Golden Torch Award Essay

Companies have been striving to be the best in their respective field of services and products. Continuous improvement on the part of the management and commitment on the part of the employees is very important to stay competitive especially in the ever-growing market of society. It is not thus surprising that companies strive to earn distinguishing marks of excellence such as world-class awards. One of the most prestigious awards that can be received is the Golden Torch Award. Unlike all other awards, the Golden Torch Award stands out from the rest because it is not only an award of excellence but also of justice and fairness on how the company treats employees regarding their race. Purpose and Background The National Society of Black Engineers, famously known as NSBE, initiated the Golden Torch Awards in the year 1997. However, no exact date is available as to when the first Golden Torch Awards has been held. The NSBE is a preeminent organization that seeks to serve blacks in the fields of engineering and technology (2008 GTA Winners). The organization was pioneered by students of Purdue University in 1971. As the campus student organization flourished in Purdue, the charter members encouraged and coordinated with different universities throughout the country offering engineering courses. Thus, in 1975, the organization became national with over 30 school chapter organizations. The group’s well-known torch symbol represents the member’s everlasting and burning desire to achieve the success in a competitive society resulting to a positive effect on the quality of life for people from all walks of life. The organization seeks to make an impact on society and the world by the accomplishments and contributions of its members to engineering, technology and even in the academe (NSBE Mission). The Golden Torch Award is just one of the many activities that the NSBE has imparted to the society. The said award wishes to recognize brilliance among African-American engineers, scientists and technologists, including organizations that have exhibited a commitment to the recruitment, retention and promotion of minorities (Siebels, 2004, p. 329). It honors different companies, institutions and individual persons who enhance their professions and the world with outstanding intelligence, competent talent and vibrant vision at the same time serving as role models for everyone in advancing opportunities for African-Americans (DiScipio). Furthermore, the award links accomplishments of its awardees with the dreams of college-bound students. The Golden Torch Award is bestowed every year on the annual convention of NSBE, which seeks to raise scholarship funds for deserving high school students (2008 GTA Winners). Award Criteria The mission of NSBE is â€Å"to increase the number of culturally responsible black engineers who excel academically, succeed professionally and impact the community positively† (NSBE Mission). It is thus understandable that the Golden Torch Award is designed to highlight the achievements of distinguished black engineers and technical professionals together with incoming college students (US Navy). Golden Torch Awardees are usually chosen by scrutinizing resumes, professional achievements, community service and other criteria depending on the type of category of the award. A team of judges consisting of professional and academic leaders both in the field of science and engineering selects the winners of the award (Black Engineers). There are no specific criteria available for the award. Additionally, it will be very arduous to do so since the Golden Torch Award is but a general term for numerous awards varying in category. Nevertheless, the objectives of the NSBE can be a great estimation of the factors that determine the qualifications for awardees. The NSBE has five objectives to undertake. First is to motivate and develop student interests in the various engineering disciplines. The organization’s second objective is to make a great effort in amplifying the number of minority students learning engineering at undergraduate and graduate levels. The third is to tender assistance to members searching for advanced degrees in the field of engineering or its related fields and obtaining professional engineering registrations. Fourth is promoting public awareness of engineering and the opportunities for minorities in their respective professions. Fifth is to act as ambassadors regarding issues and innovations that may affect careers of black engineers (NSBE Mission). These different objectives of the organization are met in one way or another in the criteria used for judging of Golden Torch Award winners. Awards given are numerous and have different titles. In the year 2000, the awards given are: National Chair’s Award for Leadership in Technology, Executive Leader of the Year, Achievement Award, Lifetime Achievement in Academia, Lifetime Achievement in Government, Lifetime Achievement in Industry, Pioneer of the Year, Outstanding Woman in Technology, Mike Shin’s Distinguished Fellow of the Year, Distinguished Engineer, Diversity Leadership in Industry, Diversity Leadership in Government, Corporate Community Service, Corporate/Education Partnership, Executive Director’s Award for Advancing Diversity, Pre-College Community Service, High School of the Year, Pre-College Program of the Year, Pre-College Student of the Year, Academic Visionary, Graduate Student of the Year, Minority Engineering Program Director, Pre-College Initiative Program of the Year, Chapter of the Year, Technologist of the Year and Member of the Year (Black Engineers). Additional awards given this 2008 include Janice A. Lumpkin Educator of the Year , Entrepreneur of the Year and Corporate Diversity Leadership Award (2008 GTA Winners). Benefits of the Award Although there are no tangible benefits that the Golden Torch Award can offer, it still speaks of the prestige that its awardees can possess. The honor and the promotion somehow provide the awardees’ company popularity and quality assurance that customers and consumers seek out. The said award becomes a showcase of the high standards that a company achieves throughout its existence. It also brings about the respect and gives the image that the company not only offers quality service but also social responsibility. It can speak of the capable and proficient workforce a corporation may have. As a liaison officer of the US Navy commented, the bestowal of the award can be a great opportunity to acknowledge professionalism (US Navy). Receiving the award, companies and individuals can also avail of the different programs that the NSBE offers such as academic excellence programs, scholarships, leadership trainings, professional development and career opportunities in the field of engineering and technology (NSBE Mission). Nevertheless, to think further a bit, the award has its disadvantage too. Since the NSBE is a group that uplifts racial equality, radical groups that favor racial discrimination may condemn the awardees or the companies. Terrorist groups may instill fear to people that support such groups. Moreover, this threat is not utterly dangerous as long as the companies and organizations have appropriate security measures at hand. Past Winners of the Award Winners of the Golden Torch Award have been credited for their outstanding performance and significant contributions in the field of engineering and technology. One example is United Technologies Corp. (UTC), which is the 2005 Corporate Diversity Leadership. The corporation was appreciated for its professional achievements and commitment to diversity initiatives (DiScipio). UTC works for force diversity, education and community outreach to minority groups. Competently, the company is a dealer of a wide range of high technology products and support services to aerospace and building systems industries. Other past individual winners are Alan Gilkes, Sandra Baylor and Dawn Robinson. Alan Gilkes was awarded Distinguished Engineer of the Year in 2000 for his invention of an electronic Braille display device. Sandra Baylor was winner of the Lifetime Achievement in Industry Award, having seven patents whereas Dawn Robinson, a product manager, is the recipient of the Outstanding Woman in Technology Award (Black Engineers). This year’s award list is as follows: Woodrow Whitlow Jr. , Distinguished Engineer of the Year; Rickey J. Shyne, Lifetime Achievement in Government; Juan E. Gilbert, Pioneer of the Year; Celia D. A. Earle, Outstanding Woman in Technology; Arthur L. George, Lifetime Achievement in Industry; Lorraine N. Fleming, Janice A. Lumpkin Educator of the Year; Cheryle L. Peters, Minority Engineering Program Director of the Year; Jonathan D. Madison, Graduate Student of the Year; Michael A. Thompson, Pre-College Initiative Student of the Year(Male); Kathryn M. Daniels, Pre-College Initiative Student of the Year(Female); Pre-Freshman Program in Engineering and Science, Chicago State University, Pre-College Program of the Year; Benedict Lazare, Entrepreneur of the Year; Dow Promise Program, The Dow Chemical Company, Corporate Community Service; UNCF-Merck Initiative, Merck & Co. , Inc. , Corporate/Education Partnership; Texas Instruments Incorporated, Corporate Diversity Leadership; Akibi Archer, Mike Shinn Distinguished Member of the Year(Male); Wanda Eugene, Mike Shinn Distinguished Member of the Year(Female); Barbara Michelle Nichols, Alumni Extension Member of the Year; and, Edward Tunstel, Alumni Extension Technologist of the Year (2008 GTA Winners). The awardees surely received the honor due to their innovative contributions and achievements. Conclusion In essence, the Golden Torch Award is an excellence in leadership and quality award. Taking this into consideration, a nomination of the Lockheed Martin Corp. is not a bad idea. Lockheed Martin is a leading international defense contractor that operates on aeronautics, electronics and information technology services as well as space and strategic missiles thus employing a large number of work forces from all over the world. The diversity and quality assurance that the company brings to its customers and employees is worthy of a Golden Torch Award by the NSBE. It would not be a long time before the company is acknowledged for its contributions in the field of defense technology. References DiScipio, J.United Technologies Corporation. (2004, December 14). Society of Black Engineers honors UTC for Diversity Leadership. Retrieved May 8, 2008, from http://utc. com/press/releases/2004-12-14. htm. National Society of Black Engineers. (2008, March 3). 2008 GTA Winners: Top Engineers, Corporate Supporters win NSBE ‘Golden Torch’ Honors. Retrieved May 8, 2008, from http://national. nsbe. org/Default. aspx? tabid=138. National Society of Black Engineers. (2000, March 10). Black Engineers are Recognized for their Contributions, Winners Exemplify the Importance of Mentors. Retrieved May 11, 2008, from http://www. nsbe. org/downloads/pr/press/gta00. pdf.

Social Marketing Company (Smc)

Social Marketing: A Success Story in Bangladesh Mahbubur Rahman, MA, MBA 1 and Toslim Uddin Khan, MA, MSS, MBA 2 Social Marketing Company (SMC) is the largest privately managed social marketing organization in the world for a single country. It is a significant contributor to the reproductive and child health services in Bangladesh. The on-going social marketing programs of SMC include family planning, child health, disease prevention and maternal and neonatal health.SMC's mission is to improve the quality of lives of vulnerable and less privileged population primarily in public health issues through sustainable social marketing efforts in collaboration with national and international governments and donors. Social marketing is the application of commercial management techniques for popularizing and selling products and services that offer clear benefits to the people at prices they can buy. Thus, easy accessibility through wide availability and high affordability forms the key eleme nt of social marketing.The model of social marketing SMC adopted and continues to practice has two components – multi-strategy communications for initiating desired behavior change, and suitable, affordable, readily accessible product and service for sustaining the changed behavior using the techniques of commercial marketing. Because of its remarkable success and its sheer size, social marketing in Bangladesh has become a model of best practices and attracted international attention.Two premier USA based graduate schools of business included the case study on social marketing program in Bangladesh in their curricula, which is an entire chapter of the renowned book titled â€Å"Let Every Child Be Wanted: How Social Marketing Is Revolutionizing Contraceptive Use Around the World† written by Philip D. Harvey. The case on SMC is also included in the â€Å"Asian Marketing Casebook† written by Noel Capon and Wilferied R. Vanhonacker. SMC is ISO 9001-2000 certified co mpany.The company is awarded International Star Award for Leadership in Quality (ISLQ) in 2008 by the Business Initiative Directions (BID) a Madrid-based business organization committed to build better business reputation worldwide. Contribution of SMC to the National Program Social marketing of contraceptives and ORS has proven to be a major contributor to achievement of the health and population objectives of the Government of Bangladesh. Population science experts used three critical measures of contraceptive effectiveness – Total Fertility Rate (TFR)3, Couple Year of Protection (CYP)4 and Contraceptive Prevalence Rate (CPR)5.Between 1975 and 2007, the total fertility rate of the country dropped from 6. 3 to 2. 7, and the overall contraceptive prevalence rate among currently married women rose from 8 percent to 56 percent, with modern contraceptive use at 48 percent (BDHS, 2007). SMC is significantly contributing in the modern contraceptive methods to achieve national cont raceptive goals. BDHS shows that 35 percent of the modern contraceptive users use SMC brand contraceptives (four out of ten pill users, six out of 1 Head of Marketing, Social Marketing Company Head or Research and MIS, Social Marketing Company The average number of children that would be born alive to a woman (group of women) during her lifetime 4 It is estimated that one CYP is provided by 150 condoms or 15 oral pill cycles or 4 vials of injectables. 5 Contraceptive prevalence rate is defined as the percent of Married Women of Reproductive Age using family planning method. 2 1 ten condom users and two out of ten injectables users use SMC brand). According to the Consumers Retail Audit, SMC brand condoms have 81 percent share of the retail market while SMC brand OCP have 90 percent of retail market share (ACNielsen, 2008).SMC distributes approximately 100 million pieces of condoms, 40 million cycles of oral pills and one million vials of injectables annually through out the country. ORSaline was launched in late 1985 to enhance the availability of ORS to address mortality and morbidity due to diarrhea among under 5 children in Bangladesh. The usage of packaged ORS in diarroheal cases among the under five children has increased from 61 percent in 2000 to 77 percent in 2007 (BDHS, 2007). According to the Consumers Retail Audit, ORSaline-N brand of SMC is the market leader of ORS retail market with more than 59 percent share (ACNielsen, 2008).SMC distributes approximately 180 million sachets of ORS yearly throughout the country. Evolution of Social Marketing Company The concept of social marketing came to Bangladesh in 1974 when the social marketing project was initiated to challenge rapid population growth by making contraceptive products widely accessible at a price affordable to the general people. The project was initiated by a US-based non-profit organization Population Services International (PSI) in agreement with the Government of Bangladesh (GOB), and wi th funding from United States Agency for International Development (USAID).In 1990, the project transformed into Social Marketing Company – a not-for-profit private limited company, and since being operated under a voluntary Board of Directors consisting of eminent personalities with private and public sector expertise in different fields. From 1997, SMC had been the social marketing partner in the USAID funded National Integrated Population and Health Program (NIPHP) under a Cooperative Agreement. After end of NIPHP, SMC signed a new Cooperative Agreement with USAID as a partner of USAID Bangladesh Health and Population Program (UBHPP) effective from January 2008.Sales and Distribution Network SMC has one of the most established, extensive and efficient distribution networks in Bangladesh. Nationwide coverage is carried out through twelve offices located in major division and district towns of the country. This enables SMC’s a little over 100 men-strong sales force to distribute products to the far-flung outlet promptly and regularly. On an average, about 223,000 outlets are served by SMC sales force each year of which approximately 35 percent are pharmacies and the rest are nonpharmacies including grocery stores and kiosks.Stocks at the sales offices are replenished through large delivery trucks at scheduled intervals. The sales force cover the territory by SMC’s fleet of delivery vans, motorbikes and boats whenever necessary. In order to ensure efficient and secured storage of all SMC products, SMC has constructed a central warehouse (CWH) and a packaging unit located at Bhaluka, Mymensingh in 2008. The CWH is constructed with necessary warehousing needs like adequate passageway for transporting goods, ventilation, natural light or scope for increasing artificial lighting, optimum space areas for stacking goods as per standard storing guidelines.The widespread sales and distribution efforts of SMC contributed to make its products widely available in the retail outlets across the country. The product availability study showed that 84 percent of the retail pharmacy outlets have at least one SMC brand of Oral Contraceptive Pill (OCP) while 82 percent pharmacy outlets have at least one SMC brand of condom and 91 percent pharmacy outlets have at least one SMC brand of ORS. In addition to pharmacy outlets, SMC sales condom and ORS in 2 he non-pharmacy outlets as a strategy to increase accessibility and availability of the products. One in every five non-pharmacy retail outlets of the country has SMC brand condom and more than two in every five non-pharmacy retail outlets have SMC brand ORS countrywide (Pathway, 2007). The Table 1 shows the availability of SMC products in the retail outlets. Table 1: Availability of SMC Brand OCP, Condom and ORS by Pharmacy and Non-pharmacy Retail Outlets (in percentage) Brand Pharmacy Non-pharmacy At least one SMC brand OCP 84 na At least one SMC brand Condom 2 21 At least one SMC brand ORS 91 44 Number of Outlets 2400 4800 Use of Innovative Communication Channel for Strategic Behavior Change When social marketing began in Bangladesh, many were skeptical about the feasibility of large-scale information dissemination and advertising of contraceptive products. They were skeptical mostly for three reasons. First, Bangladesh is predominantly Muslim society in which reproductive health was not openly discussed. Second, much of the population was illiterate at that time with limited access to media.Third, the majority of the population was very poor and there were doubts that people could be persuaded to purchase contraceptives when these supplies were available free from other sources. To address the prevailing formidable situation in the mid seventies, SMC launched a strong and innovative communication program to facilitate and sustain behavior changes towards family planning and contraceptive use. The program is now recognized worldwide for its creative use of innova tive channels to communicate generic family planning and health messages and to promote sales of branded products.All modern mass media communication channels including regional and national radio, television, and print media were being utilized from the very beginning. The products have been advertised on billboards, signs, buildings, water tanks, shop boards and banners, rickshaws, shopping bags, at sporting events, and through free promotional distribution. Riverboats carried Raja Condom logos on their sails. The Mobile Film Program (MFP) is a hallmark of social marketing in Bangladesh, and a major factor in making SMC the largest social marketing program in the world.The mobile van fleet presents audio-visual shows that reach hundreds of thousands in rural areas with education on health issues and advertisements of SMC’s products. A recently conducted study on MFP showed that 63 percent of the MFP viewers have learned new information on family planning, 53 percent learned new information on STD/AIDS and 32 percent learned new information on women trafficking watching mobile film program (MRC-MODE, 2007). The pharmacists and non-graduate medical practitioners are one of the major sources of health information and prescriber of medicine, particularly in rural and semi-urban areas.As a part of the comprehensive communication strategy, SMC provides training to approximately 17,000 health providers annually to strengthen their knowledge and skill in order to offer better over-the-counter services including counseling. Brands as Demand Drivers Market segmentation, effective positioning and brand development efforts continue to be a major part of SMC’s strategies, and the company now provides a diverse range of pills and condoms targeted at 3 specific market segments and supported with brand-specific advertising and promotion.The efforts have significantly contributed to increase brand awareness and brand loyalty among the target population. For exa mple, Raja condom was introduced in 1976 and ultimately became synonymous with the word â€Å"condom† in Bangladesh with huge advertising and promotional efforts over the last 32 years. A study on Use of Contraceptive Among the Poor Couples in Bangladesh conducted by ACNielsen explored the reasons for using SMC OCP among the current SMC brand OCP users.About 61 percent SMC brand OCP contraceptive users mentioned the reason as it suits with body while 13 percent mentioned it is widely available, 8 percent mentioned that it is a good quality brand, 9 percent mentioned husband purchases it and 2 percent mentioned that they purchase it due to its lower price (ACNielsen, 2008). SMC sells its contraceptive product brands by positioning them at appropriate market segments. Target market for Raja and Hero condoms and Femicon and Femipil OCP are the lower income population. SOMA-JECT injectable and Panther condom are for the lower-mid level of the market, while Sensation nd U condoms, Minicon (progesterone only pill) and Nordette-28 oral pills are positioned at the slightly upper mid segment of the market. ORSaline-N, Monimix and safe delivery kit are positioned for all segments of the market. Table 2 shows different SMC brands with year of launching: Table 2: SMC brands, year of launching, and its positioning in the market. Products Brand Oral Contraceptive Nordette-28 Pill Femicon Femipill Minicon SOMA-JECT Injectable Condom ORS Micro nutrition Safe Delivery Kit Raja Panther Sensation U HERO ORSaline/ORSali ne-N ORSaline Fruity Monimix Safety Kit Year of Launch 1995 1976 1983 1992 2005 006 1983 Positioning Upper and middle segment Lower segment Lower segment All segments Lower and middle segment Lower segment Middle segment Upper segment Upper segment Lower segment All segments 2003 2008 2008 Upper segments All segments All segments 1996 2008 2000 1999 Knowledge Attitude Practice and Perception (KAPP) Study on OCP shows that the Married Women of Reproductive A ge (MWRA) have a wider level of awareness of SMC brand OCP. Eight out of ten MWRA know Femicon brand while about half of the MWRAs know Nordette-28 brand. Those couples who know the brand have a very high level of quality perception regarding brand.Eighty-five percent of the MWRA who know Femicon brand mentioned that the brand is either very good or good while 92 percent of the MWRA who know Nordette-28 brand told that it is either very good or good quality OCP (RCS, 2007). Table 3 shows the quality perception on SMC brand OCP among the MWRA who know the brand: 4 Table 3: Quality Perception on SMC Brand OCP among MWRA who know the brand OCP brand of SMC Response Femicon Nordette-28 Minicon Very good 14. 8 10. 6 30. 3 Good 71. 3 81. 3 36. 9 Not so good not so 5. 4 3. 3 12. 9 bad Not good 1. 9 0. 8 1. 0 Don’t Know 6. 4 4. 1 18. 8 Number of MWRA 2045 597 287 Blue Star Social Franchising Program: Involvement of the Private Practitioners in the Public Health Priority Areas The Blu e Star Program is an all out effort to bring the private sector health service providers (both graduate and non-graduate medical practitioners) into the public health program. The program works through a network of 3600 private medical practitioners. The purpose of this program is to address the unmet need of the target population by improving quality, awareness, accessibility, and affordability of priority public health services through the private health providers.SMC provide comprehensive training, commodity supply, promotional support and supervision & monitoring to these Blue Star Providers. A Program Evaluation Study interviewed 1379 private sector health service providers – half of them were Blue Star Providers and the rest half was not affiliated with the Blue Star Franchising. The study reveals that knowledge level on contraception of Blue Star Providers is significantly higher than the non Blue Star Providers.For example, around 41% of non Blue Star providers have n o knowledge on the side effect of injectable while the rate is less than one percent for Blue Star Providers (RCS, 2006). Currently injectable contraceptive is given along with other health services through this network. Next to the OCP, injectable is the most popular temporary contraceptive method in Bangladesh. According to Bangladesh Demographic and Health Survey (BDHS) 2007, 7% of the eligible couples are using Injectable contraceptive compared to 2. 6% in 1991.As BDHS 2007 shows, one out of five injectable users collect their supplies from private medical sector – graduate and non-graduate medical practitioners and pharmacies, which are considered as the outlets of Blue Star Franchising Program. Social Marketing of Micronutrient Product: A New Avenue in Child Health Program SMC has launched its Micronutrition program in Bangladesh through introduction of †MoniMix† – a branded micronutrient powder for simple and convenient in-home food fortification of complementary food to address childhood Iron Deficiency Anemia (IDA) in May 2008.Objective of the micronutrient program is to help improve nutritional status of under-five children, particularly of those with childhood IDA, to increase knowledge and awareness among parents and health service providers about the importance of micronutrient containing food and adequate dietary intake, and to promote exclusive breastfeeding and proper complementary feeding of nutrition rich foods.A KAPP study on Home Fortification of Complementary Food among the parents and caregivers of the children under 5 years found that nearly half of the respondents (47 percent) mentioned that they are aware about IDA while the rest (53 percent) admitted their complete ignorance on the issue 5 (ACNielsen, 2008). The findings of the study strongly justify the comprehensive awareness creation campaign on Micronutrition in general and IDA in particular which SMC has started. SMC Factory: Manufacturing ORS to Ensure Product SecurityIn order to ensure the security of ever increasing demand of pre-packaged ORS, SMC has established its own very modern ORS manufacturing facility in 2004. This facility has certainly released SMC from complete dependency on contract manufacturers. The annual ORS production capacity of the factory is around 200 million sachets, and the factory produced 176 million sachets of ORSaline-N in FY 2007. The SMC factory complex is situated on 5. 9 acres of land at Bhaluka on the DhakaMymensingh highway.The factory complex includes raw materials and finished goods store, production unit, quality control labs, services and administration units. Machinery and equipments of the SMC factory are of latest technology and in particular, the sachet machine is state-of-art. The Future: Journey Towards Sustainability SMC is seeking to increase its contribution to the achievement of national health objectives through significant expansion in the services it provides and the products it sells, while enhancing its organizational sustainability through increased revenues and improved management.Over the past years, SMC has steadily improved its cost recovery, which was 74 percent in 2007. Eventually, SMC endeavors to become a self-reliant social marketing company with minimum level of donor assistance. However, the products that are positioned for the lower segment – one condom, one pill and one injectable – would continue as a part of SMC’s social commitment to serve the less privileged and vulnerable groups. Reference 1.ACNielsen Bangladesh, â€Å"Knowledge, Attitude Perception and Practice (KAPP) Study on Home Fortification of Complementary Food†, 2008, Conducted for Social Marketing Company 2. ACNielsen Bangladesh, â€Å"Retail Audit Report on OCP, Condom and ORS†, April 2008 Conducted for Social Marketing Company 3. ACNielsen Bangladesh, â€Å"Use of Contraceptive Among the Poor Couple of Bangladesh†, 2008 Conducted for Social Marketing Company 4. Eve, E. Epstein, â€Å"SMC Story: The History of Social marketing Company†, 2006 written for Social Marketing Company . Institute of Public Health and Nutrition (IPHN), Government of Bangladesh, â€Å"National Strategy for Anemia Prevention and Control in Bangladesh†, 2007 6. MRC-MODE Limited â€Å"Study on Mobile Film Program†, 2007, Conducted for Social Marketing Company 7. National Institute of Population Research and Training (NIPORT), Mitra and Associates, and ORC Macro, â€Å"Preliminary Report on Bangladesh Demographic and Health Survey 2007†, 2007. 8. Noel Capon and Wilfried R. Vanhonacker, â€Å"The Asian Marketing Casebook†, 1999 9.Philip D. Harvey, â€Å"Let Every Child Be Wanted: How Social Marketing Is Revolutionizing Contraceptive Use Around the World†, 1999 10. Pathway â€Å"Availability and Market Penetration Study of SMC Products†, 2007, Conducted for Social Marketing Company 11. Research a nd Computing Services (RCS) Limited, â€Å"Knowledge, Attitude Perception and Practice (KAPP) Study on Oral Contraceptive Pill among the Married Women of Reproductive Age† 2007, conducted for Social Marketing Company 6

Gym Assignment Example | Topics and Well Written Essays - 750 words

Gym - Assignment Example The gendered nature of space in the gym accommodates all the participants regardless of their gender. Some of the apparatus and equipment found in the gym are parallel bars, running paths, fencing gallery, weights and jumping boards that support and favor all the gender. Some sections however is gender specific, for instance, the weight lifting sector of the gym is a specific reserve for the masculine gender. The feminine nature, on the other hand, is mostly favored by the aerobics section of the gym that requires comparatively less effort. Diverse facilities are visible in the gym like nautilus studio line of a pin-loaded weight. The equipment has design specifications for the feminine gender. It requires the use of little effort hence favoring the females mostly. The equipment is suitable for the feminine gender since it requires less strenuous energy that the society perceives the females to possess. On the other hand, larger heavier weights designed for the masculine gender are present. The equipment requires the use of comparably more effort hence not favorable for the feminine gender. The society perceives the masculine gender as being stronger capable of withstanding the strenuous energy that such like equipment require. Nguyen in the article, ‘’You Say You Want A Revolution,’’ highlights Moallem’s argument on how instabilities are visible in the histories of forced unveiling and forced veiling. The two marks particular historical and political moments in India. The police got authorization to unveil women in the street forcibly. The women donned such unveil during the lead up to the rebellion as a noticeable action of defiance against Shah’s crooked and brutal rule. Moallem’s case is a depiction of the gendered nature of space in the gyms presented above. The gyms trace a long history of male dominance with the feminine

Effect of interest rate and inflation rate on the islamic shares Dissertation

Effect of interest rate and inflation rate on the islamic shares listed in the united arab emirates - Dissertation Example The Shariah Principles, which dates back to almost fourteen hundred years ago, has put forward certain immaculate methodologies and customs pertaining to establishment of a financial system. These principles and ideologies can be applied even in the dynamic and robust global economic scenario of the twenty first century without any downside. The Islamic financial system strongly condemns the inclusion of interest in the transactions between the borrowers and the lenders and has labeled any such transaction as repugnant to the principles of Shariah or ‘Haram’. Following the same principles, not only such transactions are unlawful according to the principles of Islam, but investing in any of such companies and earning return form such are also unlawful. With the passage of time, the development of the Islamic financial institution started taking place at a rapid pace. The trend was not only confined to the Middle Eastern and Far East Asian countries, but the effects were f ar stretched to the European and the North American countries as well. The supporters of the conventional economic system soon realized that the rationale behind the Islamic financial structure and the concepts of an Islamic financial institution. Several major conventional banks have since launched various Islamic products and experienced impressive response from the individuals as well as from corporations. Shariah principles related to Islamic financial system not only provide guidance on the financial products pertaining to Islamic banking, but it has also issued pronouncements on how companies can regulate their operations and bring them in line in accordance with the laws of Islamic Shariah. Investing in the equity security of the Shairah compliant companies is allowed for the investors and the return earned on such investment is permissible and ‘Halal’. There are certain conditions which the company needs to implement in its operational and financial strategy in order to become Shariah compliant. The main The business of the company must not be prohibited as per the laws of Shariah If debt ratio of the company is higher than 33% of its equity capital, then buying the shares of such company is not permissible as per Shariah Islamic scholars have allowed the interest income to be less than 5% of the total income of the company for it to be permissible for investment Relationship between the interest rate and the inflation has been discussed at large in various economic literatures. Both of these variables are responsible for shaping the essential aspects of the economy such as monetary policy and regulating the supply and demand of several commodities. Various studies have been conducted in order to understand the relationship between the interest rate and the rate of inflation. It is generally considered among the economist that the nominal

The Internet Revolutionized Traditional Methods Research Paper

The Internet Revolutionized Traditional Methods - Research Paper Example It may also be automated, in that an avatar or some other form of artificial intelligence guides the user through the system, giving responses based on their specific need. The exponential growth of social networking sites has also led to companies establishing their presence on sites such as Facebook and Twitter in a bid to reach more people. Internet-savvy people are therefore able to get rapid responses to their problems through companies’ online support. Online blogs and forums are another networking option where companies can engage with their clients. Customers can also interact with other users, learn from them, obtain solutions to their problems and gauge the quality of services offered. The internet is thus changing the way companies relate to their clients and bringing customers together. The quality of online support of two major companies is discussed below: The Apple online customer support department is easily accessible on its homepage. The placement of the link on the homepage was a plus because it not only made it easier for customers seeking help but also made visitors to the Apple website aware of this service. The online customer support landing page contains a variety of options. Users click on the icon depicting the product they need help with. Icons depicting products include; Mac, iPod, iPhone, iPad, and iTunes. Clicking an icon leads to a support page with detailed information about the product. If the pre-recorded information fails to satisfy the customer’s requirements, there is a contact support button that a customer can use to get in touch with the Apple technical support staff. The customer is required to input their hardware serial number to access the support staff. Though an effective security measure, it may inconvenience a customer who is unaware of their serial number or not physically close to their produ ct at the moment.

Human Rights at Pakistan, Saudi Arabia, Afghanistan, Iran, and Iraq Term Paper

Human Rights at Pakistan, Saudi Arabia, Afghanistan, Iran, and Iraq - Term Paper Example If we have a look at the developing countries like India and China from the region, the problem of human rights was really very severe some time back, but, with the influence of education and westernization of these huge economies, some of the problems have really been resolved. If we have a look at some other nations like Pakistan, Saudi Arabia, Afghanistan, Iran, Iraq, etc. the problem is still very acute in these countries. We will take some of the key points that are cardinal to the principle of human rights. The manufacturing sector in most of the countries in Asia has always been accused of inhumane practices in the field. People have blamed that the labors in these nations have to work more than 12 hours a day and seven days a week for wages not even good to earn two meals a day for them, leave alone their families. The government has been a total failure in implementing the minimum wages in most of the Asian countries. Because of the excess population, the supply of manpower in countries like India and China is much more than its demand and the low skilled workers, therefore, have to survive for their entire life in utmost penury and destitution. No wonder that South India reports the highest number of suicide cases in the entire world, as per the report by the British Journal 'Lancet' in 2004. The total number of suicide cases reported in 2002, just in India was a massive figure of 154,000. To add to this, Child labor, although is punishable in most of the countries in Asia, includin g India and China, but it is not hard to find them working in industries, hotels, resorts, and recreational centers. Such labors are available at a very cheap rate and work for extra hours. Child labor, while working, does not go for any education and all such uneducated children, in turn, produce a score of babies who also remain uneducated after starting to work at an early age. This number, therefore, keeps on growing exponentially and is, therefore, a grave problem for the government of these developing economies of China and India.     Ã‚  

The topic will be in the instruction plus the attached file Essay

The topic will be in the instruction plus the attached file - Essay Example In the U.A.E, and indeed across the world, the problem should be tackled before the situation gets worse. Tackling the obesity issue effectively demands the appreciation of the root causes of the problem. Experts agree that the main factors behind rising obesity prevalence levels across the world are sedentary lifestyles (lifestyles devoid of exercise) and poor eating habits. In respect of eating habits, it is worth noting that the consumption of too much fatty, sugary, junk, and salty foods easily lead to obesity. To this effect, individuals should eat less of junk foods, consume more vegetables, and exercise more as ways of preventing and dealing with obesity. As a way of dealing with obesity in schools, the ministry of health plans to introduce physical exercise (P.E.) lessons as part of the school curriculum. By having three lessons of P.E. a week with each lesson taking 40 minutes, school children will become more active and burn excess fats in their bodies that would otherwise lead them to become obese. Secondly, the ministry plans to regulate the kinds of foods that children are given in school and those that are available in school canteens. The ministry will work toward ensuring that schools offer balanced diets and that canteens stock no junk foods. Cleland E. (June 16, 2013) â€Å"Obesity is a growing problem in the UAE, says health expert†. The National. http://www.thenational.ae/news/uae-news/health/obesity-is-a-growing-problem-in-the-uae-says-health-expert Saberi Mahmood (July 6, 2012). â€Å"UAE the fifth most obese country in the world†. Gulf News. Retrieved from

Images of Arabs and Muslims in Western Media Research Paper

Images of Arabs and Muslims in Western Media - Research Paper Example The scope of media does not limit itself to the mere digital media, the press and other forms of paper publications are another source through which the role of representation of Muslims has been questioned at large and has resulted in resentment in the Muslims ranks (Rane, Martinkus, & Ewart, 2014,p. 129). It is an established fact that media plays a central role towards the creation of public opinion about a given phenomena. The Western media has been highly active in the regard of taking on the Muslims and Arabs with regard to their religious beliefs and responses to the Western life styles. Similarly the Western media has followed the different debates and topics extensively with regard to the modern concepts such as terrorism, concept of veil and other radical mindsets that are prevailing in the recent times on account of conflict between different political ideologies (Janson, 2011). It cannot be denied that the two societies (Muslims and West) had their share of differences with each other through the different traces of history. Yet that is not peculiar to the two societies and conflicts have emerged within West among the followers of Christianity as well. But that has never led to such a deep debate and isolation of the two mindsets from one another. It has not created such a rift and gulf between them creating serious fault lines that may lead to mutual co-existence as a virtual impossible within one living space. For example the element of Crusade, the Ottoman Empire and the Christian subjects handling, the nationalistic uprising in the Arab world towards the early part of twentieth century. Yet none of these went on to become a stigma and both the societies and people of the two belief groups moved on as soon as the issues were resolved. The case of terrorism and modern day hatred has given a relatively prolonged outlook to the

Pros and Cons of Globalization Essay Example for Free

Pros and Cons of Globalization Essay Former CEO of Vodafone Group, Mr. Arun Sarin, at the 2009 Global Business Forum debated that there is a profound change occurring in the world today. The world is becoming more interconnected due not only to physical infrastructure but also the intellectual and software infrastructure that is being built; moreover, the way in that trade is being done today. For him, the United States is still the most powerful country in the world; however, if the country wants to have global excellence in the future, innovation is a most. Since its earliest appearance, about three decades ago, the term globalization has been used to describe a process, a condition, a system, a force, and an age. The term signifies a social condition characterized by the existence of global economic, political, cultural, and environmental interconnections and flows that make many of the currently existing borders and boundaries irrelevant. Globalization suggests dynamism best explained by the idea of change and the transformation of present conditions. In other words, globalization is an ongoing process rather than a static condition. According to Manfred Steger, author of the book: Globalization: A Very Short Introduction, globalization refers to a multidimensional set of social processes that create, multiply, stretch, and intensify worldwide social interdependencies and exchanges while at the same time fostering in people a growing awareness of deepening connections between the local and the distant. In the other hand, globalization is a complex and contradictory phenomenon that encompasses progress and degradation, opportunity and compulsion, freedom and restrictions. These countless contradictions are points of political contestation. Advantages of Globalization * Countries around the world have made the choice of establishing trade relationships with each other in order to improve their economy. Past hostile experiences were left behind, and globalization has announced an era of international peace and security. In addition, there has been propagation of democratic ideas among countries. * Countries have resolved to test free trade with some regions. Eliminating taxes, duties, and export/import quotas has allowed consumers to buy goods and services at a lower cost. * Globalization is encouraging the use of international connectivity such as the internet. Exchanging thoughts and ideas is helping interlink people around the world. * Several companies are investing in other markets providing better employment opportunities for skilled and unskilled labor all around the world. Globalization is helping in increasing the standard of living of the developing world; and at the same time is helping to reduce poverty. * Competition among different countries is leading to international innovation and quality goods. Consumers are benefited in the process because they get quality products at a cheaper rate and from a large variety available in the market. * Mutual trade has brought an understanding of the importance of protecting the environment and natural resources. Global environmental problems are being discussed. Disadvantages of Globalization * Many people from develop nations are losing jobs since corporations are outsourcing work to developing countries due to savings in cost of labor. There is a lot of pressure in the develop world; people are always under the threat of their job being outsourced. Outsourcing has resulted in unemployment. * Any sort of economic disruption in one nation will have a domino-effect on other nations that are closely related to that country in terms of trade and commerce. * Influence of local cultures and traditions will slowly start to wear down. Western ideas will impose over other cultures. * Globalization may lead to more environmental problems. A company may want to build factories in other countries because environmental laws are not as strict as they are at home. * Income distribution within countries is becoming less equal. The rich is getting richer and the poor is getting poorer. * Transnational integration and increased mobility has simultaneously strengthened and diminished the protection of individual rights and the dignity of individuals. Globalized markets have facilitated more monitoring of social conditions but have also opened up more opportunities for economic exploitation. Example of the pros and cons of globalization The Philippines is one of the countries in Asia that has been affected by the contradictions of globalization. The country is taking part in the process since it became part of the World Trade Organization in 1995. Globalization has allowed major changes in the nation like more labor, more Filipino foreign companies, high levels of education, and high per capita income. Philippines have four regions that globalization has targeted and these four are: liberalization, mobility of capital, technology, and management of organization through private and public sectors. Nevertheless, the Philippine state has failed in organizing a socioeconomic environment that would have prepared the country for global competition. Many Filipinos believe that globalization has done nothing for their country. And this is due to the poverty that has been becoming worse each year. The Philippines is still corrupt and still faces economic and political problems, therefore, the nation and its people does not trust the process of globalization. About 60% of the population lives in poverty and poverty levels are still increasing. The institutional framework of a country, its political culture and the quality of its leadership play an important role in fostering economic development and in promoting social welfare. For some, globalization can make the Philippines a better nation if the Philippine leaders get involve in allowing for more global trading and more foreign investors to the help boost the economy. And by accomplishing those goals, the Philippines should be able to reduce poverty levels. The Future of Globalization Globalization is transforming the structure of worldwide interaction and people are changing along with it. The positives aspects of globalization are becoming more significant than the negatives ones. In the long term, the world will be transformed into a more prosperous, democratic, and peaceful environment. This may means that cultural conflict and global chaos will occur in the short term but large economic growth and democratic governance will prevail in the long term. Globalization is making the way for free trade and international business. It is also improving communication around the world. The biggest advantage is that globalization has the potential to make the world a better place to live in. Globalization cannot be stopped; however, leaders should always be on the top of its spread and outcomes. Work Cited Steger, M. B. (2004). Globalization, a very short introduction. New York: Oxford University Press, USA. Retrieved from http://library.books24x7.com.dml.regis.edu/SearchResults.aspx?qdom=authorscol={all}qstr=Manfred B. Steger Hill, C. (2010). International business. (8 ed., Vol. 5). New York City NY: McGraw-Hill Irwin. Rupert, M., Solomon, S. (2006). Globalization international political economy. Rowman Littlefield Publishers INC.

History of the Catholic Church on the death penalty and how it has changed over time Essay Example for Free

History of the Catholic Church on the death penalty and how it has changed over time Essay Whereas the ancient Catholic Church did not have much of a problem with capital punishment, the modern Catholic Church stands resolutely against capital punishment. The stand of the Catholic Church concerning death penalty gives a clear illustration of centuries of tension in addition to uncertainties. However, the Catholic Church with its stern stand has been able to manage all the tensions that emanate from this serious issue. The role of the Catholic Church in the debate concerning death penalty has got a rich history. This paper through qualitative analysis of legitimate websites and published work is going to look at the history of the Catholic Church on the death penalty as well as how it has changed over time. Introduction There are various ways that have been employed by human beings to get rid of evil doers since the inception of the world. The techniques chosen by people to punish perpetrators of violence present the society with great challenges. Death penalty, also referred to as capital punishment, is one of the ways through which evil doers can be punished. Implementation of death penalty has, however, been a controversial issue that has been debated for years without coming to a rational conclusion. The issue of death penalty has been debated for years by the public, religious organizations and professionals without coming to an agreement. The Catholic Church, for example, is one of the religious organizations that have for decades been in the front line in the fight against death penalty. The Catholic Church argues that instead of imposing death penalty, more lenient forms of punishment should be employed (Megivern p, 391). The principle objective of the Catholic Church, as far as death penalty is concerned, is to break the cycle of violence, get rid of the culture of death, and seek justice without revenge. Victims of violence have every right to see perpetrators of such violent deeds face the law, and the public acting out of faith has the mandate to assist the victims of violence in their attempt to come to terms with their condition (Mahony para, 5). It is also the right of the general public to seek justice when laws have been violated, peaceful coexistence gotten rid of, and the rights of human beings violated by a variety of violent acts. The position of the Catholic Church has undergone extensive evolution over the last few decades in calling the public to seek justice rather than revenge (Anon p, 1). The Catholic Church also makes it clear that putting perpetrators to death does not restore the condition as it was before the crime was carried out. The papal authority has constantly called for an end to capital punishment. The Catholic Church under the leadership of the pope issues numerous appeals for clemency for those awaiting punishment by death around the world (Gregory para, 20). History of the Catholic Church on the death penalty and how it has changed over time The history of the utilization of death penalty, as a mode of punishment for evil deeds, is a story that entails exceptional conducts of the human beings stuffed with all sorts of anomalies. It incorporates religious matters and touches on almost all aspects of culture. The deep involvement of the leaders of the Catholic Church in the in the process of approving the deliberate destruction of the lives of human beings has resulted in development of a novel set of complex beliefs and practices that make up a kind of tradition. The early Catholic Church beliefs concerning capital punishment resulted in it being regarded as a different mode of punishment. The Bible, according to Hodgkinson and Schabas, is believed to have been the base on which early Catholic Church beliefs concerning death penalty were shaped (p, 117). Had death not been so clearly signified as an exquisitely ordained penalty for all who committed serious crimes, as it is in the Hebrew Bible, the practice of punishing criminals through death would not have gained the kind of momentum it gained in addition to occupying the central position in the Christian history (Megivern p, 8). The Catholic Church has a rich history of backing up death penalty. In the Vatican city is was death penalty was legal until it was prohibited by Pope Paul VI in the year 1969. The early Catholic Church did not have much of problem with capital punishment (Megivern p, 8). Death penalty, according to Megivern, was taken as an important tool for punishing those who threatened the social and political order (p, 9). This perception has however, changed over the years. There are numerous contradictions when it comes to the teachings and the stand of the Catholic Church on death penalty. Even though it has not been totally eliminated, the scope of capital punishment has been reduced drastically. Whereas the previous pope was totally against death penalty, constantly writing to law makers and judges to get rid of death penalty, in the United States and other developed countries, the official teaching of the Catholic Church makes it clear that capital punishment is not ethically incorrect in all cases. This calls for understanding of the cases where death penalty is an applicable means of punishing wrong doers (Gregory, para, 30). Over the years, â€Å"against the death penalty†, has turned out to be a common phrase among the Catholic Church faithful. Death penalty is treated as a form of intrinsic evil among Catholic Church faithful. The Catholic Church teachings have, over and over, made it clear that human life is sacred due to the fact that human beings were created by God. It is therefore the duty of each and every person to safeguard and defend the human life at all times. Human life according to the Catholic Church is a gift from God, and all people regardless of the social and economic backgrounds are called upon to enhance it. The Catholic Church argues that it is morally wrong to take away the life of another person (Cline para, 2). Nevertheless, the Catholic Church has always protected the government in its development and implementation of policies aimed at getting rid of wrong doers from society. This is why at certain times, in the history of the Catholic Church, Christians have supported capital punishment for certain crimes. However, as the Catholic Church continues growing in wisdom and experience, its teachings result in constant refining of capital punishment (Cline para, 4). The earlier edition of Catholic Church catechism, according not Gregory para, holds onto the traditional teaching of the church concerning death penalty (para, 6). These teachings allowed for the use of death penalty as a way of punishment with intent of protecting public order and defending life. As a result these church teachings redressed the disorder that emanated from the offense. However, the Catholic Church teachings made it clear that bloodless means of punishment should be employed. It also emphasized on the notion that Christians globally are supposed to show mercy and not revenge (Gregory para, 7). In 1997 the Catholic Church revised the section on death penalty. This revision was executed as a result of the changes in the catechetical presentation of the Catholic Church’s moral stand (Gregory para, 8). However, the purpose of death penalty as a means of restoring public order was not part of the revision. The corresponding perception of death penalty as a way of deterring further serious crimes was also minimized. After the 1997 revision of catholic catechism had failed to institute capital punishment as a means of restoring public order, the only reason for deterrent values of death punishment was that it provided protection to human beings against perpetrators (Gregory para, 8). In 2005, John Paul II after consultation with Roman Catholic bishops from all over the world came up with a conclusion that death penalty should only be permitted in cases of utter necessity, when it would be impossible to defend the society through other means of punishment (Gregory para, 10). John Paul II, as indicated by Gregory, pointed out that the world possesses the capacity to protect itself in addition to safeguarding the common good without the need for death penalty (para, 10). The Catholic Church holds onto the fact that various forms of punishment, with the exception of death penalty, have the capacity to protect and defend the safety of the people from perpetrators, and that modern authority is flexible enough to restrict itself to such means. John Paul II advocated for the use of other punishment modalities such as long periods of imprisonment with intent of promoting safety of the public (Gregory para, 14). These means would punish evil doers without necessarily having to kill them. Since the 1980s catholic bishops in the United States have persistently called for an end to the use of capital punishment in the country. They asserted that sanctity of all human life should be respected, innocent life should be protected, justice should be achieved through law and public order should be preserved (Gregory para, 30). The bishops claimed that capital punishment does not aid the main intent of reform due to the fact that the opportunity for a prisoner to reform is eliminated. They also argued that even though death penalty protects society from a particular criminal, who committed a serious crime for which death penalty is prescribed; it does not eliminate chances of similar crimes being committed in the future. Catholic Church leadership argued that communities are not made whole and societies are not strengthened through killing those who commit capital crimes. Death penalty according to the church leadership perpetuates a dangerous cycle of violence that eventually diminishes everyone (Gregory para, 31). In 1999 these bishops made an appeal to prohibit the use of capital punishment and followed it up in 2000 with Responsibility, Rehabilitation and Restoration: A Catholic Perspective on Crime and Criminal Justice Document (Gregory para, 29). This was after Pope John Paul II‘s visit to the United States in 1999. The Pope called for the abolition of death penalty. The Pope challenged the catholic faithful globally to protect the lives of innocent people, in a similar manner to abortion and euthanasia, in addition to protecting the lives of those who may have committed capital crime (Mahony para, 6). In 2005, Catholic bishops revived their fight against death penalty and began educating both Catholics and non-Catholics on the evils associated with death penalty. The American Catholic Church, currently, holds onto the perception that capital punishment under the conditions of the modern American society is not justified in the view of conventional rationale of punishment. Catholic Church leadership in the United States has developed careful guidelines concerning death penalty, which apply the teachings of the universal Church to the American culture. The modern American Catholic Church leadership has expressed its opinion against death penalty (Gregory para, 30). Whereas the ancient Catholic Church allowed for punishment of capital offenders with death, over the last four decades the Catholic Church has come out strongly against state-sponsored capital punishment (Megivern p, 14). This deviation from the Catholic Church teachings, which have been in existence for almost two millennia, is highly likely to provoke disagreement within the ranks of Catholic faithful. Modern Catholic Church leadership, as indicated by Hodgkinson and Schabas, charges that there are numerous flaws associated with the use of capital punishment including racial disparity and economic disproportion that take root in the trials of serious offenders (p, 126). Catholic leadership also makes it clear that chances of wrongly convicting men and women are very high, and therefore death punishment would result in the death of innocent people (Hodgkinson, and Schabas p, 127). Even though the validity of capital punishment has not been totally rejected, the circumstances in which they are approved are so limited that they are virtually impossible. The society is left without an option, rather than stick to the teachings of the Catholic Church. Conclusion  It can therefore be concluded that whereas the ancient Catholic Church did not have much of a problem with capital punishment, the modern Catholic Church stands resolutely against capital punishment. The Bible is believed to have been the base on which early Catholic Church beliefs concerning death penalty were shaped. The Catholic Church has a rich history of backing up death penalty. In the Vatican city is was death penalty was legal until it was prohibited by Pope Paul VI in the year 1969. Death penalty was taken as an important tool for punishing those who threatened the social and political order. This perception has however, changed over the years. The modern Catholic Church leadership has expressed its opinion against death penalty. The Catholic Church teachings make it clear that bloodless means of punishment should be employed. The Catholic Church leadership also asserts that human life is sacred due to the fact that human beings were created by God, and therefore it should be respected.

Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay

Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay Job satisfaction is a state whereby an employee is content with the situation around him/her. Satisfaction occurred when you get everything you desire from your work. The achievement of one desire to work leads to job satisfaction. The desire may be financial, prestige, social recognition or just to find something to do or somewhere to go, etc. Locke (1976) defined job satisfaction as a pleasurable emotional state resulting from the perception of ones job as fulfilling ones important job values, provided these values are compatible with ones needs. www.4u-2.com//HYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employeesjobHYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employees-HYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employeessatisfactionHYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employees-of-call-center-employees Bram Steijn (2000) cited (Hackman Oldman 1980) that believed a higher job satisfaction is associated with increased productivity, lower absenteeism and lower employee turnover. A lot of research or studies had been carried out on job satisfaction. Many of them are carried out to establish the level of job satisfaction among a group of employees or a profession, many establishes the relationship between job satisfaction and constructs like commitment to work, motivation at work, managerial approaches, productivity etc. This chapter will discuss the strengths and weaknesses of many of these studies and also highlight how this present research will contribute to them. 2:1 Job satisfaction among the professionals Roberto Jon, (2003) analysed the level of job satisfaction by certified athletic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA institution having football programmes. They made use of an excellent job satisfaction scale called the Minnesota Satisfaction Questionnaires to collect the data from the 240 samples around the country, 138 questionnaires were returned among which only 31% were young employees. The one way analysis plus post hoc which were perfect were used to analyzed the data. The percentage of the young employees used for the analysis was low. In these present studies 100% of the samples will be young employees in order to establish the factors affecting job satisfaction among them. www.thesportjournal.org//HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-H YPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsathleticHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionstrainersHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfactio n-among-athletic-trainers-ncaa-division-iaa-institutionsncaaHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsdivisionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsiaaHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsinstitutions The findings or the results of analysis found that there is significant difference (p less than 0.05) in trainers job satisfaction and their various employment positions. While those in high/upper position(which assume to be among the old employees) were most satisfied with their jobs, those in low post were not and these are mainly the assistant trainers and graduate assistant( mainly young employees). Even though the study did not mention the theory used, it was established that the older trainers experience greater job satisfaction than young trainers. This present study will consider using some established theories to buttress its findings. The above study was supported by K. Chandraiah et al (2003)s study that investigated the effect of Age on Occupational stress and job satisfaction among managers of different age groups. They made use of the Occupational Stress Index and Job Descriptive Index to gather data from the 105 samples out of which 35 were young employees. One of the results of the findings found that the young employees/managers are more stressful due to the load of work and thereby job unsatisfied. http://medind.nic.in/iay/t03/i2/iayt03i2p6.pdf. The scales used were good, the samples were well selected in and around Calcutta city but the number of the young employees involved were few. This research aims to concentrate on the young employees who happen to be the future strength of any organisation. Patrick Manuel, (2007) also supported the above in their study that investigated job satisfaction among practising pharmacy. They made use of Rasch Rating Scale Model, gathered data from 5000 samples throughout the United States but finally made use of 840 for the purpose of data analysis. One of their findings which I am very much interested in found that the older, higher-wage earning pharmacists working at independence practice sites experience greater amount of job satisfaction. http://ijahsp.nova.edu/articles/vol5num4/pdf/hardigan.pdf .This meant that the young pharmacists/employees in this study were less job satisfied. Ibrahim et al, (2005) investigated job satisfaction of primary health care physician at capital health region discovered that age affect job satisfaction and that the higher the age the higher the job satisfaction. This result indicated that the young employees are not job satisfied. Ibrahim et al (2005) did a very good job but the numbers of young employees used were few. This study will use 100% of young employees as its samples. www.HYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfmejfm.comHYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/HYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfjournalHYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/July05/PDFs/JobSatisfaction.pdf Sharon and Zhan, (2003) made use of bottom-up theory as on one of the theories and questionnaires with high reliability and validity values in their survey of job satisfaction of recent graduates in financial service . One of the results of the findings indicated that graduates were fairly satisfied with their jobs and not extremely satisfied. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. The use of young graduates which I can classify as young employees was excellent but the study focused on a particular professional. This study will make use of the bottom-up theory as they did but will include young employees from other professional fields such as teaching, nursing, call center, care workers, transport etc. A.O. Okaro et al (2010) evaluated the job satisfaction level of Nigeria radiographers working in the South-Eastern, Nigeria. Using 28 item self-completion questionnaires and later analysed the data with Statistical Package for Social Sciences(SPSS), concluded that Nigeria radiographer working in the South Eastern are not job satisfied with their job and would prefer another job if given a choice. www.euroHYPERLINK http://www.eurojournals.com/ejsr_39_3_13.pdfjournalsHYPERLINK http://www.eurojournals.com/ejsr_39_3_13.pdf.com/ejsr_39_3_13.pdf Susan J Linz (2002) analyzed the nature and scope of job satisfaction among the Russian workers. The study was in four different folds, among them was the use of survey data to identify level of job satisfaction by 1200 survey participant; investigate the variation in job satisfaction explained by differences in worker characteristics e.g. age. Sex. Her findings found that respondents were generally satisfied with their own job and the kind of work they do in their job. It was also revealed that the older workers (born before 1965) were significantly more satisfied with their job and work more than young workers and older workers also thought less frequently about quitting. The concentration will be on the young employees in this study and will involve only those in the city. http://HYPERLINK http://deepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdfdeepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdf. Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) investigate the level of job satisfaction and intent to leave among Malaysian nurses. The results of the study found that the nurses were moderately satisfied with their job in all six facets of job satisfaction i.e. satisfaction with supervisors, job variety, closure, compensation, co- workers and HRM/ management policies. They also found that the nurses perceived a lower level of intention to leave. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdf In support of the above research and some others, Bram Steijn (2002) cited Reiner and Zhao (1999) who reported only a significant effect of age and Ting (1997) who reported mixed results with significant effects for age and race but not for education and gender. http://soc.kuleuven.be/io/egpa/HYPERLINK http://soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdfHRMHYPERLINK http://soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdf/potsdam/steijn.pdf Contrary to the above findings and some others Sariye Gaziolu and Aysit Tansel (2002) observed a non-linear relationship between age and the four measures of job satisfaction. This non-linearity showed a U- shaped relationship. Sariye Gaziolu and Aysit Tansel (2002) cited the study of Clarks (1996) and Clarks et al (1996) that also reported significantly U shaped pattern in age for several job satisfaction measures. www.erc.metu.edu.tr/menu/series03/0303.pdf Safdar Rehman Gehazi and Umar Ali Khan (2007) conducted a study to measure the general and facet specific job satisfaction of the head teachers and the influence of gender and school location on their job satisfaction. They made use of Minnesota Satisfaction Questionnaires (MSQ) and self developed Individual Data Sheet (IDS) to collect data from the respondents. Using the SPSS-10, the findings of the study showed that; head teachers were generally satisfied with their posts; the female head teachers were more satisfied that the male head teachers and that the head teachers located in the urban areas were more satisfied than those located in the rural areas. This study will establish among other things the relationship between the job satisfaction and city life using 100% of city based young employees. www.usindh.edu.pk/suje//Issue%202007/Dr_Umar_Ali.pdf 2:2 Job satisfaction in relation to other constructs Many research works had been done to establish the relationship between the job satisfactions and other constructs such as organisational commitment, life satisfaction, compensation, managerial styles, working condition, personality, etc. 2:2:1 Organizational commitment Stranglen (2009) defined an organizational commitment as how employee identifies him/herself with the organization. L.K. Stranglen (2009) carried out a research to determine whether job satisfaction correlates with organisational commitment. 76 nursing home foodservice employees were the participants. Job satisfaction and organisational commitment survey were used to collect the data. The findings of the research indicated that satisfaction with work itself correlates to organisational commitment and to other three subcategories: organisational identification, involvement in the organisation and loyalty. According to the study, satisfaction with work did not correlate with satisfaction with pay, benefit or operational procedures. It was also found that the years employed did not correlate with identification, involvement or loyalty for the organisational commitment survey. www.minds.winsconsin.edu. Stranglen (2009) cited the study of Sneed and Herman (1990) that found hospital food service employees 29 years old and younger were less committed to the organization than were employees over 30 years. Stranglen (2009) also cited Shen, Pitt-Catsouphes and Smyer (2007), they reported that older employees are more likely to report high commitment to employer than either young employees or employees at the mid life. . www.minds.winsconsin.edu Stranglen (2009) also indicated that young employees scored lower on loyalty which was one aspect of commitment. Stranglen (2009) cited Feinstein and Vondrasek (2001) who found that employees could be more committed to the organization by increasing compensation, working conditions and improving policies. All the above research works indicated that young employees have less organizational commitment. This I think may be as a result of job dissatisfaction. This study will investigate the factors that actually influence job satisfaction among city based young employees and also analyses the possible correlation between job satisfaction and city life, managerial approaches and opportunity gained at work. The study will make use of 100% young employees as the participants. Adeyinka, et al (2007) investigated work motivation, job satisfaction and organizational commitment of library personnel in academic and research libraries in Oyo State, Nigeria. They used a modified questionnaire tagged Work motivation, Job satisfaction and Commitment (WMJSCS) to collect the data from 200 library personnel. The instrument consisted of 3 parts namely motivation, job satisfaction and commitment. The results of the study found that there is a correlation between perceived motivation, job satisfaction and commitment although the correlation between motivation and commitment was negative. In other case, motivation is seen as an ingredient that increases employees performance and job satisfaction. The findings also confirmed that there is a relationship between the organization commitment and job satisfaction. This indicated that those employees who are job satisfied may be committed to the organization. www.webpages.uidaho.edu/~mbolin/tella2.pdf 2:2:2 Life satisfaction Andrew J Wefald et al (2008) studied the relationship of life and job satisfaction to emerging attitude, using 532 participants of 62% males and 37% females. They made used of self developed questionnaires and many others surveys such as Life Satisfaction (Diener, Emmons, Larsen Griffing, 1985). The study found a correlation between life satisfaction and job satisfaction was significant at 0.36 (p less than 0.01). Their hierarchical regression analysis revealed that, after controlling for demographic variables, job attitude predicted both life satisfaction and job satisfaction however the relationship was stronger for job satisfaction. www.midwestacademy.org/Proceedings//Wefald,Smith,etal_33.pdf. This study will analyse a possible correlation between job satisfaction and city life among the young employees. 2:2:3 Training and Workplace performance Melanie K. Jones et al (2008) in their paper analysed the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS) found that workers who receive very short amount of training (less than one day) in the previous year are actually less satisfied on several dimensions than those who received no training at all. They also considered an interaction between age and training and discovered a significant à ¢Ã¢â€š ¬Ã‚ ¦. for workers in their thirties. The interaction terms used were also significant for those whose tenure is either 2 or less than 5 or 5 to less than 10 years. This study will analyse a possible correlation between job satisfaction and opportunity (training, pay etc) gained from the job among the young employees http://ftp.iza.orgHYPERLINK http://ftp.iza.org/dp3677.pdf/HYPERLINK http://ftp.iza.org/dp3677.pdfdp3677HYPERLINK http://ftp.iza.org/dp3677.pdf.pdf. Melanie K. Jones et.al (2008) cited the study of Siebern-Thomas (2005), who found that job satisfaction tended to be greater where there was availability of work training. Also cited Hersch (1991), he found that over educated workers were less satisfied than adequately educated workers. http://ftp.iza.orgHYPERLINK http://ftp.iza.org/dp3677.pdf/HYPERLINK http://ftp.iza.org/dp3677.pdfdp3677HYPERLINK http://ftp.iza.org/dp3677.pdf.pdf 2:2:4 Job stress Nilufar Ahsan, et al (2009) investigated the relationship between job stress and job satisfaction among university staff in Malaysia; the aim of the study was to identify stressor issues that will influence the academy staffs job satisfaction. They made use of 300 respondents from the public university in Klang Valley and also use cross sectional analysis, descriptive analysis and regression analysis to analyse the data collected. The following are some of the findings of the study- there was a relationship between management role and job stress; the association between relationship with others and job stress was not significant; the relationship between role ambiguity and job stress is significant; the relationship between the job stress and job satisfaction is significant. www.euroHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdf Nilufar Ahsan, et al (2009) cited the UK study of (Townley 2000) that indicated that the majority of the workers were unhappy with the current culture where they were required to work extended hours and cope with large workloads while simultaneously meeting production targets and deadlines. They also cited (Alexandros-Stamatios et al, (2003) that concluded that management role of an organisation is one of the aspects that affect work related stress among workers. www.euroHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdf 2:2:5 Individual and job related factors Sariye Gaziolu and Aysit (2002) observed the job satisfaction in Britain considering individual and job related factors. The four measures of job satisfaction considered were; satisfaction with influence over job, satisfaction with the amount of pay, satisfaction with sense of achievement and job satisfaction with respect from supervisors. The paper analysed the above measures of job satisfaction using a data of 28240 British employees Workplace Employee Relations Survey (WERS97) and investigated their relationship to individual and job characteristics. The findings of the study indicated that women were more satisfied with various aspects of their job compared to men. They also observed that satisfaction with the sense of achievement and satisfaction with respect from the supervisor reached a minimum at the ages of 22 and 28 years respectively. They observed that those with higher levels of education have lower satisfaction than those with low level of education. They also observed that training opportunity in the past year led to job satisfaction as compared to no training. A non-linear relationship between establishment size and the four measures of satisfaction was also observed.www.erc.metu.edu.tr/menu/series03/0303.pdf 2:2:6 Personality Jennifer S. Skibba (2002) evaluated how personality and job satisfaction affect job performance in employees at a Central Wisconsin fire department. The main objective of her study was to see if there was any relationship between job performance, personality and job satisfaction. Among other scales used were Cattells 16 Personality Factors and the participants were all the 38 fire fighters in a local fire department. She found that most of the employees were generally satisfied with the job, work on present job and people on present job. The study also pointed out that most of the employees were unsatisfied with pay, supervision and opportunity for promotion. The results of the 16 Personality Factors scale used indicated Warmth and Sensitivity factor as the lowest while the highest mean was found for the Self-Reliance factor. Job satisfaction was positively correlated with the personality factors of liveliness, leadership potential and self-esteem but was negatively correlated with dominance, tension and independence. Jennifer S. Skibba (2002) cited Abraham (2000) that found that personality cynicism was the best predictor of job satisfaction. http://www2.uwstout.edu/content/lib/thesis/2002/2002skibbaj.pdf Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) cited Purani and Sahadev (2007) who argued that while issues like supervisory behaviour and compensation form a part of the micro issues regarding a sales persons engagement with the organization, the overall policies and strategies regarding the personnel is associated with a macro perspective with regard to the persons evaluation of the organization. Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) saw compensation as one of the most extrinsic indicators of job satisfaction and argued that this dimension determines the level of job satisfaction of employees by knowing how much they are satisfied with the pay or compensation or any other security their jobs have provided to them. They cited Churchill et al (1974) that considered compensation as one among the dimensions of job satisfaction among sales people. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdf 2:3:0 JOB SATISFACTION THEORIES 2:3:1 Bottom-up theory and the top-down theory. Sharon and Zhan, (2003) conducted a research to explain how two social theories compete to explain what determines job satisfaction: the bottom-up theory and the top-down theory. The bottom-up theory basically indicates that persons have desires and they will be glad if their desires are met or satisfied. The total of positive and negative effects is used to establish happiness. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. If the positive effects are larger than the negative effects, individuals will judge their life as happy. Sharon and Zhan, (2003) explained that top-down theory indicates that there is a global propensity to experience things in a positive way. In other words, all individuals have a desire to be happy and this attitude will be the major influence on their lives. Thus, feelings about job satisfaction are generated in one of two ways: from the bottom up by adding positive effects and subtracting negative ones, or from the top down by the diffusion of ones desire to be happy. (Sharon and Zhan, 2003) http://www.bls.gov/opub/cwc/cm20030522ar01p1.htm 2:3:2 Maslows Hierarchy of Needs Stranglend (2009) cited and explained Maslows Hierarchy of Needs as the theory that is based on a hierarchy of needs. Also cited Bor, Kraft and Sjunnesson, 2007) that indicated that the theory can be showed as a pyramid that has five levels starting from physiological, safety, love/belonging, esteem and then self-actualisation which are grouped as deficiency needs. Maslow believed that to motivate an individual he/she must meet the basic needs of food, shelter and warmth, and then move to the next level until he/she reached the highest level self-actualisation, a level where one purses inner talent, creativity and seeks fulfilment. www.minds.winsconsin.edu. 2:3:3 Herzbergs Two Factor Theory Stranglend (2009), also Herzbergs Two Factor Theory that was developed by Frederick Herzberg. The theory suggested Satisfaction and Dissatisfaction are influences upon employees from two factors known as Motivators (intrinsic factors) and Hygiene (extrinsic factors). (Allen, 1998). http://www.imdb.com/title/tt0120533/. The factors affect motivation at workplace. It was further explained that Dissatisfaction is related to circumstances close to the work environment such as working conditions, security, pays, quality of supervision and relationship with co-workers rather than from the job itself. Deficiency of any of these conditions could cause dissatisfaction but has little effect on long-term satisfaction. These factors are referred to as hygiene or maintenance factors by Herzberg. Satisfaction is the relationship to the job itself or aspect from it. This includes the nature of job, recognition, achievement, personal growth and advancement. Herzberg regards them as motivators. www.minds.winsconsin.edu. 2:3:4 Lockes Value Theory Stranglend (2009) also cited and explained Lockes Value Theory. A part of the theory indicated that satisfaction is achieved when job results the employees receive matche those outcomes they desire. It also indicated that the more results people value and receive from the job, the more they are satisfied and vice versa. Stranglend (2009) also cited (Greenberg and Baron, 1997) who stated that the main purpose of Lockes theory is understanding the discrepancy between what one desires in a job and what one has in a job that affects satisfaction. For example, if one desires to be recognised in a job and that same employee received recognition, he/she will be satisfied. If such an employee was not recognised, he/she may be dissatisfied. www.minds.winsconsin.edu. 2:3:5 Expectancy Theory Expectancy Theory emphasised that employees are motivated to do their jobs when they achieve what they want or actually expected from the job. It also explains the role of motivation in the overall work environment. Stranglend (2009) also cited (Greenberg and Baron, 1977) who stated that an important part of expectancy theory is motivation coupled with an employees expertise and capabilities, role perception and opportunity which influence job performance. There are managerial methods of expectancy theory that can help to motivate employees. According to them, good managers will inform the employee what is expected from and will help them to reach the desired level of performance. www.minds.winsconsin.edu. 2:3:6 Equity theory A.O. Okaro et al (2010) cited the equity theory which views motivation as reliant upon the need for fair treatment (Porter, 1961) and the goal or intention theory which postulates that performance is determine by the goal to which an employee is committed (Vroom, 1964) Stranglend (2009) the theory explains that the employee is satisfied if the input (challenging work, qualification) is equal to the outputs (pays, benefits). This is what its referred to as equality. www.minds.winsconsin.edu. 2:3:7 Job Characteristic Model Rajah (2009) cited Hackman and Oldham that proposed the Job Characteristic Model, which states that there are five core job characteristic which impact three critical psychological states. The five core job characteristic skills variety, task identity, task significance, autonomy and feedback. All these are combined together to form a motivating potential score. The three critical psychological states are experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results. All these influence work outcomes (job satisfaction, absenteeism, etc). (Rajah, 2009) http://www.slideshare.net/roadies_virus/job-satisfaction-1881481 2:4:0 Job satisfaction The scales In measuring job satisfaction of the employees, the most common means of data collection is Likert Scale. Others are yes/no questions, true/false questions, points systems, checklist, and forces choice answers. (Rajah, 2009) The major and common scales used for measuring job satisfaction apart from the self developed questionnaires are: 2:4:1 The job descriptive index (JDI): Stranglen (2009) explained that the scale or questionnaire is based on yes, no or a question mark answers. The questions are based on how satisfied the employees are about their jobs and not on how they feel about it. The scale consists of five facet of job satisfaction which are; satisfaction with co-workers, satisfaction with the work itself, satisfaction with the pay, satisfaction with the opportunity for promotion and satisfaction with supervision. (Greenberg and Baron, 1997) as cited by Stranglen (2009). Many researchers had made use of this scale. www.minds.winsconsin.edu. This study will make use of this scale to investigate the factors that actually influence job satisfaction among city based young employees. 2:4:2 The Minnesota satisfaction questionnaires (MSQ) Strangled (2009) explained MSQ as a scale that is developed into two forms. The short form that contains twenty items measure overall satisfaction. The long form contains one hundred items and measures twenty facets. According to (Greenberg and Baron, 1997) in (Strangled, 2009), the scales allow the employees to rate their dissatisfaction to satisfaction about various aspects of facets of the job. Also according to them, the higher the score on the Likert scale the higher the satisfaction. www.minds.winsconsin.edu. MSQ have been used by lots of researchers. For example, Safdar Rehman Gehazi and Umar Ali Khan (2007) cited McCann (2001) who made use of MSQ in his study to measure the job satisfaction of directors in California and Dutka (2002) also use the same questionnaires in his study on job satisfaction and organizational climate relationship for female administrators of higher education institution. Roberto Jon, (2003) also made use MSQ to analysed the level of job satisfaction by certified athletic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA institution having football programmes. www.thesportjournal.org//HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org/..

Wang Lung :: essays research papers

Many times those who benefit from their hard work fail to include those who have contributed to it. Often these contributors are left out when the rewards are reaped. Such is the case in The Good Earth, written by Pearl S. Buck in 1923. The man named Wang Lung received many dividends for his dedication to the land and to his family, and, in many ways, he was deserving of it. Throughout his life, Wang Lung worked hard for the wealth and social status that became of him, but he was not capable of earning it alone, and therefore he did not earn it all himself. In the earlier years of his life, Wang Lung was humble man. He had little and he needed little. His house was small and it was made of "great squares of earth dug from their [Wang Lung and his father's] own fields, and thatched with straw from their own wheat." Then O-lan arrived from the great house. She took much of the responsibility that Wang had once had, which gave him more time to work his land and eventually buy more land. When difficult times fell upon the Wang Lung family and their land, they traveled south to the city. Although the "great fat fellow", out of fear, gave Wang Lung the gold, which he used to return to his land, it was O-lan's ingenuity in searching out the jewels that made Wang Lung a wealthy man. With these jewels, Wang Lung bought much land from the Great House and he also hired numerous men to work this new land. 	 In his later years, Wang Lung became conceited and egotistical. He believed that he had achieved his wealth and prosperity alone and that he was extremely deserving of it all. He had become very successful. He had sons in his home, a second wife, a large home, and many slaves. Eventually he even inhabited the Great House. All this he took credit for. In fact, without O-lan , he would have had no sons. In addition to her child bearing, O-lan worked equally as vigorously in the fields as Wang Lung did. Once Wang Lung found O-lan's jewels, he bought plentiful amounts of land and hired many workers, which left him with little responsibility. With this free time, he frequented the "great tea house" where Lotus had been employed as a prostitute. Without O-lan's resourcefulness, Wang Lung :: essays research papers Many times those who benefit from their hard work fail to include those who have contributed to it. Often these contributors are left out when the rewards are reaped. Such is the case in The Good Earth, written by Pearl S. Buck in 1923. The man named Wang Lung received many dividends for his dedication to the land and to his family, and, in many ways, he was deserving of it. Throughout his life, Wang Lung worked hard for the wealth and social status that became of him, but he was not capable of earning it alone, and therefore he did not earn it all himself. In the earlier years of his life, Wang Lung was humble man. He had little and he needed little. His house was small and it was made of "great squares of earth dug from their [Wang Lung and his father's] own fields, and thatched with straw from their own wheat." Then O-lan arrived from the great house. She took much of the responsibility that Wang had once had, which gave him more time to work his land and eventually buy more land. When difficult times fell upon the Wang Lung family and their land, they traveled south to the city. Although the "great fat fellow", out of fear, gave Wang Lung the gold, which he used to return to his land, it was O-lan's ingenuity in searching out the jewels that made Wang Lung a wealthy man. With these jewels, Wang Lung bought much land from the Great House and he also hired numerous men to work this new land. 	 In his later years, Wang Lung became conceited and egotistical. He believed that he had achieved his wealth and prosperity alone and that he was extremely deserving of it all. He had become very successful. He had sons in his home, a second wife, a large home, and many slaves. Eventually he even inhabited the Great House. All this he took credit for. In fact, without O-lan , he would have had no sons. In addition to her child bearing, O-lan worked equally as vigorously in the fields as Wang Lung did. Once Wang Lung found O-lan's jewels, he bought plentiful amounts of land and hired many workers, which left him with little responsibility. With this free time, he frequented the "great tea house" where Lotus had been employed as a prostitute. Without O-lan's resourcefulness,