A Doll s House By Henrik Ibsen - 1135 Words

In the play, â€Å"A Doll’s House† by Henrik Ibsen, and the novel, The Awakening by Kate Chopin, the two protagonists named Nora Helmer and Edna Pontillier depict feminist ideals during the Victorian era in their struggle for independence, both sexually and emotionally. Nora and Edna are feminists in the late 1800s, trapped in an era and a society dictated by men. Both works parallel together and are significant because they show how Edna and Nora awaken, as their roles and self-realization progress in their respective families. Edna and Nora are emblematic of many women of this era whose roles also began to change as they became activists for women’s rights. Ibsen and Chopin utilize setting, characterization, and plot to depict realism in these works making a social statement. Throughout history, there has been a constant struggle for equality in one aspect of mankind or another. Often, these movements for equality arise during times of strain. Many authors throughout history have addressed these inequalities through writing in order to bring awareness of their readers. Chopin and Ibsen address the inequalities of women in their works, The Awakening and â€Å"A Doll’s House.† In both works, the authors illustrate the women’s growth as they seek equality among their male counterparts, an idea not previously explored in literary works during this era. The settings in the novel and play were interesting and confusing times for women in societies all over the world. Many women heldShow MoreRelatedHenrik Ibsen s A Doll House1563 Words   |  7 Pages In the play, A Doll House by Henrik Ibsen, the title itself symbolizes the dependent and degraded role of the wife within traditional marriages. Ibsen portrayed the generous nature root into women by society, as well as the significant action of this nature, and lastly the need for them to find their own voice in a world ruled by men. Ibsen wrote this play in 1879, this is the era where women were obedient to men, tend the children until their husband came home, and stood by the Cult of DomesticityRead MoreA Doll s House By Henrik Ibsen1717 Words   |  7 Pagesâ€Å"A Doll, a Partner, and a Change† Social movement of women liberation toward equal rights and independence has been a big subject in human history. It happens not only in Europe but also all over the world. Though making progress, this movement has been advancing slowly and encountered backslashes from time to time. Maybe there is something deeply hidden which the society has not figured out yet, even women themselves. What do women want, freedom or good life? Most of the time, they are notRead MoreA Doll s House By Henrik Ibsen1291 Words   |  6 Pages A Doll s House by Henrik Ibsen, is a play that has been written to withstand all time. In this play Ibsen highlights the importance of women’s rights. During the time period of the play these rights were neglected. Ibsen depicts the role of the woman was to stay at home, raise the children and attend to her husband during the 19th century. Nora is the woman in A Doll House who plays is portrayed as a victim. Michael Meyers said of Henrik Ibsen s plays: The common denominator in many of IbsenRead MoreA Doll s House By Henrik Ibsen1288 Words   |  6 Pages Henrik Ibsen’s A Doll’s House is based in the Victorian society of the 19th century. It assesses the many struggles and hardships that women faced because of marriage â€Å"laws† that were crucial during that time period. The society was male- dominated with no equality. Nora is the protagonist in A Doll’s House and the wife of a man named Torvald. This play is about Nora’s voyage to recognizing her self- determination and independence. She transforms from a traditional, reserved woman to a new, independentRead MoreA Doll s House By Henrik Ibsen1298 Words   |  6 Pagesâ€Å"There is beauty in truth, even if it s painful. Those who lie, twist life so that it looks tasty to the lazy, brilliant to the ignorant, and powerful to the weak. But lies only strengthen our defects. They don t teach anything, help anything, fix anything or cure anything. Nor do they develop one s character, one s mind, one s heart or one s soul.† (Josà © N. Harris). Nora Helmer’s choice to lie and deceive is inappropriate and wrong for women to do to her husband during this time period; itRead MoreA Doll s House By Henrik Ibsen1037 Words   |  5 PagesHenrik Ibsen s A Doll s House is a work of literature genius. This three-act play involves many literary technics that are undermined by the average reader such as the fact that the plot shows the main characters Torvald and his wife Nora live the perfect life. An ironic paradox based around the fact that Nora and Torvald’s relationship is the complete opposite of perfect. Also, bringing upon a conflict as well, appearance versus reality. These little hidden meanings within stories are what areRead MoreHenrik Ibsen s A Doll House Essay1501 Words   |  7 PagesHenrik Ibsen’s play â€Å"A Doll House† was set in the Victorian era, a time where women were highly respected. Women in this time period did not work, they had nannies to take care of their children and maids to take care of their homes. Many women had no real responsibilities, they spent their time having tea parties and socializing with their friends. Henrik Ibsen dared to show the realism of the Victorian era while everyone else would only focus on the romantic aspect. In the play, â€Å"A Doll House†Read MoreA Doll s House : Henrik Ibsen962 Words   |  4 PagesDrama Analysis A Doll’s House (Henrik Ibsen) And Trifles (Susan Glaspell) In comparing both dramas, the overwhelming aspect of convergence between both is the open discussion of gender identity. Both dramas make similar points about what it means to be a woman. Modern society in both dramas is constructed with men holding power over women. This is seen in Trifles in how men like George Henderson and Mr. Hale are myopic. The premise of the drama is how women worry over trifles, and the dismissiveRead MoreA Doll s House By Henrik Ibsen1421 Words   |  6 PagesIn A Doll’s House, Henrik Ibsen examines conventional roles of men and women in the nineteenth century. In the play, Nora exemplifies the conventional feminine standard during that period. She seems to be powerless and confines herself through high standard expectations, demonstrating what the role of a women would be as a wife and mother. The protagonist of A Doll’s House is a woman named Nora Helmer. Ibsen shows how Nora’s design of perfect life gradually transforms when her sec ret unravels. InRead MoreA Doll s House By Henrik Ibsen876 Words   |  4 PagesA Doll’s House by Henrik Ibsen A Doll’s House takes place in the home of Torvald and Nora Helmer. Through conversation with Nora’s good friend Kristine Linde it is revealed that Mr. Helmer was ill around the same time Nora’s father died. Luckily Nora’s father left her enough money that Torvald and Nora could go on a life saving trip to Italy. But the truth comes out when we find out Nora’s father did not leave her a penny. We find out that Nora got a hold of the money through a loan but she signed

Religion And Its Impact On Society - 1343 Words

Even before there were millions of copies of bibles in circulation religion has been a part of society that has always been there. But is this idea of rules and regulations enforced by a belief system really helpful to society? In a world without religion would there be less wars, hatred, and discrimination? With so many people involved or affiliated with religion it is important to explore deeper into the negative impact that religion has on society and try to make the world a better place with information that will help all. At a personal level religion fulfills the role of accounting for a lack of knowledge and offering hope in the face of difficulties while also offering a sense of belonging. To identify with a religious ideology, and call it the only truth and way, leads to the tremendously negative consequences of hatred, racism, and all kinds of violence. These consequences of a world in disarray due to religion far outweigh the small personal fulfillments. As Steven Weinberg, an American physicist and Nobel laureate states, â€Å"With or without religion, you would have good people doing good things and evil people doing evil things. But for good people to do evil things, that takes religion.† Although religion claims to lead people towards truth, light, and happiness, in reality it actually leads them in the opposite direction. The most popular argument against religion in society is the fact that religion leads to war and violence which then in turn results in poverty,Show MoreRelatedReligion And Its Impact On Society1473 Words   |  6 Pages The dictionary defines society as â€Å"an organized group of persons associated together for religious, benevolent, cultural, scientific, political, patriotic, or other purposes† and religion as â€Å"something one believes in and follows devotedly; a point or matter of ethics or conscience.† The question stated on our political survey reads â€Å"shared religious belief isn’t and important part of our society.† And I disagree with that. Almost everyone has his or her own sets of beliefs and morals, which isRead MoreReligion And Its Impact On Society1163 Words   |  5 PagesReligion has created major turmoil in America. Every night on the news, specialists elaborate more and more about the candidates and their ideas. Many of the most c ontroversial issues are refugees, terrorism, and abortion; all of which all have aspects dealing with religion. This is a sharp contrast to the supposed â€Å"separation† of church and state in America, since citizens are electing the next president based on his religion-based opinions. These opinions are often altered through the instantaneousRead MoreReligion And Its Impact On Society910 Words   |  4 PagesNot a single person would define religion, in their own words, the same as anyone else. James Martineau, an English philosopher influential in the history of Unitarianism, once said â€Å"Religion is the belief in an ever living God, that is, in a Divine Mind and Will ruling the Universe and holding moral relations with mankind.† Many different people see religion in many different ways. Religion has been an important place in the history of civilization. It gives a meaning and purpose to human life andRead MoreReligion And Its Impact On Society1033 Words   |   5 PagesCenter’s Forum on Religion Public Life, more than 230 countries were estimated to have 5.8 billion religiously affiliated people nationally (Global). This large statistic represents 84% of the 2013 world population, which at that time was 6.9 billion (Global). Religion has an immense presence in this world, but it also has a huge impact on the society that surrounds it. Contributing not only to the good of society, religion has also been used to disrupt and cause chaos. Impacting society positively,Read MoreReligion And Its Impact On Society922 Words   |  4 Pagesand it is impossible to think that every person in the world believes the same thing. A person’s morals can be based off of their geographical location, religion, political party, upbringing, or even the time period in which they lived. Each of these factors can greatly impact what people think is right and wrong. Religion has a huge impact on what people’s morals are. For example, many Hindus find that it is immoral to eat meat, while many Christians do not find a problem with it. This doesRead MoreReligion And Its Impact On Society1699 Words   |  7 PagesFor the past centuries religion has been a major force in the world and still continues to be one as there are billions of people that believe and follow a certain religion, but sadly religion has had a largely negative impact on the world today. As people continue to view religion in an unrealistic positive manner they continue to be deceived about its negative impact. During recent years there have been many headlines about how religion influenced people in performing terrible acts that oppressRead MoreReligion And Its Impact On Society1310 Words   |  6 Pagesforce in society. Religion has been a major component of human culture since nearly the beginning of man. As we emerged as a high intellect species, we developed man y different ideologies to answer some of our unanswerable questions. Since these developments, we continue to evolve as a species and the ideologies we have created evolve with us in our endlessly changing societies. As civilization grows, our different cultures clashed for many different reasons, one of which has been religion. As theRead MoreReligion And Its Impact On Society951 Words   |  4 Pages Religion to me is a set of beliefs and practices that can determine actions in everyday life by determining morals and deciding what is right and wrong in each society. This is a general idea that I believe has guided societies for centuries and has shaped today’s cultures. As we study cultures around the world, we can find significant influential factors dating back to a prominent religion that shaped the ideals of culture telling the people what is deemed acceptable practice and behavior and whatRead MoreReligion And Its Impact On Society1862 Words   |  8 PagesReligio n ranks as one of the most divisive factors in the world today dividing not only believers and non-believers but as well as those of different sects. Different ideals, and views of the diverse religions spur negativity amongst countries, races, friends, and family alike driving wedges whilst creating problems between individuals. However it also has brought billions of people together, going on to forge a sense of shred belief and unity of purpose across wide racial and geographical dividesRead MoreReligion : What Are Its Impacts On The Society?1601 Words   |  7 PagesReligion: What are its Impacts to the Society? Human as a physical and finite being believes that there is the spiritual entity or entities which unlike man are infinite and more powerful. Human sought to have a relationship with this sacred being, and the medium which he has devised to do so is religion. Borne out of human’s quest or search for purpose and meaning, religion was employed to provide answers to some basic intriguing phenomena, which bothers him on daily basis. Religion

Recruitment Process Free Essays

string(24) " from within the ranks\." Assignment On Human Resource Management Topics: Recruiting system of a multinational company (Unilever). Prepared for: Parul Akter Course Teacher Course Code: BBA 322 Prepared by the group: Nusrat Jahan Epsi| ID No. 08. We will write a custom essay sample on Recruitment Process or any similar topic only for you Order Now 01. 02. 076| Saif Muhammad Sazin| ID No. 08. 01. 02. 053| Farzana Rahman| ID No. 08. 01. 02. 090| Date of Submission: 08-01-11 School of Business Ahsanullah University of Science amp; Technology. Executive Summary Unilever Limited is one of largest multinational business firm in the world.Over the last four decades, Unilever Bangladesh has been constantly bringing new and world-class products for the Bangladeshi people to remove the daily drudgery of life. Over 90% of the country’s households use one or more of our products. It provides sixteen verities brands and try to mitigate all types of human demand by introducing with new innovative products. Unilever Operations in Bangladesh provide employment to over 10,000 people directly and through its dedicated suppliers, distributors and service providers. 9. 5% of UBL employees are locals and they have equal number of Bangladeshis working abroad in other Unilever companies as expatriates. Unilever wants to attract the best graduates to join in their leadership actions. This report enlightens what type of recruitment opportunities offered by Unilever Bangladesh Limited for university students and how the students can access that opportunity. Unilever accomplish their recruitment and selection process basically into three criteria.One is committed in distribution department where employs is selected on their physical skilled and recruitment and selection process is committed by competency based interview, case study interview, based on case study materials, group discussion, again based on case study materials. It is arranged for entry-level applicants. And in higher level job performer is hired in â€Å"special people† job recruitment process. Special people who are already perform within the organization or other relative organization and promoted as a company’s core decision maker.Unilever believe the people who work with us are confident of their capabilities, believe in nothing less than star performances and of course are not afraid to work hard at achieving goals. V Table of contents| | | Page| | | | | | | Foreword| II| Preface| III| Executive Summary| VI| 1: Introduction| | 1. 1: Background of the Study| 9| 1. 2: Rational of the Study| 9| 1. 3: Objective of the Study| 9| 1. 4: Scope of the Study| 10| 1. 5: Limitations of the Study| 11| 1. 6: Methods| 11| 1. 7: Report Preview| 12| 2: Organizational Part| | 2. 1: The corporate objectives of Unilever Limited| 14| . 2: Corporate objectives of Unilever Bangladesh Limited| 18| 2. 3: Beliefs and values of Unilever Bangladesh Limited| 18| 2. 4: Major operational Department of Unilever Bangladesh Limited| 20| 2. 5: Unilever Bangladesh Limited at a glance| 27| 3: Literature Review| 31| | | 4: Recruitment in Unilever Bangladesh Limited| | 4. 1: Recruiters qualification| 39| 4. 2: Methods of recruitment| 40| 4. 3: Nature of Application form| 42| 4. 4: Recruitment- Constrains and challenges| 43| 5: Analysis and Findings| | 5. 1: The types of recruitment in Unilever Bangladesh Limited| 48| 5. : The types of selection in Unilever Bangladesh Limited| 48| 5. 3: The frequency of recruitment by Unilever Bangladesh Limited| 48| 5. 4: Responses from the students (Institution) regarding MNC| 48| 6: Recommendation and Conclusion| | 6. 1: Recommendation| 46| 6. 2: Conclusion| 46| BIBLIOGRAPHY| 47| Appendix| 47| Appendix-A: Tables| | Appendix-B: Application Form| | 01# LITERATURE REVIEW 1. 1 Definition of recruitment Recruiting is the process of finding amp; attracting capable applicants for employment. The process begins when new recruits are sought amp; ends when their applications are submitted.The result is a pool of applicants from which new employees are selected. According to Robins, â€Å"The ideal recruitment effort will attract a large no of qualified applicants who will take the job if it is offered. A good recruiting program should attract the qualified amp; not attract the unqualified. This dual objective will minimize the cost of processing unqualified candidates†. So recruiting is a process of discovering potential candidates for the actual or anticipated organizational vacancies. Or from another perspective, it is a linking activity-bringing together those with jobs to fill and those seeking jobs. 1. Factors Influencing Recruiting Effort Although every organization engages in recruiting activity some do so to a much larger extent than others. a. Size: Large organization with huge manpower will recruit much more than smaller organization. b. Employment condition: In the community where the organization is located will influence how much recruiting takes place. c. The effectiveness of past recruiting effort: It shows itself in the organization’s historical ability to locate and keep people who perform well. If it is effective number of recruitment process will be few. d. Working condition, salary amp; benefit package:These influence need for turnover, therefore the future recruiting of the organizations. 31 e. Growth of the organization: Organizations that are not growing, or those that are actually decline, may find little need to recruit. On the other hand, organizations that are growing rapidly will have more need of recruiting. 1. 3 Possible Constraints on Recruiting Process The pool of qualified applicants may not have included the ‘best’ candidate or the ‘best’ candidate may not want to be employed by the organization. There are five possible constraints which limit the manager’s freedom to recruit. a. The image of the organization:If the image perceived to be low, then the likelihood of attracting a large number of applicants is reduced. Then the image of the organization, there for, should be considered a potential constraint. b. Attractiveness of job: If the job is unattractive, recruiting a large amp; qualified pool of applicants will be difficult for e. g. position for p. s. since these jobs traditionally appealed to females amp; woman have a wider selection of job opportunities. It has resulted in a severe shortage of secretarial jobs. c. Internal organizational policies: Internal organizational policies, such as â€Å"Promote from within wherever ossible† will give priority to individuals inside the organization. Such a policy will ensure that all positions except entry level positions will be filled from within the ranks. You read "Recruitment Process" in category "Papers" Although this is promising once one is hired, it may reduce the number of applicants. d. Union requirements: Union requirements also restrict recruiting sources. Union determines who can apply amp; who has the priority in selection. It restricts management’s freedom to select the best employees. e. Government’s Influence: The Governments influence in the recruiting process should not be overlooked. An employer can no longer seek out preferred individuals based on non-job-related factors 32 such as physical appearance, sex or religion background. Government may impose restrictions on these matters. f. Recruiting Cost: Recruiting by an organization is expensive sometimes containing a search for long period of time is not possible because of budget restrictions. So recruiting cost can be one of the important constrain of recruiting efforts. 1. 4 Recruiting Sources Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of the position to be filled. Certain recruiting sources are more effective than others for filling certain types of jobs. Mainly the sources can be divided into two ways. They are discussed below: 1. 4. 1 Internal sources Many large organizations will attempt to develop their own employees for positions beyond the lowest level. Now some internal sources are discussed below: a. Job posting: Posting notice of job openings on company bulletins boards is an effective internal recruiting method. It informs employees about openings amp; required qualifications amp; invites qualified employees to apply.The notices usually posted on company bulletin boards or electronic bulletin boards or are placed in the company newspaper. Qualifications amp; other facts are drawn from the job analysis information. The types of candidates may apply here in either of two ways-through (I) Self nomination and (II) Recommendation of a supervisor, employees who are interested in the posted opening report to the HR Department amp; apply. b. Departing employees: Departing employees are those who leave the organization because they can no longer work the traditional forty-hour workweek, child care needs, education or others are the common reasons.If this situation is occur then the employer use Buyback. Buyback 33 means when an employee resigns to take another jobs amp; the original employer outbids the new job offer. 1. 4. 2 External sources In addition to looking internally for candidates, it is customary for organizations to open up recruiting efforts to the external community. These efforts are discussed below: a. Advertisement: When an organization wishes to communicate to the public that it has a vacancy advertisement in one of the popular method used. Want ad describes the job, the benefits and tells those who are interested how to apply. It is the most popular method.It can be placed in the factory gate or widely dispersed. Normally blue color jobs are ad. outside the plant gate. The higher the position, the more specified the skills, or the shorter supply of resources in the labor force, the more widely dispersed the advertisement is likely to be. The job analysis information is a major source of information to place in the advertisement. b. Employee referrals/recommendations: Recommendation from a current employee. An employee will recommended if he believe the individual can perform adequately. Employee referrals also may have acquired more accurate information about their potential jobs.The recommender often gives the applicant more realistic information about the job than could be conveyed through employment agencies or newspaper advertisement. c. Employment agencies: We will describe three forms of employment agencies: Public or state agencies, Private employment agencies, amp; managements consulting firm. The major difference between these sources is the type of clientele served. (i) Public agencies: It is designed both to help job seekers to find suitable employment and to help employers to find suitable worker without any fee.The individuals who are registered with the public agencies will get the unemployment benefits. So it tends to attract amp; list individuals who are unskilled or have had minimum training. 34 (ii) Private agencies: Private agencies are believed to offer position amp; applications of a higher caliber. The major difference between these two is there image. Private agencies may also provide a more complete line of services. They may advertise the position, initial screening, provide a guarantee. The private employment agency’s fee can be totally absorbed by either the employer or the employee, or it can be split.It depends on the demand-supply situation in the community involved. (iii) Head hunters/Management consultant: It is special types of private employment agencies. They specialize in mid-level, rare amp; important top level executive placement of the reputed organizations. Fees are paid by the employer. It is considered as unethical because they engage ‘stealing’. So it is called head hunters. d. Temporary helps Service: These types of different organization can be a source of employees when individuals are needed on a temporary basis.Temporary employees are particularly valuable in meeting short-term fluctuations in HRM needs. It does not provide recruits. They are a source of supplemental workers. The temporary workers actually work for the agency. During vacation and peak season-these agencies can be a better alternative. e. Schools colleges amp; universities: Whatever the educational level required for the job involves a high-school diploma, specific vocational training, or a collage background with a bachelor’s, master’s, or doctoral degree, educational institutions are an excellent source of potential employees. . Professional organizations: It includes labor unions; operate placement services for the benefit of their members. The Professional organizations include such varied occupations as industrial engineering, psychology, accounting, legal, amp; academics. These organizations publish rosters of job vacancies amp; distribute these lists to members. 35 g. Employee leasing: Whereas temporary come into an organization for a short-term project, leased employees typically remain with an organization for long periods of time. Under a leasing agreement, individuals work for the leasing firm.When an organization has a need for specific employee skills, it contracts with the leasing firm to provide a certain number of trained employees. 1. 5 Selection Selection is the process of select the best candidates for the job by using various tools and techniques. According to R. M. Hodgetts, â€Å"Selection is the process in which an enterprise chooses the applicants who best meet the criteria for the available position. † So we can conclude that, it is the process in which candidates for employment are divided into two classes; those who are to be offered employment and those who are not. 1. 6 Testing guidelineSome basic testing guidelines are followed in selection process which are: a) Use tests as supplements b) Validate the tests for appropriate jobs c) Analyze all current hiring and promotion standards d) Beware of certain tests e) Use a certified psychologist f) Maintain good test conditions 1. 7 Definition of interview Interviewing candidate is a potential screening tool that gives an opportunity to make judgment on the candidates’ enthusiasm amp; intelligence amp; to access subjective aspects of the candidates’ facial expression, appearance, nervousness amp; so forth amp; to predict future job 36 erformance on the basis of the obta ined information. Interview gives you a chance to size up the candidate personally and to pursue questioning in a way that test cannot. 1. 8 Types of Interview Interviews can be classified as:- a) Structured interview b) Unstructured interview. c) Semi structured interview a) Structured interview: It is known as directive interview. It is an interview following a set of question amp; response are specified in advance. b) Unstructured interview: It is known as non-directive interview. It is an unstructured conversational- style interview.Question is asked as they come to mind. It allows the interviewer to ask follow-up questions, based on the candidate’s last statement. c) Semi structured interview: Semi structured interview involves some planning on the part of the interviewer but also allows flexibility in precisely what the interviewer asks candidates. 02# RECRUITMENT IN UNILEVER BANGLADESH LIMITED 2. 1: Recruiters qualification Recruiting is the process of finding amp; attracting capable applicants for employment. The process begins when new recruits are required amp; ends when their applications are submitted.The result is a pool of applicants from which new employees are selected. Manager becomes involves in this process. However in large organization, like the Unilevers Bangladesh specialists are often used to find amp; attract capable analyst they are called recruiters. First, Unilever is such a big organization that requires huge man power every year for its always boosting operations in various level and arena. However for common business operations they need Three type of manpower 1. Fresh graduates as knowledge worker, 2. Specialist experienced people for special purpose 3. People for Skilled and labor based eventsSo in our discussion we will focus on all the three types. Fresh graduates as knowledge worker Commonly we discuss and learn major about this level recruitment and selection. The fresh graduates’ recruitment is in fact the main and major recruitment event for Unilever. From across the country they get people for their recruitment. The universities in the country provide the people to be knowledge worker in big organizations like unilever and such. For this they highly suit the business graduates Passed from reputed business school or institutes both from country and from abroad.The discussion is now designed as to the following four terms: 1. Personnel planning and vacancy announcement 2. Nature of Application form 3. Recruiters qualification 4. channels of recruitment 5. Recruitment- Constraints and challenges 2. 1. 1Personnel planning and vacancy announcement Human Resource department headed by The HRM, receives data about need of personnel, the vacancy information is then analyzed by HRM in collaboration with the finance department with financial feasibility of the recruitment. After judging the feasibility the approved number of vacancies is informed to the job market through strong mass media.As means of media they use 39 * The internet, * Online based job portals * English and bangla news paper * On campus recruitment * From Intern inventory. 2. 1. 2 Recruiters’ qualification Recruitment qualification for entry-level employees: * You must be graduated within less than three years, or will graduate within the next 12 months form a reputable university. * You must be within 28 years of age. Recruitment qualification for labor based task: * You must physically fit and skilled in the particular task. 2. 2: Methods of recruitment 2. 2. 1 Recruitment channelNormally we know about two types of recruitment channel those are 1. External recruitment channel 2. Internal recruitment channel 1. External recruitment channel When job openings cannot be filled internally, the HR department must look outside the organization and basically for UBL, recruitment of fresh graduates is done through this means. There are 8 ways for external recruitment in the UBL, which occurs in direct or indirectly for various level of recruitment. Those are- 1. Walks- ins and write- ins 2. Employee referrals 3. Advertising 4. Private placement agencies amp; Professional search firms 5.Educational institutions amp; Professional associates 6. International recruitment 40 1. Walks- ins and write- ins Walks in are job seekers who arrive at the HR department in search of a job; write ins are those who send a written inquiry. Both groups normally are asked to complete an application blank to determine their interests and abilities. Usable applications arte kept in an active file until a suitable opening occurs at the UBL. These occurs mainly for skill based labor worker and for part time project jobs or contract basis program implementing or running job 2. Employee referralsFor lower level workers, Unilever follow the employee referrals procedures. This is the procedures when existing employees refer one new and the new is considered to be further judgment. For various daily operations like travelling the product carry and collecting small market revenue. UBL needs trustworthy root level worker. They, so follow here the reference of other employee in the organization so that guarantee’ performs securely. 3. Advertising UBL next to employee referrals in fact for fresh graduates majorly follow the advertisement procedure for recruiting purposes.They advertise in the reputed English and Bengali National papers. They also use the internet for online application. For the online recruitment the applicants get Tracking Number that is a unique number automatically generated by the Online System at the time of CV submission. The applicant provides the password at the time of filling the CV Form. Both the Tracking Number and Password will be needed if one wants to edit/update ones CV Online. To updating the CV is enough, entering the tracking number and password after clicking at the â€Å"Update CV† link at the Unilever Bangladesh Career Page. Online down loadable form address is added at the end of the report the] 4. Private placement agencies amp; Professional search firms: Unilever use several privet placement and human resource management assisting firm for their recruitment those are 1. | The Consumer that works in the Dhaka| [www. consumerk. com]| 2. | The intellectual property right organization Bangladesh [www. iprob. org]| 3. | Jobscncl. com Dhaka| [www. jobs. com]| 41 5. Educational institutions amp; Professional associates More over the organization takes its manpower from the universities and educational institutions across the country. The nationwide universities and its important institutes provide the potential graduates as the employee of the organization. Unilever does the same job with the business schools of the country, other discipline fresh graduates and especial IT and engineering graduates passed from reputed engineering universities of the country. From discussion with HRM it was known that their preferred institutions range from IBA, BUET, DU, KU, BRAC U, NSU, AIUB, JU, to Chittagong University and such. Again this university campus is often headed by often a panel of associates.The Professor of these institutes who work for ULB refers or primarily places the recruitee to central HRM. 6. International recruitment Sometimes, especially in importance of cases international recruitment occurs in ULB. However such rare events happen if the candidate stays in abroad or are working in international company on foreign land. Another within the organization recruitment in most senior post occurs with international recruitment process. The process is done through E-recruitment. Such case occurs in inter sub continental recruitment of UNILEVER World. 2. 2. 2 Internal recruitment channelCurrent employees are a major source of recruits for all but entry – level positions of unilever Bangladesh ltd. Whether for promotions or for lateral job transfers, internal candidates already – know the already informal organization and have detail information about its formal policies. In fact for unilever this short of recruitment is occurred only with especial purpose experienced employee recruitment. It is frequently occurred in the Brand Management department. For senior posts in Brand Management, employees’ recruitment takes channel through the internal human resource inventoryJob posting programs happens in the way that the Regional Sales Manager RSM in Khulna is newly appointed on Dhaka as the sales chief. 2. 3: Nature of Application form After getting information, huge applicants apply for Unilever’s entry level posts. The posts are designed with different title for different branch of operation like earlier stated 6 departments for operation – Brands amp; Development, Supply Chain management, Human Resources, Finance, Information Technology, Customer Man agement. 42 The application forms are produced over internet on online as well printed copies to campus of different institute.For all the levels the form are alike. Interested candidate for different branch will mention the interested field In the online there are 2 different forms one for entry levels another for experienced people. A dummy of application form collected from the internet will be produced at the end of the report. They take some help from consumer mark ltd. A human resource management and marketing assisting organization of Bangladesh for their customized needs of recruitment and selection. 2. 4 Recruitment : constraints and challenges Recruiters face such common constraints which are: a. Biasness:Most of the time, the organization’s employers try to appointment their relatives, familiar person. b. Recruiter habit A recruiter’s past success can lead to certain habits. Admittedly habits can eliminate time-consuming decisions that yield the same answers, but habit may also continue past mistakes or avoid more effective alternatives. c. Competition of talent There is a lack of vast talent people in Bangladesh for the special task. The potential job applicants most of the time can’t meet up Unilever requirement. Few talent guys who has already appointed with other multinational company.And unilever need to compete with other multinational organization to hire skilled manpower. d. Job requirement People with greater experience usually require a higher level of job. In our country, there are vast population but they are not so skilled in working with hard labor. They feel comfort flexible job like government job. So Unilever Bangladesh can’t fulfill their requirement in all time. 03# ANALYSIS AND FINDINGS 3. 1: The types of recruitment in Unilever Bangladesh Limited Unilever follow three type of recruitment process, which are: Fresh graduates as knowledge worker, * Specialist experienced people for special purpose * People for Skilled and labor based events 3. 2: The types of selection in Unilever Bangladesh Limited Unilever follow some selection evaluation test to select the best candidate, which are: * Employment test * Assessing candidate through interview * Cognitive ability test * Physical ability test 3. 3: The frequency of recruitment by Unilever Bangladesh Limited Unilever Bangladesh Limited accomplish their recruitment process depends on created vacancy.However, we see a common phenomena that Unilever Bangladesh arranges recruitment activities twice a year when students passes from various institutes based on their completion of 6 moth semesters. 3. 4: Responses from the students (Institution) regarding MNC In our survey, we point out that most of the business graduate students have a dream to join a prominent multinational company. It is mean from the selection ratio or applicant ratio’s fresh graduates hold the mentality to join prominent multinationals and Unilever is one of the best choices. 04# How to cite Recruitment Process, Essays

Jane Eyres Flight from Flight Essay Example For Students

Jane Eyres Flight from Flight Essay November 8, 2000The feminist literary critics, Gilbert and Gubar, claim, in their famous essay on Jane Eyre in The Madwoman in the Attic, that Jane tries different modes of escape from the imprisoning patriarchal Victorian society that is the setting of the novel. Escape through flight, escape through starvation.. . and escape through madness, (Dialogue 341) are the three they outline. In the traumatizing red room scene, Jane tries all of them, and then, as the novel progresses, each is given an entire section. She uses flight to escape from Gateshead, starvation to escape Lowood, and madness (via Bertha, Gilbert and Gubar argue) to escape from Thornfield Hall. But where is Jane aiming to go when she escapes? Gilbert and Gubar dont quite answer this, they say she is simply escaping from the strictures of a hierarchal society (Dialogue 369). They claim that Charlotte Bronte could not adequately describe a society so drastically altered that the matured Jane and Rochester could really live in it (Dialogue 370). This conclusion defines Jane as an ultimately negative heroine. That is, she is not trying to get to something, she is just trying to get away. Until the end of the novel, it is true that Jane herself does define her existence in terms of negatives. At Gateshead, her aunt, cousins, and the household servants, call her a rat (15), a bad animal (17), and a mad cat (18). By verbally degrading her, the child Jane does partially succumb to the labels. The narrator Jane admits that she didnt very well know what I did with my hands (17). Much as an animal simply behaves without thinking, so does she. She plays the role cast onto her and then rebels against it. In leaving Gateshead, she is essentially asserting that she is not an animal, despite what they all say. However, at Lowood, the boarding school to which she is sent, Mr. Brocklehurst, the schools primary owner, tries to pull her back down into the position of an animal when he visits and publically humiliates her. This girl, he says, might be one of Gods own lambs but instead carries on as an alien (78). Thus, at least, he gives her a choice. Knowing already that she is not an animal, and having already succumbed to and dismissed that lowly guise, Mr. Brocklehursts words propel Jane into trying the other option. Even her good Christian friend, Sarah Burns, dismisses the possibility for Jane to be human by saying that you Jane think too much of the love of human beings besides the race of men, there is an invisible world and a kingdom of spirits (81). Likewise, when Jane has the pleasant experience of tea with Miss Temple, she describes them as having feasted on nectar and ambrosia (85). Again, the positive suggestion, though not explicit, from Miss Temple is along the lines of the supernatural and unearthly. Jane must be either an animal or supernatural, according to the few authority figures in her narrow life, and because she knows empirically that the first is horrid, and because both Sarah and Miss Temple reccommend the latter, while the unkind Mr. Brocklehurst reccommends the former, she opts for the supernatural route. In this state Jane arrives at her new place of servitude, Thornfield Hall. Appropriately, she falls in love with a man who incessently calls her by a variety of spritey names. From the first time they meet outside, Jane, he thinks, is a creature with powers to bewitch his horse and make him fall off it. Later he furnishes her with the nicknames elf, shade, dream, fairy, mermaid, angel, and other such fantastical presences. Much as the people of Gateshead placed her beneath the level of human, Rochester elevates her to a position equally distant, but above or parrallel to human. He does the same to himself at one point, saying that Jane must think him an ogre or a ghoul (303). This furthers the message he is already sending her that she is not human because it says that the man she is in love with isnt either. In two consecutive love scenes between Jane and Rochester, Jane realizes and asserts that being above or next to human is also not what she wants. I am no bird (284), she says in the first, thereby dismissing yet again her initial state. Then, a scene later, she says, I am not an angel.. . and I will not be one till I die: I will be myself (292). Within a few pages she has realized and moved past two of the roles that have secured her since the begining. But, it is not yet time for her to assume her humanity. BBS Piracy And The Copyright Essay Ferndean particularly is an unaffected place, there are no flowers, and no garden beds. Jane also revels in the company of those who are true humans, namely, the maimed Rochester, the faithful servants, and her two cousins, Diana and Mary, who she visits regularly. The last words of the novel are written by her rejected suitor, St. John, and, though he chose the path of thing in his life, he illicits from Jane human tears (502), and thereby she holds respect for him in helping her to be true. At the same time, Jane has been hurt by those who are not true in her formative years, and these are the types she will be able to avoid in her anti-social lifestyle. Her aunt and benefactress, Mrs. Reed lied to Jane about the existence and social standing of her other relatives (specifically Janes Uncle John). Similarly, Mr. Brocklehurst lectures Lowoods students about the Christian need to mortify the flesh while his own family dresses splendidly in velvet, silk and furs (78). These same models, both duplicitous in their own rights, turn around and call Jane a liar. She fully shows the reader that she is not by surrounding herself only with truth when she finally settles down. But, it is not that she is just defining herself as what they said she wasnt here. Here, she is taking hold of what she is. It happens to be the opposite of what Brocklehurst and Reed called her, but that only further demonstrates their own abilities to lie. In the colnclusion of the novel Jane doesnt say she isnt a liar because she is clinging to what she is. Unlike her fits of earlier (at Gateshead where she screams that shes not a slave all the way up to the red room, at Thornfield when speaking to Rochester, and says shes not a bird or an angel, and at Marsh End where she exclaims repeatedly that she will not marry St. John), at Ferndean she refrains from such negative claims. It stands out that for once she is not entangled cornered into a fit of denying. Unfortunately, the non-human parts Jane plays are assumed by other characters in the novel who then disappear with them, usefully allowing Jane to move on to being human. Its important that they do this so we, the readers, can see what could have become of Jane if she didnt persist in her quest to be human. Bertha, Rochesters insane first wife, assumes the animal role. What it Bertha was, says Jane of her first meeting with the woman, whether beast or human being, one could not, at first sight, tell (327). Bertha conveniently disposes of this aspect of Jane by springing off the roof of the burning Thornfield Hall and killing herself. Needless to say, Berthas jump is connected with the very word spring to Janes animal-like behavior in the red room in her early childhood (my impulse was to rise from the stool like a spring, she writes(19)). The unmaimed, though psychologically tainted, early Rochester takes the supernatural part off Jane by walking just like a ghost around the grounds and in the orchard (475) after Jane leaves him but before the fire cleanses him. Finally, St. John carries the Gods instrument way of living to India, and he, along with it, die there. Jane Eyre certainly makes many escapes in attempting to align herself with her innate humanity. But, escape is not an end in itself as Gilbert and Gubar imply, that is too negative a formulation of the cathartic completion of this book. Instead, Jane stops allowing herself to be cast into unnatural roles and becomes what she is a human, who is positively free, as she herself defines humans, from those artificial categories. Bibliography Bronte, Charlotte. Jane Eyre. London, Penguin Books Ltd. : 1996. (Edited with an Introduction and Notes by Michael Mason). Sandra M. Gilbert and Susan Gubar. A Dialogue of Self and Soul: Plain Janes Progress from The Madwoman in the Attic: The Woman Writer and the Nineteenth Century Literary Imagination. Yale University Press: 1979. pp. 336-371.

Eliminating Wordiness Qualifiers

When you write for Constant Contentor anyone else (but why would you want to do that?), you should strive for conciseness. Concise writing is free of unnecessary words that clutter your message. Some of these unnecessary words are qualifiers, or words that come before adjectives or adverbs that modify (by increasing or reducing) the quality of those words. Ed is back and ready to share some helpful writing tips! Quite, Rather, Somewhat, Fairly . . . Really? Some qualifiers include: *Quite *Rather *Somewhat *Fairly *Really The above list is not exhaustive. However, if you’ve ever used these words in your writing, you should think carefully about their usefulness (or lack of) and how your sentences will sound with these qualifiers eliminated. In most cases, the deletion of the modifier creates a sentence with more impact. The dollhouse is quite expensive. The dollhouse is expensive. He was rather tired. He was tired. That was fairly easy. That was easy. Notice how quite, rather, and fairly actually weaken the meaning of the above sentences? Remove them to create room for the other words in the sentence to do their job. Very Doesn’t Do What You Want It To A set of qualifiers known as intensifiers often don’t effectively intensify the statement they are meant to modify. Very and extremely are two examples of intensifiers that should be used less often. It’s usually enough to say something is hard or easy, complex or simple, or hot or cold. You don’t need to say something is â€Å"very† this or that. After all, if the weather is so hot that â€Å"hot† doesn’t seem to do justice to the situation, shouldn’t you just describe it as scorching, blazing, sizzling, or sweltering? In other words, let words stand on their own without intensifiers. Or, when you need more emphasis, choose a single word that takes the place of the weak intensifier and the middle-of-the-road adjective or adverb. It was raining very hard. It was pouring. The cake was very tasty. The cake was delicious. Houses in Scottsdale are very large. Houses in Scottsdale are enormous. Once you start excising qualifiers (especially the intensifier very) from your writing, you won’t miss them. Your sentences will be more powerful and expressive. As a result, your writing will be cleaner and exude more confidence. This, of course, will make your writing more attractive to potential buyers and will help you sell more content.

Misleading Nutrient Lables essays

Misleading Nutrient Lables essays In the new twenty- first century, health is the major concern among the human species. Thus, maintaining a healthy diet is very essential for all human beings. Numerous food companies attempt to advertise their products by promoting the health issues so people will buy it since they believe the food they are buying are considered somewhat healthy. However, because of the fact that more and more people are concerning whether or not the food they are eating are good for their health, manufacturers begin to take advantages of unrealistic serving size and promoting only the good side of the food to attract people to buy their so-called healthy products. Hence, many of the advertising food have misleading labels, which are health-concerned labels that are claimed for the food, in which the manufacturers would like the buying public to believe the food is healthier than what it actually is. There are many advertised food that contain misleading labels out there in the market. From Albertsons Light Brownie Sensation Ice Cream is one of them. Basically, this is an ice-cream product and it fits in the milk, yogurt, and cheese group (2-3 servings per day) in the food pyramid. The nutritional values of this product are the relative good supplies of protein, calcium, and vitamin A. However, this product should supply a little more protein and calcium (since it is in the milk, yogurt, and cheese group), also add in some vitamin C would be great since it is not originally included in the product. The misleading advertisement in this product is that the manufacturer used the word light but in fact it is not light. In nutritional terms, that the light product should be 50% less fat and 33% less calories than the original/regular product. However, for this particular light ice cream, although it is 50% less fat than the regular i...

The United States on the World Stage Essay Example | Topics and Well Written Essays - 750 words

The United States on the World Stage - Essay Example Successful as these programs were for America during its time, one cannot help but wonder as to whether things would have turned out for the better or worst for America if these programs had not been successfully implemented. Let's start with a look at the era of â€Å"Reaganomics† and what America might have been like had it not been implemented at all. Reaganomics was based on the program of governance that balance the national budget and created savings for the country by implementing 4 basic steps: â€Å"(1) Cut tax rates to restore incentives for economic growth , (2) Spending reductions , (3), Anti-inflation monetary policy restraining money supply growth compared to demand, to maintain a stronger, more stable dollar value. (4) Deregulation, which saved consumers an estimated $100 billion per year in lower prices. â€Å" (Ferrera,2011) The system worked in the 80's for the American population and the budget cuts resulted in a surplus of treasury savings which the Clint on administration inherited. It prevented the downward spiral of the economy and allowed the treasury time to recover and earn the taxes needed to cover the national debts (â€Å"The Second American Revolution: Reaganomics†). ... Life became harder for everyone under Reaganomics while before it was implemented, life was alright for most American families. There are those who believe that if Reaganomics had not been implemented, the United States would have gone one of two ways, died economically due to the cost of inflation and the eventual inability of the United States to pay its debts or, continued on its â€Å"life is still affordable† trend that the typical American family was experiencing. Maybe the time of single income families sending their kids off to affordable colleges and universities would still be norm these days instead of student loans and a generation of high school graduates who can't afford college. That is if the taxes were continuing to become higher in rates would eventually stop rising and increasing the costs of basic goods. So maybe, just maybe, the country is somehow better off than if Reaganomics did not exist. Otherwise, the public would not know that there is another way o f cutting the debt and balancing the national budget than the constantly increasing government revenue collections that the Obama administration strongly advocates. Then we have the â€Å"End of the Cold War† to consider. The end of the cold war marked a sort of unification in Europe that allowed tensions between the democratic and socialist European countries to find a platform of peace and camaraderie with one another (Mearshimer, 1990). However, it would seem that the unification of Europe under the Euro, which would not have happened had the cold war not ended, has resulted in more problems for the united European economy that expected. Pres. Ronald Reagan is viewed by the Americans as the man who brought peace to Europe and ended the cold war.

Accounting Essay Example | Topics and Well Written Essays - 250 words - 4

Accounting - Essay Example Obviously since they are new graduates you don’t expect an extensive experience resume, but you should target candidates that have at least an internship in accounting. A third credential that would be very valuable for the firm is candidates that are bilingual. The candidates resume is very important. The resume should be free of grammar and punctuation errors, it should illustrate the graduation date and GPA, and the skills and work experiences of the candidate. Recent graduates that have extensive resumes of more than one page should be disqualified because their level of experience does not justify a resume that long. This shows an inability to write in a concise manner. During the interview the candidate should be dressed in a formal manner. Applicants that dress informally should be disqualified because they are not taking their career aspirations seriously. Also during the interview you should look for applicants that are confident and express themselves well

Why was decolonisation so rapid Essay Example | Topics and Well Written Essays - 2000 words

Why was decolonisation so rapid - Essay Example The political situation after World Wars I and II in Europe was one of the most influential factors in decolonization process. The new influential parties started to develop in colonies with the objective to resist the royal rule. South Asia, for example, has much advanced in political power: Gandhi has played an important role in raising the question of national sovereignty. Communistic parties of North Africa were also demanding the end of colonial power. France and Britain remained the key political players in Europe, however, they failed to restructure their colonial administration and the process of decolonization became unavoidable. Few years after the war, both French and British empires were struggling to preserve their colonial ruling. The British Empire became the Commonwealth of Nations, while France was classified as the French Union or the Community since 19451. French politicians still believed in the unity of colonies, while the British colonies moved towards the autonomy. The political change was required – the first step in this direction was political participation of local population instead of European administration in politics. Colonial agencies became elective governmental bodies. In 1950s these formations acquired the national status and the national leaders of colonies did not see the need to be part of the colonial government. France and Britain were unable to control the political life of their colonies any more and one after the other, the colonies became independent. African and Caribbean colonies received sovereignty peacefully. There were tensions only with two colonies: Indochina and Algeria. France was much determined to preserve political power over these two colonies. Between 1947 and 1954, the French were fighting against the local armies with the effort to prevent the collapse of empire2. The situation in Vietnam (1954) was not better as well – the French military forces were demolished

Cultural Differences Between Russia And Japan

Cultural Differences Between Russia And Japan Russia, being one of the fastest growing economies in the world, is a Mecca for international business relations. People who are looking to break into a new business or attempting to grow their European presence enjoy their success by the development of new Russian clients and partners. Meeting Etiquette Russians value patience and appreciate time to debate, consider and digest negotiations. Trying to impose a decision through high-pressure talk will only make you appear impatient, rude and incapable of professional business interactions. Although it is acceptable for your Russian colleagues to be late to business meetings, but, as a foreigner, you are expected to arrive on time. Also, dont let your late Russian colleagues to apologize for their tardiness, as their behavior is considered to be a test of your patience. If your business meeting is focused on technical topics, be sure to bring technical experts and a Russian interpreter. Your Russian colleagues will expect a thorough presentation of the history and/or precedents associated with your topic. Bringing experts establishes your credibility, foresight and general expertise. Although most Russians speak English, be sure to have a Russian translation of your business card on its flipside, as this indicates your enthusiasm for doing business with your Russian colleagues. Greeting Etiquettes Initial greetings may come across as cool. Do not expect friendly smiles. A handshake is always appropriate when greeting or leaving, regardless of the relationship. Remove your gloves before shaking hands. Dress Codes Business dress is formal and conservative. Wearing very light or bright colors might make you appear lazy or unreliable to a Russian. MEN: They should wear business suits. WOMEN: They should wear subdued colored business suits with skirts that cover the knees. Shoes should be highly polished. Body Language Russians are very demonstrative people, and public physical contact is common. Hugs, backslapping, kisses on the cheeks and other expansive gestures are common among friends or acquaintances and between members of the same sex. Russians stand close while talking. Putting your thumb through index or middle fingers or making the OK sign are considered very rude gestures in Russia. Corporate Culture Russians appreciate punctuality. Business meetings generally begin on time. Business cards are handed out liberally in Russia and are always exchanged at business meetings. The ceremony of presenting and receiving business cards is important. Do not treat it lightly. Hand your business card so the Russian side is readable to the recipient. Representatives of the Russian company or government body are usually seated on one side of a table at meetings with guests on the other side. Your company should be represented by a specialized team of experts. Presentations should be thoroughly prepared, detailed, factual and short on salesmanship. Russians find it difficult to admit mistakes, especially publicly. They also find it difficult to risk offending someone by making requests or assertions. Trying to do business in Russia over the telephone is generally ineffective. The Russian telecommunications system is inadequate, but improving quickly. The telex is widely used. Personal relationships play a crucial role in Russian business. Business negotiations in Russia are lengthy and may test your patience. Plan to be in for a long haul. No contract is final until a contract has been signed. Gifts A small business gift is always appropriate, but its value should correspond to the rank of the Russian businessperson with whom you are meeting. As a general rule, do not give items that are now easily obtainable in Russia. Bring a gift for the hostess when visiting a Russian home. A small gift for a Russian child is always appropriate. Dining Etiquettes The business breakfast is not a part of Russian business culture. Business dining is getting more and more popular. It is generally taken as the time for selling a deal. The center seats are reserved for the most senior officials. Begin eating only after somebody says a toast. Toasting is a very important part of dining. Russians use a continental style of holding the utensils, i.e., the fork is held in the left hand and the knife is held in the right hand while eating. If you are unsure of which utensil to use, start from the outside. Do not turn down offers of food or drink. Given Russian hospitality, this can be difficult, but to decline such offers is considered to be rude. If you are invited for the dinner, do not make other plans for later in the evening. You are expected to spend some time socializing after the meal. After a toast, most Russians like to clink their glasses together. Do not do so if you are drinking something non-alcoholic. Do not get up until you are invited to leave the table. At formal dinners, the guest of honor is the first to get up from the table. Do not begin eating until the host invites you to start. In order to understand the differences between two countries, we need to know what is cross cultural communication. Cross Cultural Communication Cross cultural communication, which is also known as Inter-personal communication, is a field of study that looks upon how people from different cultural backgrounds communicate with each other, and how they endeavor to communicate across the cultures. With the process of globalization increasing day-by-day, especially the increasing global trade, it is very obvious that different cultures will conflict and blend together. People from different cultures find it very hard to communicate not only due to the language barriers but are also affected by the cultural styles. Effective communication between people of different cultures is a very challenging task. The same words can mean different things to different people from different cultures, even when they talk in the same language. Cross cultural communication is a combination of many other fields, like, anthropology, cultural studies, psychology and communication. Its basic responsibility is to produce some guidelines with which people from different cultures can communicate in a better way with each other. Cross cultural communication is based upon the knowledge of certain factors which are as follows: Decision-making practices Cultural values, perception, manners and social structure of the other country Understanding of how members of the group communicate, i.e., verbally, non-verbally, in person, in writing etc. Business Culture of Japan Japanese are highly structured and traditional people. Great importance is given to loyalty, politeness, personal responsibility and on everyone working together for the good of the larger group. Education, ambition, hard work, patience and determination are held in the highest regard. When you are doing business in Japan, make sure that you are not insulting any rule of Japanese culture, if you want your business deal to be successful. Meeting Etiquettes Business meetings in Japan are conducted very formally and they are generally needed to be scheduled in advance. Before everyone takes his/her seat, it is an essential on part of Japanese business to exchange their business cards. Business cards should be printed in a way such that one side is in Japanese and one side in the language of the card holders home country. It is best interest to offer business cards with both hands as this denotes greater respect. Greeting Etiquettes A handshake is appropriate at the time of meeting. The Japanese handshake is always limp with little or no eye contact. Some Japanese bow as well as shake hands. The bow is a greeting used to show respect and is appreciated by the Japanese. A slight bow is acceptable to show courtesy. Dress Codes Dressing is modern and conservative. The Japanese dress well every time. Japanese culture says that one should dress smartly for parties, even if the invitation says Casual or Come as you are. MEN: They should wear dark suits and ties for business. WOMEN: They should wear formal dresses, suits and shoes with heals. Subtle colors and conservative styles are best for women in business. Body Language Nodding is very important in Japanese culture. When Japanese is speaking, especially in English, nodding shows that you are listening and understanding the speaker. Silence is a natural and expected form of non-verbal communication in Japanese culture. Do not feel a need to chatter. Do not stand very close to a Japanese person. Avoid touching a Japanese. Prolonged eye contact or staring is considered to be rude. Do not show affection, such as hugging or shoulder slapping, in public. It is considered insulting by the Japanese. Sit erect with both your feet on the floor. Never sit with crossed legs. Corporate Culture Be punctual for all business and social meetings. If one has any degree of knowledge of Japanese culture, it is greatly appreciated. Japanese exchange business cards even before they shake hands or bow. Make sure that your business card clearly states your position. This will determine who your negotiating counterpart shall be. Keep in mind that the initial negotiations should begin with middle line managers. Do not attempt to go over to senior management. It is considered acceptable to use a Japanese company interpreter in the first meeting. Once negotiations begin, you can hire your own interpreter. Work is always undertaken in a group. The workgroup is strongly united without any competition; either all will succeed or all will fail. Decision-making is done by the whole group. Every person in the group must be consulted before making any decision. This is a very slow process. It takes several meetings in the development of a contract. Whenever the time arrives, close the deal with a handshake. Leave the signing part of the written contract on the later meetings. Always remember not to bring a lawyer. It is important to build business relations that are based on trust. The Japanese do not like complicated legal documents. Written contracts should cover essential points. Gifts The value of the gift does not matter. Instead ritual of gift giving is more important. Allow your Japanese counterpart to begin the gift giving ceremony. Present a gift in a modest fashion, like by saying, This is just a small token, or This is an insignificant gift. It is very important to give and receive a gift properly. Give and receive a gift with both the hands along with a slight bow. The Japanese may refuse a gift once or twice before accepting it. Do not give a gift to anyone unless you have one for everyone present in the meeting. Correct wrapping of the gift is very important. Appearance counts more than the contents. Always be prepared to give and receive a gift at the very first business meeting. Gifts are often given at the end of the first meeting. If you are not giving a proper gift there is a chance of ruining the business relationship. Dining Etiquettes Dining habits in a restaurant are crucial to business. A person is judged by his/her behavior during and after business hours. No business deal is completed without dinner in a restaurant. Drinking is considered to be a group activity. Do not say no when you are being offered a drink. An empty glass signifies that you are asking for another drink. Keep your glass at least half full if you do not want more drink. If a Japanese person initiates to pour more and you do not want it, put your hand over the glass, or fill it with water if required. Similarly, an empty plate signals a desire for more food. Leave a little food on your plate after you have finished eating. Toasting is a very important custom in Japan and many toasts are offered during the course of an evening. At dinner, wait for the toast before you start drinking. Respond to each toast with a toast. Wait for the honored guest before you begin eating. If you are the honored guest, wait until all the food is kept on the table and everyone is ready before you start eating. Business Cultural Differences between Russia and Japan In Japan, a person is always greeted with a bow, which expresses high respect, gratitude, sometimes sympathy or an apology. It is an integral part of Japanese culture. But in Russia, a person is greeted with a mere handshake. Handshakes are firm, confident and brief with proper eye contact in Russian culture but in Japanese culture, handshakes are limp with little or no eye contact. In Russia, tapping on the back is considered to be an expression of friendship or motivation but in Japanese business culture touching or back slapping is avoided. Silence is usually avoided in Russian business or social meetings but in Japan it is an expected form of non-verbal communication. In Russian work culture, it is necessary to maintain an eye contact with the person whom you are talking with or greeting but in Japanese business culture prolonged eye contact is considered as rude. In Russia, gift is given according to the rank of the person to whom the gift is being given, but in Japan, the value of the gift doesnt matter. Instead, gift giving is more important. The problems that are discussed above are some of the cross-cultural problems that a person working in Russia would face after going to Japan and working over there. Ways to overcome the cross-cultural problems Though bowing while greeting is vital in Japan but as a Russian, one is not expected to bow. The thing that is more important is to show respect and gratitude, it can be either with a handshake or a bow. It is important to use full name followed by the companys name at the time of introduction. Always use proper titles when addressing someone. Exchanging business cards is seen to represent the individual. So make sure to keep ample cards with you, with one side printed in Japanese. Always offer the card with both the hands with Japanese side up. Communication is the main problem in cross cultural businesses. Always explain and clarify the meaning of what you are saying to maintain harmony and miscommunication. Try to learn the culture and customs of the country in which you have to reside now. It is important to have a smooth and efficient life as you have to work in that country now, with the country men, so it is for your benefit. The above discussion clearly explains that cross cultural differences will be faced by every person who changes his/her country either for work or some other purpose. In order to overcome the problems that arise due to cross cultural differences, it is very important for the person to understand the culture of the country he/she is shifting to. It is necessary for the person to adopt the new culture as soon as possible to avoid miscommunication with the local residents of that country.

Philosophy of Education Essay -- Essays Papers

Philosophy of Education An epidemic of fragile families and a savage society filled with countless negative images puts many of our children at risk of becoming victims rather than the victors they were created to be. While all children are blessed with their own minds, talents, and the ability to grow and mature into adults, they must make a way for themselves in a world overwrought with sex, violence, and crass materialism. Because of this, they are handed low self-esteems, broken dreams, and false hopes in the place of options, opportunities, and hope in a better future. Therefore, the purpose of an education is to restore these things into the community, into each family, and into the heart of every student. The variety in talent that our children possess is absolutely remarkable. I believe that each child has some sort of ability that will allow him/her to succeed and function in society as a positive role model. The problem is, however, getting these children to look within themselves for the power to get through their different family situation...

Sprint Swot Paper

Sprint Nextel Corporation SWOT Analysis Edgardo L. Cartagena Luna Management 521 University of Phoenix February 14, 2013 Sprint Nextel Corporation SWOT Analysis Background Sprint Nextel Corporation (Sprint) is a communications company. The company provides a range of wireless and wireline communications products and services to individual consumers, businesses, government subscribers and resellers. It provides wireless services on a postpaid and prepaid basis to retail subscribers and also on a wholesale and affiliate basis.The company markets its postpaid services under the Sprint and Nextel brands, and prepaid services under the Boost Mobile, Virgin Mobile, and Assurance Wireless brands. The company offers its services through wireless networks, an all-digital global long distance network and a Tier 1 Internet backbone. (www. alacrastore. com, 2013) Mission Sprint’s mission is to be number one in providing a simple, instant, enriching and productive customer experience. (Spr int Nextel Corporation, 2013). VisionSprint’s vision is to be a world class company, with standards by which others are measured, including a commitment to developing a world class supplier base that is reflective of the communities we serve. (Sprint Nextel Corporation, 2013). History Sprint's red diamond logo represented the combined achievements of many legendary predecessors, including United Telecommunications, US Sprint and Centel. Each embraced the same bold approach that Sprint's founder Cleyson Brown showed in 1899, when the Brown Telephone Company successfully went toe-to-toe with the Bell monopoly in Abilene, Kansas.By the mid-1970s, the company's aggressive growth strategies had firmly established it as the nation's largest independent local telephone provider. (Sprint Nextel Corporation, 2013). During the 1980s Sprint led all U. S. telecom companies by completing the first nationwide, 100% digital, fiber-optic network. It was The Company that gave America pin-drop clarity and also became a global leader in voice and data services during the early 90s. Sprint took its wireless strategy a big step further in the late '90s by building the only nationwide PCS network in the U. S.Meanwhile, a visionary entrepreneur named Morgan O’Brien founded a company called Fleet Net in 1987. This company was renamed Nextel in 1993 and rapidly established itself as a nationwide force in the burgeoning world of wireless communications. In September 1996, the company introduced Motorola's breakthrough iDEN technology. This marked the first combination of enhanced digital cellular, two-way radio and text/numeric paging in one phone – the famed Nextel phone. (Sprint Nextel Corporation, 2013). By 2005 the company was launched as Sprint Nextel Corporation after a merge done between the two, Sprint Corporation and Nextel Corporation.Both companies with proven records of successful achievements were brought together to continue opening new doors for cust omers and the industry. (Sprint Nextel Corporation, 2013). Stakeholders A stakeholder is defined as a party that has an interest in an enterprise or project. The primary stakeholders in a typical corporation are its investors, employees, customers and suppliers. However, modern theory goes beyond this conventional notion to embrace additional stakeholders such as the community, government and trade associations. (www. investopidia. com, 2013).Going forward in the discussion let’s take a look on Sprints Internal and External stakeholders. External Stakeholders Sprint engages a broad range of Non Government Organizations (NGOs) that have experience on specific issues such as green electronics, paper certification, e-waste, human rights and scope 3-emissions measurement. Each Corporate Responsibility working committee seeks to establish relationships with one to three NGOs and/or investor stakeholders for dialog on the related issue as well as strategy, proposed policy, measurem ent and reporting.These relationships have been invaluable and have resulted in more knowledgeable team members on the working committees and stronger, more comprehensive policies that incorporate the perspective of stakeholder partners. (Sprint Nextel Corporation, 2013). Internal Stakeholders Sprint uses a multi-tier Corporate Responsibility (CR) Governance Model that effectively incorporates all levels of the employees, ensures tight linkage with their operations and strategy, and drives accountability for performance against their CR operating priorities and long-term goals.The structure includes the CR Steering Committee, chaired by CEO Dan Hesse; the CR Leadership Committee, chaired by Ralph Reid, vice president of Corporate Responsibility; an External CR Stakeholder Panel; CR working committees; and a CR scorecard. The CR Steering Committee provides periodic updates to the Sprint Board of Directors about Sprint's ongoing efforts in the area of social responsibility and environ mental sustainability. (Sprint Nextel Corporation, 2013). SWOT Analysis Strength One of Sprint strengths is their Average Revenue Per Unit (ARPU).The company has the higher ARPU within the three largest telecommunication companies in the U. S. An advantage of 2. 6% and 2. 1% increase over AT and Verizon’s ARPUs respectively, from 2010 to 2011, put Sprint finishing the 2011 fiscal year with a $57. 3 ARPU. These results came with new strategic plans implemented to acquire the rights to offer the Apple’s iconic models of smart phones the well known Iphones. Also in the postpaid, by the second quarter of 2012 ARPU increased to $63. 4 thanks to a $10 premium data add on charge established to all smart phones.The increase has been registered as the best ever Sprint platform postpaid ARPU as well as the best record for any major wireless company in the U. S. (â€Å"Company Profile Sprint Nextel Corporation,† 2012) Weakness Churn rates are one of the Sprint weaknesses. These rates are the percentage of subscribers to the services that discontinue their subscription in a given time period. (Investopedia, 2013). Sprint being a significant company in the U. S. wireless communications market ended in 2011 with 55 million wireless subscribers of which 33 million are postpaid and 14. million are prepaid subscribers and 7. 2 million are wholesale and affiliates subscribers. (â€Å"Company Profile Sprint Nextel Corporation,† 2012). During four straight years (2008-2011) Sprint lost about 8. 6 million postpaid subscribers while AT and Verizon took advantage and increased their respective subscriber based. Churn rates for Sprint where 0. 48% over AT and in comparison with Verizon came up to 0. 59% over by 2011 fiscal year. This represents to investors and public that there are some issues with services, devices or networks that make them difficult to retain customers. â€Å"Company Profile Sprint Nextel Corporation,† 2012) Oportunity In this i ndustry there is always a need to improve coverage, data speeds, voice quality and to find the most efficient way of doing that. Sprint has a plan of implementing a network called Sprint Vision. This modern network will have the flexibility to manage multiple technologies in just one network. One of the primary causes for Sprints lack of growth is precisely the operation of two different networks, the formerly Sprints network and the Nextel’s IDEN network.This plan will integrate this two network technologies into one low operating cost network with more efficient ways of delivering what customers expect. (â€Å"Company Profile Sprint Nextel Corporation,† 2012) Threat In the last couple of years we have seen smartphones are made with more technology and features. These technologies make them more expensive to companies and customers. Most telecommunications companies subsidies the cost of this devices in order to make them more affordable to consumers who subscribes to their services.This is considerate a threat for Sprint because it could put at risk the balance of growth and profitability. For example, during 2011 Iphones penetration and other new devices helped Sprints revenue to increase 8% or $208 millions in comparison to 2010 fiscal year. In the mean time during the same time period equipment subsidies increased 16% or $1. 1 billion. (â€Å"Company Profile Sprint Nextel Corporation,† 2010) Conclusion After 114 years of history, Sprint has proven to be an innovative company and a leader in the telecommunications industry.It is a company with corporate responsibility compromise that conducts businesses in a socially and environmentally responsible manner. It’s based on the premise that a company is much more than the products and services it sells. (Sprint Nextel Corporation, 2013). Sprint has great possibilities to succeed in today’s market environment and increase their profitability. By using what they have learned fr om his strengths, they can set the phase to reach their goals. When we looked at the Average Revenue Per Unit they have been making, it can be established that Sprint can be more profitable than its competitors.If it can be done once it can be done every time. Even though, Churn rates weaknesses Sprint credibility to maintain its subscribers, during 2012, Sprint reported the lowest churn rates ever at 1. 7%. (Sprint Nextel Corporation, 2013). Customer service experience has increased also to best ever levels. Also the line of devices like the Iphone is helping to keep customers happy and loyal. (Sprint Nextel Corporation, 2013). Sprint Vision network will help to . reduce cost of operations of the company and will provide customers with better services.Customers should be happier and more satisfied with Sprint products and services. Profitability will also be less affected by devices subsidies since network operations will be more cost efficient. After analyzing all the information gathered, it look that might be a bright future for Sprint Nextel Corporation. References Company Profile Sprint Nextel Corporation. (2012, August 10). MarketLine, 24-29. doi:8613378D-5CF0-49B7-93F8-346EE511D261 Sprint Nextel Corporation (2013). History. Retrieved from http://www. sprint. com/companyinfo/history/ Sprint Nextel Corporation. (2013). Corporate Responsibility GovernanceModel. Retrieved from http://www. sprint. com/responsibility/approach/cr-governance. html www. alacrastore. com. (2013, January). Sprint Nextel Corporation (S) – Financial and Strategic SWOT Analysis Review. Retrieved from http://www. alacrastore. com/storecontent/GlobalData_Company_Reports-Sprint_Nextel_Corporation_S_Financial_and_Strategic_SWOT_Analysis_Review-2087-25542 Investopedia. (2013). Stakeholder. Retrieved from http://www. investopedia. com/terms/s/stakeholder Investopedia. (2013). Churn Rates. Retrieved from http://www. investopedia. com/terms/c/churnrate. asp#axzz2KsiBeGpW

Essay on Abstinence Teen Sexual Activity

Essay on Abstinence Teen Sexual Activity Essay on Abstinence: Teen Sexual Activity Killing Abstinence In Killing Abstinence by Robert Rector Robert Abstinence programs are questioned. Robert states that the media had recently stated that Abstinence programs had dramatically reduced teen sexual activity, and this surprised many people. According to Robert anyone who was at all knowledgably wouldn’t have been surprised by this fact at all. Robert also talks about the positive effects being abstinent can have on teens, besides the obvious lack of STDS or ability to become pregnant. Some of the other many benefits Robert talks about include happiness, better grades, and that teens are more academically inclined. According to Robert this is simply because teens who choose to be abstinent are â€Å"somewhat smarter and more mature, and have greater self-control†. Robert also mentions that sex is an â€Å"overpowering psychological that can cause youth to loose future orientation and work focus.† Robert believes that the main problem behind teen pregnancy is the progra ms that have replaced abstinence programs today. Where abstinence programs warned teens about the dangers of sex, the Sex Ed programs that remain are sub-par. Robert says that the curriculum in these sex ed courses shows students that society expects and accepts teen sexual activity and he thinks the abstinence programs worked better to protect teens. However, Sex Ed programs today do not promote sexual activity, and they are a very effective way of helping teens. Sex Ed programs are more effective than abstinence programs By telling teens not to have sex it only makes them want to do it more. Abstinence programs scare teens into thinking they are doing something ‘bad’ if they have sex. Human sexuality is a wonderful thing and we shouldn’t place negative connotations in our teen’s minds. Hormones are at a peak during the teenage years. Teen’s bodies are telling them to have sex, and we shouldn’t make them feel bad about it. Teenage desire to explore sexuality, combined with a desire to rebel doesn’t match up to abstinence programs. Sex programs do not ‘accept and promote’ but they instead protect. For example, Sex Ed programs focus

Tsar Nicholas essays

Tsar Nicholas essays Tsar Nicholas the 2nd was the last Russian Emperor, born on May 6, 1868. He caused a lot of controversy and changed history dramatically as a result of his poor preparation for the position. He ruled his country during the Revolutions, and led Russia into World War 1, all of which radically changed Russia and affected her position in the world. In the early century in Russia, there were many strikes, mass meetings, and demonstrations which eventually became too large for military to handle. These went against Karl Marxs theory that Russia was too much of a backward peasant country to revolt and have a Revolution. Plehve (the Interior minister) planned attacks on the Jews, in the attempt to redirect hostility away from the government and towards the Jews. He wanted to turn the attention of the Russians towards an external threat of a foreign power, and thought that if Russia was to partake in a small victorious war, it would postpone the Revolution. Nicolas helped propel instability into the Revolution by the disastrous foreign policy he pursued in East Asia. In an attempt to make sure that Russia wasnt excluded on colonial possessions, he started an expansionist policy in Manchuria and Korea that led to war with Japan in 1904. In April, 1904, the Russian Naval commander lost his crew when his flagship, the Petropavlov sk, hit a Japanese mine. The Japanese gained mastery of Port Arthur, and started the war in earnest. They gained possession of Mudken, loosing 70,000 men, and killing 90,000 Russians. In December 1904, the Tsar promised some minor reforms to remind his people of his absolute power, but events to come were soon to show the real weaknesses of the autocracy. The battle of Tsushima took place in May, 1905, with 20 Russian ships being sunk. This disaster, and also the growing spread of revolutionary activity inside Russia, forced the Tsar of the need to end the war with Japan. The Japanese...

Global operation and risk management of Qinetiq Group plc 01303 Essay - 1

Global operation and risk management of Qinetiq Group plc 01303 - Essay Example The company holds a business portfolio of military weapons and systems within mode of travelling including land, air and sea (QinetiQ, 2015b). According to QinetiQ (2014), the revenue of the company has been decreasing since 2011 such as 10.3% to  £m 1191.4 and with net loss of  £m12.7 in 2014. The reason is reduction in the expenditure of UK on defence equipment by 20% from 2007 and also other parts of the world (Clancy, 2014). Global company has major share in UK and USA. QinetiQ is considered for the assessment of performance and risk management due to its declining performance over last three years. Also the assessment of risk and risk management performance of the company will be reviewed. â€Å"Organic-plus† strategy drives QinetiQ’s with considering customers, people, innovation and productivity as core drivers (QinetiQ, 2014). Reported below financial trends of key indicators depicts continuous decline in performance (QinetiQ , 2014): The industry added value to the Europe via achieving turnover of 197.3 billion Euro in 2013 with the growth rate of 5.6% from military and civil sector (ASD, 2013). While, the information graphic report of Deloitte (2014), maintained that there will be decline in the Defense sector’s revenue while and increase in commercial sector is forecasted for future. It is anticipated that by 2023, commercial production level of aircrafts will witness 25% growth (Deloitte, 2014). CSC, however; forecasting challenges and only moderate growth near in the future (CSC, 2015). As depicted by the industry trends discussed above, the industry is highly flourished and developed with huge industry players base that fierce the competition level of the industry. Being the 6th largest in UK and operating in global environment the company possess a huge base of competitors including local and global players. According to Morningstar, direct competitors of QinetiQ are United technologies corp. and Boeing Co (Morning Star, 2015). However,

Critical Thinking on 'Lifelong Learning is a Good Thing' Essay

Critical Thinking on 'Lifelong Learning is a Good Thing' - Essay Example The Jones’s article entitled â€Å"The Educated Person† is all about a guy who became inspired of developing a career in college teaching when the commencement speaker’s speech said that â€Å"For those of us planning to continue on in academic life as college faculty, the speaker emphasized that the educated person question should be at the centre of our profession lives† (Jones, 2009, pp. 11 – 12). For some time, the question about becoming an educated person made the author think about the importance of pursuing higher education right after graduating from college. Eventually, Jones (2009) realized that the educated people are actually pertaining to those individuals who managed to develop a habit of going through the process of continuous learning. In the field of education, the real meaning of lifelong learning can be trivial in the sense that the students who managed to graduate from colleges and universities are expected to join the workforce . For the purpose of continuous or lifelong learning, it is not possible for each person to stay in school all the time. In general, the cognitive aspect of learning is more focused on each person’s knowledge, skills, special abilities, and critical thinking. However, Knapper and Cropley (2000, p. 46) explained that lifelong learning is not only about the cognitive aspect of learning but more on â€Å"motivation, attitude, values, self-image, and other similar non-cognitive factors†. To avoid facing trivial issues behind lifelong learning, it is possible to define lifelong learning as a person’s readiness and willingness to learn on their own. With regards to the significance of continuous learning in our daily lives, this study aims to prove that pursuing a lifelong learning is a good thing. To give the readers a better understanding about this topic, it is necessary to avoid coming up with a bias conclusion about the significance of lifelong learning in each p erson’s lives. To be able to provide a balanced argument with regards to the growing importance of lifelong learning, reasons why lifelong learning may or may not be a good thing will first be tackled followed by justifying the reasons why lifelong learning is indeed a good thing. As part of going through the main discussion, real-life examples on how lifelong learning can be applied in the professional growth of each person will be provided in details. Proposition: ‘Lifelong Learning† is a Good Thing According to Aspin and Chapman (2001, pp. 39 – 40), three of the most common arguments why lifelong learning should be considered as a good thing includes the need to continuously improve one’s own knowledge and skills for â€Å"economic progress and development†, for â€Å"personal development and fulfilment†, and for â€Å"social inclusiveness and democratic understanding and activity†. The argument made by Aspin and Chapman (2001 ) sounds reasonable since most of us have already experienced the truth behind the idea that the employment opportunity of each individual is highly dependent on their existing knowledge and skills of each person. It means that the expertise we gain from our current and previous job(s) increases our opportunity to find a better employer. However, it is necessary for each individual to continuously improve their knowledge and skills to avoid being stagnant in their current job (Jarvis, 2000). Over the past few decades, the

American Society for the Prevention of Cruelty to Animals Essay

American Society for the Prevention of Cruelty to Animals - Essay Example At present, ASCPA is considered as one of the largest animal welfare organization in the world. The organization's top advocacy is the prevention of animal cruelty. It is a non-profit organization privately funded by its members and supporters worldwide. ASPCA spreads the advocacy for animal welfare through efforts of practicing animal care, and assisting the victims of animal cruelty. In line with its mission, ASPCA conducts activities, classes, and seminars that aim to build the relationship between animals and their handlers (American Society for the Prevention of Cruelty to Animals ASPCA, 2011). The ASPCA was able to influence the government to formulate anti-cruelty laws for animals and was given the authority to impose the said law (Schroeder, 2003). One upcoming activity offered by the organization is the "Team up for AAT," class. It will run from September 17th up to November 12th. The registration fee is $320 per person (American Society for the Prevention of Cruelty to Anim als, 2011). This break even analysis is presented to have an idea on the profitability of this of activity. All the amounts reflected in the analysis are only estimation except for the actual price of registration fee which is $320. The period covered for the amount of salaries and benefits is one month. If the enrollees of the class will reach to a hundred, the expected revenue will amount to $32,000. .

Essay Example for Free

Essay INTRODUCTION An organization is a social unit of people, systematically arranged or managed to meet the needs or to pursue collective goals on a continuous basis. A sound organization can contribute greatly to the continuity and success of the enterprise. All organizations have a management structure that determines the relationship between functions and positions. Without proper care of higher, middle and lower levels of administration, it would be practically impossible for any management to run the organization smoothly. The better the organization the fuller would be the achievement of the common objective. Hence the study of the organization is of great importance. It helps to understand the organization better and become familiar with its functions. MRF LIMITED, an enterprise that was established in1946, in South India grew quickly to become one of India’s biggest tyre manufacturing companies, renowned for product superiority and innovation. MRF continues to be the leading tyre-maker in India. MRF inaugurated its Kottayam unit in 1969 as the second plant of MRF with a small rubber mixer and seven employees. The plant is engineered in four fully merged with the environment. World class rubber mixing facility with SCADA based recipe management, fully automated carbon handling systems and modern dust collecting systems keep the environment tidy. Facilities with upgraded systems for Tube, Tyre and PCTR manufacturing, deliver world class products. MRF Kottayam is certified with ISO 9001/ TS 16949, ISO 14001/OHSAS 18001-2007 etc. TPM initiatives improved the plant performance in all areas. MRF Kottayam unit also registered small scale energy saving projects for carbon credits and its liaison works with UNFCCC being done by consultants M/s. Ernst and Young. Its turnover crossed the 6100 crore mark in 2008. MRF has the widest product range among the domestic tyre companies as it makes tyres for all class of vehicles from trucks to two wheelers and go-karts. MRF Kottayam unit has nearly 2000 direct work force. 1.1 OBJECTIVES OF THE STUDY The objectives of the study can be summarized as follows: To know the history and the growth of the company To understand the structure of the company To acquire knowledge about the functional as well as managerial aspects of the organization To learn about the manufacturing process of the products To analyze the financial performance of the company To learn the plans, policies and procedures of the organization To observe the work culture of the organization To acquire knowledge about the strengths, weaknesses, opportunities and threats of the organization 1.2 SCOPE OF THE STUDY The organizational study was conducted in MRF Limited, Kottayam. The organizational structure and the management of various departments of MRF are taken for the purpose of the study. Sufficient attempt has been taken to cover almost all the facets of this organization and to understand the complex factors that are functioning within the organization 1.3 METHODOLOGY OF TRAINING Research is a systematic approach to a purposeful investigation. Methodology refers to the various methods used by the researcher right from the data collection and various techniques used for interpretation and inferences. Research methodology addresses the questions; what must be done, howl it must be done, what data must be collected, what data gathering methods must be employed, which sources of data must be selected and how the data must be analyzed and conclusion is reached. The total period allotted for the project work was one month. The study was undertaken by personally visiting the factory in Kottayam. METHODS OF DATA COLLECTION a) PRIMARY DATA Primary data are those which are collected as first-hand information and thus they are original in character. These are collected from the direct sources like: Personal interview Observation method b) SECONDARY DATA Secondary data are those which have already been collected by some other agencies of the organization that has been processed. Some of them are: Previous records of the organization Magazines and Journals Websites 1.4 LIMITATIONS OF THE STUDY Even if there was sufficient support from the staff of the company; a tight work schedule prevented them from giving additional information. The organizational study has come across certain limitations such as: The method used mainly provide qualitative data but lack of precision Too much of interaction was not possible due to the fear of trade secrets being exposed Personal bias could be the one key factor which has affected in having personal interviews CHAPTER-2 INDUSTRIAL PROFILE CHAPTER 2 INDUSTRIAL PROFILE 2.1 INDUSTRY BACKGROUND The tyre industry has evolved from the basic cross ply to the more sophisticated radical tyres. Nylon cords that impart low weight and additional strength to the tyres have also replaced cotton ply. This industry is also driven by agricultural and infrastructural activity that takes place in the region, as those two have an impact on the transport sector. The advent of globalization and liberalization in India urged the companies both small scale and large scale, to build in capabilities, in order to compete effectively on a global platform. The tyre industry in India has been striving hard to establish itself in the global market in its infant stage. There were threats from the global players who enjoyed substantial economies of scale. As a result, the Indian tyre companies were in a constant pursuit of adhering global standards of quality and state of the art technology in production. The fortune of the industry depends on the agricultural and industrial performance of the economy, the transportation needs and production of the vehicles. Hence this is a sensitive industry which has to adapt itself to a high volatile environment. ORIGIN OF THE INDUSTRY The tyre industry began to develop in India in 1920’s. The growth of the tyre industry in India may be divided into three phases. In the first phase, multinational companies like FIRESTONE (1920), GOODYEAR(1922) and DUNLOP(1926) came to Indian tyre industry for selling their products. They were considered as the fore runners of commercialization of tyres in India. During the early twenties and the mid-thirties, these companies became very famous and got established themselves in the industry. In the second phase, these multinational companies started their production in India. They became the first generation tyres of the Indian tyre industry. DUNLOP and FIRESTONE had put up plans to manufacture tyres in Kolkata and Mumbai in 1936 and 1942 respectively. The third phase of the Indian tyre industry began when the companies in India started manufacturing tyres that came out to be known as the second generation tyres. MRF, PREMIER and COOT etc were  the important companies among them. They started manufacturing their products in sixties and later on the third generation of the tyre industry started by 1970. APPOLO and JK TYRES were the most important companies among them. The most leading tyre companies in India are: MRF JK TYRES CEAT GOODYEAR APPOLO MODI BIRLA BRIDGESTONE MICHELIN After the initialization process started in 1922, the Indian economy was stepping the ladder much higher. Earlier, automobiles were mainly used for necessity. But nowadays, the whole trend has been changed in the livelihood. Even the middle class people can’t think about their life without having vehicles. This could be one of the main reasons that the Indian tyre industry is growing up day by day, even when the world is facing the major crisis of global recession. To an extent, the Indian tyre industry has faced few problems, but it has not affected the whole trend much seriously as far as the tyre industry of India is concerned. 2.2 THE INDIAN TYRE INDUSTRY The foreign companies dominated the Indian tyre industry till the 1960’s.However in the later part of the 60’s and early 70’s, the Indian Industrial Entrepreneurs made a stylish entry into the market alongside foreign collaborations with the automobile sector foundation within the country. The tyre industry saw the entry of many players and with the winds of liberalization blowing amidst the hue and cry, swept the entire land in 1922 and brought about the ride of joint ventures within the industry. The industry worth Rs. 9000 crores was independent upon the agricultural and industrial performance of the economy, the transportation needs and the production of vehicles. The Indian tyre industry is one of the largest in the world with more than 100 million motor vehicles on the Indian roads.  The Indian tyre industry evolves itself around some salient features like: Adaptability Innovativeness Exports Technology progression Wide product range for diverse usage The Indian tyre market can be categorized into three. They are: Original Equipment market Replacement market Export market The Replacement market generates demand to a greater extend as business volume tends to be high (85%), while the Original Equipment market demand is just a linear function of automobile production whose growth is in turn determined by the overall economic situation and the government policy. Globally, the Original Equipment market segment constitutes only 30% of the tyre market and 105 contributions comes from the Replacement market. This normally has placed the retreads in a better position than the tyre industry as a major colossal threat. The Coimbatore based Elgityres and Tread Limited, the largest retread in India is giving the tyre barons sleepless nights. The tyres basically produced in India are: CROSSPLY RADIAL TYRE The CROSSPLY tyres have been used in India for several years. In this, the Polycords run across with each other or diagonally to the outer surface of the tyre. Rayon and Nylon cords are used as the reinforcing medium. These tyres can retread twice during their life time and hence is preferred by Indian transporters who normally overload their trucks. In India, 90-95 percentages of such tyres are sold. The Radial tyres have their cords running radially from bead at 90 degree angle to the rim or along the outer surface of the tyre. The reinforcing mediums used in these tyres are Polyester, Nylon, Fiber Glass and Steel. Thus guaranteeing a longer life time and provide lower fuel consumption, with better control over the vehicle and road holding. The unhealthy condition of the Indian roads has resulted in Radial tyres accounting only five percentage of tyre industry as against a global trend of 60 percentages. The tyre industry is a major consumer of the domestic rubber production. The degree of contribution towards the material content in the Indian tyre industry by the Natural Rubber constitutes about 80% and the remaining 20% contribution is made by the Synthetic Rubber( worldwide, the ratio of Natural Rubber to Synthetic Rubber is 30:70) tyres which are subject to the use of different chemicals. The available local Natural Rubber is an added advantage for the industry, since it amounts to around 255 of the total raw material cost of tyres. On the contrary, Synthetic Rubber accounts to just 40% of the total raw material cost (India imports 60% of its Synthetic Rubber requirements). Apart from rubber, the major raw materials are Nylon Tyre, Code and Carbon Black. These raw materials are used to make the tyre strong and impart tenacity to it, while the latter holds respon sibility for the color of the tyre and also enhance the life span of the tyre. Nylon codes comprise 345 of the total raw material cost, while Carbon Black accounts about 13 percentages. To be concise, the tyre industry in India is highly raw material intensive and its cost directly affects the profitability of tyres. Therefore about 60-70% of the cost of production is from the cost of raw materials itself. Most of the raw materials are petroleum based. So the price of the international crude oil affects the tyre industry at large. Fortunately for the tyre industry, the rubber and carbon black prices have declined considerably. 2.3 PRODUCT PROFILE The company puts out the following offerings which are the major sellers in their segment: 1. MRF NYLON GRIP ZAPPER FS- MOTOR CYCLE TYRE 2. MRF NYLON GRIP ZAPPER FM- MOTOR CYCLE TYRE 3. MRF NYLON GRIP ZAPPER FV-MOTOR CYCLE TYRE 4. MRF MUSCLE ROK – EARTH MOVERS- OTR TYRE 5. MRF MUSCLE ROK- LOADERS- OTR TYRE 6. MRF MUSCLE ROK- X- OTR TYRES 7. MRF SAND GRIP- MULTI TERRIAN- OTR TYRE 8. MRF LEGEND- PASSENGER BIAS 9. MRF ZVTS- PASSENGER TYRE 10. MRF WANDERER- PASSENGER TYRE 11. MRF SUPER MILER – TRUCK TYRE 12. MRF SUPER LUG- 50- TRUCK TYRE 13. MRF SUPER LUG- 78- TRUCK TYRE 14. MRF SUPER LUG- 50 PLUS- TRUCK TYRE 15. MRF SUPER LUG- 50S- TRUCK TYRE 16. MRF STEEL MUSCLE- TRUCK RADIAL TYRES 17. MRF STEEL MASTER – LCV RADIAL 18. MRF ZVGLSK – ECO FRIENDLY PASSENGER TYRE 19. MRF BIG ROVER – JEEP TYRE 20. MRF SHAKTI – TRACTOR FRONT TYRE 21. MRF SAFARI 22. MRF SHAKTI LIFE- TRACTOR, REAR TYRE CHAPTER 3 COMPANY PROFILE CHAPTER 3 COMPANY PROFILE 3.1 MRF LIMITED MRF was started in the year 1946 by Mr.K.M.Mammen Mappillai, a young entrepreneur from central Kerala. The company was started as a toy and balloon manufacturing unit at Tiruvottiyur, Chennai and from 1951 the company took up the manufacture of tread rubber. By 1958, MRF was known as Madras Rubber Factory Limited. Since 1946, MRF has emerged as the largest tyre manufacturer in India and 12th largest in the world. The company caters to all vehicle segments from commercial vehicles and passenger cars to two-three wheelers and tractors. It has also made a strong presence for itself in both the radial and cross ply segments. It boasts of 68 sales centers, 2500 distributors and exports to over 75 countries, a standing testament to MRF’s outstanding leadership. VISION MRF will be significant global player delighting customers worldwide through Leadership in technology World class systems Excellence in manufacturing Driven by a team of motivated high performers, to achieve profitable growth. CORPORATE AND PLANT FUNCTIONS The corporate office is situated at Chennai where Marketing, Exports, Central planning, Engineering, Quality Assurance, Materials, Human Resource and Industrial Engineering, Environmental Engineering, Safety functions are carried out by Technical and Research and Development functions (plant technical) to cater to specific products. THE MUSCLEMAN The mere mention of the word MRF is bound to bring â€Å"The Muscleman† in the mind of Indians. The muscleman evolved in 1964, soon after MRF began manufacturing tyres. During the last 35 years, the â€Å"Muscleman† has evolved from a mere corporate mascot to a symbol of strength, reliability and durability; embedding the quality of tyres that the muscle man represents. The muscleman evolved into a high-tech symbol in the mid-80, a sign of changing times. Its new appearance was a silent testimony to the indomitable spirit that carried MRF across the INR 20 billion mark. The muscleman’s appearance changed once again in 1996, MRF’s golden jubilee year. He started appearing in full form and is now also known affectionately as the MRF tyre man by motorists across India and 65 countries worldwide, which have come to rely on him for sale and comfortable ride. MRF PRODUCTION UNITS Tiruvottiyur : Tamilnadu Arakonam : Tamilnadu Kottayam : Kerala Ponda : Goa Medak : Andhra Pradesh Puducherry :Tamilnadu POLICIES QUALITY POLICY Quality policy of MRF is to maintain market leadership through continuous  quality improvement. To achieve this goal, all the plants and the corporate office shall pay particular attention to the following: Product or process improvement by field or plant performance monitoring and prompt services to the customers Up gradation of machinery to meet the increasing needs of the customer Continuous training of all employees in order to acquire necessary skills and knowledge At the plant level, the respective senior General Manager or General Manager is assigned the responsibility of carrying out the quality system by collaborating with the corporate functions. SAFETY POLICY It is the policy of our company that, the SAFETY AND HEALTH of our employees shall be our FIRST priority. It is the responsibility of everyone in the organization, regardless of the position he occupies, to ensure that everyone in the factory returns home to his beloved ones without any injury that day and every day We shall observe this policy not only in letter but also in spirit and offer ‘ACCIDENT FREE SAFE PRODUCTION’ for the benefit of one and all. ENVIRONMENTAL POLICY The environmental policy of MRF is to manufacture our products in an environmentally friendly and safe manner. To achieve this goal, all the MRF plants, together with the corporate office shall: Minimize the impact of our manufacturing activities on the environment, especially the air, water and soil Comply with all applicable regulatory requirements Develop the environmental performance evaluation procedure for the continuous monitoring Up gradation of the machinery and pollution control equipment when required Train all over employees to perform their activities in an environmentally responsible land safe manner At the plant level, the respective Senior General Manager or General Manager is assigned the responsibility of carrying out the environmental system by collaborating with the corporate functions. TRAINING POLICY The training policy of MRF is to provide and develop knowledge, skills and  behavior of their employees to continuously improve their performance. To achieve this goal, all MRF plants together with the corporate office shall: Identify and document training needs of each employee, through competence evaluation each year Design and publish training calendar and schedule Provide training periodicals based on identified needs and as per the documented schedule Monitor and evaluate training process and outcomes to assess and to decide the next training cycle requirement At the plant level, the respective Senior General Manager or General Manager is assigned the responsibility of carrying out the training activities through Human Resource Department of the plant and the corporate office. TMP POLICY A Total Productive Factory where The work environment is pleasant The work force is highly motivated and empowered The machineries are reliable, efficient and precise to meet the increasing customer demand The product satisfies the customers with high quality and best price MAIN CUSTOMERS 1. Volvo 2. Tata Motors 3. Ashok Leyland 4. Mahindra 5. Force Motors COMPETITOR Some of the major competitors of the company are: 1. Michelin 2. AppoloTyres 3. Bridgestone 4. JK Tyres 5. Goodyear 6. CEAT MILESTONE IN THE MRF HISTORY It was in the late 1946 that a young pioneer, K.M.MAMMEN MAPPILLAI started a small toy balloon manufacturing unit in a small shed at Tiruvottiyur in Chennai. 1952: Company ventured into the manufacture of tread rubber  1955:MRF soon becomes the only Indian owned company to manufacture the superior extruded, non-blooming and cushion- backed tread rubber enabling it to compete with the MNC’s operating in India at the same time 1956: The quality of the product was of a high standard that by the close of 1956, MRF had become the market leader with a 50% share of tread rubber market in India. So effectively was MRF’s hold on the market, that the large multinationals had no other option but gradually withdraw from the tread rubber business in India 1961: With the success achieved in tread rubber, MRF entered into the manufacturing of tyres. MRF established a technical collaboration with the Mansfield Tyre and the Rubber Company of USA. Around the same time, MRF also became a public limited company 1963: Pandit JAWAHAR Nehru laid the foundation stone for the rubber research Center at Tiruvottiyur to commemorate the inauguration of the Tiruvottiyur factory 1964: With the commissioning of the main plant in 1964, MRF also made progress in the export of tyres. An overseas office at Beirut was established to develop the export market, and it was amongst India’s very first efforts on tyre exports. This year also marked the birth of the now famous MRF Muscleman. 1967: MRF became the first Indian company to export tyre to USA- the very birth place of tyre technology 1969: MRF factory built at Kottayam 1970: MRF inaugurated its Kottayam unit 1971: MRF gained license to build factory in Goa 1972: MRF’s fourth factory set up at Arakonam 1973: MRF launched India’s first Nylon car tyre 1978: MRF launched Super lug- the country’s largest selling truck tyre 1979: MRF turnover crossed Rs. 100 crores 1980: MRF entered into a technical collaboration with the B.F. Goodrich Tyre Company of USA, which was involved with the development of tyres for the NASA space- shuttle. With this began a significant exercise in quality improvement and new product development. MRF took a major policy decision to be aggressive on the racing circuits 1983: MRF began rapid product  development programme for the new vehicles entering India 1984: MRF sales turnover crossed Rs. 200 crores. MRF tyres were the first tyre selected for the fitment on the Maruthi Suzuki 800 India’s first modern car 1986: MRF was selected by National Institution of Quality Assurance for their most prestigious award. Pitted against 20 tyre companies worldwide, MRF also won 6 quality improvement awards instituted by B.F Goodrich tyre Company from USA 1987: MRF becomes the No.1 tyre company in India. MRF crossed Rs. 300 crores turnover. MRF legend, the Premium Nylon car tyre was introduced 1988: MRF pace foundation was set up, with international pace bowler, Dennis Lillee as its Director. Not long thereafter, pace bowlers trained at the foundation were selected for the Indian Cricket team 1989: MRF medak plant went on stream. Once again recognition of excellence, MRF was awarded the Visveswaraya Award for the Best Business House in South India and the Economic times Harvard Business School Award for the Best Corporate Performance. MRF collaborated with Hasbro international USA, the world’s largest toy makers and launched Funskool India 1993: K.M.MammenMappillai was awarded the Padmashri award of National Recognition for his contribution to industry the only industrialist from South India to be accorded this honor until that time. MRF was selected as one of India’s most admired marketing companies by the readers of the A and M magazine 1996: MRF celebrated 50 years. Turnover touches Rs.2000 crores. A special factory dedicated to the manufacture of radials was started at Pondicherry. MRF tyres were also chosen for fitment on the Ford Escort, Opel Astra and Fiat Uno 1997: MRF launches its first ever F3 car 1998: MRF launches its Super Lug tyre for trucks 1999: MRF was declared the most ethical company by â€Å"Business World† magazine in its survey 2000: MRF launched the smile campaign on Indian roads 2001: MRF won JD power award for customer satisfaction 2002: The MRF Nylogrip Zappers for two wheelers is launched. MRF wins the JD Power Award 2004: MRF’s turn over crossed Rs. 3000 crores 2006: MRF’s turn over crossed Rs. 5000 crores 2008: MRF’s turn over crossed Rs. 6000 crores 2009: In spite of Global meltdown, MRF’s turn over crossed Rs. 6200 crores MRF LIMITED KOTTAYAM UNIT- OVERVIEW MRF Tyres, Kottayam was set up in 1969 on a hill top in the village of Vadavathoor about 7 km from Kottayam town in the state of Kerala. After starting the first MRF unit at Thiruvottiyur in Chennai, MRF management decided to take advantage of low electricity costs, tax concessions on Natural Rubber at no extra transportation cost and the availability of skilled and educated labor and started the second unit of MRF at Kottayam. The unit started off as a factory building with an area of 34200 sq. ft. and a Ban bury of 3A size with a capacity to mix 10 meters a day. Today MRF houses 265 management staff and 1319 regular workers. It started as a small mixing unit growing into a full scaled manufacturing unit producing tyres. It also manufactures tread rubber and with two newly installed Ban bury. It has become one of the most productive plants in India with a record production of tubes. The commissioning of a tyre plant in 1994 marked a new era in the unit’s history. Initially, t ractor tyres were produced, and then diversified into passenger tyres and truck tyres of various types. The Kottayam plant supplies mixed rubber to the other plants of MRF and with the increase of demand the plant had to be augmented. A new plant exclusively for mixing, was built with huge internal mixers and a mixing capacity of 600 tons per day and is one of the largest mixing units in Asia. PLANTS WITHIN THE KOTTAYAM UNIT Tube plant Tyre plant Mixing plant Pre-cured Tread tyre plant The present turnover of finished goods of Kottayam unit is Rs. 650 crores per annum. Kottayam unit has also started Pre-cured tread rubber (PCTR) production in August 1993. KOTTAYAM PLANT FACTS AND FIGURES Built up area 600000 Sq. Ft. Management staff 252 Nos Regular workmen 1115 Nos Casual workman   399 Nos Total Finished goods production 3400 MT/ month Total turnover of finished goods 37 crores/ month Mixed stock sent to other units 7000 MT/ month Tyre Production 52000 Tyres/ month Tubes, Envelopes and curing bags production 263000/ month Flap Production 82000/ month Conventional tread rubber production 160 MT/ month PCTR Production 330 Tonnes/ month Repair Materials 83 Tonnes/ month Vulcanizing Solutions 32500 Litres/ month FIG 2.1 ORGANISATIONAL CHART 3.2 FUNCTIONAL DEPARTMENTS AT MRF LIMITED The organization is made up of different departments. Departmentalization is the grouping together of similar or logically related activities. There are several bases for departmentalization. The different forms of departmentalization are departmentalization by functions, by products, by regions, by process or a combination of any of them. The basic need of department arises because of specialization of work and limitation on the number of sub-ordinates that can be directly controlled by the superior. Departmentation converts the work into manageable units. If there was no departmentation, there would have been serious limitation on the side of the organization. The company is having eight different departments which play a vital role in the development of the company. The different departments are:- 1. Production Department 2. Human Resource Department 3. Accounts and Finance Department 4. Quality Assurance Department 5. Engineering Department 6. Industrial Engineering Department 7. Technical Department 8. Security and Safety Department PRODUCTION DEPARTMENT Among all the functional areas of management, production is considered to be crucial in any industrial organization. Production in terms of economics is the process developed to create a collection of input, which may be energy, capital, information, material, manpower or any other raw materials into a specified set of output produce like finished goods and services in proper quantity quality. Production is the primary function of the company, thus all other functions support the production department in various segments. Pro-duction Department controls the production process by coordinating the activities of other departments. After receiving the marketing or Sales price from corporate office, the annual production plan is made and this will be further broken down into monthly and weekly plan. MRF has production in four plants. They are Tube plant, Tyre plant Mixing plant and PCTR plant FIG 2.2 PRODUCTION PROCESS PLANT 1 TUBE PLANT In this plant artificial rubber called butyl rubber is used for manufacturing of the tubes. It is mixed with carbon black and chemicals and then extruded into various sizes. After sufficient cooling it is sent for pre-cutting to the required length, value fixing and splicing. It is then moved to the freezing table for cooling the splice joint and is shaped to the required size. After this is taken out and kept inside the curing presses for vulcanization. After the set time the tube is unloaded from the press and sent for inspection. The tubes are then deflated using vacuum and the tube core is inserted. The size are segregated and packed as per the standards. FIG 2.3 PLANT 2 TYRE PLANT Grey fabric is passed through calendaring machine for coating both sides with rubber. From there it goes to a machine called the fabric cutter for cutting  it into different lengths as per specifications. Steel wires are passed through bead extruder for coating with rubber and wounded on specific wheels as per the specifications. On tyre build-ing machine, green tyres are made using calendared fabric, bead, tread etc. Green tyres are vulcanized in tyre curing press by steam heated moulds. After this the tyres are inflated to retain its properties by trimming, inspection and dispatch. FIG 2.4 PLANT 3 MIXING PLANT Ordinary rubber is mixed with carbon black, chemicals and the rubber processing oils in the specified quantities into the rubber mix-ing equipment called the ban bury. From there it is dumped into the dump mill and passed through batch of tanks in sheet form for cooling and is then stored in metal skids. Samples from each batch are tested and the batch is certified for use. This compound rubber is sent to the tyre and PCTR plants. FIG 2.5 PLANT 4— PCTR PLANT Pre — cured Tread Rubber (PCTR) is used for re — treading rubber. Compound rubber is used in mixing mills and extruded to the required size using extruders and passed through conveyors for cool-ing. These slugs are stored in leaf trucks for ageing. It is then vulcanized in the curing process. After curing, an excess flash material is trimmed off and goes for inspection. It is then sent to the stretch wrap-ping machine for packing. FIG 2.6 FUNCTIONS OF PRODUCTION DEPARTMENT The main functions of Production department are: PLANNING FOR PRODUCTION PROCESS: This is based on the monthly plan given by central planning, plant planning department will prepare a simulation plan by dividing the month into 3 segments of 10 days each. The simulation plan given by plant planning for the month is taken as a guide line and each  plant plans the production for each process. The available inventory and the priority of dispatch are taken into consideration while daily schedule is given. Slight changes are made in the simulation plan to reduce the number of sizes running at a time with the objective of improving production efficiency. MATERIAL INDENT AND RECEIPT: The daily requirement of raw materials is calculated on each plant after considering the available inventory and the scheduled production for the next day. Raw material indent is made to raw material store. Raw material stores make arrangements to deliver the indented material at the plant. PROCESSING: Processing is carried out as per the technical specification, BSP (Basic Standard Practice) and the work instruction of the respective department. Set up verification is done for each product and each run. Once the process is stabilized, the process parameters are checked and recorded. If the parameters are as per the specifications, production is continued. If any parameter is not confirming to the specified limits, then necessary correction is made and the production process is resumed. Whenever a machine/ equipment are behaving abnormally, it is informed to the engineering department. If the process variation is abnormal, production is stopped by production supervisor/ quality supervisor/ technical supervisor. The abnormality of machine is rectified by engineering department and the machine is handed over to production. If any non-conformance is noticed in the product, it is held using NCM [Non-Conforming Material] tag. Whenever engineering department notices a machine behaving abnormally, they request production stoppage through a maintenance request PRODUCT IDENTIFICATION AND TRACEABILITY: The objective of proper identification and traceability is to prevent mixing up of products and to ensure traceability of products at various stages. This applies to raw materials, in- process materials and finished goods. For example, in the case of extruded tubes, details like size, month code, year code, plant code, date of extrusion, extruder operator code, and ‘ made from imported Butyl are printed. Traceability is ensured in different ways. For example, while extruding treads, the details of stock (like stock code, date and shift of mixing, batch numbers) used for extruding those treads are entered in the traceability register. CHECKING AND INSPECTION: The activity of inspection covers raw materials, process parameters, in – process materials and finished goods. Inspection is done to ensure that the materials, equipment and storage area are free from any contamination. Proper identification of the materials, FIFO (first in first out), ageing (minimum and maximum), and test status (whether the material is tested and cleared, or is pending for test or is it rejected after testing) are checked. Dimension checking is done during in – process operations. Visual checking is done on in – process materials for defects like cured lumps, air traps, wrinkles, improper cutting etc. process parameters like temperature, pressure, water flow etc are also checked. Visual inspection of finished product is carried out by production department. CONTROL OF NON- CONFIRMING PRODUCTS: During the processing, if any non-conformance is noticed in the product, it is held with a NCM (Non-Conforming Material) tag, which is filled up in duplicate with details like the material that has been held, size/ code, defect, quality held and the location where the material is kept. It has separate space for writing down the disposal and also the disposal follow up. CORRECTIVE AND PREVENTIVE ACTION: Corrective is a required action when a non-conformity is noticed either in process or product, immediate corrective action is taken to rectify the defect, so that the process or product is not affected any further. Preventive action is required when recurring non conformities which are noticed, in process by production, quality, technical or engineering are taken up for discussion in the weekly QA( Quality Assurance) meeting to initiate preventive action in consultation with the concerned departments. In case of occurrence of non-conforming process or product due to operational lapse, the concerned people are trained. In other cases, the proposed preventive action is recorded in the minutes of the meeting and the responsibility of implementing is assigned to the concerned departmental person as decided in the meeting. This is followed up in the  subsequent meetings and reviewed for its effectiveness. If the preventive action calls for a change in p rocedure or work instructions, this is discussed in the weekly Quality Assurance Meeting and a joint decision is taken by the departmental heads. HUMAN RESOURCE DEPARTMENT Human resource management perceives organizations in their totality. Every organization requires many things in order to be effective for producing the product or service, financial resources, away of marketing whatever product or service is created by human resource. People are the real assets of an organization. Without human beings the organization cannot attain any progress. The production, technology, financing and customer connection can all be copied easily. But every organization must find effective way to attract, retain and motivate employees. FIG 2.7 FUNCTIONS OF HR DEPARTMENT HUMAN RESOURCE PLANNING The Board of Directors, Plant Manager and the HR Manager will decide the number of employees required, their qualification, method of requirement, remuneration etc. RECRUITMENT AND SELECTION It is one of the main functions of HR department. In the case of management staff, the functions of recruitment, selection and placement is done by corporate HR department. Induction and orientation is given by plant HR. this is to align the objectives and the goals of the individual with that of the company, so that the synergy produces benefits to the company as well as to the individual. In the case of workmen, selection is done by plant HR department through a written test followed by an interview. Then they are given induction and orientation before being sent to the plant for on the job training. Workers are selected at 100% merit basis. Experience is considered as an additional qualification. MRF provides the tradition of selecting the relatives of the existing employees wherever a vacancy arises provided the relative is fit and suitable for the job. 1. Application Blank 2. Antecedent Verification 3. Medical Checkup 4. Blood Group Testing 5. Reference Letter 6. Recommendation Letter 7. Selection List 8. Physical Examination 9. Selection Interview 10. Appointment TRAINING AND DEVELOPMENT A program of training and development is important as it lends stability and flexibility to an organization, besides contributing to its capacity to grow. It is essential to help in developing skills and updating knowledge. Especially in a cut- throat world, an organization must commit resource in employee training and development if it has to maintain a viable knowledge work force. PROCEDURE FOR TRAINING The plant Human Resource Department maintains records of education, experience and training of all personnel. The plant HRD sends competency evaluation forms to all department heads once a year. The significant aspects in each job which affects product quality are identified in various work centers and the significant jobs are listed out. The Department Heads along with the section heads determine the necessary competence required for personnel whose work affects product quality. The competencies of those who perform significant jobs are evaluated and the area in which training is to be imparted is determined for those who fall below the required competency level. These details are sent back to the HRD by concerned department Heads. HRD consolidates the training requirements and a training calendar is prepared. For external training programs wherever required plant sends the details to corporate functional heads for approval and corporate HR arranges the approved training programs. Internal training programs are conducted with either internal or external faculties. Training programs are conducted in accordance with the identified training needs of the employees and also  the company needs (wherever required). Training details are recorded in the training register. The details of the training program attended by each employee are entered in the data base after the training program. Wherever feasible, pre training and post training tests are conducted to evaluate the effectiveness of the training programs. Wherever pre training and post training are not feasible, training evaluation forms are filled by the participants and sent to plant HR/Corp.HR. New entrants are given orientation training as per the orientation schedule. Monthly reports of the training activities are sent to Corporate HR . MODES OF TRAINING The various modes of training are as follows: a. Knowledge Based training b. Skill based Training (On –the- job and Off- the- job) The methods used in Knowledge Based Training or conceptual training are total Productive Maintenance (TPM) and ISO 9000 to ensure quality to both products and employees. At the same time, Skill Based Training includes mainly Technical Training. On- the -job training is usually meant for the men at work place as well as supervisors. It includes activities, assignments, operations, machinery etc. Off- the- job training is usually given to employees from General Manager to workmen. Off –the- job training consists of class room classes, training, quality training, meetings, behavior based training, external training. WAGE AND SALARY ADMINISTRATION The wages of the workmen is fixed based on the long term agreement. It is paid to the workmen based on the work done on each day as a piece rate system. The work done on each day is recorded in work sheets and it is routed through time office to the accounts section where wages to be paid are calculated and paid. The wages to be paid for the casual workmen is fixed and revised from time to time. In the case of management staff, salary is fixed by the corporate HRD. The plant HRD coordinates the periodic appraisal of performance which is the basis for salary revision. The salary for the staff is paid on the basis of attendance and this is  monitored by time office which is a function of HRD. The time office does the functions of time keeping, attendance monitoring and up keep of leave records. PERFORMANCE APPRAISAL Performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in their allotted work and is treated properly by giving Dearness Allowance, Fringe Benefits, Bonuses and other payments according to the rules and regulations of the company. According to the seniority and performance, an employee gets a shift in his position in the same hierarchy. It depends upon the parameters such as seniority, merit and the suitability of the job. The performance appraisal is done on weekly, monthly, half yearly and yearly basis. INDUSTRIAL RELATIONS AND LABOUR MANAGEMENT The company has very good cordial industrial relations. The two trade unions of the company are: → MRF Employees Union (INTUC)  Ã¢â€ â€™ MRF employees union (CITU) The trade union consists of an organization. They also have a level of hierarchy. The local leaders of the trade union are the Secretary, Treasurer and a Convener. The external leader comprises of President, Vice President and General Secretary. The workmen category of MRF is controlled by a Long Term Agreement every three years. Negotiations and conciliation between Management and Workmen are made over the table through continued discussions. This is mainly organized by HR with the help of Industrial Engineers and other departments involved. DISCIPLINARY ACTIONS AND PROCEEDINGS Absenteeism is dealt in MRF in a very strict manner. An employee who absents himself regularly is first called and advised to improve the attendance. After that if he is not improving, a show cause notice issued and asked for written explanation, which has to be submitted within 48 hours of notice. If he still continuous to be absent, he is issued a first warning, then a second warning. After this he will be suspended and if he still has not changed, he will be terminated. This principle is applicable to all the  employees who are irregular and who violate the rules and regulations of the company. The procedure of this rule is descriptive. Employees, who are absent regularly, would be given a show cause notice. A charge sheet is issued upon the receipt of unsatisfactory reply to the show cause notice. A domestic enquiry is also issued. By this procedure, the absentees and those who violate the rules and regulations are made to understand the situation that led them to this conduct. The second show cause notice is issued for the employees to present reasons. If he/she fails to state a convincing reason, then he/she would be suspended or even dismissed from the company. These rules are common for all the employees who are trying to falsify the record or status of the company. The dismissed employee is considered in the case of an assault or making the person a criminal. STATUTORY AND NON STATUTORY WELFARE MEASURES The welfare of labour is the statutory code which is controlled by the Factories Act for the benefit of the employees within the industrial system. Sometimes the living and cultural condition of the employees beyond which is required by the law, keeping in par with the customs of the industry and the conditions of the market. Labour welfare aims at providing the physical, psychological and general well-being of the work population. The welfare officer carries out all the functions and activities related to labour welfare and take care of the physical and general well-being of the employees. The main functions of the Welfare Officer are as follows: The welfare officer helps to maintain a harmonious relationship between the factory management and the workers by establishing contact and holding consultations. To notice the grievance of the workers to the management and act as a Liaison officer between the management and the labour. OTHER WELFARE FACILITIES Loans are given to employees to purchase vehicles for them, educational loans are also provided. Basic essential facilities such as food, shelter, sanitation, recreational facilities, reading facilities are also provided. Workers in the factory are provided with safety gloves, shoes, masks for the accident free working environment. MEDICAL FACILITIES Every employee and his family members are covered under some or other Health Scheme based on the wage package.at the moment if it is below Rs.7500/-they will be covered under ESI scheme. If it is above the limit then a special Medical Insurance Scheme is arranged for them covering the expenses in connection with Hospitalization and Personal Accident. WORKING HOURS The working hours in MRF are divided into 4 shifts, the time allotted to each shift is mentioned under:- General shift -8.00am to 4.30pm First shift -7.00am to 3.00pm Second shift -3.00pm to 11.00am Third shift -11.00pm to 7.00am ACCOUNTS AND FINANCE DEPARTMENT Finance is the life blood of every organization. According to J.F. Brodley â€Å"Financial management is the area of business management devoted to a judicious use of capital and careful selection of the source of capital in order to enable a business firm to move in the direction of reaching its goals†. A firm cannot sustain in the absence of an efficient financial department. Plant account manager is in full charge of various activities done by the accounts department. He verifies the various functions done in each section. He takes decision for maximizing the profit and minimizing the expenses. He makes an important decision. This department keeps accounts of all the financial transactions of the company. The accounting period of MRF is from October 1st of one year to September 31st of the next year. MRF has a fully computerized accounting of production unit starting from the issue of goods received to the final documentation is computerized. Funds obtained for capital structuring for both internal and external sources. The internal sources include capital reserved debentures; shareholders etc. and the  external sources include banks such as SBI, Canara Bank etc. the strategy that the company has adopted is to go for credit transactions and payment will be made within one month time. All the costing taxation, salaries and wages, fringe benefits turnove r details etc are computed and posted by the raw materials stores, engineering stores, shipping departments and engineering departments. Wages, fringe benefits turnover details etc are computed and posted by the raw materials stores, engineering stores, shipping departments and engineering departments. FIG 2.8 FUNCTIONS OF ACCOUNTS AND FINANCE DEPARTMENT * FINANCIAL ACCOUNTS This branch deals with all types of cash payments and receipts. This will include payment for engineering and raw material purchase, petty cash payments, operation and reconciliation of bank accounts, payment to the government in the form of taxes and levies, payment of PF, deduction from salary and payment of loan outstanding and insurance premium of employee, freight payments, payment in lieu of travel bill of employees, canteen expenses, payment to contractors, payment of leave travel allowance, medical re-imbursement etc. cash receipts in the case of scrap sales and any other cash receipt will also come under this branch of accounts. FIG 2.9 FINANCIAL RESULTS 2009-2010 [Rs in crore] 2009 2010 Sales 6141.94 8080.45 Other Income 34.40 41.97 Total Income 6176.34 8122.42 Profit Before Taxation 398.48 534.66 Provision for Taxation 145.45 180.68 Profit after Taxation 253.03 353.98 Share Capital 4.24 4.24 Reserves 1357.18 1686.44 Net Worth 1361.42 1690.68 Fixed Assets Gross 3020.57 3865.62 * COST ACCOUNTS This branch deals with forecasting, budgeting, analyzing and re-porting the income and expenditure of the company. The budget for expenditure is prepared using standard costing principles and it is com-pared with the actual expenditure. Any variation from the budget (whether positive or negative) is analyzed to find the exact reason and it is reported to the top management. * WAGES AND SALARY Computation of wages and salaries is done by this section of accounts departments. Wages of workmen are fixed in the long term agreement and is calculated on a daily basis depending on various factors like grade, number of hours worked, the output achieved etc. * SALES TAX All matters related to sales tax are handled by this section. Monthly returns for sales tax are filed on behalf of sales depots. VAT (Value Added Tax) system has been introduced and all matters related to this are also looked after by this branch of accounts. C forms are issued for purchases from outside the state and F forms are issued for receipt of goods from depots. QUALITY ASSURANCE DEPARTMENT Quality is considered as the most effective tool to improve productivity, to achieve cost effectiveness, to improve profitability and market share and to remain competitive in the global market. In the business environment of today, quality impacts not only products and services but also many other relevant entities such as process, systems, people and organization. When a person buys our product, he has certain expectations. These are determined by several factors and it de-pends on the intended use of the product. The expectations can be performance, price, dependability, consistency of performance etc. If the product fulfills the customers expectations when it is used, he will be pleased with tile product and will say that product is of good quality. If his expectations are not met he will say that the product is of low quality. FIG 2.10 FUNCTIONS OF QUALITY ASSURANCE DEPARTMENT The quality system requirements of the customers are collected and all efforts are taken to ensure that the requirements are met. This is done by employing statistical process control techniques and by training the operators. The different functions of quality assurance department are as follows: → To process audit and final product inspection → To improve the profitability of the company by reducing defects and waste generation → To materialize the document called Basic standard practice, which says how the process is to be carried out, what are the ‘do’s and  Ã¢â‚¬Ëœdon’t’s of each process etc → Whenever a process or product does not meet the specifications, the process is stopped and the defective products are kept held using a tag called the NCM (Non-Conforming Material) tag → To check whether the process is carried out in concurrence with the laid down specifications and the basic standard practice → The performance of the product are recorded and monitored on a daily basis so that any abnormal deviation can be easily detected and attacked → To initiate studies for implementing new systems and procedures on the principle of continuous improvement. FMEA (Failure Mode Effect Analysis) is carried out and a control plan is also prepared to ensure that the causes of failure are avoided before they happen → Whenever a tool change is done, the relevant parameters are checked by quality Assurance and certification is done before the commencement of production → Whenever a new machinery is installed, QA carries out the process of industrialization of machinery, in collaboration with engineering and technical department → Audits on suppliers and outside godowns are conducted periodically to ensure that the materials procured are of the required quality and also ensure that they are stored in the manner that does not give room for any determination → Slow moving and non-moving items are tracked at regular intervals to avoid the material getting deteriorated due to prolonged storage and to avoid producing material which is not needed in the market. ENGINEERING DEPARTMENT The functions of Engineering Department are divided into mechanical, electrical, instrumentation, civil and environmental engineer-ing. The main functions are new machinery layout preparation, erection and commissioning of new machinery, preventive maintenance, breakdown maintenance, condition monitoring and overhauling of machinery and other related equipment’s. Erection, commissioning, operation and maintenance of utility items, generators, boilers, compressors, pumps, freezer lines and cooling towers and maintenance of material handling systems are done by engineering departments. The maintenance of equipment’s at pump house and allocation of training centers are also done. FIG 2.11 FUNCTIONS OF ENGINEERING DEPARTMENT MECHANICAL MAINTENANCE 1. Preventive Maintenance All equipment’s that need preventive maintenance are listed out. It is ensured that the equipment history and manuals are available for all machines. A preventive maintenance schedule is prepared after a careful analysis of breakdowns in the machine and based on the personal experience of the maintenance personnel. Preventive maintenance schedule for the particular week is taken and the necessary materials, tools, manpower and spares are arranged. The necessary clearances are obtained from planning and production of equipment’s and the machine is released for maintenance. The schedule maintenance activities are carried out based on work instructions and experience. Then the machine is checked and handed over to production. Based on the number and nature of breakdowns in each machine during the year, the preventive maintenance schedule reviewed and a new schedule is prepared for the next year. 2. Breakdown Maintenance The defective machinery is identified either by production or by engineering and a maintenance request is generated. In case of production detecting the flow, production raises the maintenance request and in the case of engineering detecting the flow, engineering raises the maintenance request and arranges for the tools, maintenance personnel and spare parts. Then the machine is released for the maintenance. The required maintenance jobs are carried out and the machine is thoroughly checked. If the maintenance is done, then the machine is handed over to the production. Otherwise the necessary rectifications are done again. Every month, down time analysis is done and permanent corrective actions are initiated in the case of recurring failures. CHAPTER 4 FINDINGS AND SUGGESTIONS FINDINGS MRF Limited is the leading tyre manufacturing company in India which has exports over 75 countries across the world MRF makes tyres for heavy duty trucks, bus, light truck, passenger car to motor cars, rally cars, off the road earth movers, two and three wheelers, farm service and military service Talking about the findings on the infrastructure of the manufacturing plant in Kottayam, there is good working environment for the employees The usage of modern and updated technology, in the field of production process gives a cutting edge to the modernization of the company The improved quality standards of the company show a tremendous achievement in the tyre industry All departments are well structured Good working environment for employees Team effort and honesty in their strength Health and safety of employees are given importance Training programmes and meetings are held subsequently SUGGESTIONS The present strategies of the company in various segments should be improvised especially in the case of setting up a marketing development in the unit The company should maintain better tie ups with the dealers and subsidiary institutions More attractive advertisements in media would help in marketing The company website should be updated often Motivational incentives should be given to the best performers in the organization as it could be the best way to do performance appraisal to figure out if more productivity of the work is being performed It is better to provide a collaborative system and approach to the current limitations of the work methods and need to support track and achieve the revision work It is better to diversify MRF products to avoid the limitations of current exports CHAPTER 5 CONCLUSION MRF has been the potential market leader and the trend setter in the tyre industry for the last 21 years inspite of the emergence of competitors and their competition. The company has a considerable lead over the arch rivals in the tyre market but has a stiff competition from the other global players. The clinical performance of the company is only because of the combined efforts of management and its employees. MRF has been successful in providing high quality and technology superior products to the customers. Being driven by technology and product innovation, every tyre that comes out is of the highest standards and tested to the toughest conditions to take on any role. Hence it is clearly visible that the company is in the forefront of the tyre industry and hope that it is going to continue the same impact in each segment of the tyre industry for a long time. The organizational study at MRF Limited, Kottayam, which helped me in gaining awareness of the functioning of different dep artment in the unit and give an outlook of the various modes of work being performed at managerial level, middle level and at the bottom level of the organization. The study has helped me to get a clear picture of the objectives and policies of the company and the mission of MRF and that is to maintain market leadership in the long run.