Scarlet Letter By Hawthorne Essays (529 words) -

Red Letter By Hawthorne The tale The Scarlet Letter by Nathaniel Hawthorne was a target depiction of the life of Hester Prynne, an adultress. The epic doesn't go into explicit subtleties of the musings of the lady but to depict the demeanor of her character. All through the novel she faces embarrassment by the others of Boston, however never loses her feeling of pride. Hester Prynne endures enormousely from the disgrace of her open disrespect and from the segregation of her discipline; in any case, she holds her confidence and endures her discipline with respect, effortlessness, and ever-becoming stronger of character. From the second Hester Prynne is brought into the plot of The Scar-let Letter in part 2, The Commercial center, the peruser acknowledges how prideful she is. As an adultress, she is compelled to suffer lowness by her friends and is destined to have the letter A bound to her heart. When remaining on the platform as play on words ishment for her wrongdoings, she never really wavers. She hold a multi month old newborn child in her arms and endeavors to cover her image with the youngster. In any case, she understands that the child represents her transgression the same amount of as the letter, and chooses it's futile. All through numerous long periods of her life, Hester was viewed as an outsider by the individuals of her town. These repercussions are felt by her girl, Pearl, as all things considered, in light of the fact that she has no companions. They don't connect with others and a few occasions happened when Puritan youngsters would toss rocks at the two. During this time, Hester will not make openly known the name of her kid's dad. To manage the heaviness of her discipline in solitude made her significantly more grounded. As her life advanced, Hester turned out to be less of an outsider in the open eye. She was talented at weaving and was beneficent to those less lucky than she. (In spite of the fact that Hester was a capable needle worker, she didn't get as much cash-flow as she could have on the grounds that she was not permitted to sew wedding dresses. This is clearly on the grounds that she had submitted sins that should be limited to the sacredness of marriage.) Seven years after she had remained on the framework as a criminal, her letter was thought by the individuals to signify capable as contradicted to adultress. Some time after that the open changed their perspectives on her again and she was thought of as holy messenger. Despite the fact that she needed to free herself of the letter, she realized she couldn't on the grounds that she needed to bear the results of her activities for a mind-blowing rest, or at the extremely least an amazing remainder in Boston. All in all, Hester Prynne was a tough lady who had a lot of uprightness and quality. Her integrity was showed by the way she professional jected herself, in any event, when confronted with open disfavor. Outwardly, it would appear as if the letter never really hurt her pride. The peruser doesn't have a clue what Hester felt inside, however he knows that she felt the brand of the letter somewhere down in her heart, as though it had gotten a some portion of her. In any case, this didn't influence how she conducted herself. Hester Prynne continuously had a feeling of pride, poise, and sense of pride that encompassed her being what's more, told all who experienced her she was loaded up with honor.

Discrimination Within The Death Penalty Essays - Crime,

Segregation Within The Death Penalty Hutchinson, Death Penalty, 1 ?They [prisoners condemned to death] are practically all poor, generally white, regularly secondary school dropouts. Most have never murdered. Most are from the South? (Benac). Presentation: Adversaries of capital punishment have said that death penalty does nothing to hinder wrongdoing. There is some basic data that is essential to know before going more top to bottom on this conversation. The motivation behind this paper isn't to talk about whether the death penalty is powerful in dissuading wrongdoing nor does it present any moral contentions with respect to it. It is to examine whether it is utilized in an all around just and reasonable way. By and by, roughly 3, 565 detainees are living waiting for capital punishment. The expenses for capital punishment cases are huge, potentially taking off in to the millions. (National Association?) ?Since 1973, more than 160 youngsters [defined as anybody under the period of 18] in the U.S. have been condemned to bite the dust? (National Association?). It is conceivable that 10% of death row prisoners are intellectually hindered. ?Around 90% of those whom investigators look to execute are African-Americans or Latino? (National As sociation?). Thinking about the entirety of the above realities, there are clearly some unmistakable issues with the way in which capital punishment is forced. Specifically, class contrasts alongside race can definitely influence the way wherein capital punishment cases are taken care of. Expenses: Lower class individuals deteriorate protection than affluent individuals. The expenses for a capital guard case can include rapidly: DNA tests, specialists, foundation and mental examinations. Many lower class individuals need to ?rely on open lawyers who are not so much qualified? (ABCNEWS.com?). There is a bill in Congress that would Hutchinson, Death Penalty, 2 control state norms for named guard lawyers for capital cases however it is dicey that this will be a fast arrangement. There is likewise a bill in Congress that would ensure DNA examination for prisoners, both government and state, after their feelings. (ABCNEWS.com?) The consciousness of this issue is in any event, happening in the Supreme Court. Issues: There have been numerous endeavors to fix what's going on with the death penalty and condemning. As indicated by Supreme Court Justice Harry Blackman in the Collins versus Collins 1994 choice, ?capital punishment stays loaded with intervention, separation, inclination, and mix-up (Culver). It must be conceded that race has an impact just as class since ordinarily the two social angles go connected at the hip. Race of the litigant as well as of the casualty must be viewed as when understanding the quirks of condemning. While race might be centered around additional in the media, class or financial status controls the reins significantly more. ?By far most of individuals executed since 1977, when utilized, worked in modest or low-paying employments at the time they carried out their capital violations? (Culver). In addition to the fact that income is level persuasive instructive level is also. The normal instructive level for detainees waiting for capital punishment in 1996 was just th e eleventh grade with 15% of them having less that an eighth grade training. (Culver) Safeguard: One of the central worries in the condemning stage is that of the guard lawyer. Lower class individuals can't bear the cost of prominent legal advisors or those accomplished explicitly Hutchinson, Death Penalty, 3 in capital cases. The lawyer might not have a lot of competency with regards to criminal law. The denounced likewise will be unable to help give assets to such things as investigation and additionally inquire about that would help in guard. ?The lawyer who is unpracticed and who speaks to a penniless blamed for a capital wrongdoing is probably not going to order the assets expected to collect a board of emotional well-being experts and confirm the degree of the issues kept up by the resistance or to convince a jury of the significant nonattendance of other convincing proof? (Culver). This additionally clarifies why the intellectually hindered don't get reasonable preliminaries either and, even with the mindset of a kid, can wind up waiting for capital punishment. The cosmic expenses of portrayal in government capital punishment cases originates from the cut off weight the cases place on the lawyers alongside a few different elements. These components may incorporate the accompanying: aptitude of the insight, the measure of time the legal counselor needs to spend looking into the issue,

The Link Between Alcohol and Aggression

The Link Between Alcohol and Aggression Addiction Alcohol Use Print The Link Between Alcohol and Aggression By Buddy T facebook twitter Buddy T is an anonymous writer and founding member of the Online Al-Anon Outreach Committee with decades of experience writing about alcoholism. Learn about our editorial policy Buddy T Medically reviewed by Medically reviewed by Steven Gans, MD on November 24, 2019 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD on November 24, 2019 Oliver Henze/EyeEm/Getty More in Addiction Alcohol Use Binge Drinking Withdrawal and Relapse Children of Alcoholics Drunk Driving Addictive Behaviors Drug Use Nicotine Use Coping and Recovery The association between alcohol and aggression is huge, according to Robert O. Pihl, professor of psychology and psychiatry at McGill University. Alcohol is involved in half of all murders, rapes, and assaults, he said. But the dynamics of this association are complicated, which is why any research that focuses on explaining this relationship is important for society in general. Statistics from the National Institute on  Alcohol Abuse and Alcoholism from 2015  corroborate his statement, including:?? 696,000 students between the ages of 18 and 24 were assaulted by another student who had been drinking.97,000 students between the ages of 18 and 24 reported experiencing alcohol-related sexual assault or date rape. The Basics of Anger Aggression is an outlet for anger. Its easy to think of this as the emotional state that occurs when we get mad. Often, this is a response to a provocation of some sort.   Actually, the personality trait of anger refers to your general tendency to experience chronic anger over time. If youre an angry person, you tend to seek out stimuli that activate  feelings of anger. This may explain why you are angry more often compared with someone who does not have this personality trait.?? Trait Anger Is an Aggression Predictor Trait anger significantly predicts aggression in intoxicated men who report low levels of anger control, according to a study published in Alcoholism, Clinical and Experimental Research.  To obtain these results, researchers recruited 136 male social drinkers ages 21 to 35 to express their aggression after consuming either an alcoholic or placebo beverage.?? Participants were told they were going to compete  against  another individual on a reaction time task, during which they might receive electric shocks from their opponent. While engaged in this fictitious task, which included both high and low shock levels or provocation, the participants experience of anger was unobtrusively assessed using the Facial Action Coding System. Alcohol Brings out Aggression Alcohol intoxication brings out peoples natural tendencies to the expression of anger, said Dominic Parrott, the graduate student who conducted the study. Our findings strengthen the notion that alcohol increases the likelihood that certain drinkers, particularly those with the tendency to be angry and to express their anger outwardly, become aggressive when provoked. If individuals tend to express their anger outwardly, said Zeichner, alcohol will turn up the volume, so that such a person will express anger more frequently and more intensely. A heightened response will most likely occur when the provocation against the drinker is a strong one, and will less likely occur when the individual is experiencing a low provocation and is sober. Anger, Alcohol, and Domestic Violence The relationship of intimate partner violence is one area that is of great concern when it comes to alcohol and anger. This pertains to adults in long-term relationships such as marriages as well as dating and sexual violence. In a 2017 report, researchers shared their findings of the relationship between alcohol and dating violence. The study included 67 undergraduate men who were engaged currently dating someone. The conclusions were that alcohol increased the odds of physical aggression in those men who had high trait anger and poor anger management skills. It also noted that sexual aggression was higher with alcohol, even in men with low trait anger and reasonable anger management skills.?? How to Get Help When Your Partner Gets Violent After Drinking Energy Drinks and Alcohol a Potential Risk Factor Cocktails that include energy drinks should be considered a possible factor  for aggressive behavior in bars as well. In another study, researchers surveyed 175 young adults who mixed alcohol with caffeinated energy drinks about their verbal and physical aggression in bar conflicts. More research is needed, but the study did find enough escalation in people consuming these drinks to label them a potential risk to increased hostility.?? Could you be in danger? Take the Domestic Danger Assessment Quiz.

The The Kite Runner - 1986 Words

One does not often consider the grievous damages enforced on a human being derived from physical abuse. The pains perceived, the bruises imposed, the scars inflicted, and the bones wrecked. But, to take it on a more sophisticated level, sexual abuse administers damages that are aeonian and irreversible. The illimitable feeling of ignominiousness and dirtiness is engendered.Through sexual abuse â€Å"there are wounds that never show on the body that is deeper and more hurtful than anything that bleeds.† (Laurell K. Hamilton). Despite all of that, what about the ultimate unimaginable form of abuse, sexual abuse of men. Men who have suffered from molestation are divested away from their manhood. Nevertheless, they also face supplementary†¦show more content†¦He was indeed munificent and caring for others, especially for whom he looked up to most, Amir. Hassan was someone who understood and valued the consequentiality of being able to stand up and fight for what he beli eves is right. During the time when Hassan and Amir got into an altercation with Asseff on the streets, Asseff insisted that the world will be a better place if a genocide had occurred for the Hazaras. ‘Afghanistan is the land of Pashtuns. It always has been, always will be. We are the true Afghans, the pure Afghans, not this Flat-Nose here. His people pollute our homeland, our water. They dirty our blood.’ He made a sweeping, grandiose gesture with his hands. ‘Afghanistan for Pashtuns, I say.That’s my vision’ (Hosseini 43) In this passage, it shows the hatred and maliciousness that is embedded in Asseff. He is a sociopath that lacks conscience as he blurted profoundly racist comments in front of Hassan. I turned and came face to face with Hassan’s slingshot. Hassan had pulled the wide elastic band all the way back. In the cup was a rock the size of a walnut. Hassan held the slingshot pointed directly at Assef’s face. His hand trembled with the strain of a pulled elastic band and beads of sweat had erupted his brow. ‘Please leave us alone, Agha,’ Hassan said in a flat tone. (Hosseini 45) But once again, with this passage, Hassan shows that he has a layerShow MoreRelatedThe Kite Runner1069 Words   |  5 PagesWhat role did assef play in The Kite Runner? antagonist Who is rahim khan in The Kite Runner? Rahim Khan is Babas business partner and best friend. What is the mood of The Kite Runner? The mood of one flying a kite i would say is optimistic. Flying a kite doesnt always go as planned. What disease did Ali have in The Kite Runner? Parkinsons. What did Baba decide to construct and pay for in The Kite Runner? An orphanage How was amir responsible for the flight of ali and hassan? Read MoreThe Kite Runner3049 Words   |  13 PagesThe Kite Runner teaches friendship, atonement Review Royal Hamel Hassan!† I called. â€Å"Come back with it!† He was already turning the street corner, his rubber boots kicking up snow. He stopped, turned. He cupped his hands around his mouth. â€Å"For you, a thousand times over!† he said. So opens the pivotal event in The Kite Runner, a novel by Khaled Hosseini. The movie version, which is now in theatres, was nominated for a Golden Globe as best foreign-language film of 2007. Amir and Hassan, inseparableRead MoreThe Kite Runner1364 Words   |  6 Pagesever get past his prejudices? Were really not sure about this one. Hosseini devotes the entire novel to this question. Quote #5 I know, he said, breaking our embrace. Inshallah, well celebrate later. Right now, Im going to run that blue kite for you, he said. He dropped the spool and took off running, the hem of his green chapan dragging in the snow behind him. Hassan! I called. Come back with it! He was already turning the street corner, his rubber boots kicking up snow.Read MoreKite Runner1130 Words   |  5 Pagesprotect that which is dearest to him. It takes a special kind of person to do this. When faced with adversity, there are a select few who can push it aside for the greater good. These are the people worth writing about. In Khaled Hosseinis, The Kite Runner, the main character, Amir, learns the true meaning of loyalty and friendship by risking his own life to save another, thus proving that one does not know the value of friendship until it is gone. After years of misguidance, Amir realizes thatRead MoreThe Kite Runner1867 Words   |  8 PagesThe main protagonists in A Complicated Kindness and The Kite Runner convey that identities are socially constructed. Identity is shaped through the following factors: parenting, conflict, culture, gender, and genetics. These factors all intertwine and are the main influencers for shaping the protagonists identity. This is formed by the people that surround a person, their cultural stereotypes, how they teach others, and how a person learns. This essay will discuss how these factor effect identityRead MoreThe Kite Runner759 Words   |  4 PagesThe Kite Runner, Khaled Hosseinis powerhouse debut novel, was recommended to me by a friend whose literary tastes Id never previously had the opportunity to compare with my own. Its always reassuring to me when I find that someone I respect has standards that reasonably approximate my own. The novel is currently a bestseller, and is hailed as the first Afghan novel written in English. I liked The Kite Runner enough to read it through twice. It was a gripping read the first time around. It heldRead MoreThe Kite Runner1445 Words   |  6 PagesAs implied by the title, kites play a major role in the novel The Kite Runner by Khaled Hosseini. They appear numerous times within the text and prove to be surprisingly versatile in their literary function. They provide common ground for characters whose interests do not normally intersect. They are also present as a very powerful symbol, which adds an extra dimension to this already literary rich novel. Reversing the roles transcending generations, it shows itself to be a multifaceted medium. Read MoreThe Kite Runner981 Words   |  4 PagesBettina De Mesa Mrs. Mo AP English 23 Sept. 2010 The Kite Runner â€Å"I stopped watching, turned away from the alley.... was running down my wrist. I blinked, saw I was still biting down on my fist, hard enough to draw blood from the knuckles. I realized something else. I was weeping. From just around the corner, I could hear Assefs quick, rhythmic grunts. I had one last chance to make a decision. One final opportunity to decide who I was going to be. I could step into that alley, standRead MoreThe Kite Runner1081 Words   |  5 Pages The Kite Runner The desire to feel loved and wanted by your parents can drive a person to go to extreme limits to get that love. One boy that goes to these extreme limits is Amir. All Amir wants is to have a good, strong relationship with his father. He feels the death of his mother was his fault, and he needed to make it up to his father. In doing so, Amir let’s horrible things happen to his friend Hassan. Many many years later, after fleeing to America, Amir returns to Afghanistan in searchRead MoreSimilarities Between The Kite Runner And The Kite Runner838 Words   |  4 Pagesown father and ends up blinding himself, but that doesnt happen in the kite runner. In the Kite Runner, Amir wants to feel love from Baba. he wants to be â€Å"accepted† and like a normal child. He does this by flying kites and doing competitions with said kites. The kites represent his fathers love. Since he isnt into those hardcore sports, this is his way of saying â€Å"hey, notice me please!†. Even though they dont just fly kites like every other person in the world, they fight them. Which would most

Persuasive Speech Outline on Death Penalty

Persuasive Speech Outline on Death Penalty If you are looking for a persuasive and controversial topic for your speech, the death penalty is the exact one you need. However, do not consider it to be an easy task, as you need to do a great research as to what would persuade an audience to agree with you and to take action. Let’s look at the persuasive speech outline, specially developed on the death penalty subject, which will definitely steer you in the right direction for delivering the greatest speech. 1. First, create an exciting title to make your speech compelling to your listeners. 2. Your introduction should include strong and purposeful thesis statement that would gain audience attention and orient them to the topic. For example, you can say that capital punishment is used for protecting the safety of the citizens, deterring crime and bringing criminals to justice. Though the purposes are convincing, none of them can justify the killing of a human being. 3. In the body part present the most evident points about the death penalty, which prove your statement. Supporting arguments for you can be: Death penalty does not deter the crime rates more than Life without Parole and it’s more expensive. Capital punishment can’t undo the damage done. There’s always a risk of executing innocent people. Police admit that death penalty does not reduce the incidence of violent crimes, etc. 4. Briefly summarize the strongest points in your conclusion. Emphasize that the justice system will be more just and equal, if the death penalty is removed. 5. Choose the bright quote that would finish you speech more persuasively. Mine is Dr. Rush’s, a friend of Benjamin Franklin: â€Å"The punishment of murder by death is contrary to reason, and to the order and happiness of society, and contrary to divine revelation.† Follow this working outlet and you will surely prove all your ideas with a feeling of complete self-confidence, and deliver a speech, which will have certainly the greatest success.

A Study on Attrition Level Free Essays

string(51) " organization and for the organization to develop\." CHAPTER – 1 INTRODUCTION Attrition our asset walk out of the door each evening, we have to make sure that they come back the next morning, says Narayana Murthy chief mentor of Infosys. Attrition meaning: â€Å"A reduction in the number of employees through retirement, resignation or death† The upshot, from an organization’s perspective, is greater staff turnover or, in some cases, the development of an ‘employee- retention problem’. It is increasingly hard and more expensive to find suitable replacements quickly when people leave, leading to inefficiencies and lost business opportunities. We will write a custom essay sample on A Study on Attrition Level or any similar topic only for you Order Now Moreover, because people are occupying more highly skilled jobs, greater potential damage is done to organizations when people leave. Precious accumulated knowledge and experience leaves through the front door with them when they go. Despite these truths about our contemporary business environment, many managers seem to find it hard to adjust. There remains a tendency to run organizations in quite an autocratic, inflexible, controlling kind of way. Unwanted staff turnover results because attractive, alternative job opportunities are more readily available, yet this rarely seems to lead to any kind of critical self-appraisal of the way we manage our people. The truth is that most times when there is an unwanted resignation it should be seen as an organizational failure. A valued asset in which the organization has invested time and resources has been lost. This should lead us to reflect on the causes, to think about how things could have been made to turn out differently, and to adjust our practices so that the chances of its happening again are reduced. However, such a response is rare. Instead, we brush aside the departure, blame everything and everyone but ourselves, and cheerfully resist the need to change the way we operate. In tight labour markets this just results in higher levels of unwanted staff turnover. Self-evidently, it is necessary to find out why people are leaving our organization before we can put in place measures to improve the employee-retention record. Individuals may choose to resign their jobs for many different reasons, but there is a tendency for some to be more significant than others among specific groups of employees or in certain organizations. Particular professions have evolved their own labour market dynamics, with the result that the leaving behavior displayed by some occupational species differs from that of others. Moreover, departures take different forms and occur in different patterns according to prevailing organizational circumstances, much depending on culture, management orientation and competitive position. With more and more stores opening each year and trading hours continually expanding, employees with the right skills and experience have little difficulty to find new employment. If people become unhappy in their jobs, they do not need to stay around trying to sort problems out. Instead they go and work elsewhere. Aside from its relative fluidity, the retail labour markets have other characteristics that make it rather different from others. Many are attracted to the industry by the hours of work and want hours that allow them to work around those of their partners. Why do employees leave the organization? There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay. The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around 20%-35% per annum. Another factor is work timings. In some organizations, work timings are such that they are making employees leave the organization. Another factor is career growth. In many organizations, only 20% of employees are able to go to senior levels. This means that the remaining 80% of employees look for other organization where they can get opportunities for growth. One more reason for leaving the organization is higher education. These days, in many organizations, employees are joining at very young age because of lucrative salaries being offered. But with time, they apply for higher education and try to move on to other organizations or sectors to occupy top management positions. The percentage of women workers is also responsible for higher attrition rate. These days, the percentage of women workers is around 30%. Generally, women workers leave the organization after marriage to take up their house-hold duties, irregular work hours. 80% of employee urnover can also be attributed to the mistakes during hiring process. Other factors include accident making the worker permanently incapable of doing work, dislike for the job or place, unsatisfactory work conditions leading to strained work relationships with the employer; lack of security of employment et al also contribute for higher attrition rate. Cost of attrition There are a number of costs which are incurred by a BPO when they hire any new employee these costs can be in terms of monetary or can be in terms of monetary or can be in terms of time wasted or any other intangible things. Some of these costs can be as stated below:- 1. Hiring or Recruitment Costs: Costs of advertisement, agency costs, employee referral costs, internet posting costs, etc 2. Training Costs: Induction program costs, lodging costs during that period, orientation material costs and cost of person who conducts orientation 3. Low Productivity Costs: As new employee is learning new job, company policies, etc. , they are not fully productive. 4. New Hiring Costs: Cost of bringing new person aboard, time taken in understanding the job of the employee who left and other perks given. 5. Low Sales Cost: Experience and the contacts that were lost, time for which the position was vacant and other such things which result in either loss of customers or lower sales. Role of HR Department: Attrition Rate is good for the organization as long as the rate is at normal level. This will help the organization to get new blood into the organization and for the organization to develop. You read "A Study on Attrition Level" in category "Essay examples" But it becomes a problem when the attrition rate is abnormal. Therefore, HR Department has the most crucial role to play in any organization. At the time of conducting interviews, the HR personnel try to bring right candidate to the right job. Similar is true even when the attrition rate is abnormal, so they have a very crucial role to play. Following are some of the tips to reduce attrition rate: – Hiring individuals who are truly fit to succeed in the position for hire will dramatically increase the chances of that employee being satisfied with his or her work, and remaining with the company for an extended period of time. Employees should not only be selected on the basis of communication skills and educational qualifications. Communication of employee’s roles, job description and the responsibilities within the organization, new policies will help to retain employees. Participative Decision Making – It is incredibly important to include employees in the decision making process, especially when decisions are related to employees. This can help to generate new ideas and perspectives that top management might never have thought of. Sharing of Knowledge with Others – Allow the members to share their knowledge with others. This helps in retention of information. This also lets a team member know that he is a valuable member of the organization. Similarly, facilitating knowledge sharing through an employee mentoring program can be equally beneficial. Shorten the Feedback Loop – This helps the employees to know the feedback to their work within a short period. This also helps to keep performance levels high and reinforce positive behavior among employees. Pay Package – Any employee wants to be appropriately paid and fairly for the work he or she does. For this, conduct a research to find out the pay package in other similar type of organizations at regional as well as at national levels. Balance Work ; Personal Life – No doubt family is exceptionally important to employees. When work begins to put pressure on one family, no pay package will keep an employee in the organization. Therefore, there should be a balance between work and personal life. Small gestures like allowing an employee to take an extended lunch once a week to watch his son’s cricket game will result in loyalty and helps to retain the employee. Organizational Culture – Try to select the candidates who believe in the organization culture and adopt with ease to organization culture. Exit Interview with the employees who are leaving the organization will help the organization to find out the reasons why the employees are leaving the organization. This will also help to find out any drawbacks in the organization. Another method to reduce attrition rate is that they should find out why employees are leaving the organization from the employees who are working for the past so many years. Motivational Training – It is sure that motivational training helps to retain the employees. One of the crucial aspects to motivate employees is to ensure that they have ample growth opportunities which can be provided through training. Multi-Tasking – One of the ways to retain the employees in the organization is try to get people with different qualities ike smart, adaptable, and capable of multi-tasking. Referrals – Another technique is to try to get the employees hired through referrals. This makes them stick with the organization. No Favoritism – One of the surest ways to create animosity and resentment in an organization is to allow favoritism and preferential treatment towards an employee. Be sure to treat all e mployees equally and avoid favoritism at all costs. ATTRITION RATE: There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay. The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around 20%-35% per annum. Attrition Rates in Different Sectors in India During 2007: The attrition rates in different sectors for the year ended 2007 are shown in the following table: – Sector | Attrition Rate| FMCG| 17  Ã‚  | Manufacturing| 20  Ã‚  | Capital Goods| 23  Ã‚  | Construction| 25  Ã‚  | Non Voice BPO| 25  Ã‚  | IT – ITES| 27  Ã‚  | Telecom| 30  Ã‚  | Pharmaceuticals| 32  Ã‚  | Bio Technology| 35  Ã‚  | Services| 40  Ã‚  | Financial| 44  Ã‚  | Aviation| 46  Ã‚  | Retail| 50  Ã‚  | Voice – Based BPO| 50  Ã‚  | Source: Times of New York | | Benefits of Attrition: Good attrition minimizes the adverse impact on business. Desirable attrition includes termination of employees with whom the organization does not want to continue a relationship. It can be through resignation or by the employer. The benefits are: – * Removes bottle-neck in the progress of the company. * Creates space for the entry of new talents, external as well as internal. * Helps planting â€Å"ambassadors† in the eco-system who can have a positive impact on the growth of the organization. * Assists in evolving high performance teams. Infuses new blood into the organization. * Enhances ability for execution. * New thoughts, ideas, and hence, more innovation and creativity at work. * Knowledge of best practices from across the industry is brought in. * It is also an opportunity to induct employees at a lower cost with fresh skills and competencies aligned to the current need o f business. Worst effects of attrition: * Loss of knowledge capital. * Delay in execution of projects / assignments. * Loss of production. * Increasing cost of recruitment. * Impact on employer brand. * Burden and burn-out on existing employees. Internal information and knowledge is being shared outside. * Existing team also gets de-focused / de-motivated for sometime. Reasons for leaving Pull factors The major causes of employee turnover fall into four categories: ‘pull-type’ causes, ‘push-type’ causes, unavoidable causes, and situations in which the departure is initiated by the organization rather than by the employee. Each is fundamentally different from the other and demands a different type of organizational response when it is identified as the major explanation for turnover among members of particular occupational groups. Pull-type resignations occur when the major cause is the positive attraction of alternative employment. The employee concerned may be wholly satisfied with his or her existing organization and happy in the job, but nonetheless decides to move on in search of something even better. It may be a higher rate of pay, a more valued benefits package, more job security, better long-term career opportunities, and a less pressured existence, the opportunity to work overseas, a shorter journey to commute or more convenient hours of work. Push factors By contrast, in the case of push factors the major underlying cause of resignations is the perception that something is wrong with the existing employer. The person concerned may move in order to secure a ‘better job’, but he or she is as likely to join another organization without knowing a great deal about it just because he or she no longer enjoys the current one. In doing so the hope is that working life will improve, but there is no guarantee that it will. A range of different push factors can be identified, ranging from a dislike of the prevailing organizational culture to disapproval of changed structures and straightforward personality clashes with colleagues. Perceptions of unfairness often underlie these types of departure, but they can also occur simply because the employee is bored or generally fed up with the day-to-day work. He or she thus starts looking for something (or anything) different, and leaves on finding a suitable alternative. In the more extreme cases of dissatisfaction people leave before securing another position. Unavoidable attrition This category comprises reasons for leaving which are wholly or mainly outside the control of the organization. The resignation does not occur because of dissatisfaction with the job, or the perceived opportunities provided elsewhere, but for reasons that are unconnected to work in any direct sense. The most common is retirement, which affects almost everyone at some stage, but there are many others too. Illness is often a cause, because it incapacitates either the employee or a relative for whom he or she has caring responsibilities. Maternity is another reason woman often preferring not to return to the same job after their leave, either to take a break from work altogether or in order to secure a job that makes it easier for them to combine work with childcare arrangements. Involuntary attrition Final major category includes departures which are involuntary and initiated by the organization. The employee would have remained employed had he or she not been asked or required to leave. Redundancies clearly fall into this category, along with short-term layoffs, the ending of fixed-term contracts and other dismissals of one kind or another. Many resignations are also in fact largely involuntary because people often prefer to ‘jump before they are pushed’. Someone who knows she is to he made redundant in a few months therefore seeks alternative employment ahead of time, while a colleague who believes his employment will soon be terminated on grounds of poor performance secures another job before being formally dismissed. Although such turnover can sometimes be characterized as ‘functional’ rather than ‘dysfunctional’, it still carries a cost and is thus best avoided where possible. Table 1. 1. Attrition rates in the world Country| Percentage| US| 42| Australia | 29| Europe| 24| India| 18| Global Average| 24| * Source-Times News, New York 1. 3 OBJECTIVES OF THE STUDY Primary objective: 1. Find out the attrition level in XXX retail limited. Secondary objectives: 1. To study causes for attrition. 2. To find out the retention strategies adopted. 3. To study the satisfactory level of employees. 4. To analyze the effect of attrition. 5. To offer suggestions to reduce attrition. 1. 4 Need for the study 1. More time is spent recruitment and selection. 2. The trained employees must be retained. 3. Study concentrates the reasons for attrition. 4. The various dimensions analyzed and solutions offered for attrition 1. 5 Scope of the study The purpose of the research is to identify and prioritize work place related factors that trigger â€Å"job switch or attrition among XXX Fresh Limited employees†. Employee retention is therefore important in a business’s ability to keep the most talented people in the organization and avoid unwanted turnover. So that the respondents could stay in the same Organization, and attrition rate could also be reduced. 1. 6 Limitation of the study 1. Opinion and perception of the employees changes over a period of time. 2. The respondents are not cooperative to answer the question. 3. Some of the respondent may not agree with the statement 4. Since the respondents are very busy, they are hurry and unable to spare much time with the researcher. CHAPTER 2 Review of literature 1. Title: Studied on Attrition at the presidency kid leather shoe Division Author- Balakrishnan Date- October 1994 ABSTRACT: Studied on Attrition at the presidency kid leather shoe Division. The sample size is 40 and used simple random sampling technique. He found that the manufacturing unit is not satisfied with basic needs like nature of the work, income level etc. He also insisted that proper performance appraisal system does not exist in that Organization. The researcher suggested for policy development, good performance management system, need analysis, career planning, counseling, etc. 2. Title: Studied on employee Attrition at Satyam Computers Author- Bharathan Prahalad Date- November 2000 ABSTRACT: Bharathan Prahalad(2000) studied on employee Attrition at Satyam Computers. The sample size is 30 and he used questionnaire method. The result of the study shows that the need for promotions, need for consumer loans, need for salary revision. The researcher suggested for training sessions, overseas opportunity for the employees, Employee stock option, good work environment, flexi timings, recreation etc. Attrition rate, attrition causes. 3 . Title: Study on influence of HR practice on Retention of Talent at Cyber Korp India Author- Mohamed Habeeb Date- March 2005 ABSTRACT: Mohamed Habeeb (2005) made an attempt to study on influence of HR practice on Retention of Talent at Cyber Korp India. The scope of the study was restricted to the employees of Cyber Korp India. The scope of the study was restricted to the employees of Cyber Korp. The objective is to identify the various causes for attrition in the Company and the influence of HR practices on retention of talents. The researcher used descriptive method on the primary data collected from the study unit. The researcher, using interview schedule collected the data on retention. The sample size is 50 selected at random. The result of the study shows that the female employees have high mentor relationship than male employees in that Organization. Male employees show high interest in team work than female. Experienced employees have less mentorship. Researcher suggested that compensation is the key area of retention, and also suggested for restructuring of the salary levels. To adopt for best HR practices such as Training, mentoring, Career mapping, Performance appraisal and feedback system. 4 . Book: Love Employees or Lose Employees: Getting Good People to Stay Author- Beverly Kaye, Sharon Jordan-Evans Publisher – Berrett-koehler Publishers Date- January, 2008 They underlined that employee retention is a process in which the employees are encouraged to remain with organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee. Employees today are different. They are not the ones who don’t have good opportunities in hand. As soon as they feel dissatisfied with the current employer or the job, they switch over to the next job. It is the responsibility of the employer to retain their best employees. If they don’t, they would be left with no good employees. A good employer should know how to attract and retain its employees. Retention involves five major things such as Compensation, Good environment, Growth, Relationship and Support. Book: 5 . Article: Keeping Good People Author- Roger Herman Publisher – Academy of Management Review Date- January, 2008 ABSTRACT: In his review the author says that â€Å"Employee retention involves being sensitive to people’s needs†. Employee attrition is running wild in today’s tight labor market; however, the companies that keep their employees have found that what matters most is not the pay, benefits, or perks, but the quality of the relationship between employees and their direct supervisors. The bottom line is that people leave managers, not companies. . Article: Intra organizational and inter organizational job change Publisher – Journal of business and psychology Date- December, 1996 ABSTRACT: Quality of employment survey panel data to compare the determinants of intra organizational and inter organizational job change. To discriminant function were significant, the first distinguishing between intra organizational changers and stayers and the second between inter organizational changers and stayers. 7 . Article: Employee attrition and retention strategies Publisher – INDIAN EXPRESS NEWSPAPER Date- September 16, 2006 ABSTRACT: The HR managers have been facing a tough time finding a suitable replacement with required experience and ability, to fill up the vacancies created on account of exit of key employees. The reasons can be varied like shortage of skilled manpower, growth in opportunities as a result of economic reforms and liberalized policies pursued by successive governments. 8 . Title: Employee retention needs a proper strategy Author- DR,Saurabh Guptha Date- October 2003 Abstract : The study revealed that the employee retention involves being sensitive to peoples needs and demonstrating the various strategies in the five families detailed in Roger Herman’s Classic book on employee retention, keeping good people. Employee attrition is running wild in today’s tight labor market. However, the companies that keep the employees have found that what matters most is not the pay, benefits or perks, but the quality of relationship between and the direct supervisors. The bottom line is that people leave managers not companies. Control and ownership an approach of being an advisor is necessary to maintain effective and satisfactory control over employees. The value of recognition successful organization realizes employee retention and talent management are integral to sustaining their leader ship and their growth in the market place. Becoming an employee of their choice by retaining the high caliber employees in today’s labor market should be the highest priority CHAPTER 3 RESEARCH METHODOLOGY Methodology is defined as the specification of methods and procedures for acquiring the information needed. It is a plan or frame work for doing the tudy and collecting the data. Research Methodology minimizes the degree of uncertainty involved in management describes research is characterized by systematic, objective, reproducible, relevant and control. This project is a study marked by promulgation of research questions. The investigator already knows the substantial amount the research problems before the pr oject is initiated. 3. 1. 1Research Design The researcher followed analytical research design. 3. 1. 2Sampling As it was not possible to collect the information from the whole population so sampling method is adopted. Stratified random sampling method is used. Totally 120 questionnaires were prepared for employee survey. 3. 1. 2. 1 Sample Area The sample area means that place where the survey has been conducted. The sample area was XXX Retail limited, Chennai. 3. 1. 3Sampling Procedure The sampling procedure is used of the study is questionnaire method. The type of question is close ended as well as open ended question. Used by the researcher. 3. 1. 4Sample size Population of this study consist of the employee of XXX Retail limited, Chennai. The total population of the company is 1140, sample of 120 employees were taken for the study.. 3. 2 DATA COLLECTION METHOD The task to data collection method often a research problem has been designed and research design chalked out. 3. 2. 1Primary Data Primary data are those, which are collected fresh and for the first time for the collection as primary data a sample survey method was used in the study. Personal interview was conducted with the help of a questionnaire prepared for the survey. 3. 2. 2 Secondary data Data which was not originally collected rather obtained from published or unpublished source are known as secondary data. 3. 2. 4Statistical Tools The analysis of the collected data is the most important part of any research o get the interpretation for the project. According to this project, there will be three statistical tools are used. They are, 1. Chi-square test. 2. Weighted average test. 3. Spearman rank correlation. 3. 2. 4. 2CHI-SQUARE TEST: Chi-square testis used to compare the relationship between the two variables. OBJECTIVES: 1. To recognize situations requiring the comparison of more that two means or proportions. 2. To use chi-square distribution to see whether two classifications of the source data are independent of each other. 3. To use chi-square distribution for confidence intervals and testing hypothesis about a single population variance. . To use chi-square test to check whether a particular collection of data is well described by a specified distribution. Chi-square test allows us to do a lot more than just test for the quality of several proportions. If we classify a population into several categories with respect to two (2) attributes, we can than use a chi square to determine whether the two (2) attributes are independent of each other. This is used to test the difference observed between two columns of number found in two distinct categories. A chi-square can be used when data satisfy four conditions. 1. There must be two observed sets of data or one observed set of data and our expected set of data. 2. The two set of data must be based on the same sample size. 3. Each cell in the data contain an observed or expected count of five or larger. 4. The different cells in a row or column must represent categorical variables. DEGREE OF FREEDOM: (Number of Rows-1) * (Number of Columns-1) (Oi – ei) Ei Oi = Observed Value. Ei = Expected Value. N = Total Number of Observations. Ei = Row Total * Column Total N Chapter -4 DATA ANALYSIS AND INTERPRETATION Respondents Age Distribution Table-4. 1: Respondents Age Distribution Particulars | No. of respondents| percentage| 18 – 25| 24| 20| 26 – 35| 56| 46. 67| 36 – 45| 27| 22. 5| Above 45| 13| 10. 83| Total| 120| 100| Figure-4. 1: Respondents Age Distribution Inference It can be seen that merely half of the respondents were between the age group of 26-35 years. Respondent marital status TABLE 4. 2 – Respondents marital status Particulars| No. of respondents| Percentage| Married| 82| 68. 33| Unmarried| 38| 31. 67| Total| 120| 100| Figure-4. 2 – Respondents marital status Inference It can be inferred that 3/4th of the respondents were married. Respondents Educational Qualifications Table 4. 3 – Respondents Educational Qualifications Particulars| No. of respondents| Percentage| UG| 32| 25. 83| ITI| 18| 15| PG| 67| 55. 83| Others| 3| 2. 5| Total| 120| 100| Figure-4. 3 – Respondents Educational Qualifications Inference It can be inferred that more than half of the respondent were qualified post graduates it’s a good sign for the organization. Respondents Work Experience Table -4. 4 – Respondents Work Experience Particulars| No. of respondent| Percentage| 0 – 2 years| 48| 40| 3 – 5 years| 53| 44. 17| 6 – 8 years| 17| 14. 17| Above 8 years| 2| 1. 66| Total| 120| 100| Figure 4. – Respondents Work Experience Inference It can be seen that almost of the respondents were between the experience level below 5 years. Respondents understanding towards the job Table 4. 5 – Respondents understanding towards the job Particulars| No. of respondents| Percentage| Not at all| 0| 0| Not really| 8| 6. 67| Some what| 33| 2 7. 5| Pretty much| 45| 37. 5| Totally| 34| 28. 33| Total| 120| 100| Figure 4. 5 – Respondents understanding towards the job Inference It can be seen clearly that almost all of the respondents were understand their job well. Respondent reason for dissatisfaction Table 4. 6 – Respondent reason for dissatisfaction Particulars| No. of respondents| Percentage| Work pressure| 31| 25. 83| Management decisions| 18| 15| Work environment| 6| 5| Pay structure| 48| 40| Others| 17| 14. 17| Total| 120| 100| Figure 4. 6 – Respondent reason for dissatisfaction Inference It can be clearly seen that merely half of the respondents feels that pay structure makes them dissatisfied. Respondent opinion about the management steps Table 4. 7 – Respondents opinion about the management steps Particulars | No. of respondents| Percentage| Not at all| 21| 17. 5| Some what| 42| 35| Average| 36| 30| Really good| 21| 17. 5| Total| 120| 100| Figure 4. 7 – Respondents opinion about the management steps Inference It has been clearly observed that 2/3rd of the respondents feel that the management steps were somewhat satisfactory for them. Respondent’s opinion about the internal improvements needed in organization Table 4. 8 Respondents opinion about the internal improvements needed in organization Particulars | No. of respondents| Percentage| Employee motivation| 22| 18. 34| Working environment| 18| 15| Monetary benefit| 46| 38. 33| Others| 34| 28. 33| Total| 120| 100| Figure – 4. Respondents opinion about the internal improvements needed in organization Inference It can be inferred that 2/3rd of the respondent’s feels monetary benefits is to be improvements. Respondent’s opinion about the external improvements needed in organization Table 4. 9 Respondents opinion about the external improvements needed in organization External impro vements| No. of respondents| Percentage| Innovative technology| 18| 15| External training programs| 47| 39. 17| New products| 12| 10| Others| 43| 35. 83| Total| 120| 100| Figure – 4. 9 Respondents opinion about the external improvements needed in organization Inference It can be clearly seen that most of the respondents feels that external training programs should be conducted Respondent’s opinion about retention strategy Table 4. 10 – Respondents opinion about retention strategy Particulars| No. of respondents| Percentage| Hiring suitable person| 18| 15| Allowing in decision making| 9| 7. 5| Good compensation| 42| 35| Good communication| 12| 10| Exit interview| 39| 32. 5| Total | 120| 100| Figure 4. 10 – Respondents opinion about the retention strategy Inference It is clearly inferred that merely half of the respondents feels good compensation is the best strategy for retention. Respondent’s opinion about learning new things Table – 4. 11 Respondents opinion about learning new things Particulars| No. of respondents| Percentage| More| 67| 55. 83| Less| 19| 15. 83| No| 34| 28. 34| Total| 120| 100| Figure – 4. 11 Respondents opinion about learning new things Inference It can be inferred that more than half of the respondents feels that they can learn more new things. Respondent’s opinion about communication between the superior Table 4. 12 – Respondents opinion about communication between the superior Particulars| No. of respondents| Percentage| Yes| 73| 60. 83| No| 47| 39. 7| Total| 120| 100| Figure 4. 12 – Respondents opinion about communication between the superior Inference It can be clearly observed that most of the respondent’s feels that they can communicate with their superiors at any time Respondent’s opinion about promotion method Table 4. 13 – Respondents opinion about promotion method Pa rticulars| No. of respondents| Percentage| Yes| 83| 69. 17| No| 37| 30. 83| Total| 120| 100| Figure 4. 13 – Respondents opinion about promotion method Inference It can be inferred that 3/4th of the respondents feels that their promotion is given based on their skills. Respondent’s opinion about stress Table 4. 14 – Respondent’s opinion about stress Particulars | No. of respondents| Percentage| Highly agree| 12| 10| Agree| 17| 14. 17| Neutral | 29| 24. 16| Disagree| 38| 31. 67| Highly disagree| 24| 20| Total | 120| 100| Figure 4. 14 – Respondent’s opinion about stress Inference It is clearly inferred that more than half of the respondents disagree that they having stress in their work. Respondent’s opinion about recreational facilities Table 4. 15 – Respondents opinion about recreational facilities Particulars | No. of respondents| Percentage | Highly satisfied| 10| 8. 33| Moderately satisfied| 20| 16. 67| Neutral | 49| 40. 83| Moderately dissatisfied| 23| 19. 17| Dissatisfied | 18| 15| Total | 120| 100| Figure 4. 15 – Respondents opinion about recreational facilities Inference It can be clearly seen that merely half of the respondents were neither satisfied nor dissatisfied about the recreational facilities. Respondent’s opinion about working space Table 4. 16 – Respondents opinion about working space Particulars | No. of respondents| Percentage | Highly satisfied| 33| 27. 5| Moderately satisfied| 58| 48. 33| Neutral | 21| 17. | Moderately dissatisfied| 6| 5| Dissatisfied | 2| 1. 67| Total | 120| 100| Figure 4. 16 – Respondents opinion about working space Inference It can be clearly seen that 3/4th of the respondents satisfied with the working space. Respondent’s opinion about worst of attrition Table 4. 17 – Respondents opinion about worst of attrition Particulars| No. respondents | Percentage | Cost of recruitment| 43| 35. 83| Loss of production| 18| 15| Loss of knowledge capital| 27| 22. 5| Training cost | 32| 26. 67| Total | 120| 100| Figure 4. 17 – Respondents opinion about worst of attrition Inference It can be clearly seen that 2/3rd of the respondents feels that cost of recruitment and training cost is worst effect of attrition Respondent’s opinion about the best effect of attrition Table 4. 18 – Respondents opinion about the best effect of attrition Particulars| No. of respondents | Percentage| Removes bottle necks | 39| 32. 5| Entry of new talents| 53| 44. 17| Infuses of new blood| 28| 23. 33| Total | 120| 100| Figure 4. 18 – Respondents opinion about the best effect of attrition Inference It can be clearly seen that merely half of the respondents feels that entry of new talents is the best effect of attrition. Chi – square Experience and dissatisfaction levels in job Table 4. 19 Chi-Square Experience Dissatisfaction | 0 – 2| 3 – 5| 6-8 | Above 8 years| Total | Work pressure | 19| 11| 1| 0| 31| Management decision | 8| 6| 3| 1| 18| Work environment | 0| 2| 3| 1| 6| Pay structure | 14| 28| 6| 0| 48| Others | 7| 6| 4| 0| 17| Total| 48| 53| 17| 2| 120| Null hypothesis H0: There is no significant relationship between the experience and dissatisfaction of job. Alternate hypothesis H1: There is a significant relationship between the experience and dissatisfaction of job. Level of significant: LOS= 95% (. 05%) Degree of freedom: DOF= (M-1) (N-1) = (5-1) (4-1) Degree of freedom = 12 Z tab= 21. 026 2 = ? ( O – E )2/E Expected valued: E = ( row total * column total ) / grand total 2 = 3. 51 + 0. 52 + 2. 61 + 0. 51 + 0. 08 + 0. 47 + 0. 07 + 1. 63 + 2. 4 + 0. 15 +5. 43 + 0. 81 + 1. 4 + 2. 18 + 0. 09 +0. 8 + 0. 005 + 0. 3 + 1. 06 + 0. 28 Z cal = 24. 305 Calculated value tabulated value Zcal ztab H0 is rejected. H1 is accepted There is a significant relationship between the experience and dissatisfaction of job. Spearman rank correlation Table 4. 20 – Ranking for stress and recreational activity Stress| Rank 1| Recreational activity| Rank 2| Difference(D)| (D)2| 12| 5| 10| 5| 0| 0| 17| 4| 20| 3| 1| 1| 29| 2| 49| 1| 1| 1| 38| 1| 23| 2| -1| 1| 24| 3| 18| 4| -1| 1| | | | | ? (D)2| 4| R = 1 – 6? D2 (n (n2 – 1)) = 1 – (6*4) (5 (25-1)) = 1 – 0. 2 R = +0. 8 Since the correlation value (R) is +0. 8 there is a high correlation between the stress and recreational activity. Chapter 5 5. 1 Findings 1. Half of the respondents (47%) are in the age group of 26-35 years. 2. 3/4th of the respondents (68%) were married. 3. Half of the respondents (56%) were qualified post graduates. . Majority of the respondents have an experience of less than 5 years. 5. All the respondents have understood their job. 6. Merely half of the respondent’s (40%) feel that pay structure makes them dissatisfied. 7. 2/3rd of the respondents are not much satisfied with the management policies. 8. 2/3rd of the respondents (39%) feel hike in salary can be offered. 9. Most of the respo ndents ( 39%) feel that external training programs should be conducted 10. All the respondents feel good compensation and hiring suitable person is the best strategy for retention. 1. More than half of the respondents (56%) feel that they get opportunity to learn more. 12. More than half of the respondents (61%) said they can communicate with their superiors at any time. 13. Merely 3/4th of the respondents (70) said their promotion is based on their skills. 14. More than half of the respondents (52%) disagreed that they have stress in their work. 15. Nearly half of the respondents (41%) were neither satisfied nor dissatisfied about the recreational facilities. 16. 3/4th of the respondents (75%) are satisfied with the working space. 17. /3rd of the respondents (36%) feel that due to attrition the cost of recruitment and training increases 18. Nearly half of the respondents (47%) feel that due to attrition there is entry of new talents. 5. 2 Suggestion 1. Management should give good j ob description to employees. 2. The organization should change the pay structure based on the nature of job. 3. The organization should conduct more external training programs to improve the efficiency of the employees. 4. The organization must appoint right person for the right job which will help to reduce attrition. 5. They must have two way communication. 6. The organization should provide more recreational activity to employees to relieve form stress. 7. Career growth and higher education is main cause for attrition in XXX, so the organization can give promotions and hike in salary in regular interval to reduce the attrition level. 8. Cost of recruitment and loss of knowledge capital were the worst effect of attrition, for that the company can follow retention strategies to keep the valuable employees. 9. Even though many retention strategies followed in the organization the best strategy is exit interview, which helps them to identify the reason for attrition. 5. 3 CONCLUSION In global economy many organizations find very difficult to overcome the competition and to retain the employees. Due to attrition the companies not only lose the efficient employees but also spend a lot for recruiting new employees. The study company has moderate attrition since the stress level is low. Even this attrition can be reduced if they follows’ a good retention strategy like increasing the salary in periodic interval. The main cause for employee switching over job in XXX is carrier growth. Thus the organization should not increase the salary but also give promotions to employee to make them satisfy and retain the in organization. By satisfying the employee the attrition level can be reduced. ANNEXURE QUESTIONNAIRE A STUDY ON ATTRITION LEVEL PERSONAL DATA : 1. Name: 2. Designation: 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Educational Qualification: a) UG b) ITI c) PG e) Others 6. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years OTHER DATA: 7. How well do you understand your nature of job? ? Not at all ? Not really ? Some what ? Pretty much ? Totally 8. Rate the following factors Particulars| Highly satisfied5| Satisfied4| Neutral3| Dissatisfied2| Highly dissatisfied1| Motivation| | | | | | Appraisal| | | | | | Job challenge| | | | | | Reward| | | | | | Communication with superiors| | | | | | 9. Which of the following makes you to get dissatisfied? a) Work Pressure b) Management decisions c) Working Environment d) Pay structure e) other 10. Do you believe that there is a decrease in your Dissatisfaction level after the management steps? ) Not at all b) Somewhat ok c) Average d) Really good 11. Specify the area where improvement is required internally? ? Employee motivation ? Working environment ?Monetary benefits ? Other 12. Specify the area where improvement is required externally? ? Innovative technology ? External Training programs ? New products ? Others 13. For which of these reasons, you prefer to change the job. Rate the following? Particulars | Rank | Career growth| | Higher stress| | Hig her education| | Health condition| | Family problems| | 14. From these following which retention strategy is the best way to reduce the attrition level? a) Hiring suitable person b) decision making c) good compensation d) good communication e) exit interview 15. There any opportunities to learn forward about your job? a) More b) Less c) No 16. Do you have any freedom to convey your immediate problems to Top-level people..? a) Yes b) No 17. Whether promotion is given based on skill? a) Yes b) No 8. Do you agree there is stress in your job? a) Highly agree b) agree c) neutral d) Disagree c) highly disagree 18. Are you satisfied with the recreation facilities provided by the organization? a) Highly Satisfied b) Moderately satisfied c) Neutral d) Moderately dissatisfied e) Highly dissatisfied 19. Are you satisfied with the working space provided by the organization? ) Highly Satisfied b) Moderately satisfied c) Neutral d) Moderately dissatisfied e) Highly dissatisfied 20. Which is the worst effect of attrition? a) Cost of r ecruitment b) Loss of production c) Loss of knowledge capital d) Training cost 21. Which is the good effect of attrition? a) Removes bottle necks b) Entry of new talents c) Infuses of new blood 22. 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Asthma Essay Research Paper ASTHMA free essay sample

Asthma Essay, Research Paper Asthma # 8220 ; Asthma is a respiratory disease in which cramp and bottleneck of the bronchial transitions and swelling of their mucose liner cause obstructor of breathing. # 8221 ; ( Anastasiow 1997 ) Etiology: # 8221 ; This disease is frequently due to allergic reactions, such as dust, fume, cold air, exercising, carnal pelt or plumes, casts, and pollen. Allergic asthma is besides called atopic or extrinsic asthma. Many people with allergic asthma besides suffer from hay febrility, which is an allergic reaction, normally to airborne pollen, of the upper respiratory piece of land and the eyes, characterized by rhinal discharge, sneeze, and antsy watery eyes. # 8221 ; ( Encarta 1997 ) Asthma in grownups is less likely to be caused by allergic reactions. Non-allergic asthma is called intrinsic asthma. The frequence and the extreme in which asthma symptoms occur vary from one individual to another. Most onslaughts occur at dark, get downing with coughing or wheezing and shortness of breath, but in some people a dry cough may be the lone symptom. This may be partly due to the fact that you stay in your room sleeping for eight hours at a clip. Dust touchs collect in your bedclothes, drapes, pillows and carpets. To avoid this, you should hold your mattress and pillows sealed in a plastic covering, no drapes and you should hold difficult wood floors in your sleeping room, alternatively of carpets or rugs. # 8221 ; Office Visits: From 1975 to 1993-1995, the estimated one-year figure of office visits for asthma more than doubled, from 4.6 million to 10.4 million. Increasing rates were apparent among all race, both sexes, and all age groups. Emergency Room Visits: Datas for exigency room visits are from 1992-1995. Over this period, the national rate of exigency room visits for asthma merely changed by 1.8 million visits. Hospitalization: Between 1979-1980 and 1993-1994, the estimated national figure of asthma # 8211 ; related hospitalization increased from 386,000 to 466,000. Hospitalization rates for asthma were systematically higher among inkinesss than they were among Whites. During 1988 # 8211 ; 1994, asthma hospitalization rates increased in the Northeast but decreased in the West and Midwest. Asthma hospitalization rates were highest among people 0-4 old ages of age, and lowest among people 15-34 old ages of age. Mortality: Complications of terrible asthma can sometimes ensue in decease. Although this is rare, the figure of asthma instances and asthma # 8211 ; related deceases increased by 40 per centum between 1982 and 1995. The cause for this addition is unknown. # 8221 ; ( Mannino 1998 ) Asthma Attacks: may repeat in hours or yearss or may non reoccur for months or even old ages. Status asthmatics, a drawn-out onslaught that continues despite intervention with prescribed drugs, is a terrible and sometimes fatal signifier of an asthma onslaught. Treatments: # 8221 ; Asthma intervention has two of import ends: 1. ) Keeping symptoms from get downing in the first topographic point. The best manner to make this is to ever follow your asthma direction program that your doctor developed for you as an person. You need to follow this program even when you don # 8217 ; Ts have any asthma symptoms. For illustration, skin proving by an allergist may find your allergic reactions, and periodic desensitising injections of little sums of these substances over several old ages may be helpful. Bronchial dilators, anti-inflammatory, and steroid medicines can assist forestall onslaughts. Skills involved with the usage of inhaled medicine, atomizers, and the usage of extremum flow metres, ( an early warning device ) control things that trigger asthma onslaughts, and holding occasional pneumonic map trial, ( steps airflow in the lungs ) can besides be good interventions to command asthma onslaughts. 2. ) Descrying symptoms that are acquiring worse before they get bad is another asthma intervention as a end. This allows you to handle the symptoms early, when they are the easiest to command. # 8221 ; ( Morain 1999 ) New Treatment: # 8221 ; Leukotriene antagonist # 8211 ; barricade leukotriene chemicals released from allergic cells which cause cramps of the air passages. It # 8217 ; s accolade and marked by Smith # 8211 ; Kline. Merely administrated twice a twenty-four hours with no important side effects. Zileuton # 8211 ; required disposal four times a twenty-four hours and has been associated with liver map abnormalcies, and the patient must be monitored. # 8221 ; ( Randolph, 1999 ) The cost of these two pills are comparable, and are for the usage of people who do non like to utilize bronchial dilator inhalators. Prognosis: Most asthma patients can populate a long and fulfilled life under the advice of their doctor, and their personal asthma direction program. Although there are few instances of decease during asthma onslaughts, they are the exclusion more than the # 8220 ; norm. # 8221 ; Educational and Medical Plans: ? Linkss to Asthma Education stuffs on the Internet. ? American Academy of allergic reaction and Asthma ? Pneumonic specializer ? Mayo Health Oasis Publications and Clinics ? Doctor # 8217 ; s Offices ? Books ( Get yourself educated on your disease ) ? Hospitals that give free clinics on asthma and how to pull off it. ? Diaries from the American Lung Association. Bibliography Mentions Abramowicz, M. ( 1993 # 8211 ; 1997 ) . An overview [ Abstract ] . Asthma, Bronchial. Retrieved March 14, 1999, from Microsoft? Encarta? 98 Encyclopedia. ? 1993 # 8211 ; 1997 Microsoft Anastasiow, NJ, Gallagher, JJ. , A ; Kirk, S.A. ( 1997 ) . Educating exceeding kids: ( 8th ed. ) . New York, Boston: Houghton Mifflin Company. Mannino, D.M. , Ashizawa, A. , A ; Ball, L.B. ( 1998 ) An overview [ Abstract ] Centers for Disease Control and Prevention: Asthma Information Center Vol. 47, no US Secret Service # 8211 ; 1 Retrieved February 27, 1999 from the AMA: hypertext transfer protocol: //www.ama-assnorg/insight/spec-_con/asthma.htm Morain, Claudia. ( 1999 ) An overview [ Abstract ] Understanding Asthma Patients and Their Friend. Retrieved February 27. 1999, from the JAMA: hypertext transfer protocol: //www.ama.-assn.org/special/asthma/newsline/special/ss4701.htm Randolph, Christopher. M.D. ( 1999 ) . The sneezing gazette. American academy of allergic reaction and immunology. The American Heritage College Dictionary ( 3rd ed. ) . ( 1993 ) . Boston: Houghton Mifflin Company.