The poem the City Planners Essay Example

The poem the City Planners Paper In the poem the ‘City Planners’ and ‘Where I come from’ by Margaret Atwood and Elizabeth Brewster respectively, the poets use metaphors, imagery and use of negative as well as positive diction to describe the influence of the People over nature and animal kingdom. Atwood uses furious and resented tone and diction to describe the people, ‘city planners’ as selfish people who only care about personal gain. Whereas in ‘Where I come from’, the poet thinks that people are made of places and they behave according to the place they live in and treat nature and their surroundings accordingly. Both poems have themes of ‘organized life of people and nature’, which emphasizes the power of the people forcing it. In the City planners the poet presents the character of the planners as â€Å"political conspirators† that emphasizes their strength. This conveys a sense that everything in the city is controlled by them, even nature. Due to their actions the life in Singapore is like a list and this point is proven by the use of colons after the word ‘sanitary’ in the first stanza. This foreshadows the theme of organized life of people and nature. Sanitary trees, assert Levelness of surface like a rebuke This line gives an effect to the reader that everything is perfect in the city. There is a use of oxymoron to describe the trees, as trees cannot be sanitary. The use of oxymoron suggests that everything that is generally imperfect is the opposite in this city; every thing is perfect; even nature makes sense. This creates a very boring mood in the city as there is nothing very phenomenal and therefore the city isn’t very exciting. We will write a custom essay sample on The poem the City Planners specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The poem the City Planners specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The poem the City Planners specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It also suggests that nature under control and it isn’t allowed to be insane. Simile is used in this line to compare the asserter of the trees to level the surface, to a rebuke. Here too, the imperfect surface is made level, forcefully by the ‘sane trees’ that were, ironically, forced to be perfect as well. Atwood considers this as a criticism to the surface. Than the rational whine of the power mower cutting a straight swath in the discouraged grass. This line too, suggests the similar idea of nature being controlled. The word ‘cutting’ gives an effect that nature is being made perfect and sane. The use of the diction ‘discouraged’ suggests as if nature does not want to become perfect and sane but it does not have the power to overcome the ‘city planners’. An example of the similar idea is seen when the poet uses the word â€Å"power† in front of the mower. The word power foreshadows the idea of ‘everything in the city having power, except for nature’. The same slant of avoidance to the hot sky. The people also ignore disorganized nature that the city planners cannot change. This can be seen clearly when, â€Å"the same slant of avoidance to the hot sky† is mentioned. In this line the houses avoiding the sun are a metaphor for the people. The poet uses a deeper layer to the meaning by using the houses as a metaphor. The metaphor suggests that the people in Singapore are ‘planned’ to avoid imperfectness. They are planned to avoid insane and irregular nature just like the life of animals and people are planned and organized. When the houses, capsized, will slide obliquely into the clay seas, gradual as glaciers that right now nobody notices. In this stanza, the poet uses enjambment in order to speed up the poem. The lines in this stanza suggest that, even after the city’s perfection it will end in ruins. The use the words, ‘into the clay seas’ give an ironic suggestion that the imperfection shall remain, but not the perfect cities. In the poem ‘Where I come from’, the poet symbolizes her past and uses metaphors to convey her feelings towards nature and the animals. She is of the opinion that people are ‘made’ of places such as forests, mountains etc. This, like the colons in the first poem, is used to foreshadow her opinion towards the people living in different areas and nature. Nature tidily plotted in little squares with a fountain in the center; museum smell, art also tidily plotted with a guidebook; In these lines a similar idea of nature being controlled by people is seen. The use and repetition of the diction ‘tidily plotted’ is used to create an atmosphere of perfection in the city and it is emphasized by the repetition. The word ‘plotted’ suggests that people do not allow nature to grow randomly. They force it to grow in a specific way. The word â€Å"guidebook† is a metaphor for the lives of the people. It conveys a sense of being very organized and precise. It sounds as if the people know what is going to happen in their future as they have a fixed timetable. It also suggests that nature has to follow this timetable too. This idea is also seen in ‘the City Planners’ when the poet uses diction such as ‘same avoidance of the hot sun’. She idealizes her childhood memories of the past. She states that in the countryside the people are very different from those in the city. Here, nature is not considered to be subservient that can be clearly seen when the poet conveys how nature is not controlled, â€Å"blueberry batches in burnt out bush†, â€Å"with yards where hens and chickens circle about, clucking aimlessly; battered schoolhouses behind which violets grow. † . The word â€Å"burnt† is effective because is conveys a sense of not being controlled. This suggests that people in the countryside do not replace nature; they simply give them time for growing once again. The line, â€Å"Battered school houses behind which violets grow† also emphasizes the freedom of nature in the countryside. The use of imagery, â€Å"violets†, growing behind the â€Å"battered† schoolhouses suggests that nature can grow anywhere beautifully and its real beauty is shown when it is allowed to grow randomly. The poets of both the poems think that nature is being controlled by modern society. Atwood blames the city planners as the reason behind this whereas Brewster believes that common people in the city are also blamed for controlling nature and thinks that people behave differently according to the place they live in.

Raves essays

Raves essays El caso Country y la cultura rave en venezuela Carlos Alberto Ayala Galavà ­s carnet # 60340 7/11/00 Basicamente un rave es un lugar, o mejor dicho, una fiesta; donde generalmente asisten todo tipo de sujetos, desde 50 hasta 25.000 personas, se escucha mà ºsica electrnica hasta despus del amanecer. Son fiestas donde la gente se dirige a ser quien realmente es y todos son aceptados como lo que verdaderamente son. En un rave se puede llevar a cabo la actividad que sea placentera para cada quien, como hablar, bailar, sentarse, dormir, etc. Un rave no se puede definir, debido a que la escena cambia de paà ­s en paà ­s, de ciudad en ciudad e incluso de persona en persona; todo depende de la mà ºsica, el lugar y el pà ºblico; lo que siempre se mantiene es el lema de paz, amor, unidad y respeto. La à ºnica forma de expresar la filosofà ­a de la cultura rave en una palabra es PLUR. Es la abreviacin de Peace, Love, Unity and Respect (Paz, Amor, Unidad y Respeto). Es un peque Paz: La razn por la cual a los ravers nos gusta la mà ºsica que escuchamos y nos divierte la forma en la que bailamos, es porque nos ayuda a alcanzar un estado de paz interior en cada uno de nosotros. Ser capaz de bailar de esa manera nos devuelve a la edad de cuatro abamos llenos de ego y libertad, antes de que la conciencia se apoderara de nuestros actos. Amor: El amor est estrechamente relacionado con la paz, debido a la paz interna de cada individuo, existe un sentimiento de aprecio y admiracin hacia todas y cada una de las personas presentes en el recinto donde se lleva a cabo el evento. Por ejemplo, en el momento que te acercas a un extra bebiendo agua de una botella y el te ve ban sera sonreir y ofrecer...

Free Essays on James Watts Biography

James Watt (1736-1819) James Watt was born in Greenock in 1736. Watt had little formal education because he had health problems during his childhood, but helping his father and seeing his father work at his shop made Watt develop an interest to make things work better. Later he went to London to learn to be a "mathematical and philosophical instrument maker", and when he returned to Glasgow he got a job making instruments with Glasgow University, who gave him a workshop. In 1763 John Anderson asked him to repair a steam engine he had bought. This early model was called: the Newcomen engine and it was very inefficient. The cylinder (where the piston was) had to be heated when steam was admitted, and then it had to be cooled again to condense the steam. This wasted a lot of time and fuel. Two years later, Watt had the idea of condensing the steam in a separate vessel. This removed the necessity for heating and cooling, making the engine faster, safer, and more fuel-efficient. The Watt’s engine was 75% more efficient than Newcome engine. Then Watt met Matthew Boulton, a Birmingham engineer, and started to make business with his new improved steam engine. At first Watt’s engines were used for pumping water from cornish tin and copper mines, steam power was used mainly for spinning, but eventually weaving was also powered by steam engine. By 1819, there were 18 steam weaving factories in Glasgow.This influenced into the Industrial Revolution, because people started to lose their jobs and the machines will replace them because now the industries preferred the machines. Besides of being an intelligent and creative person, Watt was also an insecure and a jealous person. When one employee of the company, a man named William Murdoch, started to experiment with high pressure of the steam engine, Watt discourage him from continuing his work. Murdoch’s engine was better and smaller than Watt’s engine. However, Murdoch... Free Essays on James Watt's Biography Free Essays on James Watt's Biography James Watt (1736-1819) James Watt was born in Greenock in 1736. Watt had little formal education because he had health problems during his childhood, but helping his father and seeing his father work at his shop made Watt develop an interest to make things work better. Later he went to London to learn to be a "mathematical and philosophical instrument maker", and when he returned to Glasgow he got a job making instruments with Glasgow University, who gave him a workshop. In 1763 John Anderson asked him to repair a steam engine he had bought. This early model was called: the Newcomen engine and it was very inefficient. The cylinder (where the piston was) had to be heated when steam was admitted, and then it had to be cooled again to condense the steam. This wasted a lot of time and fuel. Two years later, Watt had the idea of condensing the steam in a separate vessel. This removed the necessity for heating and cooling, making the engine faster, safer, and more fuel-efficient. The Watt’s engine was 75% more efficient than Newcome engine. Then Watt met Matthew Boulton, a Birmingham engineer, and started to make business with his new improved steam engine. At first Watt’s engines were used for pumping water from cornish tin and copper mines, steam power was used mainly for spinning, but eventually weaving was also powered by steam engine. By 1819, there were 18 steam weaving factories in Glasgow.This influenced into the Industrial Revolution, because people started to lose their jobs and the machines will replace them because now the industries preferred the machines. Besides of being an intelligent and creative person, Watt was also an insecure and a jealous person. When one employee of the company, a man named William Murdoch, started to experiment with high pressure of the steam engine, Watt discourage him from continuing his work. Murdoch’s engine was better and smaller than Watt’s engine. However, Murdoch...

The eNotes Blog 8 Books by Black Women to Read for Black HistoryMonth

8 Books by Black Women to Read for Black HistoryMonth In honor of Black History Month, we’re highlighting stories by black women. All of these selections illustrate the complexities that black women have faced when confronting new destinations or social realities. Because of a history of gender and racial bias, black women writers have been underrepresented in the literary canon. In broadening the landscape the literature were sharing in the classroom, it’s crucial to raise the visibility of the work of black women writers and listen to their stories. From memoirs to historical fiction, novels to short stories, these eight works by black women writers offer thought-provoking social commentary and unrelenting honesty. 1. Becoming  by Michelle Obama Page count: 426 Genre: Memoir Publish date: 2018 There’s a reason why Becoming has taken a steady spot on several bestseller lists. The memoir is an invitation into Michelle Obama’s private world, sharing the intimate experiences that have shaped her into one of the most iconic women of our time. She shares the triumphs and setbacks from her humble beginnings on the  South Side of Chicago to her historical residency on Pennsylvania Avenue. A woman who will not be defined by one title, Becoming is about dreaming big and embracing your personal growth. 2. Brown Girl Dreaming by Jacqueline Woodson Page count: 337 Genre: Poetry; Memoir Publish date: 2014 Awarded the National Book Award for Young People’s Literature, Brown Girl Dreaming is Jacqueline Woodson’s memoir told in verse. Woodson recounts growing up as a young African American in South Carolina and New York during the 1960s. During a time of racial segregation, Woodson parallels her coming-of-age narrative with her poetry as she discovers her voice through writing about her experiences as a young black woman dealing with racial injustice.   3. Homegoing by Yaa Gyasi Page count: 320 Genre: Historical Fiction Publish date: 2016 Yaa Gyasi’s debut novel traces the history of two families from Africa: one that was sold into slavery and one that was spared. The chapters alternate between the descendants of the two families, each generation representing a different time period of the shared African American experience in the United States. The intersecting narratives explore a long, dark history of oppression, providing different lenses into the past. Gyasi’s novel is a reminder that â€Å"history is storytelling† and listening to the voices of those silenced and suppressed will help us understand what has shaped the present.    4. Kindred by Octavia Butler Page count: 287 Genre: Historical Fiction; Science Fiction Publish date: 1979 The first science fiction novel written by a black woman, Kindred is about a 20th-century African American woman who is frequently transported back in time to the antebellum South. As she switches between her home in 1970s Los Angeles and a pre-Civil War Maryland plantation, she meets her ancestors and experiences the role of a black woman during slavery. Octavia Butler highlights how the intersectionality of power, race, and identity have contributed to the social conditioning that has influenced years of racism. 5. The Hate U Give by Angie Thomas Page count: 444 Genre: Fiction; YA Publish date: 2017 Inspired by the 2009 police shooting of Oscar Grant, The Hate U Give is about a young black girl finding her voice and speaking her truth. When she witnesses the shooting of her best friend at the hands of a police offer, Starr Carter must decide whether to share what she knows or stay silent. In this YA novel, Angie Thomas addresses contemporary issues of racism and police violence by telling the story through the eyes of a relatable, young protagonist caught between two worlds. Starrs story encourages fearlessly speaking up on behalf of all of those who have been silenced. 6. The Icarus Girl by Helen Oyeyemi   Page count: 352 Genre: Fantasy Publish date: 2005 Helen Oyeyemi draws on Nigerian mythology to tell a story of a solitary, young girl struggling to find her place in the world. During a summer visit to Nigeria, the young protagonist finally finds someone she believes she can call a friend, even though no one else can see her. With vivid imagination, Oyeyemi takes readers through a mysterious series of events that lead to a haunting discovery. A novel about the dualities of identity and culture, Oyeyemis story encourages readers to explore what lies at the root of feeling displaced. 7. The Thing Around Your Neck by Chimamanda Ngozi Adichie Page count: 218 Genre: Fiction; Short Story Collection Publish date: 2009 In this short story collection, Chimamanda Ngozi Adichie shares twelve different tales about identity and displacement. The characters are mostly women who leave Nigeria in pursuit of a new life in the United States. Each narrative highlights the complexities of the immigrant experience and the struggle to maintain connections with heritage while adapting to a new culture. Adichie is a native Nigerian who moved to the U.S. for college, and her writing provides insight into not only the loneliness embedded in migration but also the importance of acknowledging your roots. 8. We Need New Names by NoViolet Bulawayo Page count: 298 Genre: Fiction Publish date: 2013 Bulawayo’s novel highlights the motivations that influence individuals migrating to a new country and their search for belonging. As a young African immigrant assimilating to American life, Darling experiences the difficulties of growing up in an unfamiliar culture. As the protagonist shares the differences between her home country of Zimbabwe and her livelihood in the U.S., she depicts how coming of age in an impoverished country rather than a prospering country yields different outcomes.

Summary of chapter 13 Essay Example | Topics and Well Written Essays - 750 words

Summary of chapter 13 - Essay Example The nature of return, production scale and technology decides the market structure of products. The book suggests that diamond company De Beers is a best example of monopoly but monopoly does not exist in America because of legal obstacles. Oligopoly is a market structure where there is small number of large producers and is more common to be found. In monopoly, there is an upward movement of demand curve which means there is reduce quantity of product supplied. The monopolist usually raises the price of the product by reducing the output and they achieve market power. And monopoly is all about market structure. Their intention is to increase profit and hold control over economy. The monopolist create barrier to entry for other producers and there are five principles to it. They are control of scarce resource or input, increasing return to scale, technological superiority, network externality and government created barrier. The monopolist has two effects on the revenue which is quantity effect and pricing effect. The monopoly marker is a price maker and they decide the demand and price of their product. Actually in monopoly there is no substitute for the product they sell. The fundamental cause to monopoly is barrier to entry. The main example of it is De Beers according to the author. Here the government gives a single firm, the exclusive right to produce a particular good. In monopoly, there is sole producer, downward sloping curve, price maker and reduce price to increase sales. The monopolist’s marginal revenue is less than price of the good. The monopolist receives economic profits as long as price is greater than general cost. The monopolist practice price discrimination to increase their profit and recue dead weight loss. But for this, the firm must analyse the customer’s willingness to pay. The author expressed the monopoly versus perfect competition and welfare effects o f the monopoly. The chapter describes

Handball as a game played by use of hands instead of feet as in Essay

Handball as a game played by use of hands instead of feet as in football - Essay Example The paper tells that there before, people had that misconception that playing handball is just an easy task that is not that much demanding. This has lately been proven wrong, since handball is like any other game where a lot from the players is needed. The game requires someone to posses the right skills and to have undergone a thorough training before one can become an excellent player. Every player has a desire to improve his game swiftly, but many spend only a few moments of time perfecting their skills. Efficient learning and training is the best approach in achieving most and for high level play in all the sports, as research has proved. This line of attack could also be applied to almost any corporal ability. Therefore, for one to pursue sporting as a career, one has to be ready for the ups and downs associated with the job. More extra efforts will be essentially vital in the job. High level of discipline, total devotion, and perseverance in hard times of sport are among the k ey requirements of the job. Hence, the misconception by many people that playing a sport and get a salary it is an easy job get proven wrong. There has also been a misconception on payment to sporting players among several people. Many people have clung on the belief that sports playing are well paid jobs compared to the other jobs. In many games like soccer, or basketball, prolific players have been there, but soon they no longer play. The situation is this way because of various limiting factors like age limit or incase of incidence of severe injuries to players. In all the games, handball being one of them, there is a certain age limit that players are to be within and beyond which they get retirement. Therefore, these conditions present cases that make the sports players receive more earning in the form of salary. This is in effect, will cater for their up keep soon they quit playing the game. The issue of better payment will then be of assistance to the players especially those who rely entirely on playing as a life career. Among various games, handball is a game that can be played by anyone on the basis of gender despite the different belief by various people, that handball is a girls sport. It has also been found that handball is a game with various strict rules and regulations that are followed to the later. During training and match sessions, these rules and regulations are well observed. Among the rules while playing; as one dribbles the ball, the hand is to touch the ball just at its upper partly. The player is to move three steps prior to shooting, dribbling or releasing the ball. The moment the foot gets onto the ground is a step made. The players have to ensure that the ball get to their rival’s target to earn a score. Once a team has scored, the loser team starts the game again. Therefore, the sport is not as easy as thought of, but rather complex to some extent. It was extremely surprising that many people, especially, those without much exposure to the game, initially, they had thought that in most developed countries is where handball was best played. This belief had led to many talented players in handball dreams being shuttered. The developing countries had the adverse effects of the perception. Those people, who had secured handball playing as a job, and opted to carry on with the job, had to put with the torment of the idea. Lately, through the swift spread of knowledge and information about handball, has led to appreciation of the game widely.

Organizational Behavior And The Criminal Justice System Term Paper

Organizational Behavior And The Criminal Justice System - Term Paper Example With the idea that the criminal justice system consists of diverse individuals, it is clear how the organization can be characterized by numerous personalities, attitudes, and perceptions that can define or influence the overall organizational culture and impact its objectives. Such diversity can lead to chaos, non-performance, and inefficiency. In order to convert this into an advantage, the study of organizational behavior can be undertaken. For example, there is the job-skill match principle. Here, human resource managers in the criminal justice system must take pains to ensure that people being employed matches or fits their job. Say, a police officer's qualifications, character, and attitude must be suitable to his position. A good fit or match, wrote Mills et al. (2006), is one in which the potential employee and organization are compatible. (p. 98)Another excellent example is the way prisoners are managed in correctional facilities. As prisons play the important function of pr otecting the community from criminals, its fundamental responsibility is to rehabilitate offenders so that they do not become recidivists when they finally return to society. Rehabilitation programs involve changing the prisoners’ criminal behavior and tendencies that is why the organizational behavior is crucial. The sheer number of prisoners – with their varying profiles and attitudes – must be considered in measures that would provide opportunities for personal change and skills acquisition. This example leads us to the need to regulate and direct the way individuals within the organization interact with each other. In prisons, offenders in their relations with each other could create conflict when unchecked. Directing organizational behavior can help establish effective rules as well as mechanisms of conflict resolution and negotiation. Organizational Processes There are many other instances wherein individual processes in the context of organizational behav ior can help organizations to function better and become more productive. Because of this the top organizational managers of the criminal justice system make it a point to define and direct the organizational behavior of their respective organizations. For instance, the Central Office Strategic Apex of the American Correctional organization, in its mission statement, aims to: ensure that organizational behavior is in accordance with organizational goals and values; and, correct significant deviations in the

Discuss South Africas apartheid policy of 1948. How was it initiated Essay

Discuss South Africas apartheid policy of 1948. How was it initiated Provide historical information of the time from the passing of this policy until gaining independence in 1979 - Essay Example In 1948 the National Party, which represented primarily the interests of Afrikaners, used the idea of ​​apartheid as their program and won the elections (Black South Africans already did not have the right to vote). All South Africans were divided by race into White, Colored, Black and Indians (Asians). Different groups had different rights; of course most of them belonged to Whites. Government introduced separate education and health care, transport, social and recreational facilities, churches; mixed marriages were banned. Even shops and beaches were â€Å"for whites only† and â€Å"for others.† Development of the policy of apartheid led to creation of Bantustans (Bantoestans in Afrikaans), the areas densely populated by indigenous Black South Africans; in fact those were reservations. The South African government created ten Bantustans in South Africa and ten in the South-West Africa (Namibia), which was under the control of South Africa. In fact, Bantustans were totally dependent on South Africa, their independence was not recognized by any country in the world. South Africa’s black population was forcibly resettled in the Bantustans. South Africa’s policy openly declared that the ultimate goal of creating Bantustans would be a situation in which no man with black skin color could be a citizen of South Africa and, accordingly, would not have any rights in this country. Due to condemnation and rejection of apartheid by the countries members of the British Commonwealth in 1961 South Africa left the Commonwealth and became an independent republic of South Africa. In 1994, after the end of apartheid South Africa’s Commonwealth membership was restored. Apartheid caused a strong resistance in South Africa itself. A number of organizations, primarily the ANC (African National Congress), organized numerous protests.

The College of Business at VIP University Case Study

The College of Business at VIP University - Case Study Example The first being ranked position one, and the least performing being ranked 30. In the alternative rank order, the serial alternates between the best and the worst. On the hand, paired comparison identifies each student as a group and compares her/him with every member of the class independently based on a specified criterion. Forced distribution entails the distribution of students’ performance into three categories that are excellent, poor, and bad. The paired comparison comparative analysis is highly suited to examine the performance of the 30 students. The implementation of the method would first entail listing of the 30 students on a sheet of paper. Thereafter, the first student on the list would be compared with the second student on the list. Student with the better performance rating would be checked. Subsequently, the first student would be compared against all other 29 students, and the process repeated for all students. The student emerging with most checks would be the best performing in the class. The performance information of each student could be obtained from the students themselves, his or her peers, academic results, and personal evaluation by professor. In accordance with Lunenburg and Ornstein (2012) arguments, the paired comparisons are highly suited method of comparative performance measurement since it enables the comparison of each and every student’s performance based on specified qualities. The r esults from the analysis could further aid in the provision of individual student guidance in relation to the obtained

Chronology in ‘A Rose for Emily’ Essay Example for Free

Chronology in ‘A Rose for Emily’ Essay William Faulkner takes into account the ever-complicated concept of time in â€Å"A Rose for Emily†. It is a manifestation his contemplation on the nature of time. It lacks a standard chronology. Faulkner ensnare almost three quarters of century in a few page story. He does it superbly by avoiding a proper chronological order. Faulkner skillfully put the story up to demonstrate the indefinable and intangible character of time. He constructs it in such a subtle manner that it is hard to detect any chronological order of the plot. Time does not flow in a linear direction but take a circular direction with the progress of story. Fault consciously or unconsciously does not concern himself with specific dates. A handful of explicit dates are cited in the story. But these indications reveal as plenty of information about the linear chronology of the vents. For example, it is quite clear that remittance of Emily’s taxes by Colonel Sartoris takes place in 1894. It is further provided that he is dead for the last ten years and this the time Emily meets the new aldermen. Story further discloses that Emily died at 74. This hint capacitates us to construct a linear chronology of the events. The linear sequence of events in Emily’s life is as follow; Section 4 illustrates her birth during civil war. Section 2 describes a joint ride with her father in an old wagon. Her father dies. Homer Barron appears on the scene and an amorous affairs starts with Emily in section 3. She purchases male lavatory set and outfits for him in section 4. We are again forced to revert back to section 3 when town people degrade him and reverted back and summon her cousin. Section 4 is marked with the arrival of cousins and departure of Homer from the town. He returns back after the exit of her cousins. We again slip back to section 3 where Emily purchase poison from a local vendor and Homer disappears in the next section. Section 2 illustrate stink from her house indicating his death and four aldermen are shown sprinkling water on her grave. Faulkner has used a novel narrative technique as story starts with Emily’s funeral (the end) and concludes with the finding of Homer’s rotten dead body. Faulkner’s concept of time and its effective utilization does not weaken the story but it is the most obvious strength of its plot, construction and thematic expressions. Although presentation of time in this manner is mostly related is subject to philosophical orientation of the author but it had deep impact on the plot. He merges past into present and present into past and this feature of the story captivates the reader. â€Å"Faulkner gives the story a chronology, but as with so many of his stories, we have to sort it out† (McGlynn 461); Furthermore, it hinders the formulation of reader’s judgment about Emily till the end. The effects of this non-linear chronology on the story are beautifully summed up by McGlynn (1969). He says that â€Å"A chronology of ‘A Rose for Emily’ is useful for at least two reasons: it makes the plot more easily comprehensible, and it helps clarify the function of time in the story† (461). By evading a clear and linear chronological order of events, Faulkner attempts to provide his reader a riddle comprised of various bits. However, he provides clues to facilitate this puzzle-solving. The motive behind this exercise seems to involve his reader more deeply in the story. So above-mentioned arguments and supported evidence clearly suggest that time is not present in a simple chronological way in the story but it is manifested in random manner and plot flows with the flow of the consciousness of the narrator and does not follow the rules and principle of chronological time. Works Cited Faulkner, William. 1970. A rose for Emily. Columbus; Merrill. McGlynn, Paul D. 1969. William Faulkner: An Interpretation; The Chronology of A Rose for Emily, Studies in Short Fiction. 6.

Introduction To Managing Human Capital Management Essay

Introduction To Managing Human Capital Management Essay In highly competitive modern world, Managing Human Capital plays a pivotal role in organizational success than ever before. The every aspects of the human capital has changed drastically over time and now it is considered to be the most dominant and critical success factors in achieving in highly demanding and complex corporate objectives. Human Capital Management (HCM) can be defined and interpreted in many ways but in simplest form it can be defined as the strategic approach to people management in creating sustainable and competitive value to the organizations and people itself. As shown in the introductory slide, proper HCM strategy helps organizations to streamline and integrate with human resources with the business to deliver stakeholder expectations by addressing entire human resource cycle. First of all, proper HCM strategy helps organizations to identify, recruit and retain right individuals for the right positions by enabling significant advantage over the competitive edge. Also HCM focuses on effective employee engagement by establishing effective communication channels and increase workforce productivity by employee motivation and incorporating other strategies. Similarly, proper talent management, succession planning, leadership development and strategic alignment strategies more or less defines the organizational success and well defined and planed HCM strategy is the pathway to achieve it. Introduction to the Company KBSL Information Technologies Ltd (KBSL IT) is the leading Information/Systems Integrator of Information Communication Technology (ICT) solutions for Enterprises in Sri Lanka. KBSL has been in the industry for almost 25 years and it has the expertise in the areas of Server, Storage, Voice, Data Networks and Security Infrastructure Integration in providing a very sound and an optimal solution encompassing all relevant areas for customers, in meeting the current and growing requirements in keeping with industry trends. Currently, there are more than 75 highly talented individuals employed at KBSL and it is steered by a very flat management team which consists of CEO, CMO and Head of Business Units. The vision of the KBSL is to become the leading business system integrator in Sri Lanka by following the values of being fair and honest in every engagement with customers and the shareholders delivering the most innovative solutions. KBSL is best poised to achieve its organization mission through their simplified focus and in delivering customers information needs, through flexible and powerful solutions, that are central to their business success. The Key Issues and Challenges facing the General Management of Human Capital Globally and Locally They Key Issues and Challenges facing the General Management of Human Capital Globally In todays highly globalized, exceedingly competitive and dynamic business environments, managing human capital has become a global challenge for every manager in organizations. Referring to a survey done by PricewaterhouseCoopers addressing the key issues and challenges of human capital management of more than 200 companies from 35 countries, it is noted that change management, leadership development and organizational effectiveness are the top three issues faced by the companies. Additionally, employee recruitment, retention and succession planning are also considered to be important pain points of the managers in carrying out day to day business functions. Change management is highly important to address rapid changes imposed by the business environments such as mergers and acquisitions, dynamic changes in business strategy and focus, workforce mobility by managing the employees reluctance to change in a positive manner. Leadership development combined with the succession planning has also become a huge challenge for the management since it has a direct impact on on-going and future business operations and success. As per the survey managing the organizational effectiveness is equally important and organizations should review and restructure their entire organizational process and procedures to achieve success in local and international market segments. Similarly recruitment and availability of skilled employees and retention is equally important and has become a serious global challenge mainly due to aging workforce, inexperienced younger generation and competitiveness and agility of the labor workforce. They Key Issues and Challenges facing the General Management of Human Capital in KBSL Information Technologies Ltd To identify the key issues and challenges facing the general management of human capital, several one to one brief discussions were carried out with the Business Unit managers and finding are listed in the slide given below. As per the results, selection and recruitment of right candidates is the most challenging task and employee retention and development also goes side by side in management perspective. Nowadays, it has become almost impossible to find right talent for technical and non technical positions in service industry with right attitudes and qualifications mainly due to the facts that migration and overseas job opportunities and lack of interest and knowledge of the younger generation working in SI industry. So that company has to invest a lot on fresh graduates for their development by providing trainings and guidance without getting any productive outcome from them in return for a significant time period. Same as globally, coping up with the change has become one of the key challenges facing by the local management specially when handling employee behavior and perceptions in situations like drastic business strategy changes. Also addressing and filling up the gap between the employer and employee engagement happen to be impact negatively on overall business performance and this perceptual gap needs to be filled by establishing proper communication channels throughout the corporate hierarchy. Since we are still suffering and being victims of the global recession, local companies had to cut down budgets severely and due to that employees motivation and morality goes down ultimately affecting negatively on achieving business targets. Moving on with the discussion of global and local challenges faced by general management in handling human capital, now lets look at current HR management challenges of aligning employee and HR department agendas in KBSL. The current HR Management challenge of aligning The Employee Agenda with the The HR Department Agenda in KBSL The Employee Agenda in KBSL Information Technologies Ltd Every employee has their own expectations from their employers and organizational success heavily lies on identifying and satisfying those motivations, preferences and expectations of every individual in a win-win approach where both parties gets benefited. Small round table discussion was held with selective employees from each business units to identify their expectations from the company and listed are the findings of that session. First of all, every employee expects a positive working environment where they can carry out their assigned work productively and efficiently. They expect work-life balance since family life is equally important same as the working life and so that they expect it to be stress free, supportive and politics free culture. Also employees expect personal and professional growth equally as the attractive compensations and benefits because they want to climb up in the career ladder to reach higher commanding positions than being in the same position for a lifetime. Performance based rewarding approach and industry benchmarked salary levels are also expected and more importantly appraisals and evaluations to be done in transparently and fairly manner across the organization reward right individuals for their talent and performance. Apart from the benefits, employees expect to be given platform and opportunity to use their innovative ideas in to work where they can make a difference and get proper recognition in return. If employees feel that their work makes a difference and part of something unique and special they will get motivated and perform at their best to deliver more than expected benefiting the organizations at the end of the day. The HR Department Agenda in KBSL Information Technologies Ltd Similar to the employee expectations, there is always organizational and HR department agenda for each employee expecting to deliver certain results in return throughout the entire employee life cycle. Foremost of all, HR department wants to hire the best talent available in the industry and expecting them to perform at their fullest potential as a team to deliver organizational objectives. At the same time they expect everybody to act upon honestly and diligently with utmost commitment to the organization ad hearing to the corporate ethics and principals. More importantly, employees should represent their organization in a positive manner to outside world and every work related decisions they take should be made in the best interest to the customer. Also HR expects employees to develop their selves by updating with the latest technologies and practices and obtaining professional certifications to reflect the competency. Furthermore they expect employees to follow the directions set by the management, positively accept and learn from constructive criticisms and being dependable. Perceptual Gap Carefully evaluating and analyzing both employee and HR agenda, following key points were identified as the perceptual gap and incremental corrective solutions are proposed in the coming slide. As per the modern practices HR function should be strategically reengineered to closely align with the dynamic business environments and effective human capital management practices should followed. But refereeing to the KBSL entity, strategic focus of HR is minimal and more traditional administrative HR operations are followed. Since KBSL has a flat management hierarchy and consist of managers with traditional perceptual mindset still believes that employees as a liability and replaceable at anytime rather than treating them as organizations most valued assets. Also management expects employees to deliver more than they are capable without giving them proper training and compensations and some of the employees also expect limitless benefits from the company without delivering their assigned jobs. Both employees and HR department comes to false conclusions by judging on misinterpreted information mainly due to the distant engagement and lack of proper communication channels eventually affecting the organizational success. Finally there is no specific standard methodology to manage activities associated to employee life cycle causing unnecessary troubles to the business by following instantaneous ad hoc decisions. Proposals for Incremental Resolutions Based on the local and global trends and best practices and applying the human capital management theory, following resolutions are proposed to fill up the perceptual gap addressed above. Since employees are considered to be the most valuable asset to any organization, organizations should develop and maintain a win-win situation for both parties by addressing each others concerns genuinely. Also HR function should evolve to a more strategic and responsible role by closely aligning with business objective and proper communication channels needs to be established to minimize the misunderstandings between the employee and employers expectations. Also to address the major problem of employee turnover, KBSL management should provide competitive compensation and remuneration packages to the employees analyzing competitor benchmarks and focus on employee career development prospects positively to create a long lasting relationship with them. Also it is highly advised to incorporate modern HR practices given in the slide so that KBSL as a whole can benefit from positive outcomes. Talent Management Definition Talent Management has many definitions and as given in the slide it can be simply define as the systematic methodology in managing talent within an organization in achieving strategic business goals. Talent Management itself has important key components such as workforce planning, selection, recruitment, orientation, performance management, training and development, succession planning, compensation and benefits which can be directly impacted on organizational success. As per the formula shown in the power point slide talent should be a collective combination of competence, commitment and contribution so that in addition to the talent development, organizations should motivate and reward employees to gain their commitment and contribution to achieve organizational goals. The importance of the talent management is simply explained by the quotation of Organize as if the companys survival depends on talent management. It does by Boston consulting group and further discussed in the coming slide. Importance of Talent Management Talent management has become a crucial factor to organizational success due to many reasons and some of them are mentioned in this slide. In todays highly dynamic, highly competitive and highly demanding business environments, success is mostly depending on the talent of the workforce available within the industry. So that organizations should establish competency based recruitment procedures to attract the best among the industry and should retain and develop their best performers and highly skilled people to stay ahead in success race in the industry. Talent management plays a vital role in creating a high performing workforce and a winning corporate culture by implanting high motives in employees mindset and helps organizations to minimize the risk of losing key talent by initiating proper development programs giving employees plenty of opportunities to grow within the company. At the same time identifying successors for critical positions and develop internal employee capabilities to cater emerging organizational needs helps to address the resource scarcity in the industry. It also helps to identify competency gaps, talent requirements more quickly and make necessary arrangements to overcome those gaps for the betterment of the organizational performance. Finally it helps to manage challenging employee expectations effectively creating win-win situation for both parties otherwise which can be affected very severely. Key Issues and Challenges in Talent Management in KBSL Recommendations for Progressive Improvement and Resolution Source of Evidences References Al Ries, J.T., 1987. Positioning: The Battle for Your Mind. 1st ed. Warner Books. Al Ries, J.T., 1994. The 22 Immutable Laws of Marketing: Violate Them at Your Own Risk! HarperBusiness. Blythe, J., 2006. A very Short, Fairly Interesting and Reasonably Cheap Book about Studying Marketing. 1st ed. Sage Publications. Charles D.Schewe, A.H., 1998. The Portable MBA in Marketing. 2nd ed. Wiley. Cowan, L., 2010. New Product Innovations and Launching Strategies. Business Issues, (February). Dean, J., 1976. Pricing Policies for New Products. Harward Business Review, December. Debelak, D., 1997. Entrepreneur Magazine: Bringing Your Product to Market. 1st ed. Wiley. Department of Census and Statistics Sri Lanka, 2011. Population Characteristics Population by District, Five year age groups and Sex. [Online] Available at: http://www.statistics.gov.lk. Duane E. Knapp, C.W.H., 1999. The Brand Mindset : How Companies Like Starbucks, Whirlpool, and Hallmark Became Genuine Brands and Other Secrets of Branding Success. 1st ed. McGraw-Hill. Fred Crawford, R.M., 2003. The Myth of Excellence: Why Great Companies Never Try to Be the Best at Everything. Crown Business. Google, 2012. Google Glass. [Online] Available at: https://plus.google.com/111626127367496192147/posts [Accessed 15 July 2012]. Greg W. Marshal, M.W.J., 2010. Essentials of Marketing Management. McGraw-Hill/Irwin. Isoble Doole, R.L., 2006. The Official CIM Course Book Strategic Marketing Decisions. 1st ed. Elsevier. Kotler, P., 2003. Marketing Insights from A to Z ( 80 Concepts Every Manager Needs to Know). John Wiley Sons, Inc. Kotler,P., Armstrong,G., 2011. Principles of Marketing. 14th ed. Prentice Hall. Kotler,P., Keller K L., Koshy, A., Jha, M., 2009. Marketing Management. 13th ed. Prentice Hall. London School of Commerce., 2012. Marketing Management Course Manual.

Beauty :: essays research papers

Beauty   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Summary of The Biology of Beauty   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Many articles are written by modern psychologists and psychoanalysts that stress the importance of beauty in human and animal breeding as well as survival. One such article The Biology of Beauty suggests this importance and backs it up with many facts and figures as well as surveys on normal people. The article states many theories and hypotheses and also tries to explain why beauty plays such an important role in sexuality and power. What is beauty? According to this article, beauty is a combination of symmetry, special qualities, and traits.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Symmetry is perhaps the most supported part of beauty in this article. The article states that symmetry shows abundance of sexual hormones, health, and strength of the immune system. They support their hypothesis of symmetry's affect on the abundance of sexual hormones with various scientific evidence. Two psychologists, Steven Gangestead and Randy Thornhill measured the symmetry of hundreds of men and women in college. They also asked them to complete a personal confidential survey that gave information on their health and sex lives. What they found was that the men and women with better symmetry had started having sex 3-4 years before the people with average symmetry. Gangestead and Thornhill also completed another survey involving women's responses to symmetrical men and men with average symmetry. The results were as expected. The women with symmetrical partners responded twice as much compared to the women with men having average symmetry. The rate of contraception was also much higher. Animals are much more severe in their choosing. Female penguins won't accept males who aren't plump and symmetrical, and female scorpion flies only accept males with symmetrical wings, as they are better at hunting and protecting. Also, less symmetrical men and women surveyed had more ailments and more frequent accounts of illnesses compared to symmetrical men and women who were overall much healthier.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Special qualities also play a role in beauty. A person with normal features is not considered as beautiful as one with a few outstanding features. New Mexico State University's Victor Johnston conducted a computer survey called FacePrints in which participants of all ages and ethnic groups were asked to give their accounts of a perfect face into the computer. What they came up with was very surprising. Instead of selecting a female with average facial features, the men leaned toward a girlish face consisting of many outstanding features. Their ideal face consisted of a small chin and jaws as well as large eyes and luscious lips. Women value the opposite of the face constructed by men: a face consisting of a strong jaw and chin, prominent

Meditation Essay -- Natural Healing, Meditation Therapy

Meditation is an age-old practice that has renewed itself in many different cultures and times. Despite its age, however, there remains a mystery and some ambiguity as to what it is, or even how one performs it. The practice and tradition of meditation dates back thousands of years having appeared in many eastern traditions. Meditation’s ancient roots cloud its origins from being attributed to a sole inventor or religion, though Bon, Hindu, Shinto, Dao, and later, Buddhism are responsible for its development. Its practice has permeated almost all major world religions, but under different names. It has become a practice without borders, influencing millions with its tranquil and healing effects. Western medicine has recently discovered the powerful affects of meditation, by allowing doctors to treat the body and the mind. In reality, the mind is a very misunderstood and unexplored region of the human existence. Modern science knows more about the composition of the earth than it does about the mechanics of the human brain. Yet, meditation thwarts all notions of modern medicine with its shocking ability to to take obscure visualizations and create physical responses in the body. Mahayana Buddhism, found mainly in the autonomous region of Tibet, has become the main reference and standard for meditation practices in the west. Tibetans have used meditation for centuries as treatment for illness, and now, modern medicine of the western world is just beginning to reap the benefits of this unique and unconventional treatment for a variety of physical and mental ailments. Once a practice reserved strictly for Buddhist monks, meditation has become a worldwide phenomenon. Simply enter â€Å"Buddhist meditation† into the any Inter... ...ay 2015. https://www.sbp-journal.com/index.php/sbp/article/view/390 Michalon, Max. â€Å"Selflessness in the Service of the Ego,† American Journal of Psychotherapy. Vol.55, No.2, 2001. Web. 21 May 2015. http://connection.ebscohost.com/c/articles/4765470/selflessness-service-ego-contributions-limitations-dangers-buddhist-psychology-western-psychology Tacon, Anna. â€Å"Meditation as a Complementary Therapy in Cancer,† Family and Community Health. Vol. 26, Issue 1. pp63-73, January – March, 2003. Web. 18 May 2015. http://www.researchgate.net/publication/10712485_Meditation_as_a_complementary_therapy_in_cancer Terrence, Clifford. Diamo Healing: The Buddhist Medicine and Medical Psychiatry of Tibet. Motilal Banarsidass. 2003. Thera, Nyanaponika. Translated by Roberts, Peter. The Heart of Buddhist Meditation. Weiser Books; Revised edition, July 1, 2014.

Two Themes of George Bernard Shaw’ s Plays “Arms and the Man”

Arms and the Man is one of George Bernard Shaw†s successfully written plays that have become predominant and globally renowned. Shaw†s play leads itself to two themes that people can relate to, which are the importance of war and the essentials to true love and marriage. These themes are interwoven, for Shaw believed that while war is evil and stupid, and marriage desirable and good, both had become wrapped in romantic illusions which led to disastrous wars and also to unhappy marriages. 1 The theme of war applies itself into the plot within the first few pages of the melodrama, when the Bulgarians are at war with the Serbs. Romance is portrayed by the humorous and ironic relationships of Raina, Sergius and Bluntschli. Unfortunately, due to society†s lack of comprehension and failing to learn from our past errors, we are destined to repeat the majority of them. Another act of ignorance found in this play is the attitude of the Petkoffs towards their material advantages and their possessions of wealth, bringing them personal superiority. Arms and the Man is â€Å"as fresh and up-to-date today† as when Shaw first produced his play in 1894. 2 War is an unfortunate condition that exists when a group feels its vital interests are at stake and seeks to impose its beliefs or control on a rival group through the use of overt force. Shaw was a socialist and an ardent pacifist. 3 He did not agree to the idea of war, and he wrote about it to warn us, future generations, not to commit the same crime. The romantic view of war (he held) is based on the idealistic notation that men fight because they are heroes, and that the soldier who takes the biggest risks wins the greatest glory and is the greatest hero. Raina had imagined war as an exciting sport; after talking with Captain Bluntschli, one of the defeated, she now sees it as a dreadful reality. 5 Sergius, too, has learned something of the realities of war, and is so disgusted by them that he has sent in his resignation, saying ‘Soldiering†¦ is the coward†s art of attacking mercilessly when you are strong, and keeping out of harm†s way when you are week. â€Å"6 This theme of war helps Shaw†s Arms and the Man to continue as a fresh and current play, as it was in 1894. The battle of Slivnica was remarkable mainly for its surprise ending wherein the Bulgarians defeated the invading Serbians much more by good luck than good management, and went to ally themselves with Austrian Hungary thereby bringing World War I one small step closer. 7 Many other wars have taken place since then, and yet man has still to learn that war is not the answer. The romance in the play is portrayed by the humorous and ironic relationships of Raina, Sergius and Bluntschli. In Arms and the Man Raina Petkoff intends, at the time the play opens, to become the wife of Major Sergius Saranoff, who is then away fighting the Serbs. News has come home to Raina and her mother that Sergius has ridden bravely at the head of a victorious cavalry charge, and Raina rejoices because she can now believe that her affianced is ‘just as splendid and noble as he looks! That the world is really a glorious world for woman who can see its glory and men who can act its romance! † In the opening scene of the play, after adoring Sergius† portrait, Raina goes to bed murmuring ‘My hero! My hero! † This is a romantic view of life, but then reality suddenly breaks in upon her. An enemy solider, Captain Bluntschli the â€Å"chocolate-cream soldier†, escaping from gunfire in the Bulgarian countryside, scales the balcony of a mountain estate and lands in the bedroom of a young woman whose father and fiance are fighting on the front. He is desperate through exhaustion and fear, and Raina sneers at him. Nevertheless, when the pursuers come to search the house, Raina hides the fugitive and denies having seen him. She also feeds him chocolates, they are his passion; he carries them – like all professional soldiers, he says – into war instead of bullets. Bluntschli is Shaw†s affectionate parody of a Swiss pragmatist, level-headed and unemotional. It amuses Shaw to discombobulate him by placing him, initially, in a situation where his reasonableness cannot help him much. Raina no longer thinks of war as a romantic game, nor does she any longer think of marriage as the mating of a beautiful heroine and a ornamental and fickle Sergius. She takes as her husband the plain Bluntschli, whose common sense and six hotels in Switzerland will give her stability and comfort. The realities of love and marriage become one of the most frequent themes in Shaw†s plays throughout the remainder of his long life. 9 The complexities of love and marriage has not changed much over the years. For example, love and relationships were just as obscure in 1894 as they are in 1998. This makes Shaw†s play recent and the issues it deals with are understandable. Shaw believed that it was foolish to act as though the possession of wealth, or any other material advantages, is a sign of personal superiority. People may not any longer think it impressive to have an electric bell in the house, but there are countries nowadays where families with television sets and motor cars feel just as stupidly proud as the Petkoffs did with their bell and library. 10 Many people world-wide today consider themselves above others and look down on those with less materialistic possessions, as if they were inferior. Having more materialistic possessions and wealth does not necessarily mean it will bring you happiness, this is not the reality of life at all. As a mater of fact, those with less materialistic treasures tend to live a happier and peaceful life. This is because their efforts are not concentrated on wealth but rather on family and friends who support each other. Money and wealth can control a person to become greedy and require more. It is much better to live a life of harmony and peace, blessed for what to have, than to live worrying about the things that you do not have. That is a lesson Shaw is trying to teach us. We should learn from the Petkoffs and acquire a better attitude towards life and its materialistic treasures. If history repeats itself, and the unexpected always happens, how incapable must Man be of learning from experience? † – George Bernard Shaw. Furthermore, Arms and the Man is â€Å"as fresh and up-to-date today† as when Shaw first produced his play in 1894. Shaw†s play leads itself to two themes that people can relate to, which are the importance of war and the essentials to true love and marriage. The theme of war applies itself into the plot within the first few pages of the play, when the Bulgarians are at war with the Serbs. Romance is portrayed by the humorous and ironic relationships of Raina, Sergius and Bluntschli. Shaw believed that it was foolish to act as though the possession of wealth, or any other material advantages, is a sign of personal superiority. Moreover, Arms and the Man is a successful play and will continue to prosper due to the nature of its themes, war and romance being contemporary with today†s society. Perhaps Shaw's best ability might have been his ability to attract attention to himself, his ideas, and his works. This ability never failed him.

Forward the Foundation Chapter 18

13 â€Å"Yes,† said Hari Seldon wearily, â€Å"it was a great triumph. I had a wonderful time. I can hardly wait until I'm seventy so I can repeat it. But the fact is, I'm exhausted.† â€Å"So get yourself a good night's sleep, Dad,† said Raych, smiling. â€Å"That's an easy cure.† â€Å"I don't know how well I can relax when I have to see our great leader in a few days.† â€Å"Not alone, you won't see him,† said Dors Venabili grimly. Seldon frowned. â€Å"Don't say that again, Dors. It is important for me to see him alone.† â€Å"It won't be safe with you alone. Do you remember what happened ten years ago when you refused to let me come with you to greet the gardeners?† â€Å"There is no danger of my forgetting when you remind me of it twice a week, Dors. In this case, though, I intend to go alone. What can he want to do to me if I come in as an old man, utterly harmless, to find out what he wants?† â€Å"What do you imagine he wants?† said Raych, biting at his knuckle. â€Å"I suppose he wants what Cleon always wanted. It will turn out that he has found out that psychohistory can, in some way, predict the future and he will want to use it for his own purposes. I told Cleon the science wasn't up to it nearly thirty years ago and I kept telling him that all through my tenure as First Minister-and now I'll have to tell General Tennar the same thing.† â€Å"How do you know he'll believe you?† said Raych. â€Å"I'll think of some way of being convincing.† Dors said, â€Å"I do not wish you to go alone.† â€Å"Your wishing, Dors, makes no difference.† At this point, Tamwile Elar interrupted. He said, â€Å"I'm the only nonfamily person here. I don't know if a comment from me would be welcome.† â€Å"Go ahead,† said Seldon. â€Å"Come one, come all.† â€Å"I would like to suggest a compromise. Why don't a number of us go with the Maestro. Quite a few of us. We can act as his triumphal escort, a kind of finale to the birthday celebration. Now wait, I don't mean that we will all crowd into the General's offices. I don't even mean entering the Imperial Palace grounds. We can just take hotel rooms in the Imperial Sector at the edge of the grounds-the Dome's Edge Hotel would be just right-and we'll give ourselves a day of pleasure.† â€Å"That's just what I need,† snorted Seldon. â€Å"A day of pleasure.† â€Å"Not you, Maestro,† said Elar at once. â€Å"You'll be meeting with General Tennar. The rest of us, though, will give the people of the Imperial Sector a notion of your popularity-and perhaps the General will take note also. And if he knows we're all waiting for your return, it may keep him from being unpleasant.† There was a considerable silence after that. Finally Raych said, â€Å"It sounds too showy to me. It don't fit in with the image the world has of Dad.† But Dors said, â€Å"I'm not interested in Hari's image. I'm interested in Hari's safety. It strikes me that if we cannot invade the General's presence or the Imperial grounds, then allowing ourselves to accumulate, so to speak, as near the General as we can, might do us well. Thank you, Dr. Elar, for a very good suggestion.† â€Å"I don't want it done,† said Seldon. â€Å"But I do,† said Dors, â€Å"and if that's as close as I can get to offering you personal protection, then that much I will insist on.† Manella, who had listened to it all without comment till then, said, â€Å"Visiting the Dome's Edge Hotel could be a lot of fun.† â€Å"It's not fun I'm thinking of,† said Dors, â€Å"but I'll accept your vote in favor.† And so it was. The following day some twenty of the higher echelon of the Psychohistory Project descended on the Dome's Edge Hotel, with rooms overlooking the open spaces of the Imperial Palace grounds. The following evening Hari Seldon was picked up by the General's armed guards and taken off to the meeting. At almost the same time Dors Venabili disappeared, but her absence was not noted for a long time. And when it was noted, no one could guess what had happened to her and the gaily festive mood turned rapidly into apprehension. 14 Dors Venabili had lived on the Imperial Palace grounds for ten years. As wife of the First Minister, she had entry to the grounds and could pass freely from the dome to the open, with her fingerprints as the pass. In the confusion that followed Cleon's assassination, her pass had never been removed and now when, for the first time since that dreadful clay, she wanted to move from the dome into the open spaces of the grounds, she could do so. She had always known that she could do so easily only once, for, upon discovery, the pass would be canceled-but this was the one time to do it. There was a sudden darkening of the sky as she moved into the open and she felt a distinct lowering of the temperature. The world under the dome was always kept a little lighter during the night period than natural night would require and was kept a little dimmer during the day period. And, of course, the temperature beneath the dome was always a bit milder than the outdoors. Most Trantorians were unaware of this, for they spent their entire lives under the dome. To Dors it was expected, but it didn't really matter. She took the central roadway, into which the dome opened at the site of the Dome's Edge Hotel. It was, of course, brightly lit, so that the darkness of the sky didn't matter at all. Dors knew that she would not advance a hundred meters along the roadway without being stopped, less perhaps in the present paranoid lays of the junta. Her alien presence would be detected at once. Nor was she disappointed. A small ground-car skittered up and the guardsman shouted out the window, â€Å"What are you doing here? Where are you going?† Dors ignored the question and continued to walk. The guardsman called out, â€Å"Halt!† Then he slammed on the brakes and stepped out of the car, which was exactly what Dors had wanted him to do. The guardsman was holding a blaster loosely in his hand-not threatening to use it, merely demonstrating its existence. He said, â€Å"Your reference number.† Dors said, â€Å"I want your car.† â€Å"What!† The guardsman sounded outraged. â€Å"Your reference number. Immediately!† And now the blaster came up. Dors said quietly, â€Å"You don't need my reference number,† then she walked toward the guardsman. The guardsman took a backward step. â€Å"If you don't stop and present your reference number, I'll blast you.† â€Å"No! Drop your blaster.† The guardsman's lips tightened. His finger began to edge toward the contact, but before he could reach it, he was lost. He could never describe afterward what happened in any accurate way. All he could say was â€Å"How was I to know it was The Tiger Woman?† (The time came when he would be proud of the encounter.) â€Å"She moved so fast, I didn't see exactly what she did or what happened. One moment I was going to shoot her down-I was sure she was some sort of madwoman-and the next thing I knew, I was completely overwhelmed.† Dors held the guardsman in a firm grip, the hand with the blaster forced high. She said, â€Å"Either drop the blaster at once or I will break your arm.† The guardsman felt a kind of death grip around his chest that all but prevented him from breathing. Realizing he had no choice, he dropped the blaster. Dors Venabili released him, but before the guardsman could make a move to recover, he found himself facing his own blaster in Dors's hand. Dors said, â€Å"I hope you've left your detectors in place. Don't try to report what's happened too quickly. You had better wait and decide what it is you plan to tell your superiors. The fact that an unarmed woman took your blaster and your car may well put an end to your usefulness to the junta.† Dors started the car and began to speed down the central roadway. A ten-year stay on the grounds told her exactly where she was going. The car she was in-an official ground-car-was not an alien intrusion into the grounds and would not be picked up as a matter of course. However, she had to take a chance on speed, for she wanted to reach her destination rapidly. She pushed the car to a speed of two hundred kilometers per hour. The speed, at least, eventually did attract attention. She ignored radioed cries, demanding to know why she was speeding, and before long the car's detectors told her that another ground-car was in hot pursuit. She knew that there would be a warning sent up ahead and that there would be other ground-cars waiting for her to arrive, but there was little any of them could do, short of trying to blast her out of existence-something apparently no one was willing to try, pending further investigation. When she reached the building she had been heading for, two ground-cars were waiting for her. She climbed serenely out of her own car and walked toward the entrance. Two men at once stood in her way, obviously astonished that the driver of the speeding car was not a guardsman but a woman dressed in civilian clothes. â€Å"What are you doing here? What was the rush?† Dors said quietly, â€Å"Important message for Colonel Header Linn.† â€Å"Is that so?† said the guardsman harshly. There were now four men between her and the entrance. â€Å"Reference number, please.† Dors said, â€Å"Don't delay me.† â€Å"Reference number, I said.† â€Å"You're wasting my time.† One of the guardsmen said suddenly, â€Å"You know who she looks like? The old First Minister's wife. Dr. Venabili. The Tiger Woman.† There was an odd backward step on the part of all four, but one of them said, â€Å"You're under arrest.† â€Å"Am I?† said Dors. â€Å"If I'm The Tiger Woman, you must know that I am considerably stronger than any of you and that my reflexes are considerably faster. Let me suggest that all four of you accompany me quietly inside and we'll see what Colonel Linn has to say.† â€Å"You're under arrest† came the repetition and four blasters were aimed at Dors. â€Å"Well,† said Dors. â€Å"If you insist.† She moved rapidly and two of the guardsmen were suddenly on the ground, groaning, while Dors was standing with a blaster in each hand. She said, â€Å"I have tried not to hurt them, but it is quite possible that I have broken their wrists. That leaves two of you and I can shoot faster than you can. If either of you makes the slightest move-the slightest-I will have to break the habit of a lifetime and kill you. It will sicken me to do so and I beg you not to force me into it.† There was absolute silence from the two guardsmen still standing-no motion. â€Å"I would suggest,† said Dors, â€Å"that you two escort me into the colonel's presence and that you then seek medical help for your comrades.† The suggestion was not necessary. Colonel Linn emerged from his office. â€Å"What is going on here? What is-â€Å" Dors turned to him. â€Å"Ah! Let me introduce myself. I am Dr. Dors Venabili, the wife of Professor Hari Seldon. I have come to see you on important business. These four tried to stop me and, as a result, two are badly hurt. Send them all about their business and let me talk to you. I mean you no harm.† Linn stared at the four guardsmen, then at Dors. He said calmly, â€Å"You mean me no harm? Though four guardsmen have not succeeded in stopping you, I have four thousand at my instant call.† â€Å"Then call them,† said Dors. â€Å"However quickly they come, it will not be in time to save you, should I decide to kill you. Dismiss your guardsmen and let us talk civilly.† Linn dismissed the guardsmen and said, â€Å"Well, come in and we will talk. Let me warn you, though, Dr. Venabili-I have a long memory.† â€Å"And I,† said Dors. They walked into Linn's quarters together. 15 Linn said with utmost courtesy, â€Å"Tell me exactly why you are here, Dr. Venabili.† Dors smiled without menace-and yet not exactly pleasantly, either. â€Å"To begin with,† she said, â€Å"I have come here to show you that I can come here.† â€Å"Yes. My husband was taken to his interview with the General in an official ground-car under armed guard. I myself left the hotel at a the same time he did, on foot and unarmed-and here I am-and I believe I got here before he did. I had to wade through five guardsmen, including the guardsman whose car I appropriated, in order to reach you. I would have waded through fifty.† Linn nodded his head phlegmatically. â€Å"I understand that you are sometimes called The Tiger Woman.† â€Å"I have been called that. Now, having reached you, my task is to make certain that no harm comes to my husband. He is venturing into the General's lair-if I can be dramatic about it-and I want him to emerge unharmed and unthreatened.† â€Å"As far as I am concerned, I know that no harm will come to your husband as a result of this meeting. But if you are concerned, why do you come to me? Why didn't you go directly to the General?† â€Å"Because, of the two of you, it is you that has the brains.† There was a short pause and Linn said, â€Å"That would be a most dangerous remark-if overheard.† â€Å"More dangerous for you than for me, so make sure it is not overheard. Now, if it occurs to you that I am to be simply soothed and put off and that, if my husband is imprisoned or marked for execution, that there will really be nothing I can do about it, disabuse yourself.† She indicated the two blasters that lay on the table before her. â€Å"I entered the grounds with nothing. I arrived in your immediate vicinity with two blasters. If I had no blasters, I might have had knives, with which I am an expert. And if I had neither blasters nor knives, I would still be a formidable person. This table we're sitting at is metal-obviously-and sturdy.† â€Å"It is.† Dors held up her hands, fingers splayed, as if to show that she held no weapon. Then she dropped them to the table and, palms down, caressed its surface. Abruptly Dors raised her fist and then brought it down on the table with a loud crash, which sounded almost as if metal were striking metal. She smiled and lifted her hand. â€Å"No bruise,† Dors said. â€Å"No pain. But you'll notice that the table is slightly bent where I struck it. If that same blow had come down with the name force on a person's head, the skull would have exploded. I have never done such a thing; in fact, I have never killed anyone, though I have injured several. Nevertheless, if Professor Seldon is harmed-â€Å" â€Å"You are still threatening.† â€Å"I am promising. I will do nothing if Professor Seldon is unharmed. Otherwise, Colonel Linn, I will be forced to maim or kill you and-I promise you again-I will do the same to General Tennar.† Linn said, â€Å"You cannot withstand an entire army, no matter how tigerish a woman you are. What then?† â€Å"Stories spread,† said Dors, â€Å"and are exaggerated. I have not really done much in the way of tigerishness, but many more stories are told of me than are true. Your guardsmen fell back when they recognized me and they themselves will spread the story, with advantage, of how I made my way to you. Even an army might hesitate to attack me, Colonel Linn, but even if they did and even if they destroyed me, beware the indignation of the people. The junta is maintaining order, but it is doing so only barely and you don't want anything to upset matters. Think, then, of how easy the alternative is. Simply do not harm Professor Hari Seldon.† â€Å"We have no intention of harming him.† â€Å"Why the interview, then?† â€Å"What's the mystery? The General is curious about psychohistory. The government records are open to us. The old Emperor Cleon was interested. Demerzel, when he was First Minister, was interested. Why should we not be in our turn? In fact, more so.† â€Å"Why more so?† â€Å"Because time has passed. As I understand it, psychohistory began as a thought in Professor Seldon's mind. He has been working on it, with increasing vigor and with larger and larger groups of people, for nearly thirty years. He has done so almost entirely with government support, so that, in a way, his discoveries and techniques belong to the government. We intend to ask him about psychohistory, which, by now, must be far advanced beyond what existed in the times of Demerzel and Cleon, and we expect him to tell us what we want to know. We want something more practical than the vision of equations curling their way through air. Do you understand me?† â€Å"Yes,† said Dors, frowning. â€Å"And one more thing. Do not suppose that the danger to your husband comes from the government only and that any harm that reaches him will mean that you must attack us at once. I would suggest that Professor Seldon may have purely private enemies. I have no knowledge of such things, but surely it is possible.† â€Å"I shall keep that in mind. Right now, I want to have you arrange that I join my husband during his interview with the General. I want to know, beyond doubt, that he is safe.† â€Å"That will be hard to arrange and will take some time. It would be impossible to interrupt the conversation, but if you wait till it is ended-â€Å" â€Å"Take the time and arrange it. Do not count on double-crossing me and remaining alive.† 16 General Tennar stared at Hari Seldon in a rather pop-eyed manner and his fingers tapped lightly at the desk where he sat. â€Å"Thirty years,† he said. â€Å"Thirty years and you are telling me you still have nothing to show for it?† â€Å"Actually, General, twenty-eight years.† Tennar ignored that. â€Å"And all at government expense. Do you know how many billions of credits have been invested in your Project, Professor?† â€Å"I haven't kept up, General, but we have records that could give me the answer to your question in seconds.† â€Å"And so have we. The government, Professor, is not an endless source of funds. These are not the old times. We don't have Cleon's old free-and-easy attitude toward finances. Raising taxes is hard and we need credits for many things. I have called you here, hoping that you can benefit us in some way with your psychohistory. If you cannot, then I must tell you, quite frankly, that we will have to shut off the faucet. If you can continue your research without government funding, do so, for unless you show me something that would make the expense worth it, you will have to do just that.† â€Å"General, you make a demand I cannot meet, but, if in response, you and government support, you will be throwing away the future. Give me wile** and eventually-â€Å" â€Å"Various governments have heard that ‘eventually' from you for decades. Isn't it true, Professor, that you say your psychohistory predicts that the junta is unstable, that my rule is unstable, that in a short time it will collapse?† Seldon frowned. â€Å"The technique is not yet firm enough for me to say that this is something that psychohistory states.† â€Å"I put it to you that psychohistory does state it and that this is common knowledge within your Project.† â€Å"No,† said Seldon warmly. â€Å"No such thing. It is possible that some among us have interpreted some relationships to indicate that the junta may be an unstable form of government, but there are other relationships that may easily be interpreted to show it is stable. That is the reason why we must continue our work. At the present moment it is all too easy to use incomplete data and imperfect reasoning to reach any conclusion we wish.† â€Å"But if you decide to present the conclusion that the government is unstable and say that psychohistory warrants it-even if it does not actually do so-will it not add to the instability?† â€Å"It may very well do that, General. And if we announced that the government is stable, it may well add to the stability. I have had this very same discussion with Emperor Cleon on a number of occasions. It is possible to use psychohistory as a tool to manipulate the emotions of the people and achieve short-term effects. In the long run, however, the predictions are quite likely to prove incomplete or downright erroneous and psychohistory will lose all its credibility and it will be as though it had never existed.† â€Å"Enough! Tell me straight out! What do you think psychohistory shows about my government?† â€Å"It shows, we think, that there are elements of instability in it, but we are not certain-and cannot be certain-exactly in what way this can be made worse or made better.† â€Å"In other words, psychohistory simply tells you what you would know without psychohistory and it is that in which government has invested uncounted piles of credits.† â€Å"The time will come when psychohistory will tell us what we could not know without it and then the investment will pay itself back many, many times over.† â€Å"And how long will it be before that time comes?† â€Å"Not too long, I hope. We have been making rather gratifying progress in the last few years.† Tennar was tapping his fingernail on his desk again. â€Å"Not enough. Tell me something helpful now. Something useful.† Seldon pondered, then said, â€Å"I can prepare a detailed report for you, but it will take time.† â€Å"Of course it will. Days, months, years-and somehow it will never be written. Do you take me for a fool?† â€Å"No, of course not, General. However, I don't want to be taken for a fool, either. I can tell you something that I will take sole responsibility for. I have seen it in my psychohistorical research, but I may have misinterpreted what I saw. However, since you insist-â€Å" â€Å"I insist.† â€Å"You mentioned taxes a little while ago. You said raising taxes was difficult. Certainly. It is always difficult. Every government must do its work by collecting wealth in one form or another. The only two ways in which such credits can be obtained are, first, by robbing a neighbor, or second, persuading a government's own citizens to grant the credits willingly and peaceably. â€Å"Since we have established a Galactic Empire that has been conducting its business in reasonable fashion for thousands of years, there is no possibility of robbing a neighbor, except as the result of an occasional rebellion and its repression. This does not happen often enough to support a government-and, if it did, the government would be too unstable to last long, in any case.† Seldon drew a deep breath and went on. â€Å"Therefore, credits must be raised by asking the citizens to hand over part of their wealth for government use. Presumably, since the government will then work efficiently, the citizens can better spend their credits in this way than to hoard it-each man to himself-while living in a dangerous and chaotic anarchy. â€Å"However, though the request is reasonable and the citizenry is better off paying taxes as their price for maintaining a stable and efficient government, they are nevertheless reluctant to do so. In order to overcome this reluctance, governments must make it appear that they are not taking too many credits, and that they are considering each citizen's rights and benefits. In other words, they must lower the percentage taken out of low incomes; they must allow deductions of various kinds to be made before the tax is assessed, and so on. â€Å"As time goes on, the tax situation inevitably grows more and more complex as different worlds, different sectors within each world, and different economic divisions all demand and require special treatment. Me result is that the tax-collecting branch of the government grows in size and complexity and tends to become uncontrollable. The average citizen cannot understand why or how much he is being taxed; what he can get away with and what he can't. The government and the tax agency itself are often in the dark as well. â€Å"What's more, an ever-larger fraction of the funds collected must be put into running the overelaborate tax agency-maintaining records, pursuing tax delinquents-so the amount of credits available for good, and useful purposes declines despite anything we can do.** â€Å"In the end, the tax situation becomes overwhelming. It inspires discontent and rebellion. The history books tend to ascribe these things to greedy businessmen, to corrupt politicians, to brutal warriors, to ambitious viceroys-but these are just the individuals who take advantage of the tax overgrowth.† The General said harshly, â€Å"Are you telling me that our tax system is overcomplicated?† Seldon said, â€Å"If it were not, it would be the only one in history that wasn't, as far as I know. If there is one thing that psychohistory tells me is inevitable, it is tax overgrowth.† â€Å"And what do we do about it?† â€Å"That I cannot tell you. It is that for which I would like to prepare a report that-as you say-may take a while to get ready.† â€Å"Never mind the report. The tax system is overcomplicated, isn't it? Isn't that what you are saying?† â€Å"It is possible that it is,† said Seldon cautiously. â€Å"And to correct that, one must make the tax system simpler-as simple as possible, in fact.† â€Å"I would have to study-â€Å" â€Å"Nonsense. The opposite of great complication is great simplicity. I don't need a report to tell me that.† â€Å"As you say, General,† said Seldon. At this point the General looked up suddenly, as though he had been called-as, indeed, he had been. His fists clenched and holovision images of Colonel Linn and Dors Venabili suddenly appeared in the room. Thunderstruck, Seldon exclaimed, â€Å"Dors! What are you doing here?† The General said nothing, but his brow furrowed into a frown.

Hr Live Project on Job Satisfaction & Employee Satisfaction

AMITY UNIVERSITY AMITY INTERNATIONAL BUSINESS SCHOOL(AIBS) PROjECT REPORT ON Job Satisfaction & Employee satisfaction AT Areva T&D India Ltd. , Noida SUBMITTED TO: Ms. CHITRA KRISHNAN GROUP MEMBERS * PRIYAL AGARWAL(A1802012201) * JAMSHED SHABIR() * GARIMA ARORA() * HARSH GOEL() * ASHISH TANWAR() sECTION- C MBA-IB Introduction In the present scenario of business world the only thing that is confirmed is change. Competent employees will not remain competent forever.Their skills can deteriorate; technology may make their skills obsolete; the organization may move into new areas changing the type of jobs that exist and the skills necessary to do them. Human Resource is the discipline which drives business competitiveness by identifying that constant change in the business trends, hence need for constant up gradation of the employee’s skills and implementing it with a variety of methods and training programs. Quality without creativity is meaningless as changes grow ever more unpre dictable creativity is rapidly becoming recognized a core management skill.Today’s business environment demands that manager posses a wide range of knowledge skills and competencies, as well as sound understanding of management process and function. Managers need to be able to make best use of their time, talent and of other people to work with and through others to achieve corporate objectives. They also need to demonstrate their ability not merely to solve problems, but to transform them and design ways through them. This report concerns job satisfaction level and organizational climate, which are the important function in every organization.AREVA, World energy expert, offers its customer technological solutions for highly reliable nuclear power generation and electricity transmission and distribution. With manufacturing facilities in 43 countries and a sales network in more than 100, AREVA offers customers reliable technological solutions for CO2- free power generation and electricity transmission and distribution. AREVA is the world leader in nuclear power and the only company to cover all industrial activities in this field.AREVA business help meet the 21st century’s greatest challenges: making energy available to all, protecting the planet, and acting responsible toward future generation. As a solution provider, AREVA T&D bring together and optimizes capabilities from different disciplines, T&D business and third party suppliers, to address customers’ specific problem, however complex, and add value to their business. The overall project report provides analysis of Job satisfaction and employee satisfaction in Areva T&D India Ltd, Noida.The employees of Areva T&D India Ltd have different attitude towards organization. There are different dimensions through which we can analyze the attitude of the employees of the organization. COMPANY profile AREVA, World energy expert, offers its customer technological solutions for highly reliable nuclear power generation and electricity transmission and distribution. With manufacturing facilities in 43 countries and a sales network in more than 100, AREVA offers customers reliable technological solutions for CO2- free power generation and electricity transmission and istribution. AREVA is the world leader in nuclear power and the only company to cover all industrial activities in this field. AREVA business help meet the 21st century’s greatest challenges: making energy available to all, protecting the planet, and acting responsible toward future generation. AREVA T&D INDIA AREVA T&D is a worldwide specialist in Transmission & Distribution. We design, manufacture and supply a complete range of products, systems and services for all stages in the transfer of electricity from generator to the large end user.We are pioneers in the field of Protection & Control with a proven track record of over eight decades. Our team of T&D engineers is the largest team dedicated to T&D solutions. About 75% of the country’s load flow is managed by our Energy Management Systems.. AREVA T&D’s products and systems serve to transmit and distribute electricity, ensure the reliability, quality and safety of energy flows, as well as operate efficient networks through information management.AREVA T&D offers a global response to customer’s service needs delivered by locally based resources in the areas of: * Network consulting & equipment expertise and diagnosis. * Erection, commissioning and supervision. * Maintenance, including spares management. * Repair and emergency support. * Renovation and refurbishment. * Operation and asset management. * Training. As a solution provider, AREVA T&D bring together and optimizes capabilities from different disciplines, T&D business and third party suppliers, to address customers’ specific problem, however complex, nd add value to their business. AREVAT&D enhance customers’ capabilities by bringing to them answers developed by market segments, through best practices and industry-specific expertise in: * Power Engineering * Distribution Power * Oil & Gas * Water * Pulp & Glass * Railways * Mining & Metals At AREVA T&D, innovation is key to successfully differentiating and continuously gaining market share. The company spends 3% of sales (150 Million) on research and development. This allocation is then used for each of the regions, where AREVA T&D has business activities.India is a key region for allocation of such Research & Development funds. AREVA T&D currently employs over 4300 people in India across 8 manufacturing Units and 22 Sales Offices. Your Company has been trend-setter in the field of high voltage switchgear and was the first to build the 765 kV Sub-station in India with National Thermal Power Corporation Limited (NTPC) at SIPAT, Chhattisgarh. Around 70% of power flow in India’s transmission grids is managed by AREVA T&D’s Automation solutions.Your Comp any has to its credit a complete range of T&D Products, Systems, Services and Automation solutions. Areva Joint Venture AREVA’s Transmission and Distribution division has announced today the signing of an agreement to form a 50/50 joint venture with the Russian company, United Company RUSAL (UC RUSAL), the world’s largest producer of aluminum. The joint venture will become the preferred supplier for turnkey projects, electrical equipment and services in the T&D field for UC RUSAL’s plants and is expected to generate $500 million in orders over the next five years.Through this partnership, UC RUSAL will secure key competencies to support its fast growing production capacity. For AREVA, partnering with UC RUSAL will enable the company to strengthen its position on the booming electro-intensive industries market, and to further develop its activities in Russia. AREVA has longstanding experience and expertise in developing high direct current electricity supply syst ems for aluminum production sites around the world. In 2006, it designed and installed such a customized electrical system for UC RUSAL’s Sayanogorsk site in Siberia.Philippe Guillemot, Chairman and CEO of AREVA’s Transmission and Distribution division, said: â€Å"This new partnership is in line with our strategy to reinforce our presence on the industries market. It also illustrates our strong commitment to support UC RUSAL’s development strategy by ensuring its secure access to key competencies in the electrical field. † More about with manufacturing facilities in 41 countries and a sales network in more than 100 countries, AREVA offers customers reliable technological solutions for CO2-free power generation and electricity transmission and distribution.We are the world leader in nuclear power and the only company to cover all industrial activities in this field. Our 61,000 employees are committed to continuous improvement on a daily basis, making sust ainable development the focal point of the group’s industrial strategy. AREVA’s businesses help meet the 21st century’s greatest challenges:   making energy available to all, protecting the planet, and acting responsibly towards future generations. AREVA's T;D division is an active player around the globe.It designs, manufactures and supplies a complete range of equipment, systems and services for all stages in the transfer of electricity, from the generator to the large end-user. global presence We are one of the world's leading T&D companies. We have over 25,000 employees located in more than 30 countries, with a dedicated sales force serving customers in over 100 countries. AREVA NP  is the world leader in the design and construction of nuclear power plants and research reactors, engineering, instrumentation and control, modernization, maintenance and repair services, component manufacture and supply of nuclear fuel.The jointly-owned company is headquarte red in Paris, with regional subsidiaries in the U. S. and Germany. AREVA has a 66% and Siemens a 34% stake in AREVA NP. VISION AND MISSION Vision AREVA is to make the high profile of company and to create the brand name in the whole words. Their best products are for transmission and distribution. Mission At AREVA they face new and exciting challenges every day as they support the needs of customers. But there’s also a bigger picture to career.Businesses help to meet the needs of the great endeavors of the 21st century – making energy available to all, protecting the planet, and acting responsibly for future generations. It’s a vision that includes innovating cleaner, safer, and more attainable energy to drive economies, develop cultures, and deepen life experiences. LOCATION DETAILS AREVA T&D INDIA LIMITED. is located at Allahabad which is in the heart of the city where service is easily available for all customer and easy access compare with other place that a vailable in city. Location has major impact on success or failure of operation.Advantages of this type of location are that service cost and distribution cost is minimum comparison with other place. The major investor service centers of Transformer & Distribution are as below. Our study is on its location in Noida. LAYOUT DETAILS There is a plan of all the act of planning & optimum arrangement of planning including flow of man & material and customer, operating equipment, storage space, material handling equipments and all other supporting services along with the design of best structure to contain all these facilities.PLANNING AND CONTROL It is useful for effective utilization of resources, to achieve organization goal and objectives with respect to quality service, cost control timely service to co-ordinate with other department to ensure continuous quality service. There is a proper planning and planning with respect to which type of scheme to be introduced, what are expenses of R&D for finding out feasibility of that scheme, how many people will work on that particular job, before introducing new scheme.There is special research department for carrying out the analysis of market and there is a fund manager who carries out all planning for investing in various sector and he is also responsible for controlling the cost of transaction so that it can give return to investors. PRODUCTION & MAINTENANCE The production engineers ensure that the level of production complies with customer requirements, test and maintain the facilities. AREVA is looking for young professionals who are keen to face technical challenges in the field, and to get involved in team management. ————————————————-IMPROVEMENT & PROTECTION AREVA’s line of business is highly demanding in terms of quality, safety and environmental preservation. Those working in these fields are o f major importance to the group and contribute to its overall performance. As a result, the professions linked to these fields have a very important place within the group, and contribute to the company's overall performance. ————————————————- CUSTOMER SUPPORT AND SATISFACTION AREVA manages and develops technical and industrial solutions to meet customer requirements.Our sales engineers develop and maintain customer relations, prepare bids, negotiate and manage contracts and offer after-sales service. The role of the sales engineers is to develop and maintain customer relations. Prepare offers, negotiate and manage contracts and provide after-sales service. MANAGEMENT ; DEVELOPMENT Like other companies that work in complex fields and very different countries, AREVA uses its support activities to promote the strategic and functional development of the group. All of its exec utives and managers use expert skills to carry out their duties.JOB SATISFACTION Job satisfaction is how content an individual is with his or her job. Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs.Job satisfaction is a subjective, personal state perceived by the individual as being in his favor. It is the result of various attitudes possessed by worker. In a narrow sense, these attitudes are related to the job and conditions, advancement opportunities, and recognition of abilities, fair residual of grievances and other similar items. FACTORS AFFECTI ON JOB SATISFACTION * Working Conditions Because employees spend so much time in their work environment each week, it's important for companies to try to optimize working conditions.Such things as providing spacious work areas rather than cramped ones, adequate lighting and comfortable work stations contribute to favorable work conditions. Providing productivity tools such as upgraded information technology to help employees accomplish tasks more efficiently contributes to job satisfaction as well. * Opportunity for Advancement Employees are more satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility and along with it higher compensation.Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion. Companies often pay the cost of tuition for employees taking university courses, for example. During an employee's annual performance review, a supervisor should map out a path showing her what she needs to accomplish and what new skills she needs to develop in order to be on a track to advancement within the organization. * Workload and Stress Level Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee.Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace. Many times, this environment is caused by ineffective management and poor planning. The office operates in a crisis mode because supervisors don't allow enough time for employees to perform their assigned tasks effectively or because staff levels are inadequate. * Respect from Co-Workers Employees seek to be treated with respect by those they work with. A hostile work environment — with rude or unpleasant coworkers — is one that usually has lower job satisfaction. * Relationship with SupervisorsEffect ive managers know their employees need recognition and praise for their efforts and accomplishments. Employees also need to know their supervisor's door is always open for them to discuss any concerns they have that are affecting their ability to do their jobs effectively and impeding their satisfaction at the office. * Financial Rewards Job satisfaction is impacted by an employee's views about the fairness of the company wage scale as well as the current compensation she may be receiving. Companies need to have a mechanism in place to evaluate employee performance and provide salary increases to top performers.Opportunities to earn special incentives, such as bonuses, extra paid time off or vacations, also bring excitement and higher job satisfaction to the workplace. EMPLOYEE SATSFACTION Employee satisfaction is essential to the success of any business. A high rate of employee contentedness is directly related to a lower turnover rate. Thus, keeping employees’ satisfied wit h their careers should be a major priority for every employer. While this is a well-known fact in management practices, economic downturns like the current one seem to cause employers to ignore it.There are numerous reasons why employees can become discouraged with their jobs and resign, including high stress, lack of communication within the company, lack of recognition, or limited opportunity for growth. Management should actively seek to improve these factors if they hope to lower their turnover rate. Even in an economic downturn, turnover is an expense best avoided. Employee satisfaction surveys provide the information needed to improve levels of productivity, job satisfaction, and loyalty. Organizations can identify the root causes of job issues and create solutions for improvements with an accurate perspective of employee views.There is a direct link between employee job satisfaction and financial results. The happier your employees are the more motivated and committed they wi ll be to your organization’s success. RESEARCH METHODOLOGEY Research is in common parlance refers to a search for knowledge. One can also define research as scientific and systematic search for pertinent information on a specific topic. Well, all possess the vital instinct of inquisitiveness for, when the unknown confronts, we wonder and our inquisitiveness makes us probe and attain full data and fuller understanding of the unknown, can be termed as research.Research comprises defining and redefining problem, suggesting solutions, collecting, organizing and evaluating data, making deductions and reaching conclusion and at lest carefully testing the conclusion. RESEARCH DESIGN A research design is the arrangement of conditions for the collection and analysis of data in a manner that aims to combine the relevance to research purpose with economy in procedure. In fact the research design is the conceptual structure within research is conducted, if it constitutes the blueprints f or the collection measurement and the analysis of the data. DATA COLLECTIONBoth primary as well as the secondary data have their own importance, and I have collected data from primary as well as secondary sources, but how ever in my project work I have focused more on primary data. As stated, the primary data as collected with the help of questionnaire comprising of by questions. All the employees that constituted sample were approached individually. Secondary data was collected from Areva T&D India Ltd. by: * books * Journals * Websites * Internet * Other sources. SAMPLING A sample size of 50 employees (Male & Female both) working in Areva T&D India Ltd. ere taken into consideration. SAMPLING TECHNIQUE The target group comprised the employees of Areva T&D India Ltd. the sample was distributed in equal ratio both male and female officer. The respondents were selected randomly from HRD in Areva T&D India Ltd. QUESTIONNAIRE Name  : AGE:GENDER: QUALIFICATION:EXPERIENCE: GRADE:DEPARTM ENT: YEARS OF SERVICE: The statements that follow are related to company, organization, organization climate and their job. Kindly indicate the extent to which you agree with each statement by encircling any of the following options: * 1 Strongly Agree * 2 Agree 3 Disagree * 4 Strongly Disagree Q1. Areva T&D India Ltd. is a good company to work in? | 1 2 3 4| Q2. The salary provided to you is competitive with those of other companies? | 1 2 3 4| Q3. Monetary benefits such as bonus, allowances etc. , are provided to you according to the industries practice. | 1 2 3 4| Q4. Are you provided with sufficient opportunities for personal growth by the company? | 1 2 3 4| Q5. Is the job assigned to you according to your qualification and caliber? | 1 2 3 4| Q6. Does your job make the best use of your abilities? 1 2 3 4| Q7. Is your career growth in the company commensurate with your skill? | 1 2 3 4| Q8. Is Adequate job security provided to you by the company? | 1 2 3 4| Q9. Do you feel that you have contributed in accomplishing the organization climate goal? | 1 2 3 4| Q10. Do you involve yourself in your work? | 1 2 3 4| Q11. Do you feel proud by doing the important work in this organization? | 1 2 3 4| Q12. Are adequate responsibilities provided to you for your personal and organizational growth? | 1 2 3 4| Q13. Do you feel that your work load is challenging but not burdensome? 1 2 3 4| Q14. Are your working conditions congenial to perform the task assigned to you? | 1 2 3 4| Q15. Does your team member equally contribute for each other's goals? | 1 2 3 4| Q16. Are the people you are working with highly motivating and hard working? | 1 2 3 4| Q17. Are your colleagues are cordial to you in the organization? | 1 2 3 4| Q18. Are your subordinates loyal to you? | 1 2 3 4| Q19. Do you feel to tell your boss what you think? | 1 2 3 4| Q20. Does the response from your boss create confidence in your work? | 1 2 3 4| graphical data interpretationsQ1) Areva T;D India Ltd. is a good company to work in? | Male| Female| Strongly Agree| 14| 14| Agree| 10| 9| Disagree | 1| 1| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed Working Women-95% Agreed working men-90% Aggregate Agreed Percentage-92. 5% * Analysis:- Almost all employees agree that Areva T;D India Ltd. is a good company to work with. There were hardly any employees disagreeing with the statement. This shows that Areva T;D has a good environment where employees are willing to work. Q2) The salary provided to you is competitive with those of other companies? Male| Female| Strongly Agree| 14| 12| Agree| 10| 11| Disagree | 1| 2| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-95% Agreed Working Men-95% Aggregate Agreed Percentage-95% * Analysis:- 95% employees have agreed that the salary provided to them is comparable with those of similarly placed industries which show that the employees are very much satisfied with the basic salary provided to them by the organiza tion. Q3) Monetary benefits such as bonus, allowances etc. , are provided to you according to the industries practice. | Male| Female| Strongly Agree| 12| 12|Agree| 11| 13| Disagree | 1| 0| Strongly Disagree| 2| 0| Others | 1| 0| * Response:- Agreed working Women-100% Agreed Working Men-81% Aggregate Agreed Percentage-90. 5% * Analysis:- 100% female employees feel that the monetary benefits like bonus, allowances provided by the company are in accordance into industries practice whereas only 81% male employees have agreed with female employees. Q4) Are you provided with sufficient opportunities for personal growth by the company. | Male| Female| Strongly Agree| 12| 11| Agree| 11| 13| Disagree | 1| 0| Strongly Disagree| 0| 0| Others | 1| 1| * Response:-Agreed Working Women-90% Agreed Working Men-83% Aggregate Agreed Percentage-86. 5% * Analysis:- Majority of employees believe that there are growth opportunities available in the company. This helps to retain the employees in the organ ization and also to reduce the employee turnover of the company. Q5) Is the job assigned to you according to your qualification and caliber? | Male| Female| Strongly Agree| 10| 11| Agree| 10| 9| Disagree | 3| 2| Strongly Disagree| 0| 1| Others | 2| 2| * Response:- Agreed Working Women-86% Agreed Working Men-80% Aggregate Agreed Percentage-83% * Analysis:- It appears that ? f women employees feel that they are assigned the jobs in accordance to their qualification and caliber whereas 80% men agree that their jobs have been assigned in accordance to their qualification and caliber. Thus, according to us for future aspects the human resource manager should see that he is able to provide the employees the work they excel in. Q6) Does your job makes the best use of your abilities? | Male| Female| Strongly Agree| 10| 12| Agree| 11| 8| Disagree | 4| 4| Strongly Disagree| 0| 1| Others | 0| 0| * Response:- Agreed Working Women-80% Agreed Working Men-84% Aggregate Agreed Percentage-82% * Anal ysis:-Comparatively, less percentage of respondents feel that their abilities are not properly utilized or cashed by the company for performing jobs. Hence, it is a very good sign for the organization. Q7) Is your career growth in the company commensurate with your skill? | Male| Female| Strongly Agree| 10| 11| Agree| 11| 12| Disagree | 1| 1| Strongly Disagree| 0| 0| Others | 3| 1| * Response:- Agreed Working Women-92% Agreed Working Men-86% Aggregate Agreed Percentage-88% * Analysis:- 92% women feel that their growth in the organization is in accordance with the skills they possess whereas 86% men agreed with this statement.This perhaps reveal that men are more satisfied related to their skill applied and their job position as compared to women. Q8) Is Adequate job security provided to you by the company? | Male| Female| Strongly Agree| 13| 14| Agree| 12| 11| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-100% Agreed Working Men-100% Aggr egate Agreed Percentage-100% * Analysis:- Each agreed employee feels secure on the job in Areva T;D India Ltd and through this we can analyze that the employee turnover rate in the company would be very less.Q9) Do you feel that you have contributed in accomplishing the organization climate goal? | Male| Female| Strongly Agree| 12| 11| Agree| 11| 10| Disagree | 2| 3| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women:-87. 5% Agreed Working Men:- 90% Aggregate Agreed Percentage:-88. 75% * Analysis:- Company has achieved its goal with proper contribution of both male and female employees and this is supported by 87. 5% women and 90% men. It also reveals that the self analysis of employees is in tune with the organization’s achievements. Q10) Do you involve yourself in your work. Male| Female| Strongly Agree| 13| 16| Agree| 12| 9| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-100% Agreed Working Men-100% Aggrega te Agreed Percentage-100% * Analysis:- All male and female employees respond that they involve themselves in their work i. e. they are sincere towards their work which is a healthy point in the organization. Q11) Do you feel proud by doing the important work in this organization? | Male| Female| Strongly Agree| 13| 14| Agree| 12| 11| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:-Agreed working Women-100% Agreed Working Men-100% Aggregate Agreed Percentage-100% * Analysis:- Majority of employee’s favor that they are holding the important task in this organization and they are performing them very proudly. Thus we can analyze that the level of job satisfaction is high. Q12) Are adequate responsibilities provided to you for your personal and organizational growth? | Male| Female| Strongly Agree| 6| 10| Agree| 14| 12| Disagree | 5| 2| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed Working Women-88% Agreed Working Men-80% Aggregate Agreed Percen tage-84% * Analysis:- 8% of the working women employees and 80% of men have agreed with the statement that the responsibilities provided to them for their personal and organizational growth are adequate. We can analyze that the company is maintaining a high level of employee satisfaction. Q13) Do you feel that your work load is challenging but not burdensome? | Male| Female| Strongly Agree| 8| 10| Agree| 12| 11| Disagree | 2| 3| Strongly Disagree| 2| 1| Others | 1| 0| * Response:- Agreed Working Women:-86% Agreed Working Men-80% Aggregate Agreed Percentage-83% * Analysis:- 86% of female employees and 80% of male employees of Areva T;D India Ltd. re enjoying their job as a challenge, and do not feel that their work is burden on them. This reveals that officers by and large are ready to perform challenging jobs. Q14) Are your working conditions congenial to perform the task assigned to you? | Male| Female| Strongly Agree| 11| 12| Agree| 13| 10| Disagree | 1| 3| Strongly Disagree| 0| 0 | Others | 0| 0| * Response:- Agreed working women-88% Agreed Working Men-96% Aggregate Agreed Percentage-92% * Analysis:- 92% of respondents feel that Areva T;D India Ltd. provides favorable working conditions to perform different task.This is one of the reasons behind high level of performance that the employees have been giving. Q15) Does your team members equally contribute for each other's goals.? | Male| Female| Strongly Agree| 12| 13| Agree| 11| 11| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed working women-96% Agreed Working Men-92% Aggregate Agreed Percentage-94% * Analysis:- Majority of employees agree to the fact that there is proper team work and understanding amongst the employees of Areva T&D Ltd. for achieving the goals. This also reveals that the goals of the organization and the employees are aligned.Q16) Are the people you are working with highly motivating and hard working.? | Male| Female| Strongly Agree| 10| 11| Agree| 12| 9| Disa gree | 2| 3| Strongly Disagree| 0| 0| Others | 2| 1| * Response:- Agreed working women-84% Agreed Working Men-84% Aggregate Agreed Percentage-84% * Analysis:- Encouragement and motivation to work hard and to perform with rigor in Areva T&D India ltd. is supported by 84% of male and female employees. This reveals that the organizational climate in Areva T&D Ltd. is motivating for the employees, and also that supervision and leadership in the organization is par satisfactory.Q17) Are your colleagues are cordial to you in the organization? | Male| Female| Strongly Agree| 12| 13| Agree| 11| 10| Disagree | 4| 1| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed working women-92% Agreed Working Men-84% Aggregate Agreed Percentage-88% * Analysis:- Majority of employees agree that their colleagues are cordial to them. This reveals that by and large there is no conflict amongst employees and good spirit exists among employees irrespective of gender and the responsibilities assigned . Q18) Are your subordinates loyal to you? | Male| Female| Strongly Agree| 5| 9| Agree| 13| 12|Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 5| 3| * Response:- Agreed working women-84% Agreed Working Men-72% Aggregate Agreed Percentage-78% * Analysis:- 84% of female employees feel that their subordinates are loyal to them, where as in the case of male employees the sense dependence is only 72%. This reveals that there might be some dissatisfaction in the minds of the supervisors towards their subordinates, and also that the employees are not satisfied with the leadership skills of the supervisors. Q19) Do you feel to tell your boss what you think? | Male| Female| Strongly Agree| 5| 11|Agree| 15| 12| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 3| 1| * Response:- Agreed working women-92% Agreed Working Men-80% Aggregate Agreed Percentage-86% * Analysis:- A very good percentage of respondents say that there is openness in Areva T&D India Ltd. , as they are free to discuss t heir problems and suggestions with their boss. It reveals that there is an open door policy in Areva T&D Ltd. and freedom to express their ideas. This also shows that the flow of communication in the organization is very good and supportive, as opportunities are provided to the employees to express themselves.Q20) Does the response from your boss creates confidence in your work? | Male| Female| Strongly Agree| 10| 11| Agree| 13| 12| Disagree | 1| 2| Strongly Disagree| 0| 0| Others | 1| 0| * Response:- Agreed working women-92% Agreed Working Men-92% Aggregate Agreed Percentage-92% * Analysis:- A good percentage of employees feel that their boss is having encouraging motivating personality whose response builds confidence in their work. This shows that the leadership, direction and motivation skills of the managers are par satisfactory. FINDINGS It is found that more number of employees both women and men are satisfied with the benefits and incentives provided to them in Areva T&D Ind ia Ltd. * It is found that both men and women equally agree that the salary provided to them is comparable to the industry and satisfied with their company. * Majority of men and women agree that proper oppurtunities are available in the industry. * It is found that the majority of women feel that they have contributed in accomplishing in company’s goal as compared to men. * It is found that most of men feel that their team members contribute equally for each others goal. It is found that all the empolyees agree that they have maintained a good team spirit amongst them. * It is found that more percentage of men employees feel that the job assigned to them is according to their qualification and caliber than women employees. LIMITATIONS of the study * There is a limited sample size i. e. only 50 which is small because the aim of the study was to look into difference in the responces of male and female employees. However, the number of working female employees were less as comp ared to the male employees in the organisation and the data was collected in equal ratio from both males as well as females. As the questionnaire was distributed amongest various employees of Areva T&D India Ltd. few of the employees were hasitant in answering the questionaries. * Some of the employees in Areva T&D India Ltd. were given enough time to answer to questionnaire but still they were not able to do the required. * Some employees did not respond few questions because they were not sure about the answer as the questionair was in the objective form. * A very busy as well as hectic scedule was prevalent which was an obstruction.