Week 3 Assignment Example | Topics and Well Written Essays - 250 words - 1

Week 3 - Assignment Example Transistors came to replace the huge vacuum tubes in radios, computer and other electronics. An integrated circuit commonly referred to as the IC was developed by Jack Kilby of the Texas Instruments. The IC consisted of tiny transistor put together (Natarajan, 60). They were efficient and small in size thus saving space. Machine speed was increased due to the reduced distance making the electrons to travel faster. 1950s set a platform for advancement in computer that would be observed into the 1960s and the 1970s (Elleithy, 103). It also marked the start of rapid electronic change that is felt up to current. The past twenty years have recorded a rapid growth in computer technology, think of the smart devices available, think of cloud computing. All this have had an impact on our economic and social life. Information will dictate future power. Many believe that power is vested in information. The advancement has resulted to a revolution in artificial intelligence, nanotechnology, and quantum physics. In the next thirty years or so, the advances will impact our lives and work. Ideas of virtual reality such as ones shown on movies like Matrix will probably come true in the decades ahead (Francisco, 212). Nanotechnology will assist scientists to develop microchips, logic gates and electrical conductors. One atom will be used to build chips. Advance computers will be generated such as electronic nanocomputers, biochemical and chemical nanocomputers, mechanical nanocomputers and quantum nanocomputers. Artificial intelligence is a computer science branch that aims at making computer to have the behavior of humans (Francisco, 218). It involves computer programming. Computer will be capable of making real situations of life through expert systems. Computer will understand the language of humans through natural language. Through robotics, computer will be able to hear, see and react to sensory stimuli (Elleithy, 241).

Exceptional Essay Example | Topics and Well Written Essays - 500 words

Exceptional - Essay Example In this book the authors have mentioned and discussed many important thing regarding creating and maintaining Inclusive classrooms, this also includes how families can deal with disable children’s and make they feel comfortable in the surroundings, identifying a student’s needs, the ways of special education process, teaching students who are gifted and ways & methods of teaching students with Emotional Disorder, Communication Disorder, Sensory Impairments, Learning Disabilities, Mental Retardation, Autism, Traumatic Brain injury, Hyperactivity Disorder, Attention Deficit and other low-Incidence disabilities. Most important of all that this book also includes some very important topic that are Teaching students who are gifted which is our topic, teaching those who are at Risk, with special needs in Elementary Schools and in Secondary School. These are the important Issues, Methods and other useful techniques mentioned in this book which make this book very different and special one. In this assignment we shall discuss about two important chapters in this book i.e. Effective Inclusion Practices and Professional Collaboration which deal with the concept of and teaching students who are gifted, who have extra talent and ways to teach them. We will start our assignment with what is inclusive, importance of inclusive education, effective inclusion practices, about Exceptional and importance of exceptional education. Inclusive means including everything mentioned with in a limit or without respect to a limit, accordingly it means teaching everyone in same classroom whether a student is a disable, normal or an elder person.

Massively multiplayer online game Essay Example for Free

Massively multiplayer online game Essay Before computer games flourished through the past eras, patintero, sungka, tumbang-preso, tumba-lata, tagu-taguan and sipa were one of the most anticipated outdoor games inside our country. Experiencing these kinds of games imprints almost our half life and we can’t have a complete childhood experience without getting tapped hard on the back, been hit by a flying slipper for it missed the target, playing with shells, screaming and cheering over your teammates, jumping over a person and avoiding getting hit its body part, and hiding and camouflage in a place to prevent from being the ‘it’ of the game. Try asking a child what was his favourite childhood experience, and would tell either scratched his knee from running away from his opponent or been scolded by mother because of going home late due to exceeding allotted time of playing outdoor games. And try asking a child from the present century what he has been doing lately, and might get an answer playing tekken with PSP, or Super Mario or Pacman with Nintendo or Xbox. Difference spotted? When a child is in the climax of playing and been taking the game seriously, he doesn’t want to be disturbed for in some instance might loose on his opponent and can’t advance to the next upgrades. A common reaction received by parents when they call their children to gather around while their kids were busy pressing on joysticks and keyboards and faces were just centimetres away from the screen would be â€Å"Mom! Can’t you wait because I’m already on my way to take down Bowser! † And two probabilities might happen after: either the parents would start screaming and repeat on telling to set aside their loving gadgets or the children would get irritated on the booming loud voices and start stomping away and lock themselves in a room where they could continue praising themselves for they have defeated the ‘boss’ in the game. With the help of advanced technological innovation that has spread around the globe, the beginning of 3D and multi-player online gaming (MMORPG) have surfaced and hooked children the most. Children fell into the gaming world, spending more time in virtual rather than in real, which sooner turns to be their life. Like, children must have a deviant childhood like these; playing computers during their free time and having fun with his co-gamers. They feel like they can play anytime any of the newest released games go on without ending, they continue forever, and they can pick up any character they wanted on the virtual world. If a child started to feel in contact more with gaming, he will spend more time in solitary seclusion. It is difficult for some adolescents (particularly male adolescents) who are vulnerable to the area of prone to video game addiction since it might be transparent to say how popular gaming is in children of all ages, which results to mostly negative results. A report like found in Elyria, Ohio, where a seventeen year-old boy named Daniel Petric shot his parents in the head after they confiscated his copy of Halo 3. His mother was killed and his father wounded due to the gunshots, and the troubled teen fled the murder scene with solely one item in his possession: the Halo 3 game (Ridgefield, 2009). A similar report flashed on television says that a child has accidentally killed his playmate, stabbed with a knife after playmate got a higher score on the game Flabby Bird and now been sent under the care of DSWD. Several reports similar to this have rang the ears of the mass since the effect of gaming has become more serious. It all started from playing innocently, never knew slowly by slowly they are being eaten with intoxication of gaming and now swallowed of gaming addiction. Results like killing have been a serious warning to those who are sensationally indulged in playing, but often just ignored. The video games are common to be blamed, which we neglect the fact that some might have done crimes since they are often being neglected by parents. Coming from a single-parent family isn’t a factor, but how a parent sees after his child while growing. Far from my knowledge, it is the duty of the parents to look after their kids when engaged into different aspects of real and virtual life. But most children dare to say that they’ve been controlled over their life, treated like human robots; like told to eat properly, sleep on time, do school assignments and how to spend their time practically. But nobody commands them when they got the chance to get hold of gaming materials, because in there, they call themselves the â€Å"Thug Lords of Gaming†. Fond to their name, with raging adrenaline rush cannot escape the virtual life. Restricting kids from playing won’t help to drive the addiction either, for playing is part of our childhood. The more we drag them away, the more they rebel and really determined into getting along with playing. Personally speaking, life with no play is never fun. Who wouldn’t like to experience playing sipa, tumbang preso, luksong-baka and patintero? Who wouldn’t like to meet a childhood friend? None right? Those might not be similar to the games inside the computer world, but those are the basic foundation of gaming not until the late centuries where video games were invented. With increasing percentage of latter sides of gaming, some parents are over-protective over their kids to the extent that they lock their offsprings into a jail afar from their supposed fun childhood. They never had the chance to have ‘real’ playmates. In some instance, a child who has this experience growing up gathering medals for their parents is the only thing instilled in their minds. On contrary, a child who spent more time in playing grows up quitting almost 70% of his social life. This might lead into several serious effects like having a psychological disorder due to excessive malfunction of the brain. And here’s the tricky and dangerous part: they are the ‘unhappy teenagers’ which later have a growing percentage in the globe. They have lost their confidence in communicating and lowered their self-esteem. They’ve spent all of their time interacting in a virtual world and are extremely uncomfortable when dealing with real people in real time. In order to retrieve the part of them which just got lost, they seek attention from others. Or a probability that they would drive all away from himself and just have a life with the unreal, which might lead to serious killing crimes like what we’ve been fearing to happen. Being a gamer isn’t dangerous. It is having a hard time kicking the habit who’s the real enemy. It is not a dissatisfaction to play computer games, but be careful of getting addicted. Think twice before engaging wholly, for everything that is excessive can cause vicious effects, double the harm we think it would cause to us. We, as being the most users of techno-gaming, are the ones in charge of what might happen when we are drowned in the pool of virtual scenes. And as a gamer, too, playing has just been part of my life. It is just how we balance our time between real and virtual space. Even up to this extent, I would be happy if given a rest time and spending it playing with my favourite computer games and would even dare to challenge my siblings into a multi-player game once again. But my playtime has limits too, and I’m the one who limits myself from the red line before stepping into it. References: Ridgefield, A. (2009). Video Game Addiction. Teen Ink. Retrieved April 23, 2014, from http://www. teenink. com/opinion/movies_music_tv/article/82305/Video-Game-Addiction/.

Lives of the Saints Essay -- Lives Saints Essays

Lives of the Saints   Ã‚  Ã‚  Ã‚  Ã‚  Lives of the Saints is a story that examines the complexities and tribulations of everyday life in a small town. Throughout the novel, we discover that even the most trustworthy and caring individuals live secret lives behind closed doors, and that the surface appearance of minor communities can be very deceptive. Some people spend their entire adult-lives trying to knock down these doors and discover the truth, but perhaps they are overlooking the key to the lock†¦ our children. Vittorio Innocente is a young boy who has not always lived up to his name. ‘My attendance at school had not been very regular-it had somehow fallen out that I’d spent much of class time wandering up to the top of Colle di Papa or down to the river with my friend Fabrizio, sharing with him the cigarettes he filched from his father. La Maestra had paid a visit to my mother one afternoon, to advise her of my truancy and vices†¦.’ (9). We find that Vitto is trying to turn around his poor school habits, and has been trying to read through a novel called Principi Matematici, but to no avail. As he sat stranded on page three of his mathematical conquest, he was overcome by a wealth of distractions. The golden sun was shining down on him that day, or so it seemed, for as he was drifting off to sleep the muffled shout of a man shattered what would appear to be his last enjoyable day; at least for a long time. Childhood can be a fragile thing. It is commonly believed that children see the world through different eyes. Everything seems fresh and interesting to them, where we become saturated with the details of our everyday lives. The eyes of Vittorio Innocente act as a safeguard, seemingly protecting him from truth and danger that he cannot see. Since the incident with the snake, Vittorio had noticed that his mother had been keeping to herself, working in the garden. However, he could not understand what was wrong with her, and could not figure out why the household seemed so empty. ‘†¦A veil seemed to have fallen between us, and for a while I had nursed this estrangement like a precious wound I could somehow turn to advantage; but the passing days brought only a growing awkwardness, as if my mother and I had suddenly become strangers, with no words now to bridge the silence between us’ (74). Vittorio’s ‘safety-goggles’ also help him when the gang of b oys inv... ...ctor to tell him of his mother’s pains, he is uninterested. â€Å"My mother wants you to come†, says the young boy. â€Å"Leave me alone†, replies the doctor in a drunken stupor. â€Å"You’re that woman’s son, aren’t you, the pregnant one who thinks she’s a princess† (221). When the doctor is finally convinced to check up on Cristina, he only makes matters worse. Upon his arrival in Vitto’s room, Cristina notices his condition and says: â€Å"You smell-like a liquor factory† (225). He takes no notice of these remarks, showing no concern for the life of the baby or Cristi. Although he manages to deliver the baby, we find that Vittorio’s mother has died during the night due to excessive bleeding. Dr. Cosabene’s ignorance has brought death and pain to a family that has been reduced to two, a young boy and his little sister.   Ã‚  Ã‚  Ã‚  Ã‚  Vitto will no longer have a normal life. He has no mother or father. He has no money, and he has nowhere to live. Consequently, he has a newborn child to look after. Where has his childhood gone? It looks as though the doctor has taken it from him, and he will never get it back. One thing remains certain†¦ Vittorio Innocente will never look through the eyes of a child again. Lives of the Saints Essay -- Lives Saints Essays Lives of the Saints   Ã‚  Ã‚  Ã‚  Ã‚  Lives of the Saints is a story that examines the complexities and tribulations of everyday life in a small town. Throughout the novel, we discover that even the most trustworthy and caring individuals live secret lives behind closed doors, and that the surface appearance of minor communities can be very deceptive. Some people spend their entire adult-lives trying to knock down these doors and discover the truth, but perhaps they are overlooking the key to the lock†¦ our children. Vittorio Innocente is a young boy who has not always lived up to his name. ‘My attendance at school had not been very regular-it had somehow fallen out that I’d spent much of class time wandering up to the top of Colle di Papa or down to the river with my friend Fabrizio, sharing with him the cigarettes he filched from his father. La Maestra had paid a visit to my mother one afternoon, to advise her of my truancy and vices†¦.’ (9). We find that Vitto is trying to turn around his poor school habits, and has been trying to read through a novel called Principi Matematici, but to no avail. As he sat stranded on page three of his mathematical conquest, he was overcome by a wealth of distractions. The golden sun was shining down on him that day, or so it seemed, for as he was drifting off to sleep the muffled shout of a man shattered what would appear to be his last enjoyable day; at least for a long time. Childhood can be a fragile thing. It is commonly believed that children see the world through different eyes. Everything seems fresh and interesting to them, where we become saturated with the details of our everyday lives. The eyes of Vittorio Innocente act as a safeguard, seemingly protecting him from truth and danger that he cannot see. Since the incident with the snake, Vittorio had noticed that his mother had been keeping to herself, working in the garden. However, he could not understand what was wrong with her, and could not figure out why the household seemed so empty. ‘†¦A veil seemed to have fallen between us, and for a while I had nursed this estrangement like a precious wound I could somehow turn to advantage; but the passing days brought only a growing awkwardness, as if my mother and I had suddenly become strangers, with no words now to bridge the silence between us’ (74). Vittorio’s ‘safety-goggles’ also help him when the gang of b oys inv... ...ctor to tell him of his mother’s pains, he is uninterested. â€Å"My mother wants you to come†, says the young boy. â€Å"Leave me alone†, replies the doctor in a drunken stupor. â€Å"You’re that woman’s son, aren’t you, the pregnant one who thinks she’s a princess† (221). When the doctor is finally convinced to check up on Cristina, he only makes matters worse. Upon his arrival in Vitto’s room, Cristina notices his condition and says: â€Å"You smell-like a liquor factory† (225). He takes no notice of these remarks, showing no concern for the life of the baby or Cristi. Although he manages to deliver the baby, we find that Vittorio’s mother has died during the night due to excessive bleeding. Dr. Cosabene’s ignorance has brought death and pain to a family that has been reduced to two, a young boy and his little sister.   Ã‚  Ã‚  Ã‚  Ã‚  Vitto will no longer have a normal life. He has no mother or father. He has no money, and he has nowhere to live. Consequently, he has a newborn child to look after. Where has his childhood gone? It looks as though the doctor has taken it from him, and he will never get it back. One thing remains certain†¦ Vittorio Innocente will never look through the eyes of a child again.

Corporate Social Responsibility -Pros and Cons Essay

CSR which stands for corporate social responsibility which is also known as corporate citizenship, corporate conscience and responsible business. 2.Different organisations have framed different definitions – but in a nutshell CSR is about how companies manage the business processes to produce an overall positive impact on society. It is like giving back to the society. 3.CSR working would go beyond monetary donations to involvement in actual planning, execution and monitoring of public welfare programmes which has an overall impact to the consumers, workforce and stakeholders. 4.By adopting CSR it enables the corporate sector to achieve the twin objective of achieving a measurable positive change in the community and also the brand building of the company, boosting the morale of owners, shareholders, employees and customers. 5.All leading corporates in India are involved in corporate social responsibility (CSR) programmes in areas like education, health, livelihood creation, skill development, and empowerment of weaker sections of the society. 6.Our company is too busy surviving hard times to do this. We can’t afford to take our eye off the ball – we have to focus on core business. It’s the responsibility of the politicians to deal with all this stuff. It’s not our role to get involved 7.Notable efforts have come from the Tata Group, Infosys, Bharti Enterprises, ITC Welcome group, Indian Oil Corporation among others. 8.As per the latest news, government’s new companies bill reportedly ask large companies to spend 2 % of their net profit on CSR.The theory is that corporates must aim for social goals not just profits. 9.To summarize CSR is one where it’s a win- win situation for both company as well as for the society.

The Greek and Roman Influence over Modern America

The Greek and Roman Influence over Modern America The Greeks and the Romans were among the most influential societies in the history of the world. Evidence of Greek or Roman influence can be found in almost every culture or country that has ever existed. Though both cultures were different in practice and incredibly competitive with one another, their politics and their beliefs set the stage for future civilizations, including those of the modern world. In particular, the values and practices of Greek and Roman citizenship and politics, more than any other cultures, influences American policies today in terms of values, government, and self-image. The Greek civilization was one of the first organized and well-structured societies in†¦show more content†¦In Greece we see a similar emphasis in moving away from the human rejection of intelligence. In Plato’s The Allegory of the Cave, he tells a story focused around the view that most people live in a world of ignorance a nd need to go against the norm and to seek intelligence. This Greek philosopher dictated these ideas that are still used in theory in modern America. Although Americans and Greeks are not exactly alike, they share many similar traits, reflecting the Greek influence on America. Romans were a civilization that originated after the Greek culture. They, like Greeks, saw an extreme significance in the idea of a love for one’s country and loyalty. The Romans, however, were more concerned with public affairs such as education, sanitation, and health. They held a strong connection with their ancestors and wished to imitate what the ancient Romans did. Although Romans rejected the idea of a Rex, or king, they favored the common hero. They wanted a leader who a â€Å"regular Joe†, someone who was average and could still led an average life after doing extraordinary things. The Romans also had a very defined government that was broken into consuls, senate, and assembly. There w ere two consuls who served in place of the king as the leaders of the Roman Empire. Next in succession was the senate, comprised only of patricians who debated and passed legislation. Finally, there was the assembly made for the plebeians to approve laws.Show MoreRelatedAmerica Is The Melting Pot Of The World848 Words   |  4 Pagesdifferent influences on the world that we live in today, especially in America. America is the melting pot of the world. People from all over the world come here to live, so we have adapted to different cultures all around the world. One of the biggest influences in our society today is Greece and Rome. They influenced our alphabet, language, entertainment, laws, architect, religion, and calendar. The way Americans communicate today is all thanks to the Romans. Our alphabet comes from the Roman alphabetRead MoreGreek And Roman Civilizations : Greece And Ancient Civilizations1498 Words   |  6 Pages Greek and Roman Civilizations In examining the impact that the ancient world has had on modern Western civilization, the two ancient civilizations which are frequently understood as having had the greatest influence are Ancient Greece and Ancient Rome. These two civilizations would eventually come to shape much of what would become the modern European culture, politics and society, and by extension, a vast proportion of global culture and society. In examining the trajectory of modern historyRead MoreGreek And Roman Civilizations : Greece And Ancient Civilizations1503 Words   |  7 Pages Greek and Roman Civilizations In examining the impact that the ancient world has had on modern Western civilization, the two ancient civilizations which are frequently understood as having had the greatest influence are Ancient Greece and Ancient Rome. These two civilizations would eventually come to shape much of what would become the modern European culture, politics and society, and by extension, a vast proportion of global culture and society. In scrutinizing the trajectory of modern historyRead MoreSummary of People and Empires844 Words   |  3 Pagescivilization and includes chronology of key events are influenced by the empires that was formed in it, like the Roman empire. It starts with Alexander and his Greek army and ends with the EU. 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Most importantly, Romans influence in arts such as paintingRead MoreThe Yale University Art Gallery946 Words   |  4 PagesTrumbull donated to the University a collection of over 100 paintings of the American Revolution. The original building was raised in 1901. Currently the gallery, considered to be the oldest in the western hemisphere houses a huge collection of art occupying several buildings of the University. The Main building of the Gallery was built in 1953, and was among the very first designs of Louis Kahn who taught architecture at Yale. Kahn sought to give the mode rn post WWII architecture a monumentality, whenRead MoreMythology and How It Affects Society Essay1218 Words   |  5 Pagescan even be seen here in modern society in various forms of media and entertainment and had a strong influence in the creation of current world religions. Greek mythology was and still is one of the most widely known cultural history due to its influence and switching stands on a patriarchal and matriarchal rule and worship. It is also better known because they thrived in every aspect of a community that one could expect from such an old civilization. The way the Greeks depicted mythology taught

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.