Gratification Theory Mass Media - 1585 Words

Theories in mass media play an important role in society which provides a lens to observer communication in a medium. There is a multitude of media theories, but I will explore those of Elizabeth Noelle-Newman and how people use media for their need and gratification. The spiral of silence theory and the uses and gratification theory both give convincing and detailed explanations that link the media and the audience. There is a likeness in both but there are also many difference between the two. After reviewing each theory and proving examples that relate to each, I will then follow by examining the differences between the two and ways they complement one another. Elizabeth Noelle-Newman’s theory the spiral of silence (SST) explains the†¦show more content†¦An example of this theory in the media today can be seen through the use of social media channels such as Facebook and Twitter. These sites provide individuals with the ability to observe the behaviors around them, which becomes a constant cycle of approval and a disapproval of behaviors. Using the quasi-statistical process individuals who use media often are influenced by these behaviors which in return influence how they choose to express their opinion. Those who hold the majority opinion in these large networks are challenged less and retain their dominant position across a large range of issues, which—in theory—could facilitate a suppression of minority opinion on a global scale (Stoycheff 2017). Uses and gratifications theory (UGT) deals with the effect of people on media. The basic concept is audience activity. So, in other words, UGT is an approach to understand why audience actively seek out specific media outlets that meet their needs, knowledge, social interaction, and diversion. Media has a limited effect on its audience because the audience is actually in control of media selection and information processing (Cragan Shields 1998, p.268). According to the theory, we use mass media to meet our needs such as acquiring knowledge, to be entertained, a personal identity, social interaction, andShow MoreRelatedThe Uses And Gratifications Theory Essay1656 Words   |  7 PagesThe uses and gratifications theory has been explored by many a scholar from as early as the 1940’s. While many audience theories focus around what effect media products have on audiences, Chandler (1994) states that instead the uses and gratifications theory focuses on what audiences do with med ia. Chandler continues that this audience model focuses around why and how people select and use media texts in order to fulfil particular social or psychological gratifications. 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Most of the timesRead MoreThe Commodification of Disease Essay548 Words   |  3 Pagesbuy into marketing tactics and get a sense of gratification when they purchase items branded with a cancer ribbon or other known symbol. Through the perspective and lens of the Uses and Gratifications theory, you can see the different reasons as to what drives consumers to purchase these products and engage in a type of cancer culture within our society. Uses and Gratifications theory has been used to discover why consumers use different forms of media in order to feel a sense of fulfillment withinRead MoreMedia s Effect On Society1084 Words   |  5 PagesOver the years media has had an intense effect on society, an effect so immense we don’t even notice its presence sometimes. Media is crucial to any society; we are all surrounded by media. Each and every day people interact with media of many forms. Media is generally defined as being a channel of communication. 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Hr Live Project on Job Satisfaction Employee Satisfaction Free Essays

AMITY UNIVERSITY AMITY INTERNATIONAL BUSINESS SCHOOL(AIBS) PROjECT REPORT ON Job Satisfaction Employee satisfaction AT Areva TD India Ltd. , Noida SUBMITTED TO: Ms. CHITRA KRISHNAN GROUP MEMBERS * PRIYAL AGARWAL(A1802012201) * JAMSHED SHABIR() * GARIMA ARORA() * HARSH GOEL() * ASHISH TANWAR() sECTION- C MBA-IB Introduction In the present scenario of business world the only thing that is confirmed is change. We will write a custom essay sample on Hr Live Project on Job Satisfaction Employee Satisfaction or any similar topic only for you Order Now Competent employees will not remain competent forever. Their skills can deteriorate; technology may make their skills obsolete; the organization may move into new areas changing the type of jobs that exist and the skills necessary to do them. Human Resource is the discipline which drives business competitiveness by identifying that constant change in the business trends, hence need for constant up gradation of the employee’s skills and implementing it with a variety of methods and training programs. Quality without creativity is meaningless as changes grow ever more unpredictable creativity is rapidly becoming recognized a core management skill. Today’s business environment demands that manager posses a wide range of knowledge skills and competencies, as well as sound understanding of management process and function. Managers need to be able to make best use of their time, talent and of other people to work with and through others to achieve corporate objectives. They also need to demonstrate their ability not merely to solve problems, but to transform them and design ways through them. This report concerns job satisfaction level and organizational climate, which are the important function in every organization. AREVA, World energy expert, offers its customer technological solutions for highly reliable nuclear power generation and electricity transmission and distribution. With manufacturing facilities in 43 countries and a sales network in more than 100, AREVA offers customers reliable technological solutions for CO2- free power generation and electricity transmission and distribution. AREVA is the world leader in nuclear power and the only company to cover all industrial activities in this field. AREVA business help meet the 21st century’s greatest challenges: making energy available to all, protecting the planet, and acting responsible toward future generation. As a solution provider, AREVA TD bring together and optimizes capabilities from different disciplines, TD business and third party suppliers, to address customers’ specific problem, however complex, and add value to their business. The overall project report provides analysis of Job satisfaction and employee satisfaction in Areva TD India Ltd, Noida. The employees of Areva TD India Ltd have different attitude towards organization. There are different dimensions through which we can analyze the attitude of the employees of the organization. COMPANY profile AREVA, World energy expert, offers its customer technological solutions for highly reliable nuclear power generation and electricity transmission and distribution. With manufacturing facilities in 43 countries and a sales network in more than 100, AREVA offers customers reliable technological solutions for CO2- free power generation and electricity transmission and istribution. AREVA is the world leader in nuclear power and the only company to cover all industrial activities in this field. AREVA business help meet the 21st century’s greatest challenges: making energy available to all, protecting the planet, and acting responsible toward future generation. AREVA TD INDIA AREVA TD is a worldwide specialist in Transmission Distribution. We design, manufacture and supply a c omplete range of products, systems and services for all stages in the transfer of electricity from generator to the large end user. We are pioneers in the field of Protection Control with a proven track record of over eight decades. Our team of TD engineers is the largest team dedicated to TD solutions. About 75% of the country’s load flow is managed by our Energy Management Systems.. AREVA TD’s products and systems serve to transmit and distribute electricity, ensure the reliability, quality and safety of energy flows, as well as operate efficient networks through information management. AREVA TD offers a global response to customer’s service needs delivered by locally based resources in the areas of: * Network consulting equipment expertise and diagnosis. * Erection, commissioning and supervision. * Maintenance, including spares management. * Repair and emergency support. * Renovation and refurbishment. * Operation and asset management. * Training. As a solution provider, AREVA TD bring together and optimizes capabilities from different disciplines, TD business and third party suppliers, to address customers’ specific problem, however complex, nd add value to their business. AREVATD enhance customers’ capabilities by bringing to them answers developed by market segments, through best practices and industry-specific expertise in: * Power Engineering * Distribution Power * Oil Gas * Water * Pulp Glass * Railways * Mining Metals At AREVA TD, innovation is key to successfully differentiating and continuously gaining market share. The company spe nds 3% of sales (150 Million) on research and development. This allocation is then used for each of the regions, where AREVA TD has business activities. India is a key region for allocation of such Research Development funds. AREVA TD currently employs over 4300 people in India across 8 manufacturing Units and 22 Sales Offices. Your Company has been trend-setter in the field of high voltage switchgear and was the first to build the 765 kV Sub-station in India with National Thermal Power Corporation Limited (NTPC) at SIPAT, Chhattisgarh. Around 70% of power flow in India’s transmission grids is managed by AREVA TD’s Automation solutions. Your Company has to its credit a complete range of TD Products, Systems, Services and Automation solutions. Areva Joint Venture AREVA’s Transmission and Distribution division has announced today the signing of an agreement to form a 50/50 joint venture with the Russian company, United Company RUSAL (UC RUSAL), the world’s largest producer of aluminum. The joint venture will become the preferred supplier for turnkey projects, electrical equipment and services in the TD field for UC RUSAL’s plants and is expected to generate $500 million in orders over the next five years. Through this partnership, UC RUSAL will secure key competencies to support its fast growing production capacity. For AREVA, partnering with UC RUSAL will enable the company to strengthen its position on the booming electro-intensive industries market, and to further develop its activities in Russia. AREVA has longstanding experience and expertise in developing high direct current electricity supply systems for aluminum production sites around the world. In 2006, it designed and installed such a customized electrical system for UC RUSAL’s Sayanogorsk site in Siberia. Philippe Guillemot, Chairman and CEO of AREVA’s Transmission and Distribution division, said: â€Å"This new partnership is in line with our strategy to reinforce our presence on the industries market. It also illustrates our strong commitment to support UC RUSAL’s development strategy by ensuring its secure access to key competencies in the electrical field. † More about with manufacturing facilities in 41 countries and a sales network in more than 100 countries, AREVA offers customers reliable technological solutions for CO2-free power generation and electricity transmission and distribution. We are the world leader in nuclear power and the only company to cover all industrial activities in this field. Our 61,000 employees are committed to continuous improvement on a daily basis, making sustainable development the focal point of the group’s industrial strategy. AREVA’s businesses help meet the 21st century’s greatest challenges:   making energy available to all, protecting the planet, and acting responsibly towards future generations. AREVA’s T;D division is an active player around the globe. It designs, manufactures and supplies a complete range of equipment, systems and services for all stages in the transfer of electricity, from the generator to the large end-user. global presence We are one of the world’s leading TD companies. We have over 25,000 employees located in more than 30 countries, with a dedicated sales force serving customers in over 100 countries. AREVA NP  is the world leader in the design and construction of nuclear power plants and research reactors, engineering, instrumentation and control, modernization, maintenance and repair services, component manufacture and supply of nuclear fuel. The jointly-owned company is headquartered in Paris, with regional subsidiaries in the U. S. and Germany. AREVA has a 66% and Siemens a 34% stake in AREVA NP. VISION AND MISSION Vision AREVA is to make the high profile of company and to create the brand name in the whole words. Their best products are for transmission and distribution. Mission At AREVA they face new and exciting challenges every day as they support the needs of customers. But there’s also a bigger picture to career. Businesses help to meet the needs of the great endeavors of the 21st century – making energy available to all, protecting the planet, and acting responsibly for future generations. It’s a vision that includes innovating cleaner, safer, and more attainable energy to drive economies, develop cultures, and deepen life experiences. LOCATION DETAILS AREVA TD INDIA LIMITED. is located at Allahabad which is in the heart of the city where service is easily available for all customer and easy access compare with other place that available in city. Location has major impact on success or failure of operation. Advantages of this type of location are that service cost and distribution cost is minimum comparison with other place. The major investor service centers of Transformer Distribution are as below. Our study is on its location in Noida. LAYOUT DETAILS There is a plan of all the act of planning optimum arrangement of planning including flow of man material and customer, operating equipment, storage space, material handling equipments and all other supporting services along with the design of best structure to contain all these facilities. PLANNING AND CONTROL It is useful for effective utilization of resources, to achieve organization goal and objectives with respect to quality service, cost control timely service to co-ordinate with other department to ensure continuous quality service. There is a proper planning and planning with respect to which type of scheme to be introduced, what are expenses of RD for finding out feasibility of that scheme, how many people will work on that particular job, before introducing new scheme. There is special research department for carrying out the analysis of market and there is a fund manager who carries out all planning for investing in various sector and he is also responsible for controlling the cost of transaction so that it can give return to investors. PRODUCTION MAINTENANCE The production engineers ensure that the level of production complies with customer requirements, test and maintain the facilities. AREVA is looking for young professionals who are keen to face technical challenges in the field, and to get involved in team management. ————————————————- IMPROVEMENT PROTECTION AREVA’s line of business is highly demanding in terms of quality, safety and environmental preservation. Those working in these fields are of major importance to the group and contribute to its overall performance. As a result, the professions linked to these fields have a very important place within the group, and contribute to the company’s overall performance. ————————————————- CUSTOMER SUPPORT AND SATISFACTION AREVA manages and develops technical and industrial solutions to meet customer requirements. Our sales engineers develop and maintain customer relations, prepare bids, negotiate and manage contracts and offer after-sales service. The role of the sales engineers is to develop and maintain customer relations. Prepare offers, negotiate and manage contracts and provide after-sales service. MANAGEMENT ; DEVELOPMENT Like other companies that work in complex fields and very different countries, AREVA uses its support activities to promote the strategic and functional development of the group. All of its executives and managers use expert skills to carry out their duties. JOB SATISFACTION Job satisfaction is how content an individual is with his or her job. Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs. Job satisfaction is a subjective, personal state perceived by the individual as being in his favor. It is the result of various attitudes possessed by worker. In a narrow sense, these attitudes are related to the job and conditions, advancement opportunities, and recognition of abilities, fair residual of grievances and other similar items. FACTORS AFFECTION JOB SATISFACTION * Working Conditions Because employees spend so much time in their work environment each week, it’s important for companies to try to optimize working conditions. Such things as providing spacious work areas rather than cramped ones, adequate lighting and comfortable work stations contribute to favorable work conditions. Providing productivity tools such as upgraded information technology to help employees accomplish tasks more efficiently contributes to job satisfaction as well. * Opportunity for Advancement Employees are more satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility and along with it higher compensation. Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion. Companies often pay the cost of tuition for employees taking university courses, for example. During an employee’s annual performance review, a supervisor should map out a path showing her what she needs to accomplish and what new skills she needs to develop in order to be on a track to advancement within the organization. * Workload and Stress Level Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee. Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace. Many times, this environment is caused by ineffective management and poor planning. The office operates in a crisis mode because supervisors don’t allow enough time for employees to perform their assigned tasks effectively or because staff levels are inadequate. * Respect from Co-Workers Employees seek to be treated with respect by those they work with. A hostile work environment — with rude or unpleasant coworkers — is one that usually has lower job satisfaction. * Relationship with Supervisors Effective managers know their employees need recognition and praise for their efforts and accomplishments. Employees also need to know their supervisor’s door is always open for them to discuss any concerns they have that are affecting their ability to do their jobs effectively and impeding their satisfaction at the office. * Financial Rewards Job satisfaction is impacted by an employee’s views about the fairness of the company wage scale as well as the current compensation she may be receiving. Companies need to have a mechanism in place to evaluate employee performance and provide salary increases to top performers. Opportunities to earn special incentives, such as bonuses, extra paid time off or vacations, also bring excitement and higher job satisfaction to the workplace. EMPLOYEE SATSFACTION Employee satisfaction is essential to the success of any business. A high rate of employee contentedness is directly related to a lower turnover rate. Thus, keeping employees’ satisfied with their careers should be a major priority for every employer. While this is a well-known fact in management practices, economic downturns like the current one seem to cause employers to ignore it. There are numerous reasons why employees can become discouraged with their jobs and resign, including high stress, lack of communication within the company, lack of recognition, or limited opportunity for growth. Management should actively seek to improve these factors if they hope to lower their turnover rate. Even in an economic downturn, turnover is an expense best avoided. Employee satisfaction surveys provide the information needed to improve levels of productivity, job satisfaction, and loyalty. Organizations can identify the root causes of job issues and create solutions for improvements with an accurate perspective of employee views. There is a direct link between employee job satisfaction and financial results. The happier your employees are the more motivated and committed they will be to your organization’s success. RESEARCH METHODOLOGEY Research is in common parlance refers to a search for knowledge. One can also define research as scientific and systematic search for pertinent information on a specific topic. Well, all possess the vital instinct of inquisitiveness for, when the unknown confronts, we wonder and our inquisitiveness makes us probe and attain full data and fuller understanding of the unknown, can be termed as research. Research comprises defining and redefining problem, suggesting solutions, collecting, organizing and evaluating data, making deductions and reaching conclusion and at lest carefully testing the conclusion. RESEARCH DESIGN A research design is the arrangement of conditions for the collection and analysis of data in a manner that aims to combine the relevance to research purpose with economy in procedure. In fact the research design is the conceptual structure within research is conducted, if it constitutes the blueprints for the collection measurement and the analysis of the data. DATA COLLECTION Both primary as well as the secondary data have their own importance, and I have collected data from primary as well as secondary sources, but how ever in my project work I have focused more on primary data. As stated, the primary data as collected with the help of questionnaire comprising of by questions. All the employees that constituted sample were approached individually. Secondary data was collected from Areva TD India Ltd. by: * books * Journals * Websites * Internet * Other sources. SAMPLING A sample size of 50 employees (Male Female both) working in Areva TD India Ltd. ere taken into consideration. SAMPLING TECHNIQUE The target group comprised the employees of Areva TD India Ltd. the sample was distributed in equal ratio both male and female officer. The respondents were selected randomly from HRD in Areva TD India Ltd. QUESTIONNAIRE Name  : AGE:GENDER: QUALIFICATION:EXPERIENCE: GRADE:DEPARTMENT: YEARS OF SERVICE: The statements that follow are related to company, organiz ation, organization climate and their job. Kindly indicate the extent to which you agree with each statement by encircling any of the following options: * 1 Strongly Agree * 2 Agree 3 Disagree * 4 Strongly Disagree Q1. Areva TD India Ltd. is a good company to work in? | 1 2 3 4| Q2. The salary provided to you is competitive with those of other companies? | 1 2 3 4| Q3. Monetary benefits such as bonus, allowances etc. , are provided to you according to the industries practice. | 1 2 3 4| Q4. Are you provided with sufficient opportunities for personal growth by the company? | 1 2 3 4| Q5. Is the job assigned to you according to your qualification and caliber? | 1 2 3 4| Q6. Does your job make the best use of your abilities? 1 2 3 4| Q7. Is your career growth in the company commensurate with your skill? | 1 2 3 4| Q8. Is Adequate job security provided to you by the company? | 1 2 3 4| Q9. Do you feel that you have contributed in accomplishing the organization climate goal? | 1 2 3 4| Q 10. Do you involve yourself in your work? | 1 2 3 4| Q11. Do you feel proud by doing the important work in this organization? | 1 2 3 4| Q12. Are adequate responsibilities provided to you for your personal and organizational growth? | 1 2 3 4| Q13. Do you feel that your work load is challenging but not burdensome? 1 2 3 4| Q14. Are your working conditions congenial to perform the task assigned to you? | 1 2 3 4| Q15. Does your team member equally contribute for each other’s goals? | 1 2 3 4| Q16. Are the people you are working with highly motivating and hard working? | 1 2 3 4| Q17. Are your colleagues are cordial to you in the organization? | 1 2 3 4| Q18. Are your subordinates loyal to you? | 1 2 3 4| Q19. Do you feel to tell your boss what you think? | 1 2 3 4| Q20. Does the response from your boss create confidence in your work? | 1 2 3 4| graphical data interpretations Q1) Areva T;D India Ltd. is a good company to work in? | Male| Female| Strongly Agree| 14| 14| Agree| 10| 9| Disagree | 1| 1| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed Working Women-95% Agreed working men-90% Aggregate Agreed Percentage-92. 5% * Analysis:- Almost all employees agree that Areva T;D India Ltd. is a good company to work with. There were hardly any employees disagreeing with the statement. This shows that Areva T;D has a good environment where employees are willing to work. Q2) The salary provided to you is competitive with those of other companies? Male| Female| Strongly Agree| 14| 12| Agree| 10| 11| Disagree | 1| 2| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-95% Agreed Working Men-95% Aggregate Agreed Percentage-95% * Analysis:- 95% employees have agreed that the salary provided to them is comparable with those of similarly placed industries which show that the employees are very much satisfied with the basic salary prov ided to them by the organization. Q3) Monetary benefits such as bonus, allowances etc. , are provided to you according to the industries practice. | Male| Female| Strongly Agree| 12| 12| Agree| 11| 13| Disagree | 1| 0| Strongly Disagree| 2| 0| Others | 1| 0| * Response:- Agreed working Women-100% Agreed Working Men-81% Aggregate Agreed Percentage-90. 5% * Analysis:- 100% female employees feel that the monetary benefits like bonus, allowances provided by the company are in accordance into industries practice whereas only 81% male employees have agreed with female employees. Q4) Are you provided with sufficient opportunities for personal growth by the company. | Male| Female| Strongly Agree| 12| 11| Agree| 11| 13| Disagree | 1| 0| Strongly Disagree| 0| 0| Others | 1| 1| * Response:- Agreed Working Women-90% Agreed Working Men-83% Aggregate Agreed Percentage-86. 5% * Analysis:- Majority of employees believe that there are growth opportunities available in the company. This helps to retain the employees in the organization and also to reduce the employee turnover of the company. Q5) Is the job assigned to you according to your qualification and caliber? | Male| Female| Strongly Agree| 10| 11| Agree| 10| 9| Disagree | 3| 2| Strongly Disagree| 0| 1| Others | 2| 2| * Response:- Agreed Working Women-86% Agreed Working Men-80% Aggregate Agreed Percentage-83% * Analysis:- It appears that ? f women employees feel that they are assigned the jobs in accordance to their qualification and caliber whereas 80% men agree that their jobs have been assigned in accordance to their qualification and caliber. Thus, according to us for future aspects the human resource manager should see that he is able to provide the employees the work they excel in. Q6) Does your job makes the best use of your abilities? | Male| Female| Strongly Agree| 10| 12| Agree| 11| 8| Disagree | 4| 4| Strongly Disagree| 0| 1| Others | 0| 0| * Response:- Agreed Working Women-80% Agreed Working Men-84% Aggregate Agreed Percentage-82% * Analysis:- Comparatively, less percentage of respondents feel that their abilities are not properly utilized or cashed by the company for performing jobs. Hence, it is a very good sign for the organization. Q7) Is your career growth in the company commensurate with your skill? | Male| Female| Strongly Agree| 10| 11| Agree| 11| 12| Disagree | 1| 1| Strongly Disagree| 0| 0| Others | 3| 1| * Response:- Agreed Working Women-92% Agreed Working Men-86% Aggregate Agreed Percentage-88% * Analysis:- 92% women feel that their growth in the organization is in accordance with the skills they possess whereas 86% men agreed with this statement. This perhaps reveal that men are more satisfied related to their skill applied and their job position as compared to women. Q8) Is Adequate job security provided to you by the company? | Male| Female| Strongly Agree| 13| 14| Agree| 12| 11| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-100% Agreed Working Men-100% Aggregate Agreed Percentage-100% * Analysis:- Each agreed employee feels secure on the job in Areva T;D India Ltd and through this we can analyze that the employee turnover rate in the company would be very less. Q9) Do you feel that you have contributed in accomplishing the organization climate goal? | Male| Female| Strongly Agree| 12| 11| Agree| 11| 10| Disagree | 2| 3| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women:-87. 5% Agreed Working Men:- 90% Aggregate Agreed Percentage:-88. 75% * Analysis:- Company has achieved its goal with proper contribution of both male and female employees and this is supported by 87. 5% women and 90% men. It also reveals that the self analysis of employees is in tune with the organization’s achievements. Q10) Do you involve yourself in your work. Male| Female| Strongly Agree| 13| 16| Agree| 12| 9| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-100% Agreed Working Men-100% Aggregate Agreed Percentage-100% * Analysis:- All male and female employees respond that they involve themselves in their work i. e. they are sincere towards their work which is a healthy point in the organization. Q 11) Do you feel proud by doing the important work in this organization? | Male| Female| Strongly Agree| 13| 14| Agree| 12| 11| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed working Women-100% Agreed Working Men-100% Aggregate Agreed Percentage-100% * Analysis:- Majority of employee’s favor that they are holding the important task in this organization and they are performing them very proudly. Thus we can analyze that the level of job satisfaction is high. Q12) Are adequate responsibilities provided to you for your personal and organizational growth? | Male| Female| Strongly Agree| 6| 10| Agree| 14| 12| Disagree | 5| 2| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed Working Women-88% Agreed Working Men-80% Aggregate Agreed Percentage-84% * Analysis:- 8% of the working women employees and 80% of men have agreed with the statement that the responsibilities provided to them for their personal and organizational growth are adequate. We can analyze that the company is maintaining a high level of employee satisfaction. Q13) Do you feel that your work load is challenging but not burdensome? | Male| Female| Strongly Agree| 8| 10| Agree | 12| 11| Disagree | 2| 3| Strongly Disagree| 2| 1| Others | 1| 0| * Response:- Agreed Working Women:-86% Agreed Working Men-80% Aggregate Agreed Percentage-83% * Analysis:- 86% of female employees and 80% of male employees of Areva T;D India Ltd. re enjoying their job as a challenge, and do not feel that their work is burden on them. This reveals that officers by and large are ready to perform challenging jobs. Q14) Are your working conditions congenial to perform the task assigned to you? | Male| Female| Strongly Agree| 11| 12| Agree| 13| 10| Disagree | 1| 3| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed working women-88% Agreed Working Men-96% Aggregate Agreed Percentage-92% * Analysis:- 92% of respondents feel that Areva T;D India Ltd. provides favorable working conditions to perform different task. This is one of the reasons behind high level of performance that the employees have been giving. Q15) Does your team members equally contribute for each other’s goals.? | Male| Female| Strongly Agree| 12| 13| Agree| 11| 11| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed working women-96% Agreed Working Men-92% Aggregate Agreed Percentage-94% * Analysis:- Majority of employees agree to the fact that there is proper team work and understanding amongst the employees of Areva TD Ltd. for achieving the goals. This also reveals that the goals of the organization and the employees are aligned. Q16) Are the people you are working with highly motivating and hard working.? | Male| Female| Strongly Agree| 10| 11| Agree| 12| 9| Disagree | 2| 3| Strongly Disagree| 0| 0| Others | 2| 1| * Response:- Agreed working women-84% Agreed Working Men-84% Aggregate Agreed Percentage-84% * Analysis:- Encouragement and motivation to work hard and to perform with rigor in Areva TD India ltd. is supported by 84% of male and female employees. This reveals that the organizational climate in Areva TD Ltd. is motivating for the employees, and also that supervision and leadership in the organization is par satisfactory. Q17) Are your colleagues are cordial to you in the organization? | Male| Female| Strongly Agree| 12| 13| Agree| 11| 10| Disagree | 4| 1| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed working women-92% Agreed Working Men-84% Aggregate Agreed Percentage-88% * Analysis:- Majority of employees agree that their colleagues are cordial to them. This reveals that by and large there is no conflict amongst employees and good spirit exists among employees irrespective of gender and the responsibilities assigned. Q18) Are your subordinates loyal to you? | Male| Female| Strongly Agree| 5| 9| Agree| 13| 12| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 5| 3| * Response:- Agreed working women-84% Agreed Working Men-72% Aggregate Agreed Percentage-78% * Analysis:- 84% of female employees feel that their subordinates are loyal to them, where as in the case of male employees the sense dependence is only 72%. This reveals that there might be some dissatisfaction in the minds of the supervisors towards their subordinates, and also that the employees are not satisfied with the leadership skills of the supervisors. Q19) Do you feel to tell your boss what you think? | Male| Female| Strongly Agree| 5| 11| Agree| 15| 12| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 3| 1| * Response:- Agreed working women-92% Agreed Working Men-80% Aggregate Agreed Percentage-86% * Analysis:- A very good percentage of respondents say that there is openness in Areva TD India Ltd. , as they are free to discuss their problems and suggestions with their boss. It reveals that there is an open door policy in Areva TD Ltd. and freedom to express their ideas. This also shows that the flow of communication in the organization is very good and supportive, as opportunities are provided to the employees to express themselves. Q20) Does the response from your boss creates confidence in your work? | Male| Female| Strongly Agree| 10| 11| Agree| 13| 12| Disagree | 1| 2| Strongly Disagree| 0| 0| Others | 1| 0| * Response:- Agreed working women-92% Agreed Working Men-92% Aggregate Agreed Percentage-92% * Analysis:- A good percentage of employees feel that their boss is having encouraging motivating personality whose response builds confidence in their work. This shows that the leadership, direction and motivation skills of the managers are par satisfactory. FINDINGS It is found that more number of employees both women and men are satisfied with the benefits and incentives provided to them in Areva TD India Ltd. * It is found that both men and women equally agree that the salary provided to them is comparable to the industry and satisfied with their company. * Majority of men and women agree that proper oppurtunities are available in the industry. * It is found that the majority of women feel that they have cont ributed in accomplishing in company’s goal as compared to men. * It is found that most of men feel that their team members contribute equally for each others goal. It is found that all the empolyees agree that they have maintained a good team spirit amongst them. * It is found that more percentage of men employees feel that the job assigned to them is according to their qualification and caliber than women employees. LIMITATIONS of the study * There is a limited sample size i. e. only 50 which is small because the aim of the study was to look into difference in the responces of male and female employees. However, the number of working female employees were less as compared to the male employees in the organisation and the data was collected in equal ratio from both males as well as females. As the questionnaire was distributed amongest various employees of Areva TD India Ltd. few of the employees were hasitant in answering the questionaries. * Some of the employees in Areva T D India Ltd. were given enough time to answer to questionnaire but still they were not able to do the required. * Some employees did not respond few questions because they were not sure about the answer as the questionair was in the objective form. * A very busy as well as hectic scedule was prevalent which was an obstruction. How to cite Hr Live Project on Job Satisfaction Employee Satisfaction, Essay examples

One Of The Most Amazing Endeavors Man Has Ever Undertaken Is The Explo

One of the most amazing endeavors man has ever undertaken is the exploration of space. A big part of the amazement is the complexity. Space exploration is complicated because there are so many interesting problems to solve and obstacles to overcome. You have things like: The vacuum of space Heat management problems The difficulty of re-entry Orbital mechanics Micrometeorites and space debris Cosmic and solar radiation Restroom facilities in a weightless environment And so on... But the biggest problem of all is harnessing enough energy simply to get a spaceship off the ground. That is where rocket engines come in. Rocket engines are on the one hand so simple that you can build and fly your own model rockets very inexpensively (see the links at the bottom of the page for details). On the other hand, rocket engines (and their fuel systems) are so complicated that only two countries have actually ever put people in orbit. In this edition of How Stuff Works we will look at rocket engines to understand how they work, as well as to understand some of the complexity. The Basics When most people think about motors or engines, they think about rotation. For example, a reciprocating gasoline engine in a car produces rotational energy to drive the wheels. An electric motor produces rotational energy to drive a fan or spin a disk. A steam engine is used to do the same thing, as is a steam turbine and most gas turbines. Rocket engines are fundamentally different. Rocket engines are reaction engines. The basic principle driving a rocket engine is the famous Newtonian principle that to every action there is an equal and opposite reaction. A rocket engine is throwing mass in one direction and benefiting from the reaction that occurs in the other direction as a result. This concept of throwing mass and benefiting from the reaction can be hard to grasp at first, because that does not seem to be what is happening. Rocket engines seem to be about flames and noise and pressure, not throwing things. So let's look at a few examples to get a better picture of reality: If you have ever shot a shotgun, especially a big 12 guage shot gun, then you know that it has a lot of kick. That is, when you shoot the gun it kicks your shoulder back with a great deal of force. That kick is a reaction. A shotgun is shooting about an ounce of metal in one direction at about 700 miles per hour. Therefore your shoulder gets hit with the reaction. If you were wearing roller skates or standing on a skate board when you shot the gun, then the gun would be acting like a rocket engine and you would react by rolling in the opposite direction. If you have ever seen a big fire hose spraying water, you may have noticed that it takes a lot of strength to hold the hose (sometimes you will see two or three firemen holding the hose). The hose is acting like a rocket engine. The hose is throwing water in one direction, and the firemen are using their strength and weight to counteract the reaction. If they were to let go of the hose, it would thrash around with tremendous force. If the firemen were all standing on skateboards, the hose would propel them backwards at great speed! When you blow up a balloon and let it go so it flies all over the room before running out of air, you have created a rocket engine. In this case, what is being thrown is the air molecules inside the balloon. Many people believe that air molecules don't weigh anything, but they do (see the page on helium to get a better picture of the weight of air). When you throw them out the nozzle of a balloon the rest of the balloon reacts in the opposite direction. Imagine the following situation. Let's say that you are wearing a space suit and you are floating in space beside the space shuttle. You happen to have in your hand a baseball. If you throw the baseball, your body will react by moving away in the opposite direction. The thing that controls the speed at which your body moves away is the weight of

Barriers to Entry and Competitive Force Analysis Essays

Barriers to Entry and Competitive Force Analysis Essays Barriers to Entry and Competitive Force Analysis Paper Barriers to Entry and Competitive Force Analysis Paper I. INTRODUCTION Company Vision To have a Lamoiyan product in every home. Company Mission Improve the quality of life by bringing essential products within the reach of the common people. Corporate Values Pursuit of Excellence Doing things better than before and better than competitors. Respect for the Individual Values individuality by treating each other with fairness. Social Responsibility Making our presence a blessing to society. Teamwork Reaching collectively goals that we cannot reach separately. Integrity Doing things right Company Background In late 1970’s Cecilio Kwok Pedro’s Aluminum Container Incorporated became the major supplier of alluminum collapsible toothpaste tubes to Colgate-Palmolive, Procter and Gamble, and Philippine Refining Company (Unilever). However, in 1985, these companies started using plastic laminated tubes. Dr. Pedro closed his company but was able to realize that his equipments can still be put to good use. Two years later (1988), Dr. Pedro opened the doors to Lamoiyan. That time, the toothpaste industry was dominated by multinational companies namely Colgate-Palmolive and Unilever. Lamoiyan’s strategy was to target the weak point of these companies which is price. The company did not choose to compete head-on with Colgate-Palmolive and Unilever, hence it did a niche strategy. Dr. Pedro was able to develop multi-flavoured toothpaste for children. The company also introduced Hapee Gold for consumers in their 40s and 50s. Red and Green Sparkling Gel was developed to target the teenagers. With perseverance and effective advertising, and by selling his product at a price 30% lower than the leading brands, Dr. Pedro succeeded in making Hapee the No. toothpaste brand in the country. The company engaged itself in community outreach sponsoring schools and sports teams as a way of giving back to the community. Dr. Pedro also employed many hearing-impaired graduates of the school founded by the Deaf Evangelistic Allience Foundation Inc. (DEAF). He know that these community efforts made it harder for the multinationals to attack his company aggressively. With the en try of Zest-O Corporation’s BEAM toothpaste which is priced cheaper that Hapee, Lamoiyan decided to introduce Kutitap as the new, lowest priced toothpaste available. While Kutitap had achieved only 1. 1% market share by 2002, the new product was growing rapidly and as a consequence, BEAM’s market share had fallen to 6. 6% in 2002. The company also diversified its product line to include Dazz Dishwashing Paste, Dazz Dishwashing Liquid, Dazz All-Purpose Kitchen Cleaner, Tenderly fabric softener, and Fresher feminine wash. In November of 2004, Lamoiyan has earmarked P100 million to expand its business and establish presence in neighboring countries such as Vietnam, China, and Indonesia. II. Analysis of Macroenvironment Political The political system contained an executive, legislative, and judicial branch and functioned as a democratic state under President Macapagal-Arroyo. Ms. Macapagal Arroyo took office in January 2011 after Former President Joseph Estrada was impeached on charges of nepotism and corruption. The transition from Estrada, who was considered â€Å"president of the poor,† to Macapagal-Arroyo, who desired to strengthen competition and liberalize trade, unleashed considerable political uncertainty and a recession threat in late 2000 but, by 2002, the instability had mostly subsided. Economic The 1997 Asian financial crisis, the political instability, and the 2001 global economic downswing all adversely affected the Philippine economy, however growth in recent years suggested a modest recovery. The 2002 real GDP reached US$77. 1 billion, reflecting an 8% increase from 2001, and export revenues in 2000 totaled US$35 billion, more than four times the amount in 1990. In 2002, however, the Philippines fell 13 places to 61st out of 80 countries in the World Economic Forum’s Global Competitiveness Report, an index based on countries’ expected five year capita GDP growth As the country modernized throughout the 1980s and 1990s, the agricultural sector shrank, the services sector grew, and the manufacturing sector remained fairly constant. In 2002, GDP was distributed as follows: 45% services, 35% industrial, and 20% agricultural. Inequitable distribution of wealth plagued the Philippines, as the average income of the richest 10% was fourteen times that of the poorest 10%. Forty percent of the population lived in poverty. Socio-cultural Although the national language is tagalong, with over 80 distinct dialects, English was widely spoken and was the medium of communication in business and higher education. At 94%, the Philippines boasted one of the highest literacy rates in the world, and the highest in South-east Asia, including Hong Kong and Taiwan. Technological In 2002, 66% of toothpaste sold in the Philippines was packed in plastic tubes while 10% was in aluminium tubes, with sizes ranging from 25 ml to 150 ml. The remaining 24% of toothpaste sales consisted of 10 ml sachets. Labor Over 90% of the business in the Philippines employed fewer than ten people each, and in 2002 approximately 11% of the labor force was unemployed Demographic The Philippines, located off the south-eastern coast of mainland Asia, consisted of 7,100 islands covering a total land area of 115,830 square miles. The Philippine population exceeded 80 million in 2002, and was expected to grow at 2% annually through 2007. The islands were divided into three geographic areas: The southern island of Mindanao, the central islands of the Visayas, and the northern and largest island of Luzon, which contained the country’s capital, Manila. Almost half of the population lived in urban areas, and over 10 million resided in Metro Manila, which covered only 245 sq. mi. III. Analysis of the Task Environment The task environment is usually the environment that companies focus on. It helps the company to specifically identify environmental factors that are important in the company’s success. It typically includes the competitors, customers, suppliers, and strategic partners. Michael E. Porter of Harvard Business School has developed a framework for industry analysis and business strategy which he called the Porter’s Five Forces Analysis. Porter’s five forces include three forces from the ‘horizontal competition’: Threat of substitute products, threat of established rivals, and the threat of new entrants; and two forces from the ‘vertical competition’: the bargaining power of suppliers and bargaining power of customers. To help the company become more profitable, this section shall provide an industry analysis using Porter’s Five Forces Analysis. BARGAINING POWER OF SUPPLIER IS LOW The Bargaining power of the supplier is also described as the market of inputs. A company needs raw materials for them to offer products or services. Such raw materials include labor, components, and other supplies. These requirements lead to buyer-supplier relationship between the industry and the firm that provides the raw materials used to create the product or to deliver the service. Suppliers, if powerful, can exert an influence on the industry, such as selling raw materials at a high price to capture some of the industry’s profits. The following table is an analysis of the factors that determine the power of supplier. DETERMINANTS OF COMPETITIVE FORCEANALYSIS OF DETERMINANTIMPACT TO COMPETITIVE FORCE Dominated by a few companiesLowDecrease Not obliged to contend with other substitute products for sale in the industryLowDecrease Industry is not an important customer of the supplier groupLowDecrease Suppliers’ product is an important input to buyer’s businessHighIncrease Supplier group’s product are differentiated or it has built up switching costLowDecrease Buyers pose a credible threat of forward integrationHighIncrease BARGAINING POWER OF CUSTOMERS IS HIGH The power of buyers is the impact that customers have on a producing industry. In general, when buyer power is strong, the relationship to the producing industry is near to what an economist terms a monopsony a market in which there are many suppliers and one buyer. Under such market conditions, the buyer sets the price. In reality few pure monopsonies exist, but frequently there is some asymmetry between a producing industry and buyers. The following is an analysis of the factors affecting buyer’s power. DETERMINANTS OF COMPETITIVE FORCEANALYSIS OF DETERMINANTIMPACT TO COMPETITIVE FORCE Purchases large volumes relative to seller salesHighIncrease Products purchased from the industry represent a significant fraction of the buyer’s cost or purchaseHighIncrease Products purchased from the industry are standard or undifferentiatedHighIncrease Faces few switching costLowIncrease Earns low profitsHighIncrease Buyers pose a credible threat of backward integrationLowDecrease THREAT OF NEW ENTRANTS IS LOW It is not only incumbent rivals that pose a threat to firms in an industry; the possibility that new firms may enter the industry also affects competition. In theory, any firm should be able to enter and exit a market, and if free entry and exit exists, then profits always should be nominal. In reality, however, industries possess characteristics that protect the high profit levels of firms in the market and inhibit additional rivals from entering the market. These are barriers to entry. Barriers to entry are more than the normal equilibrium adjustments that markets typically make. For example, when industry profits increase, we would expect additional firms to enter the market to take advantage of the high profit levels, over time driving down profits for all firms in the industry. When profits decrease, we would expect some firms to exit the market thus restoring market equilibrium. Falling prices, or the expectation that future prices will fall, deters rivals from entering a market. Firms also may be reluctant to enter markets that are extremely uncertain, especially if entering involves expensive start-up costs. These are normal accommodations to market conditions. But if firms individually (collective action would be illegal collusion) keep prices artificially low as a strategy to prevent potential entrants from entering the market, such entry-deterring pricing establishes a barrier. Barriers to entry are unique industry characteristics that define the industry. Barriers reduce the rate of entry of new firms, thus maintaining a level of profits for those already in the industry. From a strategic perspective, barriers can be created or exploited to enhance a firms competitive advantage. DETERMINANTS OF COMPETITIVE FORCEANALYSIS OF DETERMINANTIMPACT TO COMPETITIVE FORCE Economies of ScaleHighDecrease Product DifferentiationLowIncrease Capital RequirementsHighDecrease Switching CostLowIncrease Access to Distribution ChannelsHighDecrease Cost of Disadvantages Independent of ScaleHighDecrease Government PolicyHighDecrease THREAT OF SUBSTITUTE PRODUCT IS LOW In Porters model, substitute products refer to products in other industries. To the economist, a threat of substitutes exists when a products demand is affected by the price change of a substitute product. A products price elasticity is affected by substitute products as more substitutes become available, the demand becomes more elastic since customers have more alternatives. A close substitute product constrains the ability of firms in an industry to raise prices. DETERMINANTS OF COMPETITIVE FORCEANALYSIS OF DETERMINANTIMPACT TO COMPETITIVE FORCE Available and priced attractivelyHighIncrease Buyers view the substitute as comparable or betterLowDecrease Cost that the buyer incursHighDecrease COMPETITIVE RIVALRY BETWEEN INDUSTRY IS HIGH With the real estate industry booming here in the Philippines, more and more companies develop strategic plans on how to capture more clients. DETERMINANTS OF COMPETITIVE FORCEANALYSIS OF DETERMINANTIMPACT TO COMPETITIVE FORCE Numerous of Equally Balanced CompetitorsHighIncrease Industry GrowthHighIncrease Fixed or Storage CostLowIncrease Lack of DifferentiationHighIncrease Capacity Augmented in Large IncrementsLowDecrease Diverse CompetitorsHighIncrease Strategic StakesHighIncrease Exit BarriersHighDecrease IV. PROBLEM How can Lamoiyan Corporation increase its market share without the multinationals attacking the company aggressively? V. ALTERNATIVE COURSES OF ACTION Strategy A: Tap a different market Explanation: Conduct business-to-business structure by tapping the hotel industry and the airlines. The company will be the exclusive distributor of toothpaste and other hygienic products of different hotels and airline companies PROSCONS The strategic move will not provoke aggressive attacks by the multinational companiesThe company needs to provide personalized packages for each of the hotel or airline company It will provide a higher income for the company incurring minimal fixed cost due to existing machineries for production Strategy B: Product Improvement Explanation: Improve the existing product in terms of its effect on mouth and breath, which is the top two concern of most users. It is also the factor that receives most complaints among users. The price, however, will not change. PROSCONS In can address the needs and wants of the target market, thus the possibility of increased sales May lower profit margins since production cost per unit will increase while the price remains the same It serves as a competitive advantage of the product offering the same benefits as that of the multinationals’ products but in a lower price Strategy C: Put up a factory and warehouse in the Vis-Min Area Explanation: Deficit in product availability is one factor that contributes to the growth slowdown of the company. Hapee toothpaste has low to very love store presence in grocery stores, sari-sari stores, market stalls, and drugstores in the Vis-Min area especially in Mindanao. Having a provincial warehouse and factory in Vis-Min Area will most likely to increase the availability rate of the product in that area. PROSCONS Product will be highly available in the areaThe company needs a large sum of money in capital investment Lower distribution cost due to near warehouses with respect to distribution outletsThere is higher risk because of patronage and loyalty non-assurance VI. RECOMMENDATION: Employ the combination of strategy A and B. When you know that your competitor is a big company, you do not compete head-on. They will just kill you! You cannot employ big plans as they do for this will trigger them to attack you aggressively. It is best to employ strategies which they can’t notice or if noticed, they wouldn’t mind at all. This way, you can capture their market little by little without them noticing it that much. What is good about strategy A is that multinational companies do not focus much in business-to-business transactions. They find the consumer market as a more profitable market. Hence, going into business-to-business transaction will not trigger the multinationals to be aggressive on you. On the other hand, product improvement will capture the market’s attention as they primarily purchase products of value. If they see that your product offers the same benefits their current product offers and you sell it in a lower price, they are most likely to switch brands. But due to customer loyalty, not the totality of the market will shift into your brand. Probably, only a few will due, but the point here is that you were able to capture a portion, may it be small, of their market. Strategy C is not recommended due to a very high capital investment in building up a factory in the Vis-Min Area, moreover, there is no assurance that the sales will compensate the investment easily due to certain factors such as customer loyalty. Thus, employing the combination of strategies A and B is seen as the best move for the company in order for it to increase its market share without triggering an aggressive attack from the multinationals.

Edad consentimiento para relaciones sexuales en EE.UU.

Edad consentimiento para relaciones sexuales en EE.UU. En Estados Unidos, la edad de consentimiento sexual  significa que a partir de cumplir los aà ±os fijados por ley de cada estado, cualquier persona –varà ³n o mujer– puede tener sexo con quien quiera, a menos que està © incapacitada por otro motivo. Sin embargo, en algunos estados tambià ©n es necesario que en los casos de relaciones sexuales entre dos personas que ya han alcanzado la edad de consentimiento, pero al menos una de ellas es menor de edad, la diferencia de aà ±os entre ambas no puede ser mayor a un nà ºmero fijado por ley, que es lo que se conoce como provisià ³n de diferencia de edad (age gap provision, en inglà ©s). Un ejemplo hipotà ©tico es el siguiente: Margarita Snchez tiene 17 aà ±os y vive en Carolina del Norte. Tiene ya edad para otorgar el consentimiento sexual, si asà ­ lo desea. Su novio tiene 20 aà ±os. Esta situacià ³n es correcta dentro del punto de vista legal porque la diferencia de edad entre ellos es de 3 aà ±os. Lo cual est dentro de la gap provision de ese estado. Por el contrario, si el novio de Margarita tuviese 22 aà ±os, esa relacià ³n serà ­a contraria a la ley, ya que ella es menor de edad y la diferencia entre ellos es superior a los 4 aà ±os.   Edad de consentimiento sexual y provisià ³n de diferencia de edad por estado Los estados estn listados en orden alfabà ©tico. Al final de la lista aparecen los datos de Washington D.C. La edad de consentimiento significa que una vez que se cumplen esos aà ±os se puede consentir libremente para tener relaciones sexuales. La edad de provisià ³n significa que si un miembro de la pareja es menor de edad, el otro no le puede llevar ms de esos aà ±os. Alabama Edad de consentimiento: 16Provisià ³n de diferencia de edad: 2 Alaska Edad de consentimiento: 16Provisià ³n de diferencia de edad: 3 Arizona Edad de consentimiento: 18Provisià ³n diferencia de edad: 2 Arkansas Edad de consentimiento: 16Provisià ³n de diferencia de edad: 3 California Edad de consentimiento: 18Provisià ³n de diferencia de edad: 0 Carolina del Norte Edad de consentimiento: 16Provisià ³n de diferencia de edad: 4 Carolina del Sur Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Colorado Edad de consentimiento: 17Provisià ³n de diferencia de edad: 4 Connecticut Edad de consentimiento: 16Provisià ³n de diferencia de edad: 2 Dakota del Norte Edad de consentimiento: 18Provisià ³n de diferencia de edad: 0 Dakota del Sur Edad de consentimiento: 16Provisià ³n de diferencia de edad: 3 Delaware Edad de consentimiento: 18Provisià ³n de diferencia de edad: 0 Florida Edad de consentimiento: 18Provisià ³n de diferencia de edad: 0 Georgia Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Hawaii Edad de consentimiento: 16Provisià ³n de diferencia de edad: 5 Idaho Edad de consentimiento: 18Provisià ³n de diferencia de edad: 0 Illinois Edad de consentimiento: 17Provisià ³n de diferencia de edad:0 Indiana Edad de consentimiento: 16Provisià ³n de diferencia de edad:0 Iowa Edad de consentimiento: 16Provisià ³n de diferencia de edad: 4 Kansas Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Kentucky Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Louisiana Edad de consentimiento: 17Provisià ³n de diferencia de edad: 3 Maine Edad de consentimiento: 16Provisià ³n de diferencia de edad: 5 Maryland Edad de consentimiento: 16Provisià ³n de diferencia de edad: 4 Massachusetts Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Michigan Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Minnesota Edad de consentimiento: 16Provisià ³n de diferencia de edad: 2 Mississippi Edad de consentimiento: 16Provisià ³n de diferencia de edad: 2 Missouri Edad de consentimiento: 17Provisià ³n de diferencia de edad:0 Montana Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Nebraska Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Nevada Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Nuevo Hampshire Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Nueva Jersey Edad de consentimiento: 16Provisià ³n de diferencia de edad: 4 Nuevo Mà ©xico Edad de consentimiento: 16Provisià ³n de diferencia de edad: 4 Nueva York Edad de consentimiento: 17Provisià ³n de diferencia de edad: 0 Ohio Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Oklahoma Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Oregà ³n Edad de consentimiento: 18Provisià ³n de diferencia de edad: 3 Pennsylvania Edad de consentimiento: 16Provisià ³n de diferencia de edad: 4 Rhode Island Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Tennessee Edad de consentimiento: 18Provisià ³n de diferencia de edad: 4 Texas Edad de consentimiento: 17Provisià ³n de diferencia de edad: 4 Utah Edad de consentimiento: 18Provisià ³n de diferencia de edad: 10 Vermont Edad de consentimiento: 16Provisià ³n de diferencia de edad: 0 Virginia Edad de consentimiento: 18Provisià ³n de diferencia de edad: 0 Virginia Occidental Edad de consentimiento: 16Provisià ³n de diferencia de edad: 4 Washington Edad de consentimiento: 16Provisià ³n de diferencia de edad: 2 Wisconsin Edad de consentimiento: 18Provisià ³n de diferencia de edad: 0 Wyoming Edad de consentimiento: 16Provisià ³n de diferencia de edad: 4 Washington D.C. Edad de consentimiento: 16 Consecuencias de relaciones sexuales sin respetar edad de consentimiento y provisià ³n Tener sexo con una persona que no tiene edad para consentir o que, aà ºn tenià ©ndola, no se respete la provisià ³n de edad podrà ­a ser un delito de violacià ³n o de estupro. Las condenas por estos delitos pueden tener efectos penales y migratorios por constituir un felonà ­a agravada o un delito considerado inmoral o una falta, conocido en inglà ©s como misdemeanor. El nombre de esta felonà ­a o falta dependiendo del caso puede recibir diferentes nombres como rape,  estatutory rape, sexual assault, sexual misconduct, child molestation, corruption of a minor, etc. Dependiendo del estado y tambià ©n de las circunstancias de cada caso, la condena por puede ser castigad de crcel y/o multa. El castigo es siempre mayor cuando ms grande sea la diferencia de edad entre la và ­ctima y el victimario. Adems, una condena por esta causa puede tener consecuencias de deportacià ³n para los migrantes. Adems,  tanto en los casos de delito o falta se puede ser condenado a ser incluido en el Registro de Delincuentes Sexuales (sex offenders). Si bien en algunos estados esto à ºltimo no es asà ­ cuando aplica la excepcià ³n que se conoce como Romeo y Julieta, que aplica a adolescentes (13-19 aà ±os) y que puede tambià ©n como defensa. Aplican la excepcià ³n de Romeo y Julieta en: Alabama, Alaska, Arizona, Carolina del Norte, Colorado, Connecticut, Dakota del Sur, Hawaii, Iowa, Louisiana, Maine, Maryland, Minnesota, Mississippi, Nueva Jersey, Nuevo Mà ©xico, Oregà ³n, Pennsylvania, Tennessee, Texas, Virginia Occidental, Washington y Wyoming. Cabe destacar que es siempre un delito mantener relaciones sexuales con un  menor que todavà ­a no ha alcanzado la edad de consentimiento segà ºn las leyes del estado en el que reside . Eso es asà ­ aunque el menor està © de acuerdo en tener esas relaciones porque, en realidad, no tiene capacidad legal para dar consentimiento. Adems,  todos los casos en los que se tiene relaciones sexuales en los que una de las partes no consiente es un delito de violacià ³n forzada, que est castigado muy duramente por la ley. Esto es asà ­ cualquiera que sea la edad de la và ­ctima. Desde el punto de vista migratorio, es un delito agravado. Quà © hacer si se es và ­ctima de este delito de estupro La và ­ctima, sus padres o guardianes pueden acudir a la policà ­a o a la oficina de la Fiscalà ­a para poner fin a esta situacià ³n.   Adems  estn obligados a poner estos hechos en conocimiento de las autoridades maestros, mà ©dicos y dems profesionales que tengan conocimiento de ellos por su trabajo. Es importante que las và ­ctimas busquen todo el apoyo que necesiten, incluido el psicolà ³gico. Por à ºltimo  las và ­ctimas de asalto sexual que estn en situacià ³n de indocumentadas podrà ­an recibir alivio migratorio. Acusado falsamente de estupro y la defensa de error de edad Ya que ser acusado de estupro es un cargo muy serio, toda persona acusada falsamente de una de estas acciones debe  contactar inmediatamente con un abogado penalista. Si adems se est en Estados Unidos con un estatus distinto al de ciudadano, solicitar un letrado que tambià ©n tenga conocimientos migratorios. Adems  tener en cuenta que algunos estados permiten la defensa de error de edad, cuando el menor puede parecer que es mayor de edad. Son los siguientes: Alaska, Arizona, Arkansas, Indiana, Kentucky, Maine, Missouri, Montana, Nueva York, Pennsylvania, Virginia Occidental, Washington y Wyoming. Otras conductas delictivas sexuales a tener en cuenta En todos los estados es legal para los adolescentes ponerse de novios, abrazarse, darse la mano e incluso besarse. Pero en algunos estados es ilegal acciones como tocarse por debajo de la cintura, asà ­ sea por encima de la ropa, cuando se trate de relaciones entre una persona mayor de edad y otra menor de edad. Esto es lo que se conoce como 3ra base.   Quà © pueden hacer los padres cuando no estn de acuerdo con el consentimiento sexual de los hijos No confundir la edad de consentimiento sexual con  la mayorà ­a de edad.  Son cosas diferentes. En la mayorà ­a de los estados la edad del consentimiento sexual es ms temprana que la mayorà ­a de edad. Esto significa que aunque los menores de edad  pueden tener la edad de consentimiento y pueden  querer tener sexo con una determinada persona, sus padres o guardianes pueden estar en contra. Y pueden impedirlo obteniendo una orden de alejamiento (restraining order) en contra de la persona que est manteniendo relaciones sexuales con su hijo/a menor de edad. Puntos clave: edad para consentimiento sexual La mayorà ­a de edad y la edad de consentimiento sexual pueden NO coincidir.Toda relacià ³n sexual antes de la edad de consentimiento es delitoLas relaciones sexuales por encima de la edad de consentimiento pueden ser delito o falta, si en el estado de residencia existe la provisià ³n de edad.Los padres pueden evitar las relaciones sexuales de un menor de edad en edad de consentir sexualmente mediante una orden de alejamientoUn delito o falta de estupro puede tener consecuencias penales, de multa, migratorias y de inclusià ³n en el Registro de Delincuentes Sexuales.Posibles defensas en caso de acusacià ³n de estupro: error de edad y, en algunos casos y para adolescentes, la defensa de Romeo y Julieta. Este es un artà ­culo informativo. No es asesorà ­a legal.

Compare and contrast Alcott's and Stevenson's depictions of 'growing Essay

Compare and contrast Alcott's and Stevenson's depictions of 'growing up' - Essay Example As Massachusetts is part of the New England, Alcott and her writings were obviously influenced by the political and social developments during her time such as the beginnings of Industrial Revolution (this revolution originated in old England and took first roots in the New England region) that transformed society and business, movement to abolish slavery (the author herself was an abolitionist who gave refuge to a fugitive slave), the introduction of free public education and feminism. It was during this period that the first stirrings for womens rights took hold in the form of the universal suffrage (which meant allowing the women to vote for the first time). Alcott with other female writers took the lead in these movements. It was a time of ferment and excitement, when social barriers were being challenged or being torn down. It was also in New England that the first pieces of truly American literature were published. This region produced so many prominent writers and poets like Ralph Waldo Emerson, Henry David Thoreau, Nathaniel Hawthorne and Emily Dickinson. Some of them were her contemporaries, family friends or personal acquaintances and influenced her works. The other novel, â€Å"Treasure Island† by Robert Louis Stevenson, is one of the famous male adolescent novels of all time. It is a coming-of-age story that has acquired a life of its own in the annals of children literature. Although written entirely as fiction, its descriptions of sea voyages, pirates, maps, buried treasures and tropical islands are so authentic it had been a source of entertainment and inspiration for generations who longed for adventure, risk taking and excitement. The author used the knowledge and experiences he gained in travelling with his father and grandfather, who were both lighthouse engineers, on their maritime expeditions to check on lighthouses as the primary source of much of his exacting

Professional Portfolio Essay Example | Topics and Well Written Essays - 2500 words

Professional Portfolio - Essay Example Likewise, I have designed assessment and evaluation tools such as questionnaires, interview, and survey. Aside from actual Nurse Educator experience, I also have a wide range of clinical nursing experiences, which have provided me with more depth and insights regarding my experience of Nursing as a profession, as an art, and as a science. I am currently working on my MS in Nursing Education at the ------University. I have earned my BS Nursing at ----University. I have also gained Post Graduate Certification for Public Health. In addition, I have attended various seminar-workshops to hone my nursing skills and knowledge. I have attached a copy of my CV, which shows my work experiences, educational background, and relevant personal information. I look forward to hearing from you. Respectfully yours, Curriculum Vitae Name: Address: Telephone #: Email address: Education 20—to Present Master OF Science in Nursing Education ---------- University Units Earned : ( No of Units ) School Yr B.S. Nursing -------- University School Yr Certificate of Post Graduate Training in Public Health ------- University Certifications Basic Cardiac Life Support Certification Advance Cardiac Life Support Certification IV Certification Work Experiences Year Public Health Nursing Supervisor --------Health Department Conducts researches and studies regarding health issues of the Community Coordinates with the other government agencies regarding the health issues of the community Spearheads awareness campaigns Heads the Committee involved in dissemination of information, education, and training of nurses Led fund raising activities Year Senior Psychiatric Nurse Psychiatric Hospital Middle East Conducts training seminars for the Staff Plots the schedule of the Staff nurses Coordinates with the management regarding activities and concerns relevant to the Ward Monitors and provides primary care for various psychiatric cases like schizophrenia, depression, manic-depressive psychosis, ETOH withdrawal, and other similar cases Assists in procedures such as EEG, electroconvulsive therapy and other similar therapies Participates in occupational theraphy Year Associate Professor II Institute of Health and Sciences -------- University Has Taught the following Courses:------- Serves as Thesis Adviser Member of the Committee handling the evaluation of the students Year Assistant Head Nurse University Hospital and Medical Center New York City Coordinates with Sectors of the Hospital regarding the flow of patients, the number of available beds, the need for CNAs and other similar concerns Year Nursing Supervisor Nursing Home and Rehabilitation Center Plans the activities of the patients Conducts training of nurses Involves in the selection of hiring process of nursing staff Conducts seminars, training, and informal learning activities for the nurses Membership New York State Nurses Association Sigma Theta Tau International Honor Society of Nursing Recognition Model Nurse of th e Year Seminar- Workshops Attended Performance Appraisal System Better Teaching Through Effective Speech Communication Empowering Preceptorship Reproductive Health Care Urban Primary Health Care Health Care Delivery System in the Urban Setting Researches 1.Beliefs and Practices on Hypertension of Selected Residents of------- 2. The