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

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

The Use Of Urban Sewage Sludge On Slaughtered Animals From...

Abdel-Hafez, S.K; Al-Yaman, F.M and Said, I.M. (1986): Further studies on prevalence of Hydatidosis in slaughtered animals from North Jordan. Z.Parasitenkd. 72(1):89-96. Abu-Elwafa S.A and Al-Araby M.A (20008) prevalence of tissue parasites among slaughtered animals in Dakahlia province Mansoura, Vet med.J.(79-91) vol.x,No1,2008 Kaufmann,J.(1996) Parasitic infections of Domestic Animals. A Diagnostic Manual.Birkha,user Verlag,Basal,Schweiz. Cabaet,J,Geerts,S, Madeline,M,Ballendine,C and Barber,D(2002): The use of urban sewage sludge on postures.The cysticercus threat. Vet.Res.33:575-597. Blazek,K;Schramlova,J and hulinska,D.(1985):Pathology of the migration phase of Taenia hydatigenia (Palas 1766) larvae.Folia Parasitol.32,127-137. Okolo,M.I (1986). Studies on taenia saginata cysticercosis in eastern Nigeria.Int j Zoonoses.13(2):98-103. Onah,D.N. and Chiejina, S. N. (1986). Taenia saginata cysticercosis in slaughter cattle in anambra State, Nigeria.Int J Zoonoses 13(1):32-9. Mosienyane, M. G. (1986). A survey of Cysticercus bovis (measles) infestation in cattle sent for slaughter to Botswana Meat Commission (BMC). A ten years retrospective study-1974-1983. Int Zoonoses. Jun;13(2):124-30 Okkafor, F. C. (1988) Epizootiology of Cysticercus bovis in Imo state, Nigeria. Angew Parasitol.29(1):25-30 Pugh, K. E. and Chambers, P. G. (1989). Observations on Cysticercus bovis in slaughter cattle in Matabeleland province of Zimbabwe. Vet Rec.4;125(19):480-4 Oryan, A. ; Moghaddar, N.

Effects of Pollution in China free essay sample

In the last two decades, the air pollution in China has increased substantially. The lack of good air quality is especially prominent in the more urban, industrialized areas of China. Environment Minister Zhou Shengxian warned, â€Å"If China meant to quadruple the size of its economy over 20 years without more damage, it would have to become more efficient in resource use. Otherwise, there would be a painful price to pay† (BBC News). The topic of air pollution is not a new concern to the world; however, the effects of air pollution, especially to the hundred of thousands of people directly or indirectly harmed by the side effects of â€Å"bad air,† should be of grave concern. According to the Ministry of Health, air pollution has made cancer the leading cost of death in China. Air pollution not only affects the people, but also the quality of fresh water, produce, and other natural resources. These kinds of environmental outcomes may seem erratic in other countries but unfortunately, it has become the norm in China. In fact, air pollution in China since the 1980’s has gotten so bad that many of the industrialized areas in Beijing and Shanghai rarely see the sun but rather clouds of smoke and fog. China, with its infamous reputation of becoming a global economic powerhouse, is ironically becoming its own downfall. In the midst of their tremendous economic and industrial growth, the energy outputs to support this growth are reaching an all-time high which means there is more residue of coal and fuel burning released in the atmosphere. In order to understand the extent of pollution in China, one must understand the environmental, social, and political aspects of it. Currently, China is the leading nation in terms of population. Even though China has approximately 1. 3 billion people living in its territory, the dangerous effects that pollution has taken upon the population is still of high concern although many people and government officials choose to not talk about it in order to not cause more burden on the already stressed country. According to the World’s Resource Institute, â€Å"respiratory disease is the number one cause of death in China† (World’s Resources Institute). In some regions, especially the major industrial zones in Hebei Province, rates of chronic lung disease are at least five times higher than the rest of the country. Even the women who do not smoke cigarettes and are living around those areas have the highest rates of lung cancer globally that pertains to the population of women who do not smoke (World’s Resources Institute). It is estimated that annual premature deaths attributable to outdoor air pollution were likely to reach 380,000 in 2010 and 550,000 in 2020 (BBC News). With these potential outcomes that are doubling every decade, China will face even more problems if these environmental issues are not dealt with now. In addition to air population, there is also the concern of water pollution which coincides with the big cycle of environmental distress. In addition, many people who live near concentrated areas of pollution do not know how to protect themselves well because they are unaware of the long term effects of inhaling the air and drinking the water. Nearly half of China’s population consumes drinking water contaminated with animal and human waste and acidic rain and erosion. While there has been an overall decline in mortality from infectious diseases, diarrheal diseases and viral hepatitis, both associated with fecal pollution of water, are the leading infectious diseases in China (World’s Resources Institute). Because of contaminated, polluted water, China has the highest liver and stomach cancer deaths in the world. While the government is preoccupied with wanting to censor all this preventable chaos, many more people are becoming ill and dying from the lack of clean resources. Water pollution has become an intricate part of the problem as well. Many of the main rivers flowing through China have been the target for dumpsites for years. Because of its mass and distance, many people do not think twice when they dump their small amount of trash or waste inside the water; however, if twenty thousand other people are having the same exact justification, then it now becomes an environmental safety hazard as well as a social problem. As a result, it is estimated that three-quarters of the rivers running through Chinese cities are so polluted that they cannot be used for drinking or fishing. Even the infamous Yellow River is suffering from man-made environmental problems. Once the countrys second biggest source of fresh water, the river is now so polluted that almost 70% is hazardous to drink; moreover, because the river has been the target for over-exploitation for many years, the water tends to dry up before it reaches the sea for almost a third of the year. According to the World Health Organization, reports estimate that diseases triggered by indoor and outdoor air pollution kill 656,000 Chinese citizens each year and polluted drinking water kills another 95,600 (Platt). The majority of the air pollution in China is generated by the burning of coal and fuel oil in order to generate electric power. They do not have that much hydropower, power that comes from the energy of massive moving water, to help with demand and supply and, therefore, rely on the burning of coal. Coal is a natural resource that is abundant in amount but requires a lot of manpower and miners to obtain it every year. Because of its population and carrying capacity, China burns more coal to produce electricity than the U. S. , Europe and Japan combined. Air pollution and acid rain, which comes from the coal residue evaporating in the form of smoke into the atmosphere, is killing people. In addition to chemical and industrial factories producing all this dirtiness into the air, vehicles of transportation also add to this pollution epidemic. In the 1990s, the number of vehicles on roads increased very rapidly, especially in medium-sized and large cities. In Beijing, the number of vehicles increased by a factor of 4, from 0. 5 million in 1990 to 2 million in 2002. In addition, the emission factor, the amount of pollution emitted by one car, in China is much higher than in developed countries because China has much lower emissions standards for automobiles (The Chinese Academy). Thus, the drastic rise in the number of vehicles and rapid development of industries in cities has led to worsening air quality, particularly higher concentrations of nitrogen oxides. The burning of poor quality fuel only adds to urban air pollution. Considering the amounts of traffic that the more urban, centralized cities deal with on a constant basis, the amount of fuel being burned into the atmosphere is reaching tremendous heights. Over the years, the government had implemented their own ways of dealing with the pollution problem as well as progressing social development. Embarrassed by the repercussions of industrialization and urbanization, China’s environmental agency insisted that the health statistics be removed from the published version of media reports because the government did not wish to cause social instability. According to Spiegel Online International, in 2007 the Chinese government put pressure on the World Bank to take potentially damaging statistics out of a report on pollution in China (Spiegel Online International). Reportedly, the World Bank reluctantly agreed to the demand of the Chinese government and this report about pollution was never published. Many people did not believe the Chinese government undergone such secretive endeavors to â€Å"protect them but rather it was just the Communist’s instinctive response to every case of bad news – to cover it as much as possible. The Chinese government often has had a hard time prioritizing pressing issues at hand and, therefore, chooses to suppress it until the issue starts developing more and then reaches the attention of foreign countries. This kind of pattern has affected the Chinese government for many years now because of its lack of aggression towards personal, current issues. In terms of the environmental issues, China’s model of pollution compared to that of the United States and Europe is worse because the density of its population is greater and people do not know how to protect themselves properly from the essential tools of life, water and air. Because of China’s reputation as being one of the leading nations in fast economic growth, the government places economic growth before any other problem the nation might have. Some may say, the country is addicted to fast growth and instances of progression. Having a strong, solid economy would place China on the map as a great superpower and can very well earn them the respect and recognition from every other nation. If China starts to slow down their industrial development and economic growth at all, the effects would be social instability, the potential to lose foreign business and trading partners, and takes away China’s hard-earned reputation. Slowing down production to solve such insignificant problems may be a stretch for the Chinese government; however, the threat of pollution is very much real and staggering, which in the long run, would affect the economy in a negative way. With the amount of health-related issues due to the environment, health care costs have climbed sharply. The lack of clean water has affected the farming and crop industry tremendously. The amounts of high energy-dependent industries create greater need for imported coal and fuel; therefore, the environmental problems gradually get harder and more expensive to address the longer they remain unresolved. According to National Geographic, the rate in which this pollution is harming women and hildren would have a great effect on the next generation of China’s leaders, especially with the many recorded incidents of birth defects and brain damage that pregnant women are inhaling everyday of their lives. The pollution in China is not just a current problem but an issue that can surely affect the future of China extensively. In recent years, the Chinese government have been striving to address these environmental issues and making reforms to reverse some of the effects. The government has set goals in order to reduce the emission of fuel and to conserve energy by reducing the level of energy that industries use as well as slowing down the demand for coals. Taking ideas from the United States, China has set to develop alternative methods of energy such as solar power. Yet most of the government’s targets for energy efficiency, as well as improving air and water quality, have not been reached. Although there are many targets and goals set forth by the government to fix this â€Å"pollution problem,† no real concrete actions has taken effect. China’s lack of fundamental changes towards conservation and energy-efficient ways has resulted in no real progression. China refused to invest a lot of money and tax reforms to reach their supposed targeted goals. Even many bureaucratic leaders and city officials often do not invest their money and efforts into closing down factories and industries because that would hurt their local economies. In a way, the government reflects a dog-eat-dog world where everyone chooses to look out for themselves in order to prosper the most. In attempts to stick to their original goals, China began to explore the idea of the Green G. D. P in the mid 2000’s. The Green G. D. P was â€Å"an effort to create an environmental yardstick for evaluating the performance of every official in China†¦it recalculated gross domestic product, or â€Å"G. D. P. ,† to reflect the cost of pollution† (BBC News). In other words, this was a way to calculate the financial loss that pollution has had on the economy and for the government to adjust their expenditures in such a way to reflect a better G. D. P. However, the calculations for some provinces in China reach staggering amounts that was unrealistic for the Chinese government to adjust because if they did, their growth rate for certain areas would be zero which means the overall economy would decline. Because of the failing numbers of the Green G. D. P for China’s economy, the government pulled out of the project in 2007. The failed success of Green GDP for the Chinese government pushed the progression of environmental friendliness preservation back because of the financial and economic issues that arose from partaking in the Green G. D. P (New York Times). One such issue that China struggles with is realizing that any attempt or unrealistic goal set forth to fix the environment problem will always be met with many obstacles and resistance. Such unfortunate issues are part of the reason why China is reluctant in fixing their environmental problems and plays a role in the still on-going pollution issue today. In 2011, Toyota Motor announced that they will be making low-emission cars in China. Because China has the biggest market for cars, Toyota Motor wanted to get into that market in an environmentally friendly way. Along with having the biggest market for cars, China also has the biggest market for pollution. China was keen on welcoming the foreign aid of car expenditures to their market because of its emphasis on producing low-emission cars in the country. As China attempts to work towards its pollution problems after many failed efforts, the people foresee this as a positive business venture on both the Japanese and Chinese because it benefits both sides. Japan would create a bigger market for themselves in East Asia and China will be on the road of becoming more green and energy-efficient, a problem that they have been facing for decades. All and all, it is safe to say that China as well as every other country around the world recognizes that the amount of pollution has increased tremendously. China has played a huge part in the matter because of its massive industrialization and urbanization that attributes to their fast economic growth. Although there are many Chinese officials and leaders out there who fail to see the correlation between air pollution and long-term health and social effects, the growth of air pollution is not going away. Although there are very few studies attributing the socio-economic class, population size, and demographics to the growth of air pollution, the presence of air pollution affects everybody. There is, indeed, a major correlation between air pollution and increased mortality; therefore, China strived to undergo many environmental-friendly programs. In short, there is sufficient evidence that exposure to outdoor air pollution is a health hazard in China. The importance of these increased health risks is greater than in developed countries because air pollution in China is at much higher levels and because the Chinese population accounts for more than one-fourth of the worlds total population. Future research will need to clarify the lifetime course of air pollution effects, examine the relevance of long-term exposures, understand alternative methods, and finding correlations between air pollution and health hazards for the Chinese population. Presently, Chinese needs to find a way to efficiently reduce pollution and increase air quality and find a way for industries to be properly monitored. This will enable the people and the Chinese government to be aware of the trends and consequences of air pollution, so they can determine how to remedy the situation in the future.

Instruction Set Essays - IBM PC Compatibles, Computer Enclosure

Instruction Set It has become increasingly popular to build one's own computer. In many cases, it saves money, and guarantees that you get what you want. Building your own computer also assures that you avoid the proprietary designs many companies use to utilize to keep the customers coming back for new parts. Most importantly, having built the system, you become very familiar with your system and with computers in general. There is no reason not to tackle the project of building your own computer. A very basic knowledge is required, and you can learn as you go! Materials and Tools Needed Upon having researched the quality of the parts you want to use to build your computer, you will need the following basic items to assemble your processor: ? Case/Tower ? Motherboard ? CPU (central processing unit) ? Heat sink and fan ? Floppy drive ? Hard drive and CD-ROM ? Video card (optional but very recommended) The accessories needed to put together your processor should come with each of the components purchased. However, the basic screws that will be required are the following: ? Chassis screws ? Smaller screws (these are just like the chassis screws, but have a smaller diameter) ? Standoffs ? Washers ? Spacers (snap-in and standard) There are a variety of different tools you may need while building your system. Here are a few of the most common ones: ? Flat head screwdriver ? Magnetized Phillips head screwdriver ? Regular Phillips head screwdriver The entire installation process of the components should take approximately an hour, but this all depends on the level of experience and knowledge of the builder. Precautions and warnings There are a few things that you should be aware of when you are building your computer so you don't hurt yourself or damage any of the components. ? Wash and dry your hands ? Make sure you ground yourself by touching an uncoated part of your computer's chassis prior to touching any of the components. It is recommended to wear the anti-static strap. ? Be careful of sharp edges within your case ? Only handle PCB's (your motherboard, video card, etc) from the edges whenever possible. Touching the contacts can damage them. ? Avoid using magnetic screwdrivers when installing your hard drive, since it is a magnetic storage medium. In the following pages, you will find the instruction steps to preparing, installing and testing your new processor Preparation At this point, have the new case in front of you with the cover removed. Before any installation of the components takes place, you must prepare it for use. Go through the following checklist to ensure it is prepared. 1. Clean the case. Clean out the inside with a rag and compressed air to ensure the case is free of dust. 2. Inspect the power supply. Make sure it is set to the proper voltage (110V). 3. Install feet. These are tabs inserted into the holes at the bottom of the case. 4. Install the case fan. Screw the fan onto a rack next to the vent on the front of the case with the accompanying screws. INSTALLATION PROCESS Installing the CPU CAUTION: Installing the CPU is straight forward, but doing this step too fast or carelessly can result in damage to the processor. 5. Install the processor rack into Slot 1 (a PCI slot) of the motherboard, which is a support for the CPU to rest in. 6. Position a rail on each end of the Slot. Use the small screws on each end of the slot to tighten it into place onto the motherboard. 7. Insert the Processor into the Slot. Push the processor into the guide rails and down all the way to the surface of the slot. Installing the Heat Sink Now that the CPU is installed in the motherboard, the installation of the heat sink and fan are required. 8. Attach the fan to the heat sink using the four screws provided with the CPU fan. 9. Apply the heat sink compound to cover surface of the chip. 10. Attach the heat sink on top of the processor, pressing down lightly. 11. Make sure all areas of the chip are in contact with the heat sink. Wipe off any excess of the compound that may have oozed out the sides. Installing the Memory Installing the memory modules, otherwise known as SIMMS or DIMMS are placed in the memory slots of the motherboard. 12. Install the memory module (SIMM

History Of Baseball Essays (1008 words) - Jackie Robinson

History Of Baseball History of Baseball Baseball seems always to have lived more in myth that in history. Children in England and the United States had been playing variants of the game for years such as rounders, one o cat, and base. In 1845, some young men in Manhattan organized themselves into the Knickerbockers BaseBall Club and wrote down the rules of the game they were playing. Twenty years later dozens of baseball clubs in New York and Brooklyn, and their journalist brethren, had made what they called the national pastime more popular than cricket, and the metropolis had become the countrys first baseball powerhouse. As baseball clubs were transformed into entertainment businesses and instruments of civic boosterism, so grew their need for first-rate players who could attract paying crowds. The remarkable undefeatable season of the national touring Cincinnati Red Stockings in 1869 paved the way for baseballs full-blown professionalization in the 1876 formation of the National League of Professional Base Ball Clubs. Although distinctions between players and their clubs (now really small businesses) had been hardening for years, the National League formalized the division, which has continued until today. (Leal, 7-27) Baseball soon outdistanced other spectator sports in popularity and contributed to the sports boom of the 1880s and 1890s. Late nineteenth-century baseball resembled the Gilded Age business world. Owners moved the clubs frequently, while rival leagues sprung up and competed for players and spectators. The National League either defeated its opponents outright or incorporated them into a subordinate national structure of minor leagues. Not until 1901 was the National League force to accept the American League, the only other surviving major league. Leagues controlled access to spectators by granting franchises. Owners and leagues controlled the players through labor practices that combined elements of chattel slavery (the infamous reserve rule) and freewheeling industrial capitalism: blacklisting, fines, salary limits, and reductions, even the use of Pinkerton spies. The reserve clause, initiated in 1879 and inserted into every players contract, gave his employer the right to reserve his services for the following year, unless the player was traded, sold, or released from his contract. Players fought the reserve rule, most notably when the Brotherhood of Professional BaseBall Players launched its own Players League in 1890. When the players financial backers sold them out to the National League, baseball owners triumphed and ruled organized baseball virtually unchallenged for eighty-five years. They were aided by a series of bizarre Supreme Court rulings that baseball was not interstate commerce and therefore not bound by federal antitrust law. In 1975 and arbitrator ruled that the reserved clause applied for only one year and players, as free agents, regained their negotiating power; salaries quickly reached unheard-of levels. Owners retaliated in 1981 but were soundly defeated by a players strike. (Smith, 124) Then in the late 1980s they conspired (illegally, an arbitrator held) to limit salary offers to free agents. After a twenty-year period of franchise movement, league expansions, and the creation of divisions within leagues, baseball became organizationally stable again in the late 1970s. Attendance grew dramatically throughout the 1980s, more people attended major league baseball games (over 50 million per year at the end of the decade) than at any other time in the games history. Baseball has been Americas most popular sport for so long mainly because it has successfully straddled some of the nations most important cultural divisions. Though it was born among the respectable working class and sporting middle class, the games cultural antecedents lay in the boisterous street culture of saloon-based volunteer fire companies, militias, theater partisans, street gangs, and political factions. The National League explicitly appealed to more middle-class audiences by requiring its teams t o charge fifty cents, ban the sale of alcohol, and refuse to play Sundays. ( Leal ,44) The rival American Association appealed to immigrant and working class audiences by charging a quarter, selling liquor, and playing Sunday ball. Despite the outrage with which baseball officials and writers treat baseballs occasional betting scandals (in 1865 and 1877 as well as more famously in the 1919 Black Sox scandal and the 1989 banishment of Pete Rose), the game has never been completely free of the sporting underworld of gambling and low life. Even though

Biography of Porfirio Diaz of Mexico, Ruler of Mexico

Biography of Porfirio Diaz of Mexico, Ruler of Mexico Porfirio Dà ­az (September 15, 1830–July 2, 1915,) was a Mexican general, president, politician, and dictator. He ruled Mexico with an iron fist for 35 years, from 1876 to 1911. His period of rule, referred to as the Porfiriato, was marked by great progress and modernization, and the Mexican economy boomed. The benefits were felt by very few, however, as millions of peons labored in virtual slavery. He lost power in 1910–1911 after rigging an election against Francisco Madero, which brought about the Mexican Revolution (1910–1920). Fast Facts: Porfirio Diaz Known For: Ruler of Mexico for 35 yearsAlso Known As: Josà © de la Cruz Porfirio Dà ­az MoriBorn: September 15, 1830 in Oaxaca, MexicoParents: Josà © Faustino Dà ­az Orozco, Marà ­a Petrona Mori Cà ³rtà ©sDied: July 2, 1915 in Paris, FranceAwards and Honors: Grand Cross of the Royal Hungarian Order of St. Stephen, First Class Condecoration of the Imperial Order of the Double Dragon, Knight Grand Cross of the Order of the Netherlands LionSpouse(s): Delfina Ortega Dà ­az (m.  April 7, 1867–April 8, 1880), Carmen Romero Rubio (m.  November 5, 1881–July 2, 1915)Children: Porfirio Dà ­az Ortega, Luz Victoria Dà ­az  Notable Quote: It was better that a little blood should be shed that much blood should be saved. The blood that was shed was bad blood; the blood that was saved was good blood. Early Military Career Porfirio Dà ­az was born a mestizo, or of mixed Indian-European heritage, in the state of Oaxaca on September 15, 1830. He was born into extreme poverty and never even reached complete literacy. He dabbled in law, but in 1855 he joined a band of liberal guerrillas who were fighting a resurgent Antonio Là ³pez de Santa Anna. He soon found that the military was his true vocation and he stayed in the army, fighting against the French and in the civil wars that wracked Mexico in the mid-to-late 19th century. He found himself aligned with the liberal politician and rising star Benito Jurez, although they were never personally friendly. The Battle of Puebla On May 5, 1862, Mexican forces under General Ignacio Zaragoza defeated a much larger and better-equipped force of invading French outside the city of Puebla. This battle is commemorated every year by Mexicans on Cinco de Mayo. One of the key players in the battle was young general Porfirio Dà ­az, who led a cavalry unit. Although the Battle of Puebla only delayed the inevitable French march into Mexico City, it did make Dà ­az famous and cemented his reputation as one of the best military minds serving under Juarez. Dà ­az and Jurez Dà ­az continued to fight for the liberal side during the brief rule of Maximilian of Austria (1864–1867) and was instrumental in reinstating Juarez as President. Their relationship was still cool, however, and Dà ­az ran against Juarez in 1871. When he lost, Dà ­az rebelled, and it took Juarez four months to put the insurrection down. Amnestied in 1872 after Juarez died suddenly, Dà ­az began plotting his return to power. With the support of the United States and the Catholic Church, he brought an army into Mexico City in 1876, removing President Sebastin Lerdo de Tejada and seizing power in a dubious â€Å"election.† Don Porfirio in Power Don Porfirio would remain in power until 1911. He served as president the entire time except for the period of 1880–1884 when he ruled through his puppet Manuel Gonzlez. After 1884, he dispensed with the farce of ruling through someone else and re-elected himself several times, occasionally needing his hand-picked Congress to amend the Constitution to allow him to do so. He stayed in power through deft manipulation of the powerful elements of Mexican society, giving each just enough of the pie to keep them happy. Only the poor were excluded entirely. The Economy Under Dà ­az Dà ­az created an economic boom by allowing foreign investment to develop Mexicos vast resources. Money flowed in from the United States and Europe, and soon mines, plantations, and factories were built and humming with production. The Americans and British invested heavily in mines and oil, the French had large textile factories, and the Germans controlled the drug and hardware industries. Many Spanish came to Mexico to work as merchants and on the plantations, where they were despised by the poor laborers. The economy boomed and many miles of railway track was laid to connect all of the important cities and ports. The Beginning of the End Cracks began appearing in the Porfiriato in the first years of the 20th century. The economy went into a recession and miners went on strike. Although no voices of dissent were tolerated in Mexico, exiles living abroad, primarily in the southern United States, began organizing newspapers, writing editorials against the powerful and crooked regime. Even many of Dà ­az supporters were growing uneasy because he had picked no heir to his throne. They worried about what would happen if he left or died suddenly. Madero and the 1910 Election In 1910, Dà ­az announced that he would allow fair and free elections. Isolated from reality, he believed he would win any fair contest. Francisco I. Madero, a writer and spiritualist from a wealthy family, decided to run against Dà ­az. Madero didnt really have any great, visionary ideas for Mexico; he just naively felt that the time had come for Dà ­az to step aside, and he was as good as anyone to take his place. Dà ­az had Madero arrested and stole the election when it became apparent that Madero would win. Madero was freed, fled to the United States, declared himself the winner, and called for an armed revolution. Revolution and Death Many heeded Maderos call. In Morelos, Emiliano Zapata had been fighting the powerful landowners for a year or so already and quickly backed Madero. In the north, bandit leaders-turned-warlords Pancho Villa and Pascual Orozco took to the field with their powerful armies. The Mexican army had decent officers, as Dà ­az had paid them well, but the foot soldiers were underpaid, sickly, and poorly trained. Villa and Orozco routed the Federals on several occasions, growing ever closer to Mexico City with Madero in tow. In May 1911, Dà ­az knew he had been defeated and was allowed to go into exile. Diaz died just four years later, on July 2, 1915, in Paris, France. Legacy Porfirio Dà ­az left a mixed legacy in his homeland. His influence is undeniable: with the possible exception of the dashing, brilliant madman Santa Anna, no one has been more important to the history of Mexico since the countrys independence. On the positive side of the Dà ­az ledger must be his accomplishments in the areas of the economy, safety, and stability. When he took over in 1876, Mexico was in ruins after years of disastrous civil and international wars. The treasury was empty, there were a mere 500 miles of train track in the whole nation, and the country was essentially in the hands of a few powerful men who ruled sections of the nation like royalty. Dà ­az unified the country by paying off or crushing these regional warlords, encouraged foreign investment to restart the economy, built thousands of miles of train tracks, and encouraged mining and other industries. His policies were wildly successful and the nation he left in 1911 was completely different from the one he inherited. This success came at a high cost for Mexicos poor, however. Dà ­az did very little for the lower classes: he did not improve education, and health was only improved as a side effect of improved infrastructure primarily meant for business. Dissent was not tolerated and many of Mexicos leading thinkers were forced into exile. Wealthy friends of Dà ­az were given powerful positions in government and were allowed to steal land from Indian villages without any fear of punishment. The poor despised Dà ­az with a passion, which exploded into the Mexican Revolution. The Revolution, too, must be added to Dà ­az balance sheet. His policies and mistakes ignited it, even if his early exit from the fracas can excuse him from some of the later atrocities that took place. Most modern Mexicans view Dà ­az more positively and tend to forget his shortcomings and see the Porfiriato as a time of prosperity and stability, albeit somewhat unenlightened. As the Mexican middle class has grown, it has forgotten the plight of the poor under Dà ­az. Most Mexicans today know the era only through the numerous telenovelas- Mexican soap operas- that use the dramatic time of the Porfiriato and Revolution as a backdrop for their characters. Sources Herring, Hubert. A History of Latin America From the Beginnings to the Present. New York: Alfred A. Knopf, 1962.McLynn, Frank. Villa and Zapata: A History of the Mexican Revolution. New York: Carroll and Graf, 2000.â€Å"Quotes by Porfirio Diaz.†Ã‚  AZ Quotes.

Capstone community health improvement project Assignment

Capstone community health improvement project - Assignment Example Drug abuse is historically a real problem in United States. Drug abuse affects both the individual and the society. In United States, statistics for overall cost of drug abuse in terms of health, productivity and crime related costs rise above $600 billion per annum with alcohol taking a staggering portion of about $235 billion. Unfortunately, these high figures cannot fully describe the far reaching effect of drug abuse in the society in terms of child abuse, loss of employment, family disintegration and general loss of hope in life (national institute of drug abuse, 2009) Statement of the problem The United States population is estimated at 314,904,151. Population of Florida stands at 19,057,516 according to The Bureau of economic and Business research Population Program, 2012. Alcohol abuse is a major issue in Florida with 55,278 arrested for driving under the influence of alcohol in 2010. Out of 165 people who died in Florida as a result of road accidents, at least one driver had BAC recorded between 0.01% and 0.07%. In 2010, around 110,203 were arrested for illegal drug trafficking and abuse related cases. (DUI-USA.Drink Driving.org). This year, it is estimated that people driving under influence (DUI’s) will be around 83,557 with 994 deaths occurring due to intoxicated driving. It is also estimated that 1,013 deaths will, occur as a result of illicit drug use. According to Department of Children and Families, the local homeless coalitions reported 57,643 residents of Florida in 2010 as homeless .The federal definition of a homeless person is anyone sleeping in a place that is not initially meant for human habitation, a person living in transitional housing for the homeless or a person who originally came from the streets. Any migratory individual living in a place occupied by the homeless is also classified as homeless. Due to the harsh living conditions, the homeless display high levels of drug abuse either to evade the reality of basically becaus e drug abuse itself lead loss of a decent shelter . Apopka is the largest city in Orange County with a population of 40,406 and a median age of 34.1 years. Apopka city has an unemployment rate of about 10.50% which is a representation of a percentage of productive work forces that is not working (Bureau of Economics and Business Research, University of Florida). This unemployed group is vulnerable to drug abuse as well as drug trafficking. People in midlife age especially men are more vulnerable to drug abuse than the larger population. For this reason, the homeless people in the age bracket 30-50 years will be targeted. Mobilization To kick off the mobilization of this project, a selected team of nurses will meet to appoint possible collaborators. Church leaders and community opinion leaders will also be invited to this important meeting. Partners will be selected on the basis of their expertise, ability and willingness to finance the project and involvement in past health projects in the community. Another meeting will be held where all the stakeholders will be invited. In this meeting objectives, mission and vision of the project will be developed. Different stakeholders will also be allocated different roles depending on their expertise and experience. The role of data collection and analysis, project monitoring and evaluation as well as report writing will be allocated to experts from a local university. Resources will also be