction with the company.Which is a great morale victory on the paet of th e management.. [pic] CONCLUSIONS Almost 2/3rd of the employees expressed their dissatisfaction over the salary structure being offered currently. [pic] CONCLUSIONS The employees are enjoying good interpersonal with the colleagues, subordinates and managers. [pic] CONCLUSIONS The employees are actually divided over the working conditions of the company . [pic] CONCLUSIONS Only 51% of the employees actually believe that their career will flourish with the company. [pic] CONCLUSIONS Almost all the employees are confident about their growth in the company. [pic] CONCLUSIONSA large majority of the employees admitted that their achievements are recognised in the company and thus duly awarded by the company. [pic] CONCLUSIONS Only half of the respondents were found to be happy about positions in the company. i. e the other half wants to be promoted. [pic] CONCLUSIONS Almost 80% of the employees believe that the company ensures the balance between their work and their personal lives through various policies and programs. [pic] [pic] CONCLUSIONS A good 47% of the employees believe that there is free flow of communication among the supervisors and the subordinates, it is a healthy sign for any organisation. pic] CONCLUSIONS a big majority of the employees leave their job because of :- -benefits and salary and -better job opportunity elsewhere [pic] CONCLUSIONS The morale of the employees of the company is very high which is a sign of good management policies of the company. FINDINGS ,RECOMMENDATIONS , AND CONCLUSION †¢ Better salary packages should be offered and periodic salary reviews should be made by the management to keep pace with the changes in the corporate world. †¢ salary and working condition should be brought best global standard †¢ Salary difference in same grade should not be more than 10 to 15 percent Clear and faster growth path should be planned to keep every one interested. †¢ Job rotation should be practiced to keep the work enviro nment interesting and untiring. †¢ Pain areas like getting an email id, reimbursements of mobile and other expenses are very time consuming and this should be eliminated to keep employees motivated †¢ Challenging assignment should be offered to the employees so as to avoid the job -dullness †¢ Better performance appraisal procedures should be applied to assess the true worth of an employee. An efficient employee should always be promoted and awarded accordingly. Mediclaim benefit with cashless card scheme should be provided to the employees. †¢ Balance between personal life and work through programs and policies should always be distinguished. †¢ Better communication within the organization should always be encouraged and enabled for a better working environment †¢ The working hours should be restricted to 8 hrs per day to keep the employees fresh and efficient. †¢ Enhanced limit of mobile phones usage should be allowed. SELECTED BIBLIOGRAPHY ? Per sonnel management by K. V Mishra, Aditya publishing house Madras, 1992. ? CHHABRA T.N, Princlples ; practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000. ? Practice of Human Resource by Danny Shield. ? Manuals from the organization. ? www. kdsgroup. com. ? www. LarsenToubro. com ? www. google. com ? www. yahoosearch. com ? QUESTIONAIRES SAMPLE SIZE- 45 Q1) How long have you been associated with the company? 1. 1 – 4years 2. 4 – 10years 3. 10years and above Q2) Are you overall satisfied with the company? 1. Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q3) Are you satisfied with the salary structure prevailing in your company? . Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q4) How are your interpersonal relations with your colleagues, subordinates and managers? 1. Good 2. Bad 3. Fine Q5) Are you happy with the work conditions (facilities / physical environment) of your company? 1 . Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q6) Do you have a clear path of Career Advancement? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q7)Do you find yourself growing in the organization? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree Q8) Are achievements recognized and are they awarded in your company? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q9) Are you happy with your position at this company? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q10) The organization ensures balance between your work and your personal life through policies, programs, services and attitudes that are specific to fostering your well being? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4.Moderately disagree Q11) The organization provides you ample resources and opportunities at work to learn and grow? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q12) There is a free flow of communication and good coordination among supervisors and subordinates? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q13) What would be your primary reasons for leaving the company? 1. Benefits ; Salary 2. Better Job Opportunity elsewhere 3. Conflict with co-workers/higher authority/management 4. Working conditions 5.Job Expectation/Challenges/Growth 6. Poor Performance Evaluation Q14) How would you rate the MORALE in your company? 1. Low 2. Very Low 3. High 4. Very high Q15) What additional benefits competitors provide to their employees for retention? †¢ Good perks/ high salary †¢ Better position/ promotion †¢ ESOP †¢ Cars/ laptops †¢ Various personnel policies and good TA ; DA †¢ Better incentives and awards †¢ Less Income Tax liabilities †¢ Better infrastructure †¢ Better commuting facili ties Q16) What suggestions do you have for your company to help employee retention as compared to its competitors? Better salary/ periodic salary review in comparison with the changes in the corporate †¢ Match salary and working condition to the best global standard †¢ Salary difference in same grade should not be more than 10 to 15 percent †¢ ESOP †¢ Clear and faster growth path †¢ Job rotation †¢ Pain areas like getting an email id, reimbursements of mobile and other expenses are very time consuming and this should be eliminated †¢ Challenging assignment should be offered †¢ Better performance appraisal †¢ Mediclaim benefit with cashless card scheme Balance between personal life and work through programs and policies †¢ Better communication within the organization †¢ 8 hrs per day work †¢ Enhanced limit of mobile phones Personal Details: NAME(Optional)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ DEPARTMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. DESIGNATION †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ QUALLIFICATION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. QUESTIONNAIRE Q1) Is there a well defined recruitment policy in your organization? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q2) Principle of right man on the right job is strictly followed/a detailed job-analysis is done prior recruitment? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q3) Do you think the need for manpower planning is given due consideration in your organization and the manpower requirement is identified well in advance? 1. Strongly Agree 2. Moderately agree 3. Strongl y disagree 4. Moderately disagree 5. Can’t say 4) Which internal source of recruitment is followed by the company and given more priority? 1. Internal promotion 2. Employee Referrals 3. Transfer Q5) Which external source of recruitment is followed by the company and given more priority? 1. Campus interview 2. Advertisement 3. Online job banks . Walk –in interviews 5. Agencies/Consultancies 6. Employment Exchange Q6) Which source of recruitment is relied upon when immediate requirement arises? 1. Internal 2. External Q7) Do you think succession planning is done in advance in your organization ? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q8) The sorting of candidate applications is done by some pre set criteria? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q9) Which are the parameters on which candidates are evaluated (give ratings out of 100)? . Experience †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2. Skills†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Process Knowledge/Intelligence†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Aptitude†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. Attainments†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Q 10) To identify the employee’s capabilities and aptitude, psychological testing is done. Do you think it is an useful technique? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q11) What type of interview is taken while selection? 1. Patterned 2. Stress 3. Depth 4. Others†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Q12) The view of the concerned department head is given special attention while selecting the employee of the department? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q13) Is the physical examination necessary after final interviews? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Canâ⠂¬â„¢t say Q14) What is the weightage given to the following (out of 100%)? 1. Written Test†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2. Group Discussion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Final Interview†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Q15) Is Induction as well as a training program conducted after joining of employees? 1. Yes 2. No Q16) Do you think the present selection process is feasible for selecting the employees? 1. Strongly Agree 2.Moderately agree 3. Strongly disagree 4. Moderately disagree Suggestions if any†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Personal Details: NAME†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ DEPARTMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. DESIGNATION †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ QUALLIFICATION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Thank you for your cooperation. CASE STUDY SYNOPSIS OF THE PROJECT ? SYNOPSIS OF THE PROJECT Scope of thesis work The scope of my study begins with the study of history of L ; T and it further extends to various issues related to Recruitment and Selection procedures at L ; T. Research Methodology the objective of my study is to —-understand —and critically analyse the various aspects related to the Recruitment and Retention procedures at L & T . and make further suggestions for its betterment. Hypothesis and Research Design:- ? A Research Methodology defines the purpose of the research, how it proceeds, how to measure progress and what constitute success with respect to the objectives determined for carrying out the research study. The appropriate research design formulated is detailed bel ow. ? Exploratory research: this kind of research has the primary objective of development of insights into the problem.It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. ? The research methodology for the present study has been adopted to reflect these realties and help reach the logical conclusion in an objective and scientific manner. The present study contemplated an exploratory research NATURE OF DATA:- †¢ Secondary data: secondary data that is already available and published . it could be internal and external source of data. Internal source: which originates from the specific field or area where research is carried out e. . publish broachers, official reports etc. †¢ External source: This originates outside the field of study like books, periodicals, journals, newspapers and the Internet web sites Sources of Data -DataCollection -Primary Data -Secondary Data DATA COLLECTION ? Data has been collected through various books , journals ,web sites and magzines PRIMARY DATA ? Primary data has been collected by raising two questionaires of the sample size of 25 and 45. SECONDARY DATA ? Secondary data has been collected through various books , journals , magzines and web sites.I always had great interest in the field of Human Resources and it only grew with the age. L; T is a huge company with a great repute in the Indian Economy, and they do practice very sound HR procedures, So I think , I had all the reasons in the world to make a project on L;T ? Details of the External guide ? Name of the Guide ,Qualification and Designation ? Approval letter from External guide ? ( Signatory note from guide stating that he/she would guide you ) ———————– Manpower Planning Prepare Job description Prepare employee Profile Check Database Internal RecruitmentExternal Recruitment Select Appropriate Method Advertise Post Internally Campus Recruitment Sear ch Firms Employee Referrals Advertisement Shortlist Institutes PPT’s Screen Application Offer Selected Candidate Provide firm with Employee profile Screen applications as per eligibility criteria Selection Process Offer Selected Candidates Conduct Reference check If not satisfactory, revoke offer within 15 days Advertise post internally Screen applications for eligibility and approvals from reporting manager and departmental head Selection process If suitable, make offer Employee referral mail CV ReceivedInform employee Yes CV in database? Allot reference no. to CV Inform employee No Screen for eligibility Selection process Reference checks Inform employee Offer Candidate There is no one strategy to ensure successful employee retention. Generally, a combination of factors influences an employee’s decision to stay in a job. Those factors may differ for an individual depending on his or her age, family situation, the external job market, or job title. There are some fact ors, however, which seem to impact most employees and for which we found some effective strategies worth sharing. [pic] [pic]

Analysis On Nike And Feasibility Of Imc Plan Marketing Essay

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Government Systems - Essay Example The parliamentary system as developed and used in Great Britain is more graphically called the Cabinet government. This conveniently describes the fact that the cabinet is usually known as the Government. More completely described, however, the government in this system is composed of the Cabinet, as the executive organ; and the parliament as the legislature. These two bodies do not form separate departments. They are fused together and are dependent upon each other in the performance of the principal governmental functions. The reality of the system is that politics play a dominant role in its actual working. The party leader does not only automatically become the Prime Minister but much legislation happens within the party caucus presided over by the Prime Minister. It is here where debates among the members of the ruling party are common. But once a consensus is developed the result will become the united stand of the majority party in the parliament. So, if there is any debate in Parliament during the discussion of legislative proposals it is only between the ruling Members of Parliament and the Members of the opposition. (Mckay, 291) This Shadow Cabinet or Shadow Minister is the counter part of the government. In debates and during question hour, the Shadow Prime Minister and Ministers are the ones engaged and egged on the Prime Minister and his Ministers. For the Parliamentary System to succeed there must be a strong opposition party. A strong opposition attracts men and women of equal competence, brilliance and expertise. In the event that it wins a majority in the Parliamentary election it is immediately ready to form a government of qualified persons thereby avoiding a lengthy interregnum in the formation and implementation of national policies. For this reason, every opposition party has made it a practice to name their respective ministers even before it smells victory in the polls. These prospective Ministers constitute what is popularly called the Shadow Government which is actually a Government established by the opposition in the Parliament. The question hour is a unique feature of the Parliamentary system. It is an effective tool in scrutinizing proposed measures and past and current acts of the Prime Minister and his Ministers. For all its merits, it is only a useful tool of democracy if there is a well-organized opposition with a Shadow Cabinet, for the questions and the answers are usually between the Prime Minister and his Shadow Cabinet. Among the members of the majority party, their differences are usually and by practice threshed out in a part caucus prior to the session of Parliament. New Zealand is a constitutional monarchy with a parliamentary democracy. Although it has no written constitution, the Constitution Act 1986 is the principal formal statement of New Zealand's constitutional structure. Queen Elizabeth II is the head of state and is titled Queen of New Zealand under the Royal Titles Act (1953). She is represented by the Governor-General, currently Anand

The real estate market in Hong Kong and suggested public policies Essay

The real estate market in Hong Kong and suggested public policies - Essay Example Hence, it is certainly inevitable that a subsidized public housing program will bear significant effects on households, the economy, and society (Feng 2010, p. 3). The account of subsidized housing policy in Hong Kong has witnessed multiple twists and turns over the decades with divergent outcomes. Frequently, the changes brought unanticipated consequences with some leading to disastrous consequences. Some of the core problems detail that property tenure and occupancy rights in Hong Kong remain erratic in which there are four critical categories of housing tenure; private sector owner occupiers, private sector renters, subsidized public tenants, and subsidized public sector owner occupiers (Lam 2000, p.397). The Hong Kong economy is credited for its legendary resilience since, despite several momentous setbacks such as Great Proletariat Cultural Revolution (1966-1976), incidents of financial and banking rises, and significant oil crises, the Hong Kong economy has remained fairly stab le with no registered negative economic growth (Lam 2000, p.398). However, the financial crises of the 1997 and 2008 had a negative impact on housing and led to a substantial industry’s downturn. ... In April 1954, the government established a semi-independent body, Hong Kong Housing Authority, to render long-term improvements in the living environment, especially for the low income families. The initial low cost housing was constructed in 1958, in North Point and featured independent facilities (Yung 2008, p.6). This marked the earliest form of Resettlement Building with a total of 11,000 units of public rental housing built from 1958-1968 by the society. 1970-1985 In Oct 1972, the government announced an ambitious housing program to avail decent living accommodation to close to 1.8 million citizens in one decade. Starting from 1978, Housing Authority launched several schemes including Home Ownership Scheme (HOS) Private Participation Scheme (PSPS), plus other loan schemes. From 1973 to 1982, close to 220,000 flats were constructed (encompassing HOS and PSPS), which housed close to 1 million people (Keung 1985, p.24). 1985-2000 In 1987, the launch of Long Term Housing Strategy p ursued in aid all the families to acquire suitable and affordable housing. The emphasis in this case changed from the provision of public rental units to sponsorship of homeownership among citizens as part of long-term solutions of housing problem. The strategy speeded up the expansion of HOS and PSPS and facilitated enhanced utilization of a private developer’s resources, besides the introduction of Home Purchase Loan Scheme (Yung 2008, p.7). In the Ten-year Housing Plan, (1997-2006), the housing authority oversaw the construction of more than 85,000 flats per year with public housing flats accounting for 50,000 flats. From 1997, families living in public rental

Twilight Saga-Summary Essay Example for Free

Twilight Saga-Summary Essay Twilight is a series of novels which starts out in the perspective of a seventeen year-old girl, Isabella Swan. But she goes by Bella. This story is actually set in the fictional vampire stories. Bella, the main character of the novel, unwillingly decides to live with her dad, Charlie, in Forks, Washington since her mother, Renà ©e, and her husband, Phil, who happens to be Bella’s step-father, move in to another city on business. Phil is a minor league baseball player, and he gets transferred to another team in another city. The main reason that makes Bella move in with her dad, is that she thinks she is keeping her mom from going places with Phil. Before moving to Forks, she almost lived the whole 17 years of her life, in sunny Phoenix, Arizona beside her mom. Bella is a simple, clumsy, skinny, ivory-skinned girl. Although she didn’t relate well to people, she had a friend in Forks, named Jacob Black. They have known each other since they were little . Before arriving at Forks, her dad bought her an old Chevy truck from Billy Black, and had already registered her to a high school there in Forks. She doesnt expect anything to change because what could happen in a small town where it never stops raining? But in fact, she was totally wrong. On her first day of school she meets a few people. Later on she meets Mike Newton, Erik Yorkey, Jessica, Angela Weber, and Tyler. She was actually befriended by several students. She asked Jessica a heck of questions about everything in order to find out more about the school and people living in Forks, soon after they got friends. After a few days, when she was sitting in the cafeteria with her classmates, she noticed a bunch of unusually gorgeous people sitting at the corner of the cafeteria. They were Alice, Emmet, Jasper, Rosalie, and Edward Cullen ( the most beautiful of all ). The children of Dr. Cullen. They were all vampires. she couldnt help staring at them. As soon as she laid her eyes on Edward Cullen, her life changed completely. She fell in love with Edward. At first she tries to avoid Edward, and acts as if he is annoying, but really she is burning inside to get to know him. In biology she was told to sit alongside Edward, since there were no free seats left. Because the Cullens are vampires, and so is Edward, he tries to avoid her every single time they face each other, mostly in a rude manner. After a week of being absent from the school, Edward comes to biology class, and apologize Bella for his rude  and cruel behavior. Then they become friends with each other. One day when Bella was standing beside her truck, trying to get in it, she noticed Edward standing near his Volvo, staring at her. All of a sudden, she discerns that having lost its control, a car is heading towards her, and is about to hit her. Despite Edward’s distance from the accident, he instantaneously puts his body in front of Bella, trying to save her. To her intense surprise, Edward stopped the car by his hand, without even having a little scratch or scar on his body. Tyler, the kid who almost crashed into Bella, apologized her. This specific event was more than enough to make Bella much more curious about the Cullens. Specially about Edward. Thanks to Edward, they both survived. Bella went to hospital with minor injuries. When Edward came to see her in the hospital, he tried to convince her that she was just imagining his supernatural speed and strength. But she wasn’t convinced and began to wonder who or what he is. Bella becomes determined to find out how Edward saved her life, and constantly pesters him with questions. That was the very first night that Bella dreamed of Edward. Later on, every time she asked him about that day, he refused to talk more about it. Bella’s science class is doing blood typing, which requires all the kids to draw blood. Edward skips class. Bella feels faint and has to go to see the school nurse. Mike is helping her but then Edward turns up and takes over. Bella starts quizzing Edward about his background and tries to guess what he is but she’s still a long way off. Jacob tells her the local tribal legends, when they were in a beach in La Push with a few of her friends. According to the legend, werewolves are the one true enemy of vampires and the Cullens are a family of vampires who, unlike most of their kind, abstain from drinking human blood. Thats the only reason why the werewolves of La Push have allowed them to live in Forks. She looks up vampires on the Internet. Bella concludes that Edward and his family are vampires who drink animal blood rather than human. Even though Edward tells her to stay away, she still tries to talk to him in school, and finds any excuse she can to be near him. Edward confesses that he initially avoided Bella because the scent of her blood was too desirable to him. Edward and Bella fight the attraction they feel for each other before finally giving into their feelings and falling deeply in love in the exact meaning of the word. As far as the school prom was just a few weeks  later, Mike and Tyler both asked Bella to the school dance, much to her embarrassment. She decided to go to Seattle the weekend of the dance s o this way, she had an excuse to turn them both down. Edward was actually bemused by all the attention Bella was getting. When he heard her plans, he asked if he could go to Seattle with her, despite his earlier recommendation that they should keep a distance from each other. Bella accepted his offer with great excitement. She makes plans to go to Port Angeles with two of her friends to help them look for dresses to wear at the school dance. In Port Angeles, Bella goes shopping with her friends and then decides to go for a walk. A group of men chase her and are about to attack her when Edward pulls around the corner in his Volvo and drives her away. The two of them go for dinner together. Edward confirms to Bella that he is a vampire and reveals that he can hear people’s thoughts. Bella and Edward continue their conversation, with Bella asking more questions about Edward’s vampire state. She tells him it doesn’t matter to her if he’s a vampire and finally admits to herself that she is in love with him Their love and relationship strengthens, but not everyone is happy about th e relationship between Edward and Bella. Edward’s family is against this relationship. The Blacks don’t seem happy either. On the other hand, Bella’s classmates seem awestruck by their relationship as the two of them become inseparable. Edward tries to convince Bella how much he cares about her. He finds it frustrating not to be able to hear her thoughts, while he can hear everybody else’s, and thinks she’s taking the whole vampire thing way too calmly. He suggests a mystery trip in place of the planned visit to Seattle so he can show her, what happens when he goes in the sun, just to threaten her and make her keep away from him, since he may be a threat for Bella’s life. This time it’s Edward’s turn to ask Bella question after question, though she can’t understand how he can find her human life interesting. He is still not sure if he can be alone with her without hurting her. Hes afraid of being overwhelmed by his desire for her blood. But Bella’s determined to take the risk, as long as, she is besotted with him. He admits to Bella that when he first saw – or rather smelt – her, he had to fight the urge to drink her blood because it’s so alluring to him. Then He carries her from the meadow to her truck on his back, running so fast that it makes her feel queasy, and they kiss for the first time. When Edward realizes Bella’s feelings about  him, his feeling of love toward her expands. Edward tells Bella again, that his family is having trouble accepting their relationship because shes not one of them (vampires). As long as Bella is curious about him, she asks more about his past and childhood so as to get to know him more. Edward tells her that he was turned into vampire by his father, when he was about 17, back in 1918 and continues to tell more about his past The Cullens have different supernatural powers, each more ex traordinary than the other. His sister Alice, foe example, has the gift of premonition. Jasper, can manipulate the emotions of those around him. One day, Edward sneaks into Bella’s bedroom without Bella and her father knowing about it. They spend the whole night together talking to each other. He tells her that he finds her very attractive, but he can’t be so close to her, he might crush her by accident. He confirms that, it is not because he doesn’t love her anymore. He tells her that it’s his instinctive vampire habits, that makes him that much worried about being close to her. Despite the fact that, his family is a little upset about his decision, Edward decides to introduce Bella to his family, since he is really serious about her. They spend the whole day at the Cullen house so she can get to know the family, one day she may be living with. Carlisle and Esme, and Edward’s sister Alice are very nice to her. But Edward says his sister Rosalie, is jealous of her because she’s human. Later that day, Edward plays the piano for Bella, and shows her around the house. To her surprise, he tells her the story of Carlisle, who was a minister’s son until he discovered a coven of vampires. One of the vampires bit him, which made him transform into a vampire. Carlisle tried several ways to kill himself but failed, as it’s very difficult to kill a vampire, he suffered a lot. He has never wanted to harm any human being . Once Carlisle discovered that he could survive on animal blood alone, he went to Italy to study medicine so he could do some good in the world. It was while working as a doctor that Carlisle discovered Edward and transformed him into a vampire. Edward stayed with Carlisle for a while but went his own way for about ten years. In that period, he hunted human but only those intent on committing a violent crime, which Edward used his mind-reading skills to decipher. As far as the Blacks are wolves, according to the legend, they are number one enemies of vampires and vice versa, Billy tells Bella to stay away from the Cullens. But Bella replies  that she knows exactly what he is, and that he hasn’t harmed anyone. Days after, Bella introduces Edward to her father as her boyfriend. One day Edward suggests her to come over and see their baseball match, which is played among their family. During the game Bella joins them and finds it really hard to keep up with their pace, since vampires are all very fast in an extraordinary way. The game is actually much faster than a human version of it. All of a sudden, Alice foresees the imminent arrival of a pack of vampires that are passing through the area. The sad part is, that they are not the good kind. They drink human blood. The clock is ticking and they hardly have enough time to take Bella away from them, so they all decide to act like she’s one of them, with the hope of surviving. The visiting vampires are Laurent, James and Victoria. Laurent seems to be the leader of the pack. At first they seem like, they are interested in visiting the home of the Cullens and promise not to hunt in their territory. The direction of the wind changes, they smell Bella’s scent and find out that she is a human. On the spur of the moment, James seems eager to attack her, but Edward jumps in front of her in a protective stance. Laurent, though surprised by the presence of a human, assures the Cullens that none of them will harm her. However, that night Edward reveals to Bella that he knows, from listening to Jamess thoughts, that James is an expert tracker and is intent on hunting Bella. He agrees to take Bella home so she can tell her dad she’s going to Phoenix, where her mother lives. Bella pretends to break up with Edward in front of Charlie and storms out of the house, telling him she hates Forks and is moving back to Phoenix. Edward takes Bella to their house while Laurent is still in their house. He confesses that James is the real leader of the pack and one of the most dangerous vampires he’s ever known in his life. They know that he’ll kill Bella at all costs and in anyway possible. The first thing the Cullens have to do is to kill James first. Edward, Carlisle and Emmet plan to hunt him while Bella hides out in a hotel room in Phoenix with Alice and Jasper. This, somehow shows their good tenor. Bella wakes up in a hotel room in Phoenix with Alice and Jasper watching her every move. They assure her that the other members of the Cullen family are safe but she can’t stop worrying about them, especially about Edward. In the hotel room, Alice explains  that vampires can turn humans into vampires by injecting them with their venom. She points out that the transformation is excruciating and usually takes a few days. Edward has lost track of James. Alice has a vision of James sitting alone in a mirrored room, which Bella realizes is similar to the dance studio she used to go to when she was younger. This, is around the corner from her mother’s house. Alice has another premonition and this time sees James at the house of Bella’s mum. Bella is distraught. She is getting ready to go to the airport to meet Edward when she gets a phone call from James. He tells her that he has her mother and will kill her if she doesn’t get away from the Cullens and come to her mother’s house alone. Bella writes a letter to Edward telling him that she loves him and asking him not to go after James for killing her. Bella gets a cab to her mother’s house. James tells her on the phone to go to the dance studio. When she arrives there, she finds out that he’s taken a video from her house and used it to trick her into believing he had her mother. Knowing that her mother is safe, she is relieved. He promises her a slow and agonizing death. He attacks her, slashing her face and breaking her leg, until she finally passes out. Bella puts her mother’s safety before her own and almost dies at the hands of a vicious vampire. After returning to consciousness, she tells Edward that she feels strange. They realize that James has bitten her and she is about to transform into a vampire. Edward sucks the dirty venom out in order to prevent her from having to spend the rest of her life, being a vampire. Bella opens her eyes in a hospital, and sees Edward. Even though he understands her decision of going to James alone, he gets mad at her first. He punishes her by saying to her that they have to go their own ways, and should end their relationship. Edward tries to accept her, the fact that she would be much safer without him. He tells her that the more they are together, the more her life will be at stake. He actually blames himself for all that had happened to Bella, since he loves her more than anything, and wants what’s best for her. Hearing all these from Edward, Bella tries to make him promise that he will never leave her. As long as Bella wants to clear any obstacles that are put in the way of their relationship, asks Edward why he didn’t allow her to transform into a vampire when he discovered that James had bitten her. Edward blew his top, when he heard it from her. He has always believed that being a human is a  great blessing in itself. He confirms that says he will never allow her to become a vampire. On the contrary, Alice has already foreseen her transformation. Bella strongly believes that she will one day become a vampire in the future. Days pass, and it’s time for Edward to take Bella to prom. Jacob tells Bella that she has to stay away from Edward. Bella insists that he is perfectly safe. Edward tells Bella he took her to the prom because he didn’t want her to miss out on any aspect of being human. She says she wants to be with him forever and would see her transformation into a vampire as a beginning rather than an end. At the end, he promises to never leave her, and puts his lips on her throat, in an attempt to change her into a vampire.

Psychological Film Analysis: Silver Linings Playbook

Psychological Film Analysis: Silver Linings Playbook Hannah Altom Silver Linings and Family Pat Solitano had several tremendously difficult months under his belt when he was let go from his stay at the psychiatric hospital. He came out only to discover that his wife, Nikki, had left him leaving him with nothing but a restraining order following the acts that put him there to begin with. Now under the care of his parents, Dolores and Pat Senior they realize that they can only deal with so much of Pat’s unpredictable behavior before breaking. One would hardly call waking up their parents in the middle of the night to find their wedding video with their significant other who has a restraining order because he assaulted his wife’s other lover, a much older man. The fragile relationship between the two strengthened after the late night fight over Pats missing wedding video. Pat Seniors obsession with betting on Philadelphia Eagles on complicates their father son relationship when Pat senior attempts to make Pat join in on his crazy game day antics which includes wearing jerseys, stroking the handkerchief and not messing with the Eagles â€Å"juju† Pat thinks its just his dads form of a mental illness. Throughout the movie we see Pat struggling to search for the silver linings which he will not see until he comes to terms with his illness. With his father recently being let go from work Pat Senior is hoping to win enough money from betting on Eagles games to win enough money to open up a restaurant. Pat Senior shares an important thought telling Pat, â€Å"I’m telling you, you gotta pay attention to the signs. When life reaches out with a moment like this, it’s a sin if you don’t reach back. I’m telling you , it’s a sin if you don’t reach back, and it’ll haunt you for the rest of your days like a curse. You’re facing a big challenge in your life right now, at this very moment, right here.† I think the fact that Pat Senior shows symptoms of obsessive compulsive shows that the two are more a like than they would like to think. In one scene Pat Senior even confesses that his Philadephia Eagles ritual is the only way he can think of to involve his son in his life. I found it interesting that Pat’s mother Delores was so submissive. Anytime she would try to get involved in a situation she would back down just to keep the peace between them all. For example, the scene where Pat and Pat Senior are talking about how he is going to get the money to pay for his cheese steak restaurant â€Å" Pat Jr.: So what are you doing with yourself? Pat Senior: You know, Im gonna start a restaurant. Its gonna be a cheesesteak place. Pat: How you gonna pay for it? Pat Senior: Im gonna pay for it, dont worry about it. Pat: From your bookmaking?Pat Senior: Who told you that? Pat: Mom told me. Outside. Dolores: I did not. No, I didnt. Pat: You just told me outside, Mom, what are you talking about? Five minutes ago, we were walking up the stairs, you said, Dont say anything, but Dad lost his job and hes bookmaking. This is a perfect example of her submission and trying to keep peace. In her study, Social Support and Resilience to Stress, Dr. Faith Ozbay found that â€Å"Numerous studies indicate social support is essential for maintaining physical and psychological health. The harmful consequences of poor social support and the protective effects of good social support in mental illness have been well documented. Social support may moderate genetic and environmental vulnerabilities and confer resilience to stress.† This ties into The Silver Linings playbook because, given the situation of Pat finding his wife with a co-worker in the shower that was a very poor social situation and given the circumstances I think any person would go a little crazy to walk in on something like that. In their study, Social Support for Individuals with Serious Mental Illness: Evaluating the Compeer Model of Intentional Friendship, the authors noted that â€Å"In the general population, social support buffers against stressful life events, increases adherence to medical treatments, and improves recovery from medical illness, among other health-promoting effects. For people with Serious Mental Illness, perceptions of adequate social support are associated with several psychological benefits, including increased self-esteem, feelings of empowerment, functioning, quality of life, and recovery, while the absence of social support appears related to greater psychiatric symptoms, poorer perceptions of overall health, and reduced potential for full community integration† This is an important study because all of the factors relate to Pat and his family. If they all had supported each other more and confronted their illnesses, then possibly the bipolar outburst wouldn’t have been so strong. In her study, Mechanisms Linking Social Ties and Support to Physical and Mental Health, Peggy Thoits explains why social support and â€Å"mattering† are important to people that have mental illness.â€Å"Individuals assess the appropriateness of their own attitudes, beliefs, and behaviors against standards that are avowed and/or modeled by reference group members, usually shifting their own to match those of the group. Such influence can occur through simple observing and contrasting of self with others in the social network, without explicit discussion or attempts at persuasion taking place.† This can also tie into the Silver Linings Playbook, there are multiple scenes where a neighbor kid hangs around their house with a video camera and this negative social support from the neighbor could possibly be taking a toll on Pat Junior. Peggy also goes on to say, â€Å"Beyond behavioral guidance, I have argued that knowing who we are to others also provides purpose and mean ing in life, which in turn guard against anxiety and existential despair. A concept related to this function of role identities is â€Å"mattering†, mattering is defined as believing that one is an object of another person’s attention, one is important to that person, and he or she depends on one for fulfillment of specific needs. Because mattering refers to one’s significance to other people, it seems conceptually close to the notion of obtaining purpose and meaning in life from relationships with role partners. In sum, social ties as role identities should supply behavioral guidance and purpose and meaning in life (or a sense of mattering), which in turn should have positive effects on health habits and psychological well-being, respectively.† This theory of mattering is important in dealing with mental illness and just people in general because mostly everyone wants to know that they are wanted by others. Consider a lonely 17 year old girl in highschool constantly dealing with petty high school drama that is pondering that thought of suicide. If this poor girl had someone in her life, a teacher, coach, or even a friend that could fulfill that sense of mattering, then it could greatly change her views of the world and her views on possibly taking her life. References Diagnostic and statistical manual of mental disorders: DSM-5. (2013). Washington, D.C.: American Psychiatric Association. Mccorkle, B. H., Rogers, E. S., Dunn, E. C., Lyass, A., Wan, Y. M. (2008). Increasing Social Support for Individuals with Serious Mental Illness: Evaluating the Compeer Model of Intentional Friendship. Community Mental Health Journal, 44(5), 359-366. doi: 10.1007/s10597-008-9137-8 Ozbay, F. (2007, May). Social Support and Resilience to Stress. Http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2921311/. Retrieved from http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2921311/ Stevenson, T. (2013, May 24). Mind field. Financial Times. Retrieved from http://www.ft.com/cms/s/2/25391482-c2f5-11e2-bbbd-00144feab7de.html#axzz2UFE11QWW Thoits, P. A. (2011). Mechanisms Linking Social Ties and Support to Physical and Mental Health. Journal of Health and Social Behavior, 52(2), 145-161. doi: 10.1177/0022146510395592

Discrimination Against Women in Male Dominated Sports :: Movie Script Film Creative Writing Papers

Discrimination Against Women in Male Dominated Sports Assume you are a screenwriter in the year 2010. You have been commissioned to write a movie script about women's sports and current society. What is the theme? Who are the protagonists? What are the issues and how does the movie end? Due to the nature of this course, most of the films that have been shown concerned the discrimination women face when they attempt to compete against men in athletic areas that have long been considered unfit for their participation. Divisions of sport that could be regarded as more gender neutral were not mentioned nearly as often as those which have a long tradition of masculine head butting and back slapping, and athletics which are deemed feminine were not brought up at all. If the indignation felt by the protagonists of films like Girlfight is any indication of the present attitude of women towards sex-based discrimination in sport, it is entirely possible that we will have come a long way in the fight for equality by the year 2010. The following scenario is purely hypothetical and the future of the sport involved was manipulated for the purposes of this paper only. The activity of cup stacking has gained much popularity as a sport in the US today and is beginning to become known in areas outside of the country, such as Great Britain. It involves the stacking and dismantling of several predetermined cup arrangements in a specific order, with rules determining the exact manner in which a competitor must achieve this. The most important of these regulations is the ban on using both hands on one cup, as the active participation of both hands improves dexterity and assists right brain development. This is the side of the brain which promotes awareness, focus and rhythm, which are very important skills for the cup stacker and average person alike. Competition can take place on both an individual and team level, the clock and one's personal record being the antagonist in the former scenario. Boys and girls compete without regard to gender in this sport, though the record holder for speed stacking the cycle formation is female, clocking in at 7.43 seco nds. It has been observed that women generally possess more dexterity than men, which would give them a natural advantage in sports of this nature. This observation has led to a hypothesis concerning the domination of women in the future of cup stacking, which is the focus of Stacking Up, brought to you by Pickled Newt Pictures.

Morris :: essays research papers

Of French and English descent, Morris was born at Morrisania estate, in Westchester (present Bronx) County, NY, in 1752. His family was wealthy and enjoyed a long record of public service. His elder half-brother, Lewis, signed the Declaration of Independence. Gouverneur was educated by private tutors and at a Huguenot school in New Rochelle. In early life, he lost a leg in a carriage accident. He attended King's College (later Columbia College and University) in New York City, graduating in 1768 at the age of 16. Three years later, after reading law in the city, he gained admission to the bar. When the Revolution loomed on the horizon, Morris became interested in political affairs. Because of his conservatism, however, he at first feared the movement, which he believed would bring mob rule. Furthermore, some of his family and many of his friends were Loyalists. But, beginning in 1775, for some reason he sided with the Whigs. That same year, representing Westchester County, he took a seat in New York's Revolutionary provincial congress (1775-77). In 1776, when he also served in the militia, along with John Jay and Robert R. Livingston he drafted the first constitution of the state. Subsequently he joined its council of safety (1777). In 1777-78 Morris sat in the legislature and in 1778-79 in the Continental Congress, where he numbered among the youngest and most brilliant members. During this period, he signed the Articles of Confederation and drafted instructions for Benjamin Franklin, in Paris, as well as those that provided a partial basis for the treaty ending the War for Independence. Morris was also a close friend of Washington and one of his strongest congressional supporters. Defeated in his bid for reelection to Congress in 1779 because of the opposition of Gov. George Clinton's faction, Morris relocated to Philadelphia and resumed the practice of law. This temporarily removed him from the political scene, but in 1781 he resumed his public career when he became the principal assistant to Robert Morris, Superintendent of Finance for the United States, to whom he was unrelated. Gouverneur held this position for 4 years. Morris emerged as one of the leading figures at the Constitutional Convention. His speeches, more frequent than those by anyone else, numbered 173. Although sometimes presented in a light vein, they were usually substantive. A strong advocate of nationalism and aristocratic rule, he served on many committees, including those on postponed matters and style, and stood in the thick of the decisionmaking process.