William Goldberg’s Lord of the Flies Essay Example for Free

William Goldberg’s Lord of the Flies Essay William Goldberg’s Lord of the Flies tends to numerous subjects, for example, great versus insidious, mechanical progression versus a condition of basic being, and man’s want to have power at any expense. Set on an abandoned island, maybe being a parallelism to the Garden of Eden, and loss of honesty which happens on the island because of defilement and imprudence. The story is about a gathering of English young men caught on an island that appears all silly buffoonery from the outset. At that point the force begins to get to a portion of the young men and everything winds up going unfriendly. Originating from the malevolence inside man’s heart, serves us the fight ground for this specific battle between the endless battles of good versus underhanded. This battling when tossed into a blend of dread and frenzy, that is ever present on the island, prompts disclosures of self, that envelops the entirety of humanity and powers us to really consider what our two choices are as an animal types; cooperate to construct a superior future or succumb to the desire for power, that has consistently been a piece of man, and fate we all to a universe of savagery, disdain, and perhaps annihilation. The chance of annihilation is ever present, however is continually being battled by acceptable men, while underhanded men grasp collaboration of the individuals who can't help contradicting their belief system or plans. This has been demonstrated over and over by any semblance of men, for example, Hitler, Kim-Jong-Un, and now Roger. Roger executing Piggy on account of his refusal to help out his requests. Half of the glasses broke when Jack takes them from piggy after he and his trackers let the fire go out just because (71). This scene is like when Hitler executed researchers who would not assist him with building weapons. Roger likewise tossed rocks at the little ones only for entertainment purposes, additionally relating back the detestable Hitler. Ralph anyway endeavors utilizing reason, rationale, and trust to vanquish the malevolent idea of Roger and his devotees. Rogers absence of conviction to consistently keep up high ethics, prompts the slaughtering of Simon and through that the devastation of Ralph’s guiltlessness. Simon’s murder, from a strict perspective, represents the loss of honesty, otherworldliness, and respectability. The young men being in this basic state prompts the passings of numerous honest individuals, and the general lessening of their personal satisfaction. Be that as it may, for what reason would they do this? It is the least demanding decision, one not responsible for activity. Anyway this absence of duty ends up being pulverizing to the odds of salvage in light of the fact that the boat misses them when the fire passes on, while being left unintendedâ by the trackers. The innovation to be safeguarded was in their grasp by means of the fire, however their careless treatment of this innovation just promotes the possibility that the base side of men is a negative part of mankind. The disregard of the fire, prompts a botched chance for endurance yet for what reason was the fire ignored? There just any desire for development, salvage, and life. Ralph says â€Å"without the smoke signal well kick the bucket here.†(139). This equitable shows how Ralph fears passing. Jack needed to be a definitive supplier and his longing for full control over everybody got to his head. This eventually prompts loosing maybe the most imperative viewpoint on the island, being their fire. This is simply one more case of how Jack wants for power, puts himself off guard as well as the entire clan. As a pioneer it is significant consider all angles, not simply what’s best for you. Golding’s story which changes among great and fiendishness uncovers how unfeeling humankind truly is and can be. This fair shows how a development can be demolished if power isn't utilized effectively. Insidious, savagery, passing, and bedlam appears through this natural conduct. However, is this brutality and mayhem a taken in conduct from condition or an inborn capacity of man?

Writing Style Research Paper Example | Topics and Well Written Essays - 500 words

Composing Style - Research Paper Example For me, the creative cycle includes a few difficulties. The first is arranging thoughts. I am fortunate to have an instructor in my essential years who accentuated the significance of association recorded as a hard copy. That educator instructed me that in each creation I make, I should make the underlying stride of arranging my thoughts. I could in any case recall the activities we had on sketching out, with the fundamental points and subtopics sorted out under some roman numerals and letters. This preparation recorded as a hard copy has been truly important to me since it makes composing simple. A sorted out exposition is simpler to peruse and comprehend. What's more, educators value a composed exposition with the principle thoughts painstakingly spread out in discrete passages. As I move along in tutoring, I found out about the test of making a proposition explanation. I accept that preparation understudies to make conceivable proposition explanations ought to be a significant point of Writing educators. Training understudies to make theory explanations will empower them to accomplish accentuation and association. Recognizing the proposition explanation obliges delineating. The postulation articulation fills in as the guide in explaining a subject and forming sections to make up the exposition. As far as I can tell, setting up the proposition proclamation permits me to clarify the subject without going past it. By and by, I despite everything need to improve the manner in which I develop a proposition explanation and present it in the initial segment of my sythesis. The following test is clarifying thoughts. A few people think that its simple to explain thoughts on any theme. Possibly they are skilled with a great deal of data to expound on. For my situation, I discover explaining thoughts simple when I am keen on the theme. Individual experience, home embellishing, cultivating, and enterprise are a few points I discover simpler to expound on, though sports, insights, and natural issues are a portion of my waterloos. Scholarly composition, in contrast to different types of composing, likewise moves me to use outside sources.

How are we reliant on Corn in today's society Essay

How are we dependent on Corn in the present society - Essay Example d syrups, preparing powder, dextrin or dextrose, food starch, maltodextrin, altered gum starch and sorbitol, vegetable gum, vegetable starch and vegetable protein, Grits and hominy a portion of the items which contain corn somehow (Fitzgerald) Regardless of whether an individual attempts to keep away from corn nourishments intentionally, it is very hard for him to maintain a strategic distance from the impact of corn in his food propensities totally. Corn plant leaves are one of the significant food things for American cows. While utilizing the milk of those cows, or while taking tea from a café, corn is affecting the food propensities for that individual in a roundabout way. Corn related sensitivities are making issues numerous individuals. Such individuals consistently search for food things that contain no corn related fixings. It is amazingly hard to recognize a food thing without corn fixings in America. Be that as it may, Champagne contains no corn fixing which is bizarre as I would see it (My Week Without Corn). This paper examinations the significance of corn as a food grain. One of the significant fantasies related with worldwide food creation is that there isn't sufficient food to go around. In all actuality, worldwide food creation is all that anyone could need to provide food the necessities of the whole individuals in this world. As indicated by Melissa Moore (2005), The present reality creates enough grain alone to give each individual on the planet with 3,500 calories per day. That’s enough to make the vast majority fat! Truth be told, if all nourishments are viewed as together, enough is accessible to give in any event 4.3 pounds of food per individual daily. That incorporates two and half pounds of grain, beans and nuts, about a pound of foods grown from the ground, and almost another pound of meat, milk and eggs (Moore). The above insights unmistakably recommend that there is nothing amiss with the worldwide food creation, yet something different is causing food shortage in certain pieces of the world. Corn is most well known food grain on the planet. Indeed, even wheat comes next just to corn regarding worldwide uses. It ought to be noted

The Strange Case of Dr. Jekyll and Mr. Hyde by R. L. Stevenson Essay Example for Free

The Strange Case of Dr. Jekyll and Mr. Hyde by R. L. Stevenson Essay While Stevensons Jekyll and Hyde is an impression of the occasions wherein it is set in, it likewise has extensive pertinence for the cutting edge peruser. Do you concur? The Strange Case of Dr. Jekyll and Mr. Hyde by R. L. Stevenson was first distributed in 1886, during the Victorian period. The tale gives the peruser a clear image of the thoughts and ways of life of the individuals in that time. The book is an impression of times and has extensive pertinence for the cutting edge peruser. I somewhat concur with the way that the book has pertinence for the cutting edge peruser. Stevensons principle motivation for The bizarre instance of Dr. Jekyll and Mr. Hyde originated from the life of Deacon William Brodie. He moved effectively among the nobility during the day and lifted up in criminal ventures around evening time. He was a regarded individual from the Town Council, and his abilities as a bureau producer were notable and increased in value by affluent citizenry. Around evening time he wandered the dim and perilous lanes of Edinburgh. He as often as possible visited many betting and prostitute houses. His life was one of extraordinary enthusiasm at that point, particularly after his catch. The enthusiasm for Brodies life even enlivened Stevenson to compose a play about his life, this identifies with the expanding enthusiasm for repulsiveness stories in todays world. The secret of his passing despite everything waits, while enthusiasm about his life keeps on developing. In 1859, a book approached the Origin of Species by Charles Darwin was distributed. The book embedded into the brains of the Victorian individuals that man had advanced from chimps. Consequently we see the regular references to Mr. Hydes creature qualities all through the book. The creator makes Mr. Hyde appear to be not exactly a completely developed man, more much the same as creatures than the remainder of humanity and he depicts this through the symbolism of Mr. Hydes animalism. At the point when Mr. Utterson first faces him outside the research center access to Dr. Jekylls house, he is supposed to be taking in breath with a murmuring sound, similar to that of a snake being cornered. Poole, Dr. Jekylls head servant, portrays his cry like that of a rodent and his developments like a monkey; his shouts are depicted as minor creature fear. In his Full Statement of the Case Dr. Jekyll says that his liberal life which was affixed, started to snarl, much the same as a creature that has been bound for quite a while. He additionally says that his double character resembles the creature inside me licking the cleaves of memory. The Victorian perusers would be acquainted with these depictions of individuals. Yet, a cutting edge peruser wouldnt concur with the way that man had developed from chimps as science has demonstrated that isnt so. Be that as it may, we do see the creature in man assuming control over our activities, as we have seen the cruel treatment conveyed to warriors by their individual troopers in the World Wars. Self destruction planes and fear based oppressor assaults also are present day activities delineating the brute in man assuming control over the human character. The Strange Case of Dr. Jekyll and Mr. Hyde likewise mirrors the lip service of the Victorian period. Being a MP, his passing would have stirred a ton of interest among the individuals. By helping Mr. Utterson, Inspector Newmans name would be made well known, particularly in the event that he found the crook. Consequently while he needed assistance carry the MPs killer to equity, he was likewise improving his expert name. This mentality reflects human instinct. Each individual has an abhorrent side to their inclination, Mr. Hyde uncovers this side of our tendency to society. By needing to slaughter him, Poole, Mr. Utterson and the dad of the young lady who was stomped on upon, were unwittingly dismissing and executing a piece of their actual selves; and are unknowingly liable of affectation. This type of fraud is as yet regular today, where individuals realize that they are doing isn't right yet decide to deny the reality and proceed with their activities. These men realized that there was a malicious side to their temperament however decide to disregard the reality. The topic of deception is found in the house keeper that Dr. Jekyll had utilized in the Soho house, which was to be Mr. Hydes home, as she was known to be quiet. In any case, when Mr. Utterson and Inspector Newman show up after the homicide of Sir Danvers to assess the house, she appears to be pleased with the way that her lord is in a difficult situation, A glimmer of bliss showed up upon the womans face.. Dr. Jekyll is perhaps the best case of lip service in the book, as he neglects to acknowledge that the abhorrent side of his inclination was a characteristic piece of his character; this disavowal prompted his emergency. He likewise had two countenances or rather wore an open veil, which depicted him as a truly magnanimous and kind man. While in private he was submitting murder and stomping all over little youngsters for reasons unknown. We also are blameworthy of false reverence. We use individuals who are more vulnerable than us to our advantage; here and there our forswearing of specific realities causes us also to be liable of fraud, and now and again can prompt our destruction. Stevensons book takes a gander at the duality of human instinct, the great and insidiousness sides which are inside us all. The creator is dissecting the outcomes of accentuating a lot of some side of our temperament. The subject of duality in keeps an eye on nature is overwhelming in the novel. The topic is an incredible depiction of the nineteenth century logical inconsistency of outward decency and internal desire, it likewise assumed a significant job in the creators life. We see the topic being delineated in Dr. Jekylls endeavors in isolating the two components of a people nature. This topic is predominantly found in the characters of Dr. Jekyll and Mr. Hyde, Dr. Jekylls open picture was one of a regarded doctor and scientist, somebody who was regarded by everybody he interacted with. He was naturally introduced to a prosperous family and consequently had decent instruction. He would likewise take care of business of high politeness and with great taste. On the off chance that Dr. Jekyll was to release his malevolent side, individuals would have been shocked with his conduct, as there was a sure level of conduct that must be kept up among high positioning citizenry, such as himself. So as to keep away from this damaging, he made Mr. Hyde. When released Mr. Hyde carried out some exceptionally malevolent violations. The creator gives us subtleties of just two of these episodes. The principal, where he stomped on over a young lady for reasons unknown and left. Leaving her injured and defenseless in the city. The second, the homicide of Sir Danvers Carew. The subject of duality in a people character, is widespread. Individuals are continually attempting to conceal their actual selves out of dread that they may not get acknowledged into society, since people groups singularity isnt regarded. Individuals are relied upon to be much the same as another person. The pictures of the road that Dr. Jekyll lived on additionally add to the topic of duality. The road is portrayed to have newly painted screens, very much cleaned brasses and general tidiness and jollity of note, in a flash grabbed and satisfied the attention of the traveler. Two entryways from one corner, on the left hand going east, the line was broken by the section of a court; and exactly by then, a vile square of building push forward its peak in the city. The structure is said to have no window, only an entryway on the lower story and a visually impaired brow of stained divider on the upper.. The culpable area of the road is the passage that Mr. Hyde utilized, while Dr. Jekyll utilized the fundamental square passageway. Today too boulevards have two natures. In the day it might be a road with flourishing exchange, yet when murkiness falls the exchange becomes demonstrations of wrongdoing. The absence of a main leady in the novel speaks to the male predominant Victorian culture. This appears differently in relation to todays society, where the womans spot and job is gradually ascending from that of the home producer, to assuming a job as significant as that of the male. In the Victorian time the lady was just expected to have a family. As an individual from the privileged then she would enjoy her interests for a large portion of the day. Or on the other hand as an individual from the lower class she would hold the situation of house cleaner hireling in the place of an individual from the high society. This thought compares with the cutting edge thought of the womans place in the public arena. Today ladies have made sure about situations in all fields of life. The cutting edge peruser will be extremely acquainted with the possibility that concealment prompts viciousness. We see this thought being depicted in the novel too. R. L. Stevenson likewise utilizes symbolism to portray this thought and help the peruser envision the message he is attempting to pass on. We are informed that all the windows in Dr. Jekylls house have iron bars on them. These are images of his self detainment. His enthusiasm for whimsical science, prompted his dear companion Dr. Lanyon to cut off their expert association to end, and made their neighborly bond float further. The Victorian societys imperatives, that is the sure degree of conduct that an individual from a prosperous family needed to keep up consistently; and Dr. Jekylls sentiments of detainment propelled his risky investigations to make Mr. Hyde, or a detestable twin as it would be known in present day days. When Dr. Jekyll keeps himself from transforming himself into Mr. Hyde, the aftereffect of the concealment was his killing Sir Danvers Carew. His disavowal of the way that a people underhanded side can't be isolated from their character, his examinations which indicated that the two components a be isolated, and his ineffective endeavors of keeping himself from taking the medication to change into Mr. Hyde causes his inevitable devastation. The enthusiasm for life systems and synthetics is additionally normal in present day times. The man who claimed Dr. Jekylls house before him was a specialist. Subsequently the nearness of the lab. Dr. Jekyll was a scientist by calling, and his activity was identified with the human body. He needed to demonstrate that man isn't genuinely one, however two. He needed to isolate the two components, and house them in various characters and calming the universe of the deplorable. This thought is like that in Mary Shellys Frankenstein; that is man playing God. This is a typical thought tod

Cooliris Beam it

Cooliris Beam it INTRODUCTIONMartin: Hi, today we are in Palo Alto with Cooliris and Soujanya. Who are you, Soujanya? And what do you do?Soujanya: Well, firstly, welcome to you and Anastasia, really happy to have you here at Cooliris. Who am I? Its a pretty interesting question. I happen to represent a really, really cool team here at Cooliris. As you know, five of them are from Germany, and anothers are from different parts of the world. Cooliris is something that Austin Shoemaker and I started six years ago with couple of other co-founders, in fact Josh and Mayank. And we started with a very simple thesis that you have so much content on the web, how do you really discover and navigate through it. And it has had a series of evolutions during the last six-seven years, where we evolved from that to another product called piglens to then Cooliris for the desktop. And probably one of the biggest shifts that happened in the landscape and in the ecosystem is where mobile ecosystem with Android and iOS st arted to develop so rapidly, so we actually had to shift significantly to mobile. So, the journey of Cooliris for the last six years has been amazing. My original roots come from India, I was born back in Bombay, Im a chemical engineer in my earlier life, before I went to University of Chicago for my MBA, and since then weve done a couple of startups to be at Cooliris.Martin: Oh, okay. So, you have been doing some entrepreneurial stuff before you started this company?Soujanya: That is correct, yes. Cooliris is now currently my third startup. Its my first one where Im the CEO and its been exciting. Were on the best team and its been an honor for me.Martin: And how did your MBA helped you to become successful entrepreneur?Soujanya: Its a good question because I grew up in an entrepreneurial environment, both my father and mother started colorings company in India, which has now grown to become the largest in Asia. So, inherently, I had the, just by virtual of being at home, kind of he aring and listening to challenges and excitement and all that package of entrepreneurship. But, MBA really, really helped me, again, this was more the Chicago training, to have the level of sort of framework and confidence to say anything that youre going to be doing, make a worldwide impact, and how do you really scale, and how do you think about business model right from beginning, rather than saying Ill worry about that later on. I think that has been the biggest contribution from the business school.Martin: Are there any specific courses or classes that you can recommend people taking?Soujanya: Yes. So, since I have been, this was now about 15 years ago, entrepreneurship was actually one of the curriculums that started over there. They was Polsky center of entrepreneurship, and they had a program called NVC, which was the new venture challenge, and we participated in that. And since then, and I had been able to stay in close touch with the school, theyve done a really, really fa ntastic job of creating more of an entrepreneurship training rather than an entrepreneurship class. And I highly, highly recommend that to, whether it is University of Chicago, or at Stanford you have across the street, whatever it is, earlier you start in that training, I think the better it is.Martin: Ok, great.BUSINESS MODELMartin: Soujanya, lets talk about the business model of Cooliris. Currently you have two products. Can you please describe them shortly and how they interrelate?Soujanya: So, the two particular applications that are in the market today. One is called Cooliris, just like the name of the company, and second one is called BeamIt, which is much more recent addition. The way we look at this is, theres a very interesting phenomenon that is happening out in the market. And that the word photos, and the definition of photos, and what it really means to you has really changed significantly because everybody now has the phone and the cameras, everything that we know. Bu t there are three main trends that are important to notice.One is the quality of the capture that happens is actually increasing significantly.The number of devices that you use to capture, whether its a GoPro, whether its a camera or the phone, those are all going up.And then on the consumption side, when youre looking at it, when if you look at the recent iPhone 6 and 6 plus and all, you have this beautiful, pretty good size screens.So, when youre looking at this, a media experience is something that the consumer comes to expect and says I want this to be a great experience. We felt that its actually being underserved in the market. So we have approached it from dual sort of lenses, if you will. One lens is the media lens, and thats what Cooliris does. It aggregates for you without coping it, it does links all your sources, so all your photos in one place becomes a very simple proposition for the consumer. The second one is, its under the more of a messaging container, because as people are sharing these photos, theyre all being shared, its not like oh, now I have a messaging app which is separate from my media sharing app, which is today what existed before BeamIt came, and we said why are the messaging apps so poor in their experience of media and yet you have good media sharing experiences who are really poor in communications? Why not make it a unified experience with a consumer? So, under the media experience, we look at it, whether youre looking at it from the media side or from messaging side, so messaging meets media or media meets messaging, is our thesis and proposition.Business model is an interesting part that you just referred to. Business model comes at it from multiple levels, its a freemium business model. Its, we look at any logs in the market, we look at a WhatsApp, we look at an Evernote, apps that are being very successful at. But in the app economy, theyre not games, but consumer applications, how do you now generate enough of a scale, a nd yet monetize that scale. And freemium seems to be the right way of going about it, so we have what in the market today is free, you would perhaps love to demo you, Hamon, whos my colleague, who leads all the BD (business development), he can demo you all the premium features that weve thought about. One potential premium feature is actually offline support. And offline is a great value proposition, which is completely non-existent in the market, I would say, in the case of messaging apps where even if youre offline, you should be able to use that, it saves a lot of sort of data plan and data usage for the consumer, they can make the ROI calculation. So potentially, this is not finalized yet, but could be for 99 cents per year, you can now have offline support. And when the consumer says Im going to save 25-30 dollars, I just have to pay a dollar, its a great deal. And we have the other bucket of a set of 10 features, 10 premium features which is a collection, more like a basket o f utility and various consumers, but that would probably be priced around $4 per month, subscription plan.Martin: And Cooliris is for the aggregation of photos and BeamIt is for the sharing photos. Currently, both of these applications are separate. What is the reason behind that and why shouldnt it be totally integrated into one product?Soujanya: Its a really good question. I think, if you would have asked us this question to me 2-3 years ago, I wouldve said absolutely, it should be one product. What we are finding over and over again, and this is also, youll find it with other applications, is the thing that consumers really accept in the market and adopt is this singular intent, which is, if Im thinking messaging, Im going to go to this app, if Im thinking media, Im going to go to this app. So, its really one experience, but depending on what you are trying to do, so we have concept of t minus 3, which is 3 seconds before you use the app, what were you thinking and that thought p rocess. From that point to actually invoking the application, has to be so efficient, youre from Germany, so efficiency, you know what I mean, it has to be so frictionless, that the consumer can get to it fast. If you make it into one app, all of these things and features and capabilities, sometimes youll say wait a second, what do I do. If you make the consumer think, you lose the consumer. So, idea was to keep it, be able to talk to each other very seamlessly, so I can aggregate them in one area, if I want to take that and then use it for my conversations, we havent yet launched it, but that will come down the road, I should be able to do that, but if I just want to use it for my messaging, I just want to send Hamon something, or Sebastian, or Austin something, I should be able to do that on the fly.Martin: Understood. Let us take a step back and talk a little bit about mobile marketing. What advice can you give entrepreneurs of frameworks, so they can decide for themselves how to do mobile marketing for their mobile application?Soujanya: Its a super important question. I think the, in the app economy, if you really think about it, I think the, I do find a lot of startups and, weve done that too, I wouldnt say that not, is lets build the app. Building the application is actually the easy part. I mean, relatively speaking. Its marketing the application is where the challenges lay. There are not that many sort of secret sources out there, theres very clear understanding of: what are you building; what audience are you trying to build towards; is your differentiation unique enough, not just is it unique, but is it significantly more unique than a substitute thats out there; are you having clear understanding of your substitute; how is it that youre going to create a positive network effect from the application.Ill give you one great example of what we did at BeamIt. Most messaging applications require a two parties who are going back and forth to have the appli cation. We took away that constraint. We said, if I want to communicate with you, I should be able to do that, and you do not need the application installed. And that actually creates a very low friction and barrier for me to message to you. If you do join, then the network becomes stronger, so the positive network effect comes in. So, what Im trying to get to really tangibly answer your question here is, from the consumers perspective, the application, the business that is looking at that say is there a positive network effect thats going to happen, so that product is going to grow on its own. Because anything else that youre going to, that you can do, if the product is featured, or you have press around the product, or theres some temporary marketing that you did an event, or some sponsorship, its going to give you a blip, and hopefully its a new baseline, but the growth comes from the product propagating itself, which comes from the usage of the product.CORPORATE STRATEGYMartin: Lets talk about the corporate strategy of Cooliris. What is the product strategy that you are going forward? Because currently you have these two type of products, and you have this freemium model, and can you elaborate on this kind of matrix and how it will evolve over time?Soujanya: The high level strategy for us is to have a good, solid, engaged user base. People will talk about what are your active users and all, and we actually look at what are your engaged users. Are they really using the product or not? So, by having both of these applications, today we are iOS only, which is a, Ill be first to admit it, its actually partly limitation because when Im messaging somebody, they better be, I dont even know, what my cousins that Im going to send to, or my colleagues that Im going to send to, whether they are iOS or not.So we have the upcoming version of that, which is not launched yet, but its in the friends and family beta, and my other colleagues, Howard and I dont know, have do ne a really great job of looking at it from the consumers perspective. So, if you dont have the application, you receive an email, from the email you click on the link, youre on the landing page. How to make that on boarding very, very seamless is where the application served its value.The second big value it serves is you have a lot of your high resolution media, whether youre uploading those photos or youre trying to download those photos, typically happens from the desktop or your laptop, or from the web, so youve solved for that. And of course you have the Android version which is significant portion of the market, which Austin, my co-founder, is leading the initiative on that.So, the strategy is to have an ecosystem of Android, iOS and web, build it together, drive the synergy, increase the scale, simultaneously launch the premium features and grow the business. Partnerships becomes very important complement of the organic growth. This is something that Hamon here, who does tha t, he traveled around the world, China, Korea. Weve done amazing partnerships throughout the world, where you work with companies, but are their OEM companies, or Telcos, or mobile internet companies, and see how they can benefit and we can benefit in terms of promoting our application. So, I dont know if that helped explain.Martin: Totally. And can you a little bit elaborate on this type of partnerships, how you approach those companies and what is really the benefit for you and for the counterpart?Soujanya: The quality of the app and the service has to be amazing enough for any partner to take you seriously. And I think we were luckily able to accomplish that. The way it typically works is each of the partner, depending on the segment they come from, OEMs look at it little bit differently, device companies, carriers look at it a little bit differently and then mobile internet companies. So I wouldnt say theres a one magic formula that fits everybody, of course its also not the cas e where for every company we have a different deal. At high level I would say we benefit because they will take our application and promote it to their users, they benefit because we will typically add something that makes it really cool and unique for them, so maybe its a feature or its a way to save couple of these features if youre prepaying for them and now they could free for your user base for X amount of time. And, in the case of some other partners, in the case of Cooliris, for instance, we were able to be the first company to issue APIs to any company around the world, not just US or Chinese company, or big or small company. And they did it because we were able to showcase the best experience for their cloud storage inside our application, so they benefited from that. Sometimes these companies will say, Can you promote our service, the cloud to the service and market aside from their core markets? And of course, were willing to do that, in the exchange for them promoting ou r app to their user base. So, its always a mutually beneficial relationship. I think finding that common ground sometimes takes X amount of time, but thats exactly what the team does and makes it happen.Martin: Ok, great.MARKET DEVELOPMENTMartin: From my understanding, Cooliris is somehow in this photo and sharing market. Can you tell us a little bit more about this market and the trends that are currently happening in there?Soujanya: Its a good question, because I think photos and sharing, there was a period in time, I think its slowed down now, but like every week there are 10 startups in the photo sharing or photo something. It has gotten a little bit better because people and companies have realized as to there are the newer trends that are coming here. The idea is, photos is not just what we thought of as photos. Today, its become much more of a medium of communication, even if youre going to something like Snapchat. Its a good way to communicate, its affirmable so of course it goes away, because it solves for this particular use cases.On the other side are the segments, so talking about market segments, we have designed BeamIt as a product thinking about families and close friends. Its really been designed ground up for their needs. And thats not what Snapchat does, Snapchat is made for your friends to follow fun stuff, the dessert, funny faces, and all that kind of cool stuff. But when youre looking at trying to preserve that in high resolution, the babies, youre starting with your babys first step, maybe just a goofy face that the baby is making in a restaurant, but you want to preserve that for the longest time, youre looking in full resolution, you will share it with people that you care about. So, photos and sharing have now become almost synonymous. Yet, when youre looking at it, thats why we have these two lenses, photos is the Cooliris lens and sharing is the BeamIt lens. Its really under the same phenomenon, as far as companies going at it and a pproaching at it that thereve been various theses, like you can look at it as company says I think this is whats needed. Some companies are saying like I dont even think a photo is needed, even the keyboard is not needed. Im just going to say, I have another friend actually, he has a company, they did an app called Hearts app. And you press it and then the other person receives the heartbeat. Really cool. Nothing more, its similar to messaging, but there is no keyboard that even comes up. So, many, many companies, I think attacking this thing from a different angles, you also have the big companies, some really, really great companies, actually approaching this from more different style than I do, you have startups, so its a very fun ecosystem, is what I would say.Martin: Ok, great.ADVICE TO ENTREPRENEURS In Palo Alto, we meet co-founder and CEO of Cooliris (recently acquired by Yahoo!) and Beam it, Soujanya Bhumkar. Soujanya talks about his story how he came up with the ideas for Cooliris and Beam it, how the current business models work, as well as he provides some advice for young entrepreneurs.The interview is from October 2014 (before Cooliris was officialy acquired by Yahoo!).The transcription of the interview is provided below.INTRODUCTIONMartin: Hi, today we are in Palo Alto with Cooliris and Soujanya. Who are you, Soujanya? And what do you do?Soujanya: Well, firstly, welcome to you and Anastasia, really happy to have you here at Cooliris. Who am I? Its a pretty interesting question. I happen to represent a really, really cool team here at Cooliris. As you know, five of them are from Germany, and anothers are from different parts of the world. Cooliris is something that Austin Shoemaker and I started six years ago with couple of other co-founders, in fact Josh and Mayank. And we started with a very simple thesis that you have so much content on the web, how do you really discover and navigate through it. And it has had a series of evolutions during the last six-seven years, where we evolved from that to another product called piglens to then Cooliris for the desktop. And probably one of the biggest shifts that happened in the landscape and in the ecosystem is where mobile ecosystem with Android and iOS started to develop so rapidly, so we actually had to shift significantly to mobile. So, the journey of Cooliris for the last six years has been amazing. My original roots come from India, I was born back in Bombay, Im a chemical engineer in my earlier life, before I went to University of Chicago for my MBA, and since then weve done a couple of startups to be at Cooliris.Martin: Oh, okay. So, you have been doing some entrepreneurial stuff before you started this company?Soujanya: That is correct, yes. Cooliris is now currently my third startup. Its my first one where Im the CEO and its been exciting. Were on the best team and its been an honor for me.Martin: And how did your MBA helped you to become successful entrepreneur?Soujanya: Its a good question because I grew up in an entrepreneurial environment, both my father and mother started colorings company in India, which has now grown to become the largest in Asia. So, inherently, I had the, just by virtual of being at home, kind of hearing and listening to challenges and excitement and all that package of entrepreneurship. But, MBA really, really helped me, again, this was more the Chicago training, to have the level of sort of framework and confidence to say anything that youre going to be doing, make a worldwide impact, and how do you really scale, and how do you think about business model right from beginning, rather than saying Ill worry about that later on. I think that has been the biggest contribution from the business school.Martin: Are there any specific courses or classes t hat you can recommend people taking?Soujanya: Yes. So, since I have been, this was now about 15 years ago, entrepreneurship was actually one of the curriculums that started over there. They was Polsky center of entrepreneurship, and they had a program called NVC, which was the new venture challenge, and we participated in that. And since then, and I had been able to stay in close touch with the school, theyve done a really, really fantastic job of creating more of an entrepreneurship training rather than an entrepreneurship class. And I highly, highly recommend that to, whether it is University of Chicago, or at Stanford you have across the street, whatever it is, earlier you start in that training, I think the better it is.Martin: Ok, great.BUSINESS MODELMartin: Soujanya, lets talk about the business model of Cooliris. Currently you have two products. Can you please describe them shortly and how they interrelate?Soujanya: So, the two particular applications that are in the market t oday. One is called Cooliris, just like the name of the company, and second one is called BeamIt, which is much more recent addition. The way we look at this is, theres a very interesting phenomenon that is happening out in the market. And that the word photos, and the definition of photos, and what it really means to you has really changed significantly because everybody now has the phone and the cameras, everything that we know. But there are three main trends that are important to notice.One is the quality of the capture that happens is actually increasing significantly.The number of devices that you use to capture, whether its a GoPro, whether its a camera or the phone, those are all going up.And then on the consumption side, when youre looking at it, when if you look at the recent iPhone 6 and 6 plus and all, you have this beautiful, pretty good size screens.So, when youre looking at this, a media experience is something that the consumer comes to expect and says I want this to be a great experience. We felt that its actually being underserved in the market. So we have approached it from dual sort of lenses, if you will. One lens is the media lens, and thats what Cooliris does. It aggregates for you without coping it, it does links all your sources, so all your photos in one place becomes a very simple proposition for the consumer. The second one is, its under the more of a messaging container, because as people are sharing these photos, theyre all being shared, its not like oh, now I have a messaging app which is separate from my media sharing app, which is today what existed before BeamIt came, and we said why are the messaging apps so poor in their experience of media and yet you have good media sharing experiences who are really poor in communications? Why not make it a unified experience with a consumer? So, under the media experience, we look at it, whether youre looking at it from the media side or from messaging side, so messaging meets media or m edia meets messaging, is our thesis and proposition.Business model is an interesting part that you just referred to. Business model comes at it from multiple levels, its a freemium business model. Its, we look at any logs in the market, we look at a WhatsApp, we look at an Evernote, apps that are being very successful at. But in the app economy, theyre not games, but consumer applications, how do you now generate enough of a scale, and yet monetize that scale. And freemium seems to be the right way of going about it, so we have what in the market today is free, you would perhaps love to demo you, Hamon, whos my colleague, who leads all the BD (business development), he can demo you all the premium features that weve thought about. One potential premium feature is actually offline support. And offline is a great value proposition, which is completely non-existent in the market, I would say, in the case of messaging apps where even if youre offline, you should be able to use that, it saves a lot of sort of data plan and data usage for the consumer, they can make the ROI calculation. So potentially, this is not finalized yet, but could be for 99 cents per year, you can now have offline support. And when the consumer says Im going to save 25-30 dollars, I just have to pay a dollar, its a great deal. And we have the other bucket of a set of 10 features, 10 premium features which is a collection, more like a basket of utility and various consumers, but that would probably be priced around $4 per month, subscription plan.Martin: And Cooliris is for the aggregation of photos and BeamIt is for the sharing photos. Currently, both of these applications are separate. What is the reason behind that and why shouldnt it be totally integrated into one product?Soujanya: Its a really good question. I think, if you would have asked us this question to me 2-3 years ago, I wouldve said absolutely, it should be one product. What we are finding over and over again, and this is also, youll find it with other applications, is the thing that consumers really accept in the market and adopt is this singular intent, which is, if Im thinking messaging, Im going to go to this app, if Im thinking media, Im going to go to this app. So, its really one experience, but depending on what you are trying to do, so we have concept of t minus 3, which is 3 seconds before you use the app, what were you thinking and that thought process. From that point to actually invoking the application, has to be so efficient, youre from Germany, so efficiency, you know what I mean, it has to be so frictionless, that the consumer can get to it fast. If you make it into one app, all of these things and features and capabilities, sometimes youll say wait a second, what do I do. If you make the consumer think, you lose the consumer. So, idea was to keep it, be able to talk to each other very seamlessly, so I can aggregate them in one area, if I want to take that and then use it for my conversati ons, we havent yet launched it, but that will come down the road, I should be able to do that, but if I just want to use it for my messaging, I just want to send Hamon something, or Sebastian, or Austin something, I should be able to do that on the fly.Martin: Understood. Let us take a step back and talk a little bit about mobile marketing. What advice can you give entrepreneurs of frameworks, so they can decide for themselves how to do mobile marketing for their mobile application?Soujanya: Its a super important question. I think the, in the app economy, if you really think about it, I think the, I do find a lot of startups and, weve done that too, I wouldnt say that not, is lets build the app. Building the application is actually the easy part. I mean, relatively speaking. Its marketing the application is where the challenges lay. There are not that many sort of secret sources out there, theres very clear understanding of: what are you building; what audience are you trying to bui ld towards; is your differentiation unique enough, not just is it unique, but is it significantly more unique than a substitute thats out there; are you having clear understanding of your substitute; how is it that youre going to create a positive network effect from the application.Ill give you one great example of what we did at BeamIt. Most messaging applications require a two parties who are going back and forth to have the application. We took away that constraint. We said, if I want to communicate with you, I should be able to do that, and you do not need the application installed. And that actually creates a very low friction and barrier for me to message to you. If you do join, then the network becomes stronger, so the positive network effect comes in. So, what Im trying to get to really tangibly answer your question here is, from the consumers perspective, the application, the business that is looking at that say is there a positive network effect thats going to happen, so that product is going to grow on its own. Because anything else that youre going to, that you can do, if the product is featured, or you have press around the product, or theres some temporary marketing that you did an event, or some sponsorship, its going to give you a blip, and hopefully its a new baseline, but the growth comes from the product propagating itself, which comes from the usage of the product.CORPORATE STRATEGYMartin: Lets talk about the corporate strategy of Cooliris. What is the product strategy that you are going forward? Because currently you have these two type of products, and you have this freemium model, and can you elaborate on this kind of matrix and how it will evolve over time?Soujanya: The high level strategy for us is to have a good, solid, engaged user base. People will talk about what are your active users and all, and we actually look at what are your engaged users. Are they really using the product or not? So, by having both of these applications, to day we are iOS only, which is a, Ill be first to admit it, its actually partly limitation because when Im messaging somebody, they better be, I dont even know, what my cousins that Im going to send to, or my colleagues that Im going to send to, whether they are iOS or not.So we have the upcoming version of that, which is not launched yet, but its in the friends and family beta, and my other colleagues, Howard and I dont know, have done a really great job of looking at it from the consumers perspective. So, if you dont have the application, you receive an email, from the email you click on the link, youre on the landing page. How to make that on boarding very, very seamless is where the application served its value.The second big value it serves is you have a lot of your high resolution media, whether youre uploading those photos or youre trying to download those photos, typically happens from the desktop or your laptop, or from the web, so youve solved for that. And of course you ha ve the Android version which is significant portion of the market, which Austin, my co-founder, is leading the initiative on that.So, the strategy is to have an ecosystem of Android, iOS and web, build it together, drive the synergy, increase the scale, simultaneously launch the premium features and grow the business. Partnerships becomes very important complement of the organic growth. This is something that Hamon here, who does that, he traveled around the world, China, Korea. Weve done amazing partnerships throughout the world, where you work with companies, but are their OEM companies, or Telcos, or mobile internet companies, and see how they can benefit and we can benefit in terms of promoting our application. So, I dont know if that helped explain.Martin: Totally. And can you a little bit elaborate on this type of partnerships, how you approach those companies and what is really the benefit for you and for the counterpart?Soujanya: The quality of the app and the service has to be amazing enough for any partner to take you seriously. And I think we were luckily able to accomplish that. The way it typically works is each of the partner, depending on the segment they come from, OEMs look at it little bit differently, device companies, carriers look at it a little bit differently and then mobile internet companies. So I wouldnt say theres a one magic formula that fits everybody, of course its also not the case where for every company we have a different deal. At high level I would say we benefit because they will take our application and promote it to their users, they benefit because we will typically add something that makes it really cool and unique for them, so maybe its a feature or its a way to save couple of these features if youre prepaying for them and now they could free for your user base for X amount of time. And, in the case of some other partners, in the case of Cooliris, for instance, we were able to be the first company to issue APIs to any c ompany around the world, not just US or Chinese company, or big or small company. And they did it because we were able to showcase the best experience for their cloud storage inside our application, so they benefited from that. Sometimes these companies will say, Can you promote our service, the cloud to the service and market aside from their core markets? And of course, were willing to do that, in the exchange for them promoting our app to their user base. So, its always a mutually beneficial relationship. I think finding that common ground sometimes takes X amount of time, but thats exactly what the team does and makes it happen.Martin: Ok, great.MARKET DEVELOPMENTMartin: From my understanding, Cooliris is somehow in this photo and sharing market. Can you tell us a little bit more about this market and the trends that are currently happening in there?Soujanya: Its a good question, because I think photos and sharing, there was a period in time, I think its slowed down now, but lik e every week there are 10 startups in the photo sharing or photo something. It has gotten a little bit better because people and companies have realized as to there are the newer trends that are coming here. The idea is, photos is not just what we thought of as photos. Today, its become much more of a medium of communication, even if youre going to something like Snapchat. Its a good way to communicate, its affirmable so of course it goes away, because it solves for this particular use cases.On the other side are the segments, so talking about market segments, we have designed BeamIt as a product thinking about families and close friends. Its really been designed ground up for their needs. And thats not what Snapchat does, Snapchat is made for your friends to follow fun stuff, the dessert, funny faces, and all that kind of cool stuff. But when youre looking at trying to preserve that in high resolution, the babies, youre starting with your babys first step, maybe just a goofy face t hat the baby is making in a restaurant, but you want to preserve that for the longest time, youre looking in full resolution, you will share it with people that you care about. So, photos and sharing have now become almost synonymous. Yet, when youre looking at it, thats why we have these two lenses, photos is the Cooliris lens and sharing is the BeamIt lens. Its really under the same phenomenon, as far as companies going at it and approaching at it that thereve been various theses, like you can look at it as company says I think this is whats needed. Some companies are saying like I dont even think a photo is needed, even the keyboard is not needed. Im just going to say, I have another friend actually, he has a company, they did an app called Hearts app. And you press it and then the other person receives the heartbeat. Really cool. Nothing more, its similar to messaging, but there is no keyboard that even comes up. So, many, many companies, I think attacking this thing from a diff erent angles, you also have the big companies, some really, really great companies, actually approaching this from more different style than I do, you have startups, so its a very fun ecosystem, is what I would say.Martin: Ok, great.ADVICE TO ENTREPRENEURSMartin: Soujanya, you have started several startups. Can you elaborate a little bit on your learnings over the years?Soujanya: I wouldnt say several startups, but yes, I think Ive had the pleasure of being in the Valley here for some time and a couple of startups now. The learnings have been very interesting, I think the, back in the day when I used to see, and sometimes I even see it today, people talk about the word risk. Is it risky to do a venture? Absolutely, no question. But, theres actually a bigger risk if you did not try. I think that has been my biggest learning, which is if you truly believe in it, you better have that conviction, you better have the stamina, and the endurance, and these are all attributes that I think g o about do you really believe in it or not. So, say yes I believe in it, and at that particular point in time, the level of risk is much, much lower for you to try then you do not try.Martin: Ok. Can you distinguish between the risk as an entrepreneur and the risk as an employee or not doing a startup?Soujanya: So, I think its the same. I mean, firstly we dont think of employees as employees and co-founders, its one team. Ultimately, you are going to do this, youre going to succeed together, or youre going to fail together. Thats the only way in terms of the mind. So, quantity of risk doesnt really matter. Its like are you going to succeed as a team, or youre going to fail as a team. We dont make a distinction, hopefully, Hamon can confirm on that and others can too. So I dont feel that we have this issue of you have more risk and I have less risk. I think if people felt that way, theyre probably in the wrong company.Martin: And are there any other learnings, maybe in terms of custo mer development? I think its quite hard to convince, for example the bigger players and partners. Or, maybe launching a mobile app and growing the user base does work?Soujanya: I think that learning comes down to something that maybe I repeat what Ive said for a different question, which is: its dont get too hung up on I build the app and now I succeeded. In fact, your hard part starts at that particular point in time. Getting it distributed, getting it to be used, getting it partnering with other companies, thats where a lot of the challenges lie. So youre going to need more stamina, more runway to get you to accomplish to do that, and of course, success, dont gain success too early, because so many changes are happening in the ecosystem that you got to constantly stay ahead.And the second piece of advice that I think, personally that Ive learned, and I dont know if its applicable or not, its a very, very interesting and delicate balance between how much are you investing for today and how much are you investing for tomorrow. That balance is a very dynamic thing, its not like its 50:50, its 30:70, you cannot assign that. If you overly put all your investment, everything is about the future, everything strategic, I think you can get screwed. If you say everything is about today, very, very tactical, I think you may wake up one day and say wait a second, where did I land? So, maintain that balance of what is strategic and what is tactical its a constantly challenging exercise, there is no magic formula and you just have to do it on your own.Martin: Ok. Great, thank you very much, Soujanya. And Im pretty sure we should take a photo right now and then share it via BeamIt.Soujanya: Cool, but more importantly, use BeamIt to share it.Martin: Right, awesome, thank you very much.Soujanya: Thanks.

Characters Analyses and Story Creation by Nora Roberts - 4400 Words

Characters Analyses and Story Creation by Nora Roberts (Essay Sample) Content: Characters Analyses and Story CreationStudentà ¢Ã¢â€š ¬s Name:Institutional Affiliation:Instructorà ¢Ã¢â€š ¬s Name:Date:Question one. Two charactersThis story is one of the stories written by Nora Roberts in a circle Trilogy book one. The two chosen characters in the novel the Morriganà ¢Ã¢â€š ¬s Cross are Hoyt and Glenna who have appeared in the story to be the main characters. Both struggled to fight with the vampire to bring peace to their people. The vampire was killing people to eat their flesh and drink their blood. Hoytà ¢Ã¢â€š ¬s brother is a victim and this is why he is fighting to bring dignity to his people (Roberts, 2006). Hoyt is gifted and has powers to fight the demons though he claims that his brother who was killed by demons had more powers than him. Glenna on the other hand is a lady who has dedicated her life to assisting Hoyt achieves his dreams (Roberts, 2006).The two characters have different emotions at the start of the story. Whereas Hoyt i s broken-hearted, Glenna on the other hand is motivated. This is because Hoyt is aware of the battle a head while Glenna is not. Hoyt is supposed to fight with vampire which drinks human blood and is not sure of how to fight with something which has demonic powers. What breaks his heart also is the fact that he is fighting with the powers who has already killed his brother (Roberts, 2006). Glenna on the other hand has never fought with the vampire before and has never been a victim in any way. When she is briefed by Hoyt, she gets more motivated to defeat the force which has brought unhappiness to his partner.Hoyt is very observant young man. When he was in the sea, he heard a voice calling his name. The voice was very convincing in that it was music but he realized that the same voice had already called countless men to their doom. He ignored the voice even after he is threatened that she is the one who killed his brother (Roberts, 2006). He also observed his brother Cian and notic ed many things within a very short time including blood and the smell of death when Lilith the goddess gave him a chance. Glenna on the other hand is not observant like Hoyt but is very creative. It is said she was odd from other people in that she could not only understood what she had in a dream experience but she was also able to speak all by herself like a native.Hoyt is also responsible. When he is given the duty to fight with the vampire, he makes sure that he does what is possible without fear. He wants to protect his family and bring peace to the entire community. When he falls in love with Glenna, he makes sure that she is safe all the time. On the other hand, Glenna is sweet. She is convincing Hoyt to give him a kiss (Roberts, 2006). Hoyt refuses but Glenna tells him how she feels her (Roberts, 2006). Hoyt is tempted and he kisses her. He argues that her lips were soft and hot and any man could be tempted to kiss her even at the wrong time. On the other hand, Hoyt is also romantic. He makes sure that his fingers skimmed over Glenna, he made her skin quiver. He then pressed her and made her moan. However, Glenna is emotional. She is assured of love but when she stared at Hoyt tears glaze her eyes.Both of them are young and outgoing. When they make love for the first time, they were curious and they kept on asking each other questions. Both claimed that they had not made love before. Hoyt asked Glenna the name of the garment she wore over her lovely breasts. Hoyt claims that he is happier discussing Glennaà ¢Ã¢â€š ¬s breasts than his hair (Roberts, 2006). They both enjoyed the pleasure of showing with a person of the opposite sex and the fascinating pleasure of watching each other dress.They are also both daring. They try everything including what is risk to their lives. When they are advised not to engage in relationship in the battle field, they ignore it and go on. Hoyt claims that he has been riding since he was four. Glenna is willing to learn on how to ride even though she has little experience. Hoyt is caring and he expresses this on the love and care he has on his brother Cian. He trusts his brother Cian very much. He claims that when he was with his brother thy managed to kick some vampireà ¢Ã¢â€š ¬s ass (Roberts, 2006). The vampires are feared by the entire community but Hoyt does not see the vampires as a threat to their lives. They have survived many battles and they are willing to go for another battle to make the society a safe place to be.They are both wise. No one between the two characters lack skills to deal with the challenges arising in the battle field. They work together to develop their relationship to maturity level despite the challenges. They discuss on the challenges they face in private to ensure they strategies on how to deal with the arising challenges. When they were in Hoytà ¢Ã¢â€š ¬s room, Glenna wondered of his work areas, his books and tools (Roberts, 2006). Hoyt had wealth and Glenna is wond ering whether he can share some with her. They donà ¢Ã¢â€š ¬t care for witches though they are both sorcerers meaning they possess the same skills to deal with some issues hence, are wise.Question 2 * New characterThe new character that could be written into a story relating to the two chosen characters is Cian. The commercial brand that would sponsor Cian is powers. He is very powerful to extent that he is feared by Hoyt who is also powerful at his capacity. He expresses his powers to Hoyt where he asks him if he is strong.Cian who is the new character is also called McKenna. He is Hoytà ¢Ã¢â€š ¬s twin brother who has been turned a vampire by Lilith a goddess. He is currently the Lord of Oiche who is the one of the circle of six. The circle of six is very strong demons that cannot be equated to humans and he is the one who is lost. Cian has a nightclub located in the New York City and hence is one of the powerful characters in that New York City is a commercial brand that shows t hat Cian is rich and powerful. This is also betrayed by the name of his best friend King who is the manager of Eternity. Lilith the leader of demons is Cianà ¢Ã¢â€š ¬s sire and she is the one who turned her to vampire fighting against humankind.The synergy between his powers and the role he carries in the story is clear. There is an instance where Hoyt thought him so Cian. Then there was nothing but the screams of the storm and the slashing rain. This are the signs of power in that storm is very powerful and can only be equated with strong individuals in the society. Cian has powers to send the demons back to hell and it is said he had sent his own flesh and blood to damnation. All these are miraculous hence, the connection between the character and the power which is the commercial brand.All the three characters have been chasing power throughout the story. Hoyt for instance is wants to be equated with his brother Cian who has powers to chase demons and protect his people in the s ociety. Glenna on the other hand wants to be associated with Hoyt who comes from the same family with Cian and express her skills. Glenna meets her target by providing love to Hoyt who was lonely in the battle field.The inciting incident is the fact that Cian and Hoyt are blood brothers and Glenna love both of them. What stops them from meeting their objectives is the fact that Cian is unreachable and only exists in dreams. This expresses the powers he possesses which the other two characters lack. All of them are chasing power but some other characters like Lilith have stopped them from achieving their dreams. This is because all of them are vampires and have powers from different gods.The connection between Cian and his power is clear in that he is a vampire. He has powers which other humans does not possess and can cause harm at will any time. He is guided by the gods to fight the humans and those who work against him face difficulties because he works with demons. He lives in th e city where he has used a lot of money to decorate the house in that it has rich colours and fabrics that gives the house sense of luxury. However, he loves his brother Hoyt though he is aware that he is fighting to grab his powers. He demands the king not to cause any harm to his brother Hoyt despite the competition because he knows they share the blood in that they are twins. * The first chapter of the next bookLarkin limped throughout the house which is still a grave. There was sweet air, rising from the previous night flowers which were stored lavishly for the hand fasting rite.All the weapons had been cleaned and all the blood in the ground had been mopped up. Hoyt and Glenna had been toasted with the foamy wine, and the cake had been eaten. But even though there were signs of smiles left over the night, the horror of the night had lurked behind. A poor visitor.Today, he supposed was for thorough preparation and rest. He struggled not to be impatient for the days were rolling down slowly and training was slow, not going hand in hand with planning. The previous night they had fought, he recalled as he touch his thigh with his right hand which ached from an arrow strike. There was a glory for there had been a fall from the score of demons in the night.While in the kitchen, he felt uneasy and he opened the refrigerator pulling out one cold Coke. Over time, he had developed a taste developing a positive attitude over the morning tea which he associated with the fight and restlessness due to the previous fight.He turned the bottle upside down, wondering at the skill of the liner à ¢Ã¢â€š ¬ so hard, so clear and so smooth. But what did the bottle contain à ¢Ã¢â€š ¬ it was what he had missed so much while in the city of Geall.He admitted he had not believed on his cousins words Moira when she argued of demons and gods, fighting in the world against the humankind. He had only gave h...

The Evolution Of Modern Humans - 952 Words

When we think about the evolution of modern humans we think about two basic theories. The first theory is the â€Å"Multiregional Variation theory which is the different human populations or cultures had independent origins and are evolved in isolation from one another. The second theory is the â€Å"Out of Africa â€Å"theory. This theory is basically when humans evolved in Africa between 200,000 and 100,000 years ago. After these humans evolved they left Africa after evolving. Both of these theories both support and have evidence about human evolution beginning in Africa. About 1.5 million years ago â€Å"Multiregional Variation â€Å"marked the beginning of human evolution, and the fossils represented the evolving of Homo sapiens. In this theory is stated that there is no place where the Homo sapiens actually evolved they migrated out of Africa and the evolution took place in another place. . Although for human evolution the fossil record seemed to be the most reliable and useful evidence. With the fossils record this helped no depending on assumptions, and false evidence. The â€Å"Multiregional Variation lists a couple predictions that fossil evidence should prove. The first one is that all living humans derive for the species homo erectus that left Africa. Natural selection in regional populations is responsible for regional variants. And the emergence of homo sapiens was not restricted to one area. This theory is not supported by many due to the lack of support and evidence. Some believed thatShow MoreRelatedThe Evolution of Modern Humans2725 Words   |  11 Pagesthe correlation between this species and the â€Å"roots of humanity.† In the genus name â€Å"Ardipithecus† the prefix â€Å"ardi† means â€Å"ground† or â€Å"floor† in the Afar language as well. Female partial skeleton â€Å"Ardi† (ARA-VP-6/500) is one of the six known early human partial skeletons over one million years old. She was found in Aramis in the Middle Awash of the Afar Region, Ethiopia. Her skull indicates that she had a small brain (which was around 300 to 350 cubic centimeters) a small face with thin cheeks, thinRead MoreEvolution Of The Modern Day Human Essay1845 Words   |  8 PagesThe modern day human has not existed for very long, in fact its one of the recent species to populate the Earth. Before modern day humans or Homo sapiens sapiens as we are scientifically known as, existed a similar yet less developed Homo genus named Homo erectus/ Homo ergaster. Evidence of these species dates back to o ver 1.9 million years ago and up to as recently as 70,000 years ago in which the evidence can be found in Africa, Europe and Asia. In this essay I will firstly provide a general timelineRead MoreHuman Evolution Affected By Hybridization Of Modern Humans And Similar Human Species930 Words   |  4 Pages Human Evolution Affected by Hybridization of Modern Humans and Similar Human Species The evolution of humans is known to be very complex and recently scientists have been discovering just how complex through molecular data. Learning that the vertebrate eye took 400,000 generations to evolve sparked my interest in understanding human evolution. A recent article on BBC claims that at one point in the timeline of human evolution, the species Homo sapiens, which is the modern human species, interbredRead MoreThe Theory Of Evolution Of Human History And Modern Thinking2012 Words   |  9 PagesSince the dawn of time, the theory of evolution has played an important role in the process of understanding human history and modern thinking. However, this theory didn’t always have an explicit term to clarify its meaning. Philosophers embraced the ideals of knowledge and enlightenment of reason—searching for answers as to better understand the origins of mankind and how it attributes to what it means to be human. Alongside social progress and intellectual developme nt, fascinating new discoveriesRead MoreHuman Evolution Myth or Fact1313 Words   |  6 PagesThe debate of human evolution being fact or fiction has been around for hundreds of years. Evidence of human ancestry has been found in many parts of the world and these fossils found have been proven to be human. The parts of the world include Eurasia and Africa. Although fossils are found in Eurasia, the human ancestor the Hominoidea has been traced back to the Miocene epochs, which were 23 to 5 million years ago. The Hominoidea is a super-family, which contains many species that are existent todayRead MoreEssay on The History of Human Evolution1517 Words   |  7 PagesThe History of Human Evolution By definition, human evolution is the development, both biological and cultural, of humans. Human ideologies of how the evolution of man came to be is determined by cultural beliefs that have been adopted by societies going back as far as the Upper Paleolithic era, some 40,000 years ago. Through the study of paleoanthropology, we have come to determine that a human is any member belonging to the species of Homo Sapiens. Paleoanthropologists, while studyingRead MoreHuman Evolution: Myth or Fact1301 Words   |  6 PagesThe debate of human evolution being fact or fiction has been around for hundreds of years. Evidence of human ancestry has been found in many parts of the world and these fossils found have been proven to be human. The parts of the world include Eurasia and Africa. Although fossils are found in Eurasia, the human ancestor the Hominoidea has been traced back to the Miocene epochs, which were 23 to 5 million years ago. The Hominoidea is a super-family, which contain s many species that are existent todayRead More Multi-regional Continuity: The Fossil Evidence Essay1099 Words   |  5 Pagesmulti-regional continuity model of human evolution, there is without a doubt a preponderance of fossil data that supports the diverse origins of Homo sapiens in different regions of the globe. Skulls displaying a wide variety of mixed modern and archaic features have been found in every corner of the world. The mere existence of these fossils is evidence enough to prove that human evolution was far less cut-and-dried a process than the advocates of the replacement model of human evolution would like to suggestRead MoreAre Humans Still Evolving?1556 Words   |  7 PagesAbstract evolution has occurred in humans for millions of years; however, in a modern society many scientists and evolutionists are now debating whether or not it is still occurring, and if it follows the same rules. With all of the new technology humans have created, some experts believe tha t humans have essentially conquered nature, and no further evolutionary changes will occur. Still, others hold opposing views; some experts believe that evolution is still occurring, but modern societal advancementsRead MoreEssay on human evolution1305 Words   |  6 Pagesunderstanding human evolution and the history of psychology for the modern psychologist. For the human evolution, the essay will be addressing on how we and other species descended from our ancestors and how the different environment has helped to us to become more adaptable. Regarding the history of psychology, the essay will be discussing on how psychology branched off from the philosophy approach to become its own science. The essay will then go on discussing how the understanding of both human evolution

Critical Analysis of Police Powers on Search, Arrest and Detention - Free Essay Example

Sample details Pages: 7 Words: 1964 Downloads: 5 Date added: 2017/06/26 Category Law Essay Type Critical essay Level High school Did you like this example? Police Powers: A Critical Analysis of Police Powers on Search, Arrest and Detention Aims and Objectives This proposed dissertation has a number of key aims it intends to meet. These can be expressed as follows: 1. To provide an overall perspective of the role of policing in the community; 2. Don’t waste time! Our writers will create an original "Critical Analysis of Police Powers on Search, Arrest and Detention" essay for you Create order To demonstrate the historical development of the nature of policing, due to changes in social circumstances; 3. To address any key differences between public and ‘private forms of policing (e.g. security, private investigation etc); 4. To assess the current powers of police in relation to search, arrest and detention, and highlight the differences with historical times; and 5. To assess the governance of police, with particular reference to internal resolution and discipline procedures. Feasibility This proposal requires no data collection or fieldwork, and is virtually entirely theory based. By minimising the extraneous fieldwork requirements, it allows this dissertation to focus mainly on the underlying theory and social policy behind policing, allowing for an adequate analysis of the benefits and consequences of increased police powers in the modern context. There may be some critique of internal police processes, such as dispute and conflict resolution and discipline, which may require some liaison with police officials; however it does not require the same depth and preparation as a large-scale data collection, saving time and resources. Rationale The role of policing is ever changing and expanding. Throughout history, the concept of policing has had to adapt to respond to a number of challenges that have faced society. From the industrial revolution, through to both world wars and now the apparent growing threat of terrorism, policing has changed and grown to equip itself to deal with a number of new circumstances. Perhaps most notably since the attacks of September 11 on New York City, the threat of terrorism has never appeared so real. As a consequence, many national governments, including the United States, United Kingdom and Australia (among others) have amended the powers of police in an attempt to deal with terrorism and terrorist groups. The primary purpose of this proposed dissertation is to consider the general idea of policing (as highlighted throughout historical development), and also determine whether these increases in the powers of police represent a proportionate and measured response to the threat of terror ism and 21st century society, or whether it is simply an overreaction by lawmakers and police groups. Research Points 1. The nature and function of policing The primary purpose of this chapter is to provide a broad overview of the general theories behind policing, such as the prevention of crime and enhancement of public safety. The main points of interest in this area will be the role of police in the State and legal system, as well as the pluralisation of the police forces. Another area for explanation by this chapter will be the relationship between the police and other aspects of policing, such as forensic investigation and the court system, for example. By illustrating this, the audience will be ‘read into the idea behind policing, rather than simply limiting policing to the simple concept of arresting those who break the law, and thus deterrence will also be a point worthy of highlighting. 2. The historical development of policing This chapter will be largely theory based, presenting a number of views and opinions on the development of policing over time. Of particular interes t here will be the differences in opinion between historical theory and that present in modern times. This will prepare the audience for the debate that this dissertation intends on contributing to: the idea of over-extending police powers, creating a disproportionate response to modern day issues. The idea of this chapter is to highlight key events in history that have seen the development of police, and measure the police response to these events. This will allow for a comparison with modern day ideas and objectives. 3. Police work, and the impact of police organisations There are a number of key issues that this chapter will seek to address, however it is primarily concerned with identifying the real perception of police work, rather than relying on any possibly fabricated reports from tabloids and other media. Particularly, this chapter will attempt to identify the possible existence of elements of discrimination arising from the reliance upon police discretion in carrying out police work. This is an issue that has received notorious media coverage, highlighted especially by the Rodney King incident and consequent Los Angeles riots in the United States in 1992, as a result of the officers acquittal in a state court. Another area of interest will be the measurement of effectiveness (i.e. how does one measure when policing is effective?). 4. The characteristics and dynamics of police organisations As with any workplace, there are certain policies and procedures in place to ensure that the environment is both manageable and productive. The main rationale of this chapter will be to highlight these policies that are in place in many of the popular police forces, and also to assess whether they sufficiently address issues such as discipline and reporting lines, for example. The most important aspects of this chapter will be the management structures in place to run the force, as well as any issues relating to personnel (eg. Recruitment, training etc) . Additionally, the informal nature of management will also be important; to determine if convention and custom play any significant role in the way police work is carried out. This chapter may require first-hand research from police bureaus, which will most probably be conducted by way of interview with a senior official or similar. 5. Specialist areas of policing This chapter will highlight other areas of policing, such as criminal investigation processes, and the control of public order in particular circumstances (eg. Riots, major events etc). This will give an indication of the more specialised roles that police play in modern society, and the need for more focused policy rather than broad ideals. 6. The relationship between State and ‘private policing The intention of this chapter is to raise the question of private security and other measures that do not rely on public policy. The main question is where does state responsibility end and private responsibilit y begin? 7. The legal powers of the police This is perhaps one of the most important chapters of the dissertation. It will focus primarily on the sources of law for police powers, particularly in the United Kingdom jurisdiction. Primarily, this source is from legislation, and is found in relevant sections of the Police and Criminal Evidence Act 1984; however certain aspects are also covered at common law. Furthermore, other legislation should also be assessed, such as the Mental Health Act 1983, Road Traffic Act 1988, Misuse of Drugs Act 1971, Aviation Security Act 1982, Criminal Law Acts 1966 and 1967, Terrorism Act 2000, Public Order Act 1936 and 1986, Firearms Act 1968, Police Acts 1996 and 1997, Criminal Justice and Public Order Act 1994, Customs and Excise Management Act 1979; as well as cases such as Moss v McLachlan (1980), Donnelly v Jackman (1970) and Thomas v Sawkins (1935). As one can see, this chapter is quite detailed and requires much consideration of a wealth of sources of police power, and thus there is ample opportunity for a review to be conducted on police power in more specialised areas of policing, such as terrorism, traffic and drugs, to name a few. 8. Police accountability and control This chapter will primarily focus on the governance of the police force, with a particular emphasis on the impact that the legislature and judiciary can have on the regulation of police power, and thus protection of the public. Also, the complaints process available for use by the public will also be discussed, and thus the effectiveness of this system as a means of conflict resolution will be assessed. 9. The role of the police organisation in the formation of law and criminal justice policy It is also important to understand the broad role that a police organisation has in contributing to its own regulation and governance. In this chapter, the amount of input that the police have in this area will be discussed and thus a conclusion will be drawn as to whether the police are an entity that can effectively self-govern, or one that requires the constant oversight and minding of the Parliament and court system in order to determine its boundaries and aims. 10. The rights of the police In the final chapter, the debate will be contributed to by the question: do police have any rights in relation to stop, search and arrest? Or is it merely the rights of the public that are governed by legislation? Also, how are police represented in misconduct and disciplinary hearings? The rights to safety and representation of the members of the police force will be discussed by this chapter, and contrasted with the statutory and common law rights of the public that form the source of police law. Methodology As this proposal has already mentioned, this dissertation is significantly theory based, meaning that the methodology for the research is simply statute, case law, as well as other authors works on various issues relevant to the topic. There will be some aspects which may require first-hand liaison with members of the police force and their senior officials, particularly those relating to the mechanics of police work which cannot be discussed by simply reading other works. This should be primarily collected by interviews with certain members, and possible government officials, and suitable ethics clearance will be obtained from the relevant committee at a time when the participants in these interviews become clear. References  · Anon., ‘Divisional Court – Police Power to Remove Masks from Demonstrators (2002) 66 Journal of Criminal Law 197  · Bell, J., Police and Policing Law (2006), Aldershot, UK: Ashgate  · Brayne, H., ‘Detention under the Police and Criminal Evidence Act 1984 (1987) 84(1) Law Society Gazette 28  · Clayton, R., and Tomlinson, H., ‘Safeguards and Sanctions under the Police and Criminal Evidence Act 1984 (1988) 138(6350) New Law Journal 216  · Davenport, A., ‘Court of Appeal – Stop and Search: Lawfulness of Extended Powers (2005) 69 Journal of Criminal Law 16  · Edwards, C., Changing Policing Theories for 21st Century Societies (2005, 2nd ed), Sydney: The Federation Press  · Ferguson, P.W., ‘The Limits of the Police Power of Search (1992) 37(3) The Journal of the Law Society of Scotland 113  · Harrison, R., ‘Police Right to Stop and Search for Weapons (2000) 64 Journal of Criminal Law 156  · Holdaway, S., The Ra cialisation of British Policing (1996), Hampshire, UK: Macmillan Press  · Jason-Lloyd, L., An Introduction to Policing and Police Powers (2005), London: Routledge-Cavendish  · Leishman, F., and Mason, P., Policing and the Media: Facts, Fictions and Factions (2003), Devon, UK: Willan Publishing  · Lidstone, K.W., and Palmer, C., Bevan and Lidstones The Investigation of a Crime – a Guide to Police Powers (1996, 2nd ed), London: Butterworths  · Miller, S., and Blackler, J., Ethical Issues in Policing (2005), Aldershot, UK: Ashgate  · Mimmack, A., ‘Police Station Practice (2006) 10(1) Magistrates Court Practice 6  · Morgan, R., and Newburn, T., ‘Radically Rethinking Policing (1994) 144(6659) New Law Journal 1092  · Nicholls, S., ‘Police Station Practice (2006) 10(6) Magistrates Court Practice 6  · Poyser, S., ‘The Role of Police Discretion in Britain and an Analysis of Proposals for Reform (2004) 77 Police Journal 5  · Reiner, R. , ‘Responsibilities and Reforms (1993) 143(6611) New Law Journal 1096  · Reiner, R., The Politics of the Police (2000, 3rd ed), London: Oxford University Press  · Roberts, A., ‘European Court of Human Rights: Search Warrant: Compatibility with Articles 8 and 13 of the European Convention on Human Rights (2006) 70 Journal of Criminal Law 479  · Spencer, J.R., ‘Extending the Police State (2005) 155(7170) New Law Journal 477  · Starmer, K., Criminal Justice, Police Powers and Human Rights (2001), London: Blackstone  · Stone, R., The Law of Entry, Search and Seizure (2005, 4th ed), London: Oxford University Press  · Zander QC, M., ‘The Police Reform Act 2002 – Pt 1 (2002) 152(7047) New Law Journal 1355 Fraud Order 200975 This essay/coursework/dissertation was stolen from UK Essays, call 0115 966 7955 to speak to a Fraud Officer now for more details. We have made it available for use as a study resource. Date Of Order: 01/11/07 Date Paid: 01/11/07 Email Address Used: [email  protected]/* */ Likely Course: Law Level Of Study: University Level

Employees job satisfaction in orient craft ltd. - Free Essay Example

Sample details Pages: 30 Words: 9143 Downloads: 2 Date added: 2017/06/26 Category Statistics Essay Did you like this example? INTRODUCTION Human resource Development has in recent year become the focus of attention of planners policy makers and administration. It is important not only for an enterprise but also for a nation to develop its human resources. Employees Job Satisfaction is one of the main areas of HRD. Organizations are social systems where human resources are the most important factors for effectiveness and efficiency. Organizations need effective managers and employees to achieve their objectives. Organizations cannot succeed without their personnel efforts and commitment. Job satisfaction is critical to retaining and attracting well-qualified personnel. This is especially an issue in medical institutions such as hospitals where specialist training and retention are highly important Don’t waste time! Our writers will create an original "Employees job satisfaction in orient craft ltd." essay for you Create order Employee job satisfaction is an attitude that people have about their jobs and the organizations in which they perform these jobs. Methodologically, we can define job satisfaction as an employees affective reaction to a job, based on a comparison between actual outcomes and desired outcomes. Job satisfaction is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements. It encompasses specific aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers. Concerns about employee job satisfaction are just as critical in the apparel industry as they are in other business sectors. Similarly, the motivation to investigate job satisfaction among health care employees is similar to the interest of research concerning job satisfaction in industrial settings. Numerous factors influence employee job satisfaction, including: salaries, fringe benefits, achievement, autonomy, recognition, communication, working conditions, job importance, co workers, degree of professionalism, organizational climate, interpersonal relationships, working for a reputable agency, supervisory support, positive affectivity, job security, workplace flexibility, working within a team environment and genetic factors. Sources of low satisfaction are associated with working with unskilled or inappropriately trained staff, laborious tasks such as documentation, repetition of duties, tensions within role expectations, role ambiguity, role conflict, job/patient care, feeling overloaded, the increasing need to be available for overtime, relations with co-workers, personal factors and organizational factors Irvine and Evans (1995) have also underlined the importance of work characteristics (routine, autonomy and feedback), characteristics of how the work role is defined (role conflict and role ambiguity) and characteristics of the work environment (leadership, stress, advancement opportunities and participation) in relation to job satisfaction. Justification for the need to investigate job satisfaction is exemplified in the seemingly observed relationship between the levels of job dissatisfaction, absenteeism, grievance expression, tardiness, low morale and high turnover. Job satisfaction is an immediate antecedent of intention to leave the workplace and turnover. Unsatisfied workers will leave their jobs more than their satisfied colleagues. Retention and turnover of staff, particularly highly skilled personnel, are important issues for managers in the current health care environment. Employees who experience job satisfaction are more likely to be productive and stay on the job. Furthermore, more satisfied employees have more innovative activities in continuous quality improvement and more participation in decision-making in organizations. Job satisfaction is also found to be positively-related to patient satisfaction. Among determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. Leadership is a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization. Numerous studies carried out in several countries showed that there is a positive correlation between leadership and the job satisfaction of health care providers Organizational success in obtaining its goals and objectives depends on managers and their leadership style. By using appropriate leadership styles, managers can affect employee job satisfaction, commitment and productivity. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests and reliability of employees in different situations. It is the ability of a leader to influence subordinates to performing at their highest capability. This factor captures the extent to which management respects workers, operates with honesty and integrity, promotes efficiency, and has open lines of communication with employees. The subject of leadership is interesting for many researchers. The continued search for good leaders has resulted in the development of many leadership theories. Studies have been carried out to determine how leadership behaviors can be used to influence employees for improved organizational outcomes. In the past several decades, management experts have undergone a revolution in how they define leadership and their attitudes toward it. They have gone from a very classical autocratic approach to a very creative and participative approach. Ideas about management and leadership have changed considerably in recent years. People today are better-educated and more articulate. They can no longer be commanded in the same way as before. There needs to be much more involvement and participation at work. There are several styles of leadership such as: autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership. Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. No one leadership style is ideal for every situation, since a leader may have knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation. COMPANY PROFILE INTRODUCTION OF ORIENT CRAFT Orient Craft Limited started in the year 1972 by Mr. Sudhir Dhingra with four employees and then Orient Craft was set up in the year 1978 to take over the existing business and has now grown to 8000 employees in seventeen factories. Orient Craft Indias No. 1 Garment Manufacturer and Exporter and is the recipient of the Gold Trophy given by Govt. of India for highest global exports out of the country for the year 1997, 1998, 2000 2001. Besides many other export and quality awards, Orient Craft won the highest award for being Indias larges knit apparel manufacturer and also the award for being the second largest in global exports for the year 1999. Orient Craft bagged the Bid World Quality commitment International Start Award in the Platinum Category for the year 2001 and Gold award for the year 2000 and won also many other awards and certificates from the Ministry of Textiles and states like on Sep 19, 2004, Won the Entrepreneur of the year 2003 from the prestigious Ludhiana Management Association. The company is growing rapidly, year after year and has its manufacturing facilities spread over 6000000 sq. ft. area with seventeen factories in and around Delhi. Another state of the art Manufacturing Complex, covering 3, 40,000 sq. ft. of covered space is completed in December 2001. This manufacturing facility is the single largest manufacturing plant in whole of India producing cut and sew knits, woven sportswear, ladies formal suits and sweaters under one roof. Company has the most modern manufacturing plants in the country with over 1, 40,000 sq/ ft. of covered area in one location. The company deploys over 73000 imported sewing machines for its manufacturing operations in Woven and Knit units. The company has in-house lab testing for garments, fabrics, and trims. Its labs are well equipped to test for all parameters including Color-Fasteners to light. Orient Craft Limited also has several in-house latest Computerized Unit, In-house garment Dyeing Units, Manual Sand-blasting and laser sand-blasting units. The company has three 100% export oriented unit thereby having the advantage of importing all raw materials, trims free or duty from any part of the world. The company also has a specialized Home furnishing Division, Wherein all Soft Furnishing products are manufactured and exported to some of the most prominent brands. COMPANY PROFILE OF 7D ORIENT CRAFT LIMITED 7-D, Maruti Industrial complex, Sec-18 Udyog Vihar, Gurgaon (HR) Tel : 0124-2342043 to 47, 5090800, Fax : 0124-2341110, 2342042 Year Established 1995 Type of company Privately Held Owners/Directors Mr. Sudhir Dhingra Mr. K. K. Kohli Mr. Anoop Thatai Mr. Ravi Dhingra Mr. Vikas Mr. Sahil Dhingra Mrs. Manju Dhingra Annual Turnover F.O.B. US $ Million for 2003-2004 Minimum Order Quantity 200 Dozen per Style No. of people Employed 8500 in-house Production Capacities 50000 Dozen Per Month (Woven) 50000 Dozen Per Month (Knits) Major Export Markets U.S.A. E.E.C., Canada Major Products Blouses Skirts Pants and shorts Dresses Jackets Outwear Mens Shirts Kids wear Co-ordinates Knitted Shirts/T-Shirts Major Customers Dillards Stores Loft Gap Tommy Hilfiger J-Crew Liz Claiborne Susan Bristol Next Retail Ltd. Nike Dockers Ann Taylor Banana Republic J. G. Hook Ralph Lauren Jones of New York Levis Lands End Abarcrombie and Fitch COMPANY ENVIRONMENT OF 7D 7A Company is situated in approximately 10 acres of land. It is having a beautiful garden in front and is surrounded by various decorative plants. Interior is well facilitated for normal working conditions. Nearly 3500 people are working here. Among them most of them are very co-operative, well behaving with outsiders. Company is giving all type of facilities to its employees like transport, canteen, medical and other incentives. The new HRD and labor welfare department of this company on one side playing a great role by tuning every department, to get maximum benefit to the company and on the other it is taking care of all employees and workers, it is also giving chance to new people to build their career as strong as possible in their reputed company. The production part of this factory is divided into six units. Here no. of machines are more than 1000. Ground floor is called basement or 2nd unit. Here cutting, finishing, sewing are simultaneously going on. Next to 2nd, unit 1 is present where cutting, sewing as well as finishing takes place. Above 1st unit 3rd unit is there, which is also known as 100% EOU, Where only production is going on i.e. sewing and finishing. Above 3rd unit 4th unit is there, there also only sewing and finishing takes place. The top floor is called as 5th unit where sewing, finishing and embroidery is also going on. The last unit in 7A is called 6th unit where sewing and finishing takes place. In the present scenario of stiff competition of quality and price in the international market, the Indian garment industry is not in the position of producing an expensive and lower quality product. Looking at the present market demand of producing inexpensive and lower quality product, Orient Craft have to increase the productivity, lower the wastages on production floor and make use of attachments, folders, special machines and equipment to have a good quality product, in all these activities industrial engineer plays an important role. Today the industrial engineering has become the back bone of the garment industry. In Orient Craft Ltd., Industrial Engineering Department consist of an I.E. head, eight I.E. executives reporting to Mr. Brian Long (VP Technical). Each I.E. executive is assigned the particular production floors, thus this department is covering all the floors of 7-D, 6-C, 14-A, Home furnishing and sampling department. Besides working on enhancing the productivity and quality, lowering wastages, proper utilization of resources like special machines and equipments, this department is also assigned the project like designing the floor layouts for the new production floors and to develop new production techniques to increase the productivity. RULES AND RESPONSIBILITY OF INDUSTRIAL ENGINEER IN ORIENT CRAFT LIMITED Sampling Re-Engineering- The work of an industrial starts with sampling re-engineering at the proto-stage so as to get to best possible construction and the use of folders and attachments in the style. Pre-production planning- Pre-production planning starts with the receiving of a sample from the merchant of the stages of the two pieces, which is to be made on the production floor. After receiving the sample the initial operation bullet layout and new style requirement sheet is made. The purpose of making initial o/b, and layout is to know the quantity and type if manpower, machines, attachments, presses, bucks, profiles, dies etc required in the style and make sure everything is in house at the pilot stage. Target setting- After having a rough idea of manpower and machines required from the initial o/b the company has to find out exactly how many machines and manpower is needed in the style. For this 5 pieces of cutting is taken and time motion study of that 5 pieces with RD department using the proper method, motion and rating is done. Final operation bulletin and layout- After tune and motion study the company make final operation bulletin and layout from this finally the company come to know the number of manpower and machines required to meet the targets. This operation bulletin and layout has to be cross checked by I.E head and then it is signed by RD head and then it is passed to production manager. Line setting- Line setting is the implementation of the layout and operation bulletin, which is done in conjunction with line in charge, supervisor, mechanic, Q.A and technician. Bottle neck identification- After line setting the next job is to know the bottleneck of the line due which targets are not met.   Follow ups- This is one of the important job of industrial engineer, to do the follow up of machines folders attachments, dies, profiles whether they are in house or not before the production starts and to be in correct with concerned persons for that and to make sure everything in house before the production. Use of modern equipment- To know and develop attachments and folders, which can be used on production floors to enhance productivity and also to make sure the proper utilization of modern machines and equipment on the production floor. Projects- Besides all the above activities we are also handle projects on plant layouts, settings up of pre-assembly section etc. Reporting- This includes the reason why the targets are not met and action taken by production manager to eliminate it. This report is given to I.E head on the daily basis. INTRODUCTION OF THE QUALITY DEPARTMENT Its gives immense pleasure in introducing Orient Craft as one of the quality department in Hand Embroidery, Adda Embroidery, Computer Embroidery, and Machine Embroidery Schiff lie Embroidery. This department has a modern and very sophisticated design which give a good quality to production to ensure consistency in quality of Garments with our embroider and in house sampling works. Embroidery Department has been in the forefront with other department in creating the good quality and acceptability. Over the year Embroidery Department has stepped up in the quality ladder and is today giving good quality that are increasingly finding acceptability with buyers. In the prevailing situation, the company needs all rounder, not specialist. These all are created with the help of the existing team of the company. The team supports each other and with the help of training team gets confidence. Today, orient Craft is more comfortable in handling both quality as well as quantity. And sure, with an excellent team of people, the department is set to cruise higher altitudes in future. ROLE OF THE EMBROIDERY DEPARTMENT This Department is now very supporting in Orient Craft Ltd. Representing the company from the last few years Embroidery department provides the resources expertise and dedication support to production, and the company employ has dedicated themselves in making an acceptability quality for Buyer. Embroidery Department has been helping to production department dramatically grow their business for the company, as a part of their commitment to being a value adding department of Orient Craft Limited. Embroidery Department has over the year acquired strong and meaningful business relationship with production, Merchant Cutting department the company always been in vogue with the fashion trends. Orient Craft is now trying to emphasize on converting the quality to make the process, trouble free for the production department. The company is assuring the quality and total standard action with its in-house production. So now it can be said that this department is playing a very important role in Orient Craft Limited. DOCUMENT USED IN THE COMPANY Material Transfer Slip (MTS Book) is very important document for the maintaining the records of whichever style run in Embroidery department.   All records can be maintained properly with MTS books as it is very important for the company. ROLE OF THE CANDIDATE The attitude of the company with the new joiner person is very supportive and cooperative with that person. To achieve the better quality and better embroidery design, the company higher officers should have better understanding of the workers need and priorities. One should be more dedicated towards their commitments of work. And this can be only achieved if the company has the right people and their processes are transparent and continuously optimized to achieve higher quality at lower cost. ITS FLOW CHART Stitch PiecesCutting Dept-Unstitch Pieces Prod Dep Emb Dep Emb Dep Issue to Embroider Issue to Embroider Reed after Emb.    Reed after Emb    Quality Checking Quality Checking Cutting Production Finishing CENTRALIZED CUTTING ROOM AT ORIENT CRAFT LIMITED SIGNIFICANCE OF AN ORGANIZED CUTTING ROOM:- On average a garment had approximately 50%-60% of its total allocated to fabric and yet, most manufacturing units have no quality and production system monitor the inspection, spreading and cutting of it. The sewing department on the other hand only makes up to 20%- 30% of the total cost of a garment but accounts for nearly all the monitoring and productivity costs. INTRODUCTION:- Orient Craft Ltd. has centralized cutting facilities. The cutting room is feuding to all the swing floors situated in Udoyg Vihar. The company follows comprehensive production and quality procedures in cutting room. FORMATES USED IN CUTTING ROOM Approval for cutting go ahead Call out for cutting Cutter efficiency chart Daily cut plan Monthly cut plan Cutting file checklist Fabric relaxation Approval additional cutting Bundle control system Color code for different shrinkage Cutting RD Hourly report Fusing system CUTTING ROOM PROCEDURES IN ORIENT CRAFT LIMITED:- Pre -production meeting is organized to discuss all the aspects of a style. All the concerned persons, for example merchandiser, production manager, IED, cutting manager, pattern master etc is present in this meeting, to discuss the technicalities. In the cutting department there are three cutting teams. Master prepares a cut order plan and after job order is received from the production manager, master gets the fabric from the fabric stores and maker from the CAD department. Most common considerations during cut order planning No of sizes in order No of color in the order Maximum/minimum no of sizes allowed in marker Maximum spread length Maximum ply height Fabric cost per yard Cut table fabric width Width variation Fabric utilization report Fabric inspection report Lot card Shrinkage report Fabric having Lycra, spandex, wool blend are relaxed for 10 to 12 hours, prior to spreading. Quality assurance inspector conducts inspection after spreading and cutting. He checks the layer for following defects:- After spreading Marker placing Tension Miscut Notches Bowing Leaning Others After cutting Accuracy Matching the top, middle and bottom ply with pattern Notches/drill holes Fabric layering system:- Spreader in the cutting room receives layer spreading cutting job card from the master. This document has all the details for the spreading of each lay. From this document the spreading personnel can make sure that the following fabric details are correct before beginning to spread Fabric type Fabric name Fabric width Shrinkage Color Lot no Layer length No of pieces Total pieces Quality control of the spreading:- As soon as the spreading of a lay is finished the quality assurance inspector is asked to check it before cutting can commence. The quality control inspector in the cutting room will receive the spreading and cutting report from the cutting room manager. This document has all the relevant details for the inspector, to ensure that the spreading is right. The quality assurance inspector ensures the following:- Fabric Number of piles Lay length Ends Tension Remnant Splices Pattern Quality control of the marker:- The quality control inspector would check the following:- Correct marker Ratio Pattern Missing pieces on the marker is quite a common problem in cutting rooms especially if number of components in a garment is more. That is why the total no of the pattern pieces is checked. There must be no overlapping of the pattern pieces on the marker either. Once the fabric is cut there is no question of taking it back for a change or refund. All possible precautions must be taken in the cutting room to ensure that once the knife cuts into the fabric everything is correct. Quality control of cutting:- After the quality assurance inspector approves the spreading, the lay is ready for cutting. The cutter can also make sure that the following marker details are correct before starting to cut the fabric. Cut number Marker number Marker length Fabric spreading length The cutting personnel ensure that the markers have been placed in the correct direction on the fabric. Areas for checking are as follows: Ensure that all the edges of the marker have fabric underneath them-ends and sides. Ensures that the marker is laid square to the fabric and not-at an angle to the fabric. If this not controlled then it will create problems in the sewing section. Fusing system:- A properly trained supervisor is appointed to check temperature, pressure and timing cycle each morning, noon, mid afternoon and at critical fabric changes. Check for consistent temperature and across fusing head. The quality control department on daily basis reviews results. Quality assurance department evaluates fusible parts for defects such as color change, surface appearance and hand feel. Fuse line temperatures are established using temperature papers. Fuse line temperature is the temperature between the shell fabric and the fusible product at the time of fusing. Some times due to special finishes on the shell fabric, fusing machine is adjusted accordingly. Numbering system:- This is probably one of the most important control points in the manufacturing process. All the components are numbered including parts of the garments that have embroidery, fusing or washing and other value addition. If numbering is not done, then the problems of shaded garments, incorrect sized garments and garment pieces occur. These entire problem can be avoided using number system. The company is having separates numbering tables. Once cutting is carried out, the cut parts are put on the trolley and moved to the numbering table. Separate numbering tables are the best as they allow the cutting table to be cleared immediately after the cutting of the fabric has taken place. Stickers can be located on either the right or wrong side of the fabric depending on whether the garment will have interlining attached to it. It should be noted that if the stickers are attached to the right side of the fabric, then snickering not left on the fabric. GARMENT PROCESSING UNIT Aim: To work towards most moderate washes while striking a right balance of handwork and chemistry. Also to achieve/generate consistency of shades and quick production techniques keeping in view the requirement of our esteem clientele. Capabilities :- well starting with neat rinse washes, silicon sand wash, peach hand brushing on party wears, whickering coupled with Laser sand Blasting and tinting on Denims. Garment overdyes : -we have to our experience, Heavy canvas Garment overdyes added with stone enzyme wash to give it a weathered look; vintage Grannys garment looks are possible. We do garment over dyes on Linen, Denims, canvas, Twills and the list is being added upon every day at our RD section. Range of colors is available On demand, shade bands are well taken care of. For twills, we have facility to do BIOPOLISHING which added with sand wash, silicone wash, gives fabulous hand feel, and a strong crisp as and how desired. Laser :- The design made over the surface of fabric by laser engraving technology are being strongly pursued by various customer of OCL this fashion is yet to Explored by masses as it is a Rare Technology. Well seeing believes and only few of special clientele of orient craft saw this machine creating designs on various denims, canvas, jersey, and especially overdyes left speechless, yet smiling. STANDARD OPERATING PROCEDURE FOR TRIMS Receive Indent from Merchandiser Ensure that work sheet describes the complete specifications of accessories. Decide the vendor to whom order is to be placed based upon rates. Prepare the purchase order Place the P.O. to the vendor and enter the details in purchase register RECEIPT Receive information of material arrival along with bill/challan Verify the description and quantity of bill with relevant P.O and P.O register Verify the quantity with bill Send one piece of the accessory on the approval card to the concerned merchandiser. However, approval is not required for production equipments and consumables Enter the details of consignment in store receipt Update stock register and style sheet in file ISSUE Receive requirement of material on requisition slip and verify authorized signatures Prepare challan for the items to be issued Issue the material and get acknowledgement on the challan Update stock register and style sheet in file Receive the material returned from production along with style number indicated on return challan Verify that the material is not damaged. If so, indicate on challan Update stock register STORAGE PRESERVATION Keep the rejected material in the area defined for it Keep the approved material at defined location Ensure that adequate preventive measures are taken to safe-guard the material against damage LITERATURE REVIEW MEANING AND NATURE OF JOB SATISFACTION The term Job Satisfaction is of great relevance in the field of human resource management. So we can define Job Satisfaction a: Job Satisfaction is a set of favorable or unfavorable feeling which employees view in their work. Job Satisfaction is the fulfillment and gratification that comes from work. It is not the money, the benefits or the vacations. It is the good feeling one receive from doing his work itself. Anyone who works in an organization develops a set of attitude about work which is usually referred under the term job satisfaction. Like other attitudes Job Satisfaction is composed of emotional informational and behavioral elements can vary in intensity and consistency can be acquired from a variety of sources. Virtually every job can provide a level of satisfaction. Job Satisfaction comes when one accept a job for what it is and exploits the sources of satisfaction that comes with it. Many different sources of satisfaction are tied to the same job. Good feeling can come from high performance, quality work, learning new skills, working as a part of a team, assisting coworkers, and receiving compliments. Job Satisfaction is achieved daily by digging out satisfiers wherever they can be found. This is true even if an individual is marking time until he or she gets into a better carrier area. The trick is to enjoy your present job while you prepare for a better one. Many people gain considerable satisfaction from doing ordinary jobs. They make quality time out of their working hours no matter what their assignment may be. So, from the discussion we can say that job Satisfaction and different aspects of their job. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the part, job Satisfaction was approached by some researcher from the perspective of need fulfillment- that is whether or not the job meets the employees physical and psychological needs for the things provided by works such as pay. LEVELS OF SATISFACTION Job Satisfaction varies. Researcher suggests, the higher the prestige of the job, the greater the job satisfaction. But, many workers are satisfied in even the least prestigious jobs. They simply like what they do. -Most workers like their work if they have little supervision. -The list satisfied workers are those in service occupations and managers that work for others.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   -Ethnic and religious orientation is associated to work attitudes and Job Satisfaction is related to education. EFFECTS OF JOB SATISFACTION ON ATTITUDES OF THE EMPLOYEES The term Job Satisfaction and Job Attitude are used interchangeably. Both refer to effective orientations on the part of the work that the individual is presently doing. Positive attitudes towards the job are conceptually equivalent to job satisfaction and negative attitude toward the job indicates job dissatisfaction. However, there is some difference between the terms attitude and satisfaction. Attitude refers to predisposition to respond. But job satisfaction, relates to performance factors. Attitude reflects ones feeling towards individuals, organizations and objects. But satisfaction refers to ones attitude to a job. Attitudes are generally enduring. But, Job Satisfaction is dynamic; it can decline even more quickly than it developed. RELATIONSHIP BETWEEN JOB SATISFACTION AND PRODUCTIVITY OR PERFORMANCE The traditional view that a happy worker is a productive worker does not support todays complex relationship between job satisfaction and productivity. Performance leads to two kinds of rewards-intrinsic and extrinsic. The intrinsic rewards such as growth, challenging job, etc stem from the job itself and extrinsic rewards are under the control of management such as salary, bonus etc. Intrinsic rewards are more closely related to satisfaction. For instance, if a worker performs well on a challenging assignment, he gets an immediate feeling of satisfaction. In practice, there may not be a direct cause and effect relationship between job satisfaction and productivity at lower levels because productivity is determined by outside factors like speed of machine, quality of materials, type of supervision, etc. However, the satisfaction-performance relation may be stronger for people working as professionals, or in supervisory and managerial positions. IMPACT OF JOB SATISFACTION ON ABSENTEEISM Absenteeism: By absenteeism we mean a condition that arises when an employee fails to come to work when he is scheduled to work. The study of absenteeism is very important because excessive absenteeism tells upon the productivity of the organization. At the time, when production is at the peak and skilled labour is scarce, the absence of some employees will be very much disruptiveÃÆ' · to production schedule. Excessive absenteeism involves a considerable loss to the organization because work schedules are upset and delayed, and management has to give overtime wages to meet the delivery dates. Impact: There is a negative relationship between satisfaction and absenteeism, through the correlation is not high. It makes sense that dissatisfied workers are more likely to abstain from work as compared to the satisfied workers. But even the satisfied workers may absent themselves from work-place to enjoy a thee-day weekend or to watch a five-day cricket match. That means outside factors can act to reduce the correlation between dissatisfaction and absenteeism. IMPACT OF JOB SATISFACTION ON EMPLOYEE TURNOVER It is predicted that under different economic cycle, different Human Resource Management practices have differential impact on employee turnover. Mainly in an economic recession, employees are less willing to quit their jobs because there are fewer employment options available. Unlike the relationship between satisfaction and productivity, the connection between job satisfaction and employee turnover is established beyond doubt. It has been demonstrated that workers who have relatively low levels of job satisfaction are the most likely to quit their jobs and that organizational units with the lowest average satisfaction levels tends to have the highest turnover rates. When employees identify with organizational goals, they are less likely to leave the organizations to work for other. So in order to survive for a firm in a global economy, it is necessary to design effective human resource management that encourages the retention of high-performing employees, particularly among skilled employees. FACTORS AFFECTING JOB SATISFACTION Several elements contribute to job satisfaction. These are discussed below: Nature of work- Job Satisfaction is related to the aptitude of the employee. If the employee is given a work for which he has no aptitude, the job will provide no attraction to him. Hence the question of contribution, creativity or motivation does not arise. It is for the management that each worker gets the job of his own choice. Type of supervision- the employee-centered supervisory style enhances job satisfaction as the leader looks after subordinates carefully, displays friendship, respect and warmth etc., towards them. On the other hand, production-oriented leader may cause low job satisfaction to the employees and may affect the turnover and absenteeism adversely. Of course, it all depends on the situation. Working condition- Job Satisfaction is related to working conditions also. The work is more attractive if working conditions involve such facilities as adequate light, comfortable temperature, attractive surroundings, etc. Avenues of promotion- Promotional opportunities affect Job Satisfaction considerably. The desire for promotion is generally strong among higher level employees as it involves change in job content, pay, responsibility, autonomy, status and the like. It is no surprise that the employee promotion as the ultimate achievement in his career and when it is realized, he feels extremely satisfied. Nature of work-Group- It is the work-group that fulfils the need for social interaction of the members. If the worker has good relations with the fellow employees and the supervisor, he will feel satisfied. If the work-group enjoys a higher status, his Job Satisfaction will increase further. Employee Morale- If the employee morale in an organization is higher, satisfaction with job is likely to be higher and vice-versa. The workers will be loyal to the organization if their morale is higher. The rates of absenteeism and labour turnover will also be low because of psychological satisfaction from the job. Rewards System- Economic rewards ply a significant role in influencing Job Satisfaction. This is because of two reasons. First, money is an important instrument in fulfilling ones need; and secondly, employees often see pay as a reflection of managements concern for them. Employees want a wage or pay system which is simple, fair, and in line with their expectations. When pay is seen as fair, based on job demand, individual skill level, and community pay standards, satisfaction is likely to result. What needs emphasis is that it is not the absolute amount paid that matters, rather it is ones perception of fairness of compensation. Employee Satisfaction is So Vital to Customer Delight A consistently high level of employee motivation and commitment are the key factors in developing a positive working environment for any business, claims Jonathan Crookall, group talent and learning director at Lloyds TSB in London. He says: A positive work environment starts with people having a clear sense of purpose and direction, as well as having the opportunity to participate, engage and be involved in that process. This includes giving your staff some degree of self-determination, and making sure that they know their objectives and specific goals. Clearly, an open environment of feedback, support and challenge from their boss and from the people around them is vital. We all spend a lot of time at work but if there is a clear sense of success, output and delivery connected to a clear goal and purpose then people will feel a lot more engaged and committed to what they are doing. Essentially, the overall workforce will be highly motivated if the alignment between what the organization is trying to achieve as a whole and what the individual employee is trying to do within their particular role is strong and coherent. In this context, it is particularly important for managers to be aware that the simple motivational tools of material reward and remuneration are only very basic factors in term of what attracts people to want to work at and commit to a particular organization, advises Crookall. As well as pay levels, research by the Corporate Leadership Council (CLC) found that people also joined organizations on the basis of career opportunity, organizational stability and its future prospects. When it comes to employees deciding whether or not to stay at a company, they are very much influenced by how they are developed as individuals, how they perceive the career path ahead of them, whether they work in a collegiate and supportive working environment, and of course, whether they have a good boss. A good boss can best be defined as someone who is clear about direction but also provides headroom for someone else in the team to come up with ideas and add something of them into the role. They must be able to strike a balance between being a good coach helping people to develop and see their way through problems and opportunities and a good role model with values that they practice as well as preach. Finally, a good boss will also have the ability to maintain a constant flow of feedback, communication and debate with their employees, which means regular one-to-ones and team meetings, and an open door, approachable style. Of course, it is not only individual employees who can benefit from productive working environments it is an organizations customer too, according to Crookall. He says: The direct correlation between levels of positivity within the workplace and individual customer satisfaction is crucial to Lloyds TSBs business operations. Theres no doubt that if employees are feeling good about their working environment then the customer feels it too. In other words, we are far more likely to satisfy a customers needs if we feel empowered and have the requisite authority to make decisions that can positively impact the customer. Indeed, the people who are committed and switched on to their organizations goals are more inclined to provide a positive customer experience. [Jonathan Crookall, as Group Talent and Learning Director at Lloyds TSB, is responsible for the banks talent management programs, leadership development strategies and approach for performance management] Employee Satisfaction Customer Satisfaction Are Closely Linked In the highly competitive business environment of today companies spend large amounts of money on marketing to increase their customer base but sadly they do not make efforts to increase employee happiness or satisfaction. They fail to realise that disgruntled staff equals loss of valuable customers. Companies often overlook the fact that their success lies in the happiness of their employees. Many organisations never attempt to find out if their employers enjoy and derive satisfaction from their work and if they are happy with their roles or feel valued and appreciated for their work. Their response to these queries will be a major influence in what employees say and do within and outside the company that can affect its image. Employers who do not undertake such employee surveys are unaware that employees impact the bottom line and satisfied employees will be committed and loyal. They will project a positive image of the company and willingly do their best to satisfy customers. Many research studies have highlighted the correlation between employee satisfaction and good customer service and as a consequence more profits. The studies reveal a distinct link between these factors. Some key findings: Customer satisfaction and loyalty directly impact profit and growth of the organisation Better customer service means customer satisfaction and based on positive interactions with employees by customers, advocacy of the company by them to others Satisfied employees provide better customer service Congenial work environment translates to employee satisfaction In essence, employers should have employee and customer satisfaction on their priority list when planning for business growth. For formulating such plans they need constant feedback from both. Any strategy for growth should be based on the belief that if employee satisfaction, loyalty and commitment can be gained then it will automatically lead to customer satisfaction and loyalty and consequently the growth of the business. The link between happy employees and customer satisfaction is termed as the value profit chain. An important aspect of this chain is the role of employees. Without doubt employee behaviour and attitude to work has a lot to do with the work environment. A positive environment leads to greater employee satisfaction whereas a negative one mars employee performance. A Gallup survey of employees on workplace conditions that created a positive environment revealed the following: Employees are happy when they are allowed to do what they are good at When their opinion is taken into account When there is a correlation between employee goals and organisational goals Above all employees need to feel valued for their contribution to the companys growth. Fair compensation with employee participation in the decision making process will increase employee engagement. Open communication lines between the employer and employee are equally important. Information regarding the companys performance and its vision will provide employees motivation and a cause to work for. The belief that money is the sole motivating factor for employee happiness is outdated and also the belief that they should be thankful for having a job. Employers who think that any investment or effort towards increasing employee satisfaction is a waste will see little growth of their business unlike those who adopt a more holistic approach and work towards increasing employee happiness. These smart employers will ensure their companys growth. Some pointers to increase employee happiness: The management should identify the factors that motivate employees to come for work and help them in achieving their goals They should be empowered to do the work they are hired for. Constant monitoring and micromanaging can be stifling and hamper performance. They need to be given some autonomy and treated with respect. Employees need to be kept informed and their involvement in the decision-making should be encouraged. The management has to clearly communicate its expectations to the employees regarding the quality of work, honesty, performance standards and work ethics. Those who are above par must be given due recognition. The best talent should be hired and after providing them the initial guidance, they should be allowed to work on their own. These measures can ensure employee happiness, which will be obvious from the way they handle customers. Amiable relationship with clients/customers results in happy customers who give positive publicity to the company. This is a continuous and mutual process because employee attitude and behaviour results in satisfied customers and when they are happy employees are inspired to work better and improve the quality of service. The first priority of any organisation should be to make employees happy and customer satisfaction will naturally follow. RESEARCH OBJECTIVES OBJECTIVE: The main objective of this Dissertation is to study the level of employee satisfaction in the Orient Craft (A Garment Export organization, based in Gurgaon). Therefore the main objectives of this research study are:- To assess and evaluate the level of satisfaction (high or low) of the employees of Orient Craft To know the factors/reasons from the employees of Orient Craft which are necessary for increasing their satisfaction level LIMITATIONS AND SCOPE It was very difficult to catch most of the employees at a time when they were needed. All the employees could not be contacted for the survey Issue of biasness can not be denied RESEARCH METHODOLOGY Small Introduction: Research methodology is a way to systematically solve the research problem. When we talk about research methodology we not only talk of the research methods but also consider the logic behind the method we used in the context of our research study and explain why we are using a particular method or technique and why we are not using others so that research results are capable of being evaluated either by the researcher himself or by others. Most common Methods and Techniques of research are as: Library Research Analysis of documents Field Research Non participant direct observation Questionnaire Personal interview Group interview Telephone survey Asfar as this dissertation concerns my study was based on to measure the employee satisfaction level among the employees of Orient Craft. Hence, for that purpose I need to use Field Research Method under this method I have used Questionnaire, Personal Interview and Direct observation techniques for perfect results MANAGERIAL USEFULNESS OF THE STUDY This study was very much useful for me to understand the management functioning and its applicability in the organization. During this survey I have interacted with most of the employees personally and observe lot of things and must say learnt a lot of practical thing from those people. But as we are talking about managerial usefulness of this study so, as I conducted survey with the help of well-formatted questionnaire, all feedbacks were kept by the management for their future studies as secondary data which will be used during promotion, while introducing new policies, decision making etc. My over all study was taken very seriously and management also asked me about my interpretations and its usefulness. So, finally overall study and surveys were really useful and enjoyed by me and the management also showed their interest in the whole study and gave me positive response all the time. SELECTION OF SAMPLE (Sample size) As for as sample size is concerned, I tried to target all the employees of my organization as a sample, but only succeeded in getting the responses from 60 employees DATA COLLECTION For the data collection I have followed field survey methods questionnaire technique, personal interview and direct observation methods to collect the data.   RESEARCH HYPOTHESIS FORMULATION HYPOTHESIS FORMULATION In this section the research questions are based on the question forming the hypothesis to find the degree of correlation between various independent factors. HYPOTHESIS 1: To find out whether there is a relationship between the job satisfaction and employee productivity. NULL HYPOTHESISHO: A HAPPY WORKER IS NOT A PRODUCTIVE WORKER ALTERNATE HYPOTHESISh3: A HAPPY WORKER IS A PRODUCTIVE WORKER The calculated value (10.9) is smaller than the observed value (9.22). Hence, Null hypothesis rejected. It means that there is a strong relationship between the job satisfaction of an employee and his/her performance. That is to say that a happy worker may become a productive employee. This relationship of job satisfaction and employee productivity has been clearly stated, proved and presented under the section data analysis through graphs. DATA ANALYSIS 1) NUMBER OF YEARS SPENDS IN THE COMPANY TOTAL NO OF YEARS NO OF RESPONDENT PERCENTAGE 0-05 30 60 05-10 10 20 10-15 06 12 15-20 04 08 Interpretation: From the above graph we came to know that 60% of the employees were working in Orient Craft from 0-05 years, 20% from 05-10 years, 12% from 10-15 years and 08% from 15-20 years 2) SATISFACTION FROM CURRENT JOB SATISFACTION NO OF RESPONDENT PERCENTAGE YES 42 84 NO 08 16 Interpretation: From the above data we came to know that 84% of employees were satisfied with their current job and only 16% were dissatisfied. 3) SATISFACTION FROM COLLEAGUES SATISFACTION NO OF RESPONDENT PERCENTAGE YES 40 80 NO 10 20 Interpretation: From the above data we came to know that 80% staffs were satisfied with their colleagues and only 20% were dissatisfied. 4) INFLUENCE TO DO THE BEST JOB IN THE ORGANISATION INFLUENCES NO OF RESPONDENT PERCENTAGE IMMEDIATE BOSS 36 72 SUBORDINATE 00 00 CEO/MD 08 16 INNER MOTIVATION 06 12 Interpretation: From the above data we came to know that 72% of the employees were influenced with their immediate boss, 16% from CEO/MD, 12% from their inner motivation to do the best job in the organization. 5) MOTIVATION BY THE SUPERIOR RESPONSES NO OF RESPONDENT PERCENTAGE STRONGLY AGREE 28 56 AGREE 16 32 NEUTRAL 06 12 DISAGREE 06 00 STRONGLY DISAGREE 00 00 Interpretation: From the above data we came to know that 56% of the employees strongly agree, 32% agree, 12% were neutral in saying that they are motivated by their superior. 6) FAIRLY EVALUTION OF PERFORMANCE RESPONSES NO OF RESPONDENT PERCENTAGE STRONGLY AGREE 14 28 AGREE 20 40 NEUTRAL 12 24 DISAGREE 04 08 STRONGLY DISAGREE 00 00 Interpretation: From the above data we came to know that 28% of the employees strongly agree, 40% agree, 24% were neutral and 08% disagree in saying that their performance is fairly evaluated. 7) PERFORMANCE AND LOYALTY ARE RELATED TO REWARDS BY THE SIDE OF THE ORGANISATION RESPONSES NO OF RESPONDENT PERCENTAGE STRONGLY AGREE 10 20 AGREE 18 36 NEUTRAL 16 32 DISAGREE 06 12 STRONGLY DISAGREE 00 00 Interpretation: From the above graph we came to know that 20% of the employees strongly agree, 36% agree, 32% were neutral and 12% disagree that their performance and loyalty are related to rewards by the side of the organization. 8) SATISFACTION WITH INCENTIVES SATISFACTION NO OF RESPONDENT PERCENTAGE YES 30 60 NO 20 40 Interpretation: from the following data, we came to know that 60% of the employees were satisfied with their incentives and 40% were dissatisfied. 9) SATISFACTION WITH THE POLICY OF THE COMPANY SATISFACTION NO OF RESPONDENT PERCENTAGE MORE SATISFIED 10 20 PARTIALLY 34 68 NOT SATISFIED 04 08 Interpretation: From the following data, we came to know that 20% of the staffs of Orient Craft were more satisfied, 68% were partially satisfied and 08% were not satisfied with the policy of the company. 10) WORKING CONDITION INSIDE ORGANISATION COMFORTABLE OR NOT RESPONSE NO OF RESPONSES PERCENTAGE YES 46 92 NO 04 08 Interpretation: From the following data, we came to know that 92% of the employees were comfortable with the working condition inside the organization, while only 08% were not comfortable. 12) ENJOYING DOING WORK MORE INNOVATIVELY RESPONSES NO OF RESPONDENT PERCENTAGE STRONGLY AGREE 16 32 AGREE 24 48 NEUTRAL 10 20 DISAGREE 00 00 STRONGLY DISAGREE 00 00 Interpretation: From the above data we came to know that 32% of the employees strongly agree, 48% agree and 20% were neutral in saying that they are enjoying doing their work more innovatively. 13) FLEXIBITITY AND INDEPENDENCY ALLOWED IN TAKING DECISION IN JOB SATISFACTION NO OF RESPONDENT PERCENTAGE HIGHLY SATISFIED 18 36 PARTIALLY 30 60 NOT SATISFIED 2 4 Interpretation: From the above data we came to know that 36% of the employees were highly satisfied, 60% were partially satisfied and only 04% were dissatisfied in saying that flexibility and independency is allowed in taking decision in their job. 14) SKILLS ARE PROPERLY UTILISED OR NOT SATISFACTION NO OF RESPONDENTS PERCENTAGE HIGHLY SATISFIED 16 32 PARTIALLY 20 40 NOT SATISFIED 12 24 Interpretation: From the following data we came to know that 32% of the employees were highly satisfied, 40% were partially satisfied and 24% were not satisfied in saying that their skills are properly utilized. 15) FREQUENT STRESS OUT AT WORK RESPONSES NO OF RESPONDENTS PERCENTAGE STRONGLY AGREE 10 20 AGREE 18 36 NEUTRAL 08 16 DISAGREE 08 16 STRONGLY DISAGREE 06 12 Interpretation: From the following data we came to know that 20% of the employees strongly agree, 36% agree, 16% were neutral, 16% disagree and 12% strongly disagree in saying that they got frequent stress out at work. 16) FULFILLMENT OF CARRIER GOALS AND ASPIRATIONS BY THE ORGANISATION RESPONSES NO OF RESPONDENT PERCENTAGE STRONGLY AGREE 12 24 AGREE 22 44 NEUTRAL 08 16 DISAGREE 08 16 STRONGLY DISAGREE 00 00 Interpretation: From the above data we came to know that 24% of the staffs of orient craft strongly agree, 44% agree, 16% were neutral and next 16% disagree in saying that this organization is fulfilling their carrier goals and aspiration. 17) SATISFACTION WITH THE METHOD OF CONFLICT MANAGEMENT IN THEORGANISATION SATISFACTION NO OF RESPONDENT PERCENTAGE HIGHLY SATISFIED 12 24 PARTIALLY 28 56 NOT SATISFIED 10 20 Interpretation: From the following data we came to know that 24% of the employees were highly satisfied, 56 were partially satisfied and 20% were not satisfied with the method of conflict management in the organization. 18) SATISFACTION WITH THE PROMOTIONAL POLICIES SATISFACTION NO OF RESPONDENT PERCENTAGE YES 36 72 NO 14 28 Interpretation: From the above data we came to know that 72% of employees were satisfied with the promotional policies of the company. While 28% were dissatisfied. 19) SUGGESTION FOR CHANGES OF HR POLICY FOR THE COMPANY SUGGESTION NO OF RESPONDENT PERCENTAGE PAYROLL REVISION 10 20 PROMOTION 10 20 TRAINING AND DEVELOPMENT 16 32 OTHERS 14 28 Interpretation: From the above data we came to know that 20% of the employees suggests for payroll revision, next 20% for promotions, 32% for training and development and remaining 28% for other changes of HR policy of the company. SWOT ANALYSIS SWOT analysis is a tool for auditing an organization and its environment. It is the first stage of planning and helps marketers to focus on key issues. SWOT stands for strengths, weaknesses, opportunities, and threats. Strengths and weaknesses are internal factors. Opportunities and threats are external factors. SWOT analysis can be extremely beneficial to those who objectively analyze their company. STRENGTHS WEAKNESSES OPPORTUNITIES THREATS STRENGTHS    WEAKNESSES 1) High quality of products with   1) Wastage of garments while the use of high technologies manufacturing. 2) Primary aim is customer satisfaction. 2) Dissatisfaction among some of the employees due to company policy. OPPORTUNITIES THREATS 1) Upcoming technologies for 1) arrival of new competitive advancement products in the market. 2) Upcoming new customers. 2) Implementing new regulations in the company. CONCLUSION IMPLICATIONS In my study, as I have done a research work through a survey in which I have interacted with many employees of the company of Orient Craft Limited. I conducted my survey through questionnaire of sample size of 50 employees. As my project was to find the job satisfaction level of the employees, I interviewed the employees. Then the information I have got I tried to assemble those data, which I have collected in most appropriate manner. After the findings I have tried to come out in with analysis that is represented in the pictorial form that is bar diagram and pie chart then made the percentage of the employees who are satisfied and those who are dissatisfied with their job. After analysis I found that maximum staffs working in Orient Craft are satisfied with their job. However, few of them are also dissatisfied because of the lack of good policy of the company. In concluding remarks, it will be appropriate to say that most of the employees are satisfied with their current job in Orient Craft Limited. I came in contact with some employees who were working for 15-20 years in the company. When I asked are they satisfied with their job? Reply I got was I am fully satisfied thats why I am here from last 20 years. From my study I came to know that 84% of the employees are satisfied with their job and only 16% are dissatisfied.80% employees are satisfied with their colleagues and only 20% are dissatisfied. 72% employees were influenced by their immediate boss, 16 from CEO/MD, and 12% from inner motivation. 56% strongly agree, 32% agree and 12% are neutral in the reply that their superior is properly motivating them. 60% employees were satisfied from their incentive and 40% were dissatisfied. 20% are satisfied, 68% are partially satisfied and 08% are dissatisfied with their companys policy. 32% strongly agree, 48% agree, 20% were neutral in saying that they enjoy doing their work more innovatively. 32% were highly satisfied, 40% were partially satisfied and 24% were not satisfied in saying that their skills are properly utilized. 24% strongly agree, 44% agree, 16% were neutral and 16% were disagreeing with the concept that organization is fulfilling their carrier goals and aspirations. 72% are s atisfied with the promotional policies of the company and 28% were dissatisfied. 20% employees suggests for payroll revision, 20% for promotions, 32% for Training and Development and 28% for other type of changes for the company HR policy. It is time companies accepted the fact of competent employees leaving the organizations as and when they find more stimulating new jobs. There is no single reason that can be attributed to such migration, for each employee is driven by his intrinsic motivation. Hence compensation however attractive it might be, fails in retaining the talent on its own. Managing retention of talent has thus become a big challenge, though all is not lost. Companies must hook up their HRM practices to transform their workplace into exciting place so that no employee ever feels like leaving the organization. The top management team needs to first identify the causes behind the exodus and understand them. It is only after this that some good retention strategies can emerge.