Organizational Direction of British American Tobacco Nigeria limited

Organizational Direction of British Ameri put previous baccy plant Nigeria limitedThe purpose of this report is to discuss current organisational direction of British American baccy Nigeria Limited (BATNL) and explore belligerent business plan for BAT Nigeria with strategical dimensions ranging from 2009 to 2012. The body of the document offers an synopsis of the external, transactional and the internal environment of the comp either. Subsequently, the report considers the companys core competencies and its cay foes, in ramble to deliberate courses of action that provide enable BAT Nigeria to carry out a sustainable belligerent emolument. The recomm give noticeations aim to enhance BAT Nigerias animated competencies, this volition add value to on the whole the stakeholders.Disclaimer This report only considers British American baccy Nigeria Limited as a legal business entity and does not intend to endorse consumption of tobacco plant returns in any form.2. Execut ive summaryThis report aims to critically analyze the picking that will pick up that British American Tobacco Nigeria Limited (BATNL) remain foodstuff leader by sustaining its competitive advantage in a highly competitive industry.Becoming no.1 in the food food market is hard work, but maintaining that put is far more difficult. In the light of this, I puzzle critically examined the plausible scenarios and arrived at an option which will strengthen BATNLs current market position.The company today is facing the uphill task of dealings with threats from new market entrants, operational limitations caused by limited internationalist suppliers, lack of availability of locally sourced cheerfulness healed tobacco, stricter legislative restrictions and challenges to further annex market share. This report suggests to management an option of forming a schema of consistent market dominance and build sustainable competitive advantage.The option consists of an action plan which i ncludes before and backward integration of supply kitchen range, capacity utilization and development of Nigerian ware facilities as an export Hub to West and primeval African countries.The backward integration of supply chain involves sourcing the Virginia tobacco from a wider international supplier base in order to prevent raw square out of stock (OOS) mail service of super gift, premium and international VFM (Value For Money) posts.Similarly, local sourcing of sun cured Tobacco for VFM production should be spread out by involving larger numbers of small rural farmers in BATNLs business sphere in order to meet raw material requirements for the continuously growing demand of the VFM segment.The forward integration includes developing a wider and more efficient distribution network by means of integrating identified front end strategic customers into electronic distribution system and by providing fiscal assistance.The strategic location of the country can be exploited so as to establish it as an export hub to other West and Central African countries. It would ensure cost saving advantages to the group, especially in bournes of cheaper labour, freight and import taxes.Securing forward and backward integration along with both the manufacturing factories in Nigeria acting as export centres, would make it feasible to proceed with capacity utilization, thus reaping the benefits of economies of scale.In the current scenario, it is going to be very hard to increase share of the existing pie, so the endeavour should be to augment the size of it of the whole pie rather than poach on the share of competitors. Migration from other snitchs seems a largely uphill task considering the large market size BATNL enjoys now. To enhance gross revenue, the modus operandi should be concentrated towards capturing the increment in the market as a whole. The incorporation of the in a higher place discussed ideas would ensure a sustained competitive advantage, with the aim of increasing rent.1. Organisational Strategic Aims and Objectives1.1 Current Strategic Aims and ObjectivesIn the early 1990s, BAT decided to grow our business by focusing solely on tobacco a decision which regularized and transformed the Group. In 1995, BAT set itself the credible good deal of regaining lead of the global tobacco industry and established a strategy to get there.In this section summarises the delineate elements of BATNLs strategy which group believes can enable it to continually build a sustainable business in tobacco industry.Ultimate Strategic Aim Achieve leaders of the Tobacco IndustryBATNLs vision is to achieve leadership of the tobacco industry in order to create long term shareholder value. Leadership is not an end in itself, but a company that leads its industry, is the preferred p cheatner for key stakeholders and is seen to have a sustainable business, should be valued more highly.Company defines leadership in both a quantitative and qualitative s ense. Punitively, it seeks volume leadership among our international competitors and in the longer term, value leadership. BATNL recognises that its success will depend on adult consumers and that, therefore, we must be consumer driven.But the hard, quantitative measures do not in themselves address all the things it must do as a company. Taking a long term view, focusing on the quality of its business and how it work. As a result, qualitatively, company seeks to be recognised as industry leaders and to be the partner of first choice for judicatures, NGOs, investors and potential employees. BATNL pledges to do this by chronic to demonstrate that it is a responsible tobacco Group, with a sustainable business, outstanding people and superior products.In order to deliver company vision, BATNLs strategy for creating shareholder value has four elements Growth, Productivity, function and Winning Organisation.1.2 voice Parts to achieve Ultimate Strategic Aim1.2.1- Winning Organisation To deliver company vision it must have the right people and the right working environment. That is the essence of BATNLs Winning Organisation strategy.By the right people, group mean outstanding people those with the ability and desire to drive and deliver competitive advantage and superior perpetrateance. Company endeavour to attract, develop and retain high calibre talent. BATNL also puts tension on making it an organisation that is constantly learning. This learning culture shares knowledge quickly, learns from its mistakes and replicates success formulas quickly.To be a winning organisation British American Tobacco must also be a corking place to work. This requires an open, confident culture that encourages change and innovation, is shaped by companys Guiding Principles, inspiring its people to perform to their best and crucially, enjoy their work.Finally, Winning Organisation strategy requires that company develops leaders, at all levels in the organisation, with a clear vision for the business, who foster innovation, and can align, energise and enable their teams to contribute to the building of our global opening move(B) Growth BATNL seek to increase its volume and value share of the West African tobacco market through both organic reaping and mergers and acquisitions.For organic growth, company is concentrating on the key strategic segments of the market that offer the best prospects for long term growth, including Premium and International Brands. BATNL continues to focus on the growth of its globose Drive Brands as well as being prepared to exploit opportunities for profitable volume growth in Value for Money and Low Price Segments. Company also wish to sustain or develop whole positions in priority markets simply defined as the largest and most profitable ones. BATNL believes that it is big to continue to develop and utilise innovative, differentiated products and to offer its consumers added value from its brands.(C) Productivity fruit y overall preliminary to productivity is about using its global resources to increase profits and generate funds for reinvesting in its business.Today, all companies are trying to cut costs. BATs approach is integrated aiming to establish a lower cost base while improving the quality of products and the speed they get to the market, as well as our durability in cost of how it can position its people and capital.As a Group BATNL is focused on its consumers, marketing is a large part of what it does and company is working to ensure it effectively and efficiently deploy its marketing resources.In order to maintain a strong balance sheet, capital effectiveness is an important part of its productivity strategy and includes a focus on inventory levels, utilising its assets, financing and other uses of capital.(D) Responsibility BATNL continues to balance its commercial objectives with the expectations of a broad range of stakeholders, thus ensuring a sustainable business.Company com municating with all stakeholders about its Business Principles, which explain the bureau we expect its businesses to be run in terms of responsibility, and demonstrating how group is following them. Companys three Business Principles, Mutual Benefit, Responsible Product Stewardship and Good Corporate submit are each underpinned by a number of Core Beliefs.In the regulatory arena, BAT continues to pull ahead sensible tobacco regulation thatbalances the preferences of consumers with the pleases of societyestablishes an open minded and objective approach to harm diminution as a policyEnsures that its businesses can compete and prosper.BAT manufactures products that can be harmful to the wellness of its consumers and have publicly stated its aim to reduce this harm to meet both consumer needs and societal expectations.Company proposes to do this bythe progressive reduction in the tar and toxins in its productsthe successful immerse of a new generation of tobacco products with crit ical mass appeal that are recognised by scientific and regulatory authorities as posing substantially reduced pretends to health.1.3. Factors Affecting the Strategic think1.3.1- Contextual Environment1Nigeria gained independence in 1960 but since the first military coup in 1966, Nigeria has been govern by military for over 35 years up until 1999. Since then democratically elected civilian governments are ruling Nigeria. Under the new constitution adopted in 1999, a strong establishment appoints a federal executive council, comprising government ministers and ministers of the state from each of Nigerias 36 states. Although the 36 governments enjoy greater autonomy than under the former military administration they remain dependent on the federal government for funding. This set up creates a system of distributed power centres, with the highest authority lying with the president, making lobbying with political powers a complicated issue.Estimated GDP for 2006 is $116.7 billion wher eas economic growth rate is believed to be 5.4%. This economic performance is soberly offset by high rate of inflation (8.7%). Since 1999 under the rule of Peoples Democratic Party (PDP) bailiwick Economic Empowerment and Development Strategy (NEEDS) has boosted non-oil sector growth and improved macro-economy.Increased government spend on roads and ongoing efforts to reform and attract investments into the power sector could improve infrastructure modestly. still minimal progress is likely with port reform. Both these aspects would have a positive effect on BAT Nigerias supply chain.Corporate profits except for oil companies are taxed at 30%. value-added tax on tobacco product is 7.5% whereas for other commodity product its charged at 5%.In governments effort to curb smoking, promotion of cigarette sales through billboards has become illegal since January 1st 2004. federal official government is under further pressure from whom and other NGOs to put a ban on tobacco products p romotion through electronic and print media. In addition, various pressure groups are raising concerns against tobacco farming as it renders land unusable for cultivation of other crops.1.3.2- Transactional environmentNigeria has a total race of 140 million and out of these only 2.9 million adults smoke, it indicates a huge growth potential for Tobacco industry. Given the scenario, though BAT Nigeria is catering to very comprehensive range of markets and consumer segments, further avenues for increasing market penetration of companys products have been identified through various analysis. The present market size of AFS is only 14% which explicitly shows growth potential. To grow and set out this segment, requirement for development of brands targeted especially to Adult Female Smokers (AFS) is identified. On the other hand, according to strategic group analysis premium brands have a need to plump their geographical reach and increase market penetration. Super premium product line should be prevented against brand dilution and their market presence should be enhanced with the help of specialized channels of HoReCa. On critically evaluating product offerings extended by the BAT Nigeria across different segments, few potential offerings for A class, B, C and D segments2were recognized like, pipe tobacco and cigar, limited editions and flavoured and VFM brand variants, respectively.Supply chain of BAT Nigeria has a lite link in procurement part of Virginia tobacco payable to limited number of international suppliers (especially from genus Argentina and Brazil). Whereas, local procurement of sun cured tobacco has limitations of inadequacy of land conducive to tobacco farming, partial derivative segment of farmers involved in tobacco farming and threats from pressure groups.With recent acquisition of Gallaher Group by Japan Tobacco Inc., JTI has the second largest market share in Nigeria (14.4%), after BAT Nigeria (85.1%). Still we compass the major threat to BAT Nigeria coming from Philip Morris Inc. (PMI). Looking at the history of PMIs entry to new markets, they capture major share of the market within 3 years, like in Benin. Though, global drive brand for PMI is Marlboro Lights, PMI is expanding its roots in Nigerian market in immediately through Kraft Foods, subsidiary of its corporate levy Altria Inc. The competitor analysis3shows that key strength of BAT Nigerias products against other competitors and especially PMI, as perceived by the customers, lies in their availability.2. Stakeholders Influence and Progress towards Strategic Aim2.1- Core Resources4In 2009 BAT group report 1896m of profit, attributable to shareholders equity. This explicitly indicates financial strength of the BAT group. As operations of BAT Nigeria are directly funded by parent corporate body, entre to adequate finances, as compared with other competitors, puts BAT Nigeria in the elect(ip) club of organizations with formidable financial resources.Since BA T signed Memorandum of Understanding (MoU) in November 2000 with the federal government, it has enjoyed condition of most favoured company and leveraged rapport with the government in establishing local production facilities in Zaria and Ibadan. These state of the art production units are quite unique resource to BAT Nigeria, considering that no other tobacco company has cigarette factory in Nigeria.Further, BAT Nigeria has strengthened its portfolio of core resources by investing funds and efforts in developing dedicated supply chain intermediaries.2.2- Core Competencies5Though the MoU expired in April 2007 with end of PDP presidency, strong relationship with the government has been instrumental in developing country wide distribution network and in increasing domestic tobacco farming. BAT Nigeria has improved efficiency and integration of distribution network by implementation of SAP (ERP module) and Siebel (CRM module). Integrated electronic supply chain with local access to raw material is the core competence of BAT Nigeria. Under this process and with continuous efforts to exercise CSR, BAT Nigeria has developed a sound social relationship and local knowledge. Benefits of BAT Foundation have been exploited to meet these strategic requirements. unconnected from these local factors, BAT Nigeria has benefited from legacy and technological expertise of parent. Thus, process evolved quality of BAT products is been key source of competency.3.1 Futuristic Strategic PositionWay to Sustainable Competitive Advantage6After analysing contextual transactional environment, core resources and competencies of BAT Nigeria, I propose an option which comprises of recommendations for strengthening upstream and downstream supply chain7, capacity utilisation, developing Nigeria as export hub to west African countries and exploiting BAT foundation in in return beneficial way (to BAT Nigeria and stakeholders), in order to provide BAT Nigeria with a sustainable competitive adv antage. While suggesting the options compatibility, suitability, acceptability and feasibility of recommendations with BAT Nigerias current business model and low exposure to risk has been considered.Production of international brands of Premium and VFM cigarettes is based on Virginia tobacco imported from Argentina and Brazil. Reliance of production of international Super premium, Premium and VFM brands on foreign suppliers subjects upstream supply chain to political, economical and ecological factors evolving in exporting nations. To counter power vested in international suppliers and remove raw material quantitative bottleneck, supplier base of Virginia tobacco should be increased by importing the aforesaid(prenominal) quality Virginia from substitute source countries like Cuba, Mexico, Puerto Rico and Venezuela. Tobacco export being major trade activity of these countries, international tobacco trade regulations are quite liberal and no major hurdle could be seen in setting u p trade channels. Geographic location of alternative source nations would not impose any significant extra freight charges.For local brands of VFM cigarettes cultivation of sun cured tobacco needs to be increased. In this process, firstly, BATNL should lobby with the government to pass Land Use Decree, to facilitate farmers in gaining possession of land. Secondly, with monomania of land and providing the farming community with help in taking mortgage loans, latest farming technologies and bring out tobacco seeds, farmers can be driven to come in a legal two way contract with BAT Nigeria, in regard to secure local cultivation and supply of sun cured tobacco and promising buying guarantee in return.3.2 Justifying the strategic optionAs analysed by competitor analysis, in consumers perception, apart from poor availability, value offered by PMIs products is at par or better than that of BATs products. Thus, to sustain BATNLs existing system of dominance, it is of paramount concern to have a wide, efficient, dedicated and controlled distribution network. Apart from strategic tie-ups with Global Brand Nigeria Ltd. (GBNL) and Global Apex Ltd., downstream members of distribution channel need to be integrated with electronic distribution platform of SAP and Siebel (CRM). Financial and technological assistant to channel intermediaries in this regard would benefit BATNL in two ways higher channel control efficiency and financial binding of down stream channel members to BATNL. The SWOT analysis8highlighted that BATNLs current practice of cash sales is its Achilles heel. To prevent competitors from breaking logistics net of BATNL, BATNL would have to forgo privilege of cash sales and start full-grown credit facilities to wholesalers and distributors.Further, and as underpinned by mobility barriers9analysis, to hold on to market share as high as 85.1%, the premium brands are the key and should be pushed deep into nation with associated promotional activities and reward s/rebates attributed to selling channel.At the same time, super premium brands should be prevented against brand dilution and their image of brand ambassadors should be continued further. For proliferation of super premium brand products, upmarket specialised HoReCa10channel showed substantial potential for growth. The current problem of low co-operation from HoReCa owners, realising the dependance of BATNL on them for promotional purposes, can be overcome by offering them half yearly or annual contract of brand association, instead of event based approach.To motivate rural small-holder Nigerian farmers interest in the tobacco farming and business with BATNL, BATN Foundation needs to concentrate on issues pertaining to lack of access to modern agricultural machineries, training on new agricultural practices and innovations, production credit, fair and transparent marketing opportunities.Currently, both local production facilities are not utilized up to their full capacities, partly collectible to relatively less demand in comparison with full production capacity and rest due to bottlenecks in supplies of raw tobacco. Together with improvement in the supply of raw tobacco (international and local), developing Nigeria as export hub to cater neighbouring West and Central African countries would assist BATNL in building up sustainable competitive advantage by gaining economies of scale (capacity utilization), and becoming regional power in tobacco industry. appendix 1EMBED PowerPoint.Slide.8Appendix 2Appendix 3Appendix 4Appendix 5Appendix 6Appendix 7Appendix 8Appendix 9Appendix 10

The Financing Structure Of Unilever Plc Finance Essay

The financial backing Structure Of Unilever Plc Finance EssayUnilever Plc (Unilever) ope grade as a single vocation entity. It was formerly known as Lever Br others Limited. Unilever NV and Unilever Plc are the two parent companies of the Unilever multitude having separate legal identities and separate stock transposition listings for their shares.Unilever Plc (Unilever) is a leading food and personal care harvest-home offering caller-out in the world. The corpoproportionn is engaged in the manufacturing and distributing foods, home care and personal care crossroads. The family along with a tough and well differentiated portfolio of 400 global and regional brands direct across 14 categories operates in one hundred fifty countries with around 174,000 employees.BUSINESS DESCRIPTIONUnilever operates in four business segments namely, Personal sustenance Home deal Savoury, Dressings Spreads and Ice Cream Beverages. The federation also offers solutions for professional ch efs and caterers. It has around 270 manufacturing facilities worldwide.The Personal Care segment implicates business in the slew skin care, daily hair care and deodorants product areas. These products are sold down the stairs Dove, Lux, Rexona, Sunsilk, Axe and Ponds, Suave, Clear, Lifebuoy, Vaseline, Signal and Close Up.Its Home Care segment includes laundry products such(prenominal) as t opents, powders and faciles for washables of clothes by hand or machine. It also offers soap bars. In this segment, the principal brands are Omo, surfboard, Comfort, Radiant, geld and Snuggle. The household care products include surface cleaners and bleach that are marketed under the Cif, Domestos and Sun/ fair weather brands. The companys new products include Dove pro-age range of products, Dove Summer G humiliated self-tanning and body lotions, Clear antidandruff shampoo and Small Mighty concentrated liquid laundry detergents.The Savoury, Dressings and Spreads segment includes sauces, so ups, salad dressings, bouillons, snacks, mayonnaise, spreads, olive oil, margarines and cooking products like liquid margarines, and frozen foods. These products are sold worldwide under Calve, Knorr, Hellmanns, Becel, Flora, Wish- Bone, Rama, Blue Band, Amora, Ragu and Bertolli brands.The Ice cream and Beverages character includes ice cream, tea-based beverages, weight centering products, and nutritionally enhanced products. These products are marketed worldwide under diverse brand name such as Magnum, Cor meshworkto, Carte dOr and Solero, Walls, Kibon, Ola and Algida, Ben Jerrys, Breyers, Klondike and Popsicle. The tea-based beverages are sold under Lipton, Brooke Bond and PG Tips brands. The weight management products are sold under Slim-Fast, and nutritionally enhanced products are marketed under Annapurna and AdeS/Adez brands.In the the Home Care division, it holds the global number two position in laundry, with a number one position in man developing and emerging market s. The company holds global number one position in mass skin care and deodorants, and the number two position in hair care where as in oral care and household care the companys strategy is focused on strong regional and topical anesthetic leadership positions in selected markets in Europe, Asia and Latin America. In the foods division, it holds number one position in piquant and dressings, spreads, tea-based beverages and ice cream. Unilever is the category leader in margarine and spreads in most European countries and North America. The companys UKs foods division is the number one producer of savory and dressings business.Products and BrandsUnilever owns more than than 400 brands as a result of acquisitions, however, the company focuses on what are called the billion-dollar brands, 13 brands, each of which achieve annual sales in excess of 1 billion. Unilevers top 25 brands account for more than 70% of sales. The brands go under nigh entirely into two categories Food and B everages, and Home and Personal Care.Unilevers billion$ brands areAxe/LynxLiptonBlue Band14Lux (soap)DoveOmo/Surf (detergent)Flora/BecelRexona/SureHeartbrandSunsilkHellmansTIGI (haircare)KnorrProducts of the company are distributed through distribution centers, group-operated facilities, satellite warehouses, and public storage depots, wholesalers, easylancer grocery stores, co-operatives, and various food service providers. Unilever invests around EUR 1 billion in research and maturement activities through five laboratories to develop new products and technologies.Geographic PresenceUnilever has geographically diversified ope balancens. It is engaged in manufacturing and distributing foods, home care and personal care products. Its products are sold in more than 150 countries which include Europe, the Americas, Asia and Africa. During the fiscal year 2008, the company generated 32% revenue from Western Europe, 32% from the Americas and 36% from the Asia, Africa and Central east erly Europe. It is the category leader in margarine and spreads in most European countries and North America. The companys UKs foods division is the number one producer of savory and dressings business. Thus, wide geographic presence decreases the business luck of the company. This also acts as an easy way for the expansion plans of the company, as wider reach in experimental conditions of geography would mean reaping more benefits eventually improving the simoleons margins, attaining economies of scale and recognition on a worldwide basis. following are the name of some of the countries with Unilevers presences.IrelandSudanItalySwedenJapanSwitzerlandPakistanThailandSingaporeTunisiaSpainUnited StatesSri lankaUnited KingdomIndustry Comparison taxation Growth RateThe companys compounded annual growth rate for revenue was 1.39% during 2005-2009. This was down the stairs the SP 500 companies fair* of 9.67%. A lower than firmament average* revenue CAGR may portend that the company has underperformed the average sector growth and lost market share over the last years. The companys underperformance could be attributed to a weak belligerent position or inferior products and services offering or lack of innovative products and services.Return on EquityThe companys return on equity (ROE) was 30.62% for fiscal year 2009. This was above the SP 500 companies average* of 18.69%. A taller than sector average ROE indicate that the company is expeditiously using the shareholders money and that it is generating high returns for its shareholders compared to other companies in the sector.Operating Profit MarginThe companys operating margin was 12.91% for the fiscal year 2009. This was below the SP 500 companies average* of 18.74%. A lower than sector average* operating margin may indicate inefficient cost management or a weak pricing strategy by the company.fiscal AnalysisInstead of 2 year analysis of the financial position of the company analysis is performed on a five year data as this provide provided with better coverage of the companies performance.Current ratioCurrent ratio of the company has been on the go up trend since 2005. Current ratio of the company has increase from 0.75 time in 2005 to 0.93 times in 2009. This trend turn ups that the company is moving toward a abiding liquid state position. Whereas, in comparison to the averages of the application trend and S P 500 companies Unilever is not able to obligate sound current ratio. Currently industry averages at around 1.53 times whereas SP 500 companies averages around 1.91 times. This is almost as double to where Unilever currently stands.Quick ratioQuick ratio of the company has shown similar rising trend as that of current ratio. Quick ratio of the company has moved to 0.5 times in 2009, which is a rise of approximately 35% during the five year period (2005 0.37 times). This ratio of the company is quite circumstanceination to the industry averages (i.e., 0.78 times), where as, SP 500 companies quick ratio averages to around 1.36 times. Con attitudering the rising trend of the company, it appears that its liquidity position will improve in the near future to meet the industry averages. revenue Profit marginGross Profit margin of the company has shown a mix trend over the years. During the period from 2005-2009 gross get margin of the company stood at 48.32%, fall of comely 2%. This shows that the company is in a stable position as it is able to stay consistent in maintaining its Gross Profit Margin. On the other hand, Industry average stands at 44.72%. Being on the higher(prenominal) side of the industry shows that the company is able to effectively manage its cost and pricing policies.Net Profit MarginSimilar to the Gross take in margin, net profit margin of the company has shown a mix trend. On average the net profit margin of the company has increased by 4% during the 5 year period to 8.46% in 2009. This is higher then what the industry average i s (Industry average 7.25%). On the other hand SP 500 companies average net profit margin to approximately 12.59%, showing that the company is not meeting the SP 500 companies standards.Return on AssetsReturn on assets of the company has shown an increasing trend during the 5 year period. During the said period, ROA increased to approximately 10% in 2009 from 8.74% in 2005, this is a rise of 14%. In comparison, the industry averages the return on assets at around 7.71% and SP 500 averages assets at around 7.91%. This shows that the company is able to used the employed assets efficiently and effectively then what the normal industry trend depicts.FINANCING STRUCTUREUnilever PLC is a highly un-geared company. Its resume debt to fundamental equity ratio stood at only 0.82 in 2009, which is a decline of around 46% during the 5 year period (2005 1.51). Similar fall in the total debt to total capital ratio was observed, which fell by approximately 25% to 0.45 in 2009. On the other hand a push aside increase of just 9% was observed in the Long term debt to total capital of the company during the same five year period.In contrast to the leverage ratios, a significant fall in the payout ratio was observed. Payout ratio of the company fell from 61.37% in 2005 to just 38.54% in 2009. This shows that currently the company is in the phase of financing its activities from its retained earnings instead of taking long or short term financing.In comparison to a competitor Reckitt Benckiser Group, the leverage of this company is similar to the leverage of Unilever PLC. During the year 2009, derive Debt to Total Equity ratio Reckitt Benckiser Group is only 0.82. Payout ratio of the Reckitt Benckiser is 50.28% in 2009, which is higher than that of Unilever PLC, representing the fact that Reckitt Benckiser Group Plc is utilizing higher portion of its retained earnings as compared to Unilever PlcIn comparison with the industry trends, average total debt to equity is approximatel y 1.16 times whereas, as per SP 500 it is around 0.73. In view of these average industry and sector trends, company is performing quite well.On the other hand, companys payout ratio is on the higher side when compared to the industry and SP 500 averages. Average industrys payout is almost is 42% whereas, average payout as per SP 500 is 28.82%.This shows that company is not availing its short term financing options. Taking up these short term financing will let go some pressure from the retained earning and can be paid out to the shareholders of the company because as the low payout trend of the industry indicates that the shareholders are prone to short term gains in comparison to long term capital gains.20092008200720062005Unilever PLCTotal Debt/Equity0.821.10.770.781.51Long Term Debt/Total gravid0.350.30.250.220.32Total Debt/Total Capital0.450.520.440.440.6Payout Ratio38.54%43.04%56.62%83.71%61.37%Reckitt Benckiser Group PlcTotal Debt/Equity0.030.480.210.530.09Long Term Debt/Tot al Capital (?)00000.04Total Debt/Total Capital (?)0.030.320.170.350.08Payout Ratio (?)50.28%50.76%41.93%48.65%42.39%WEIGHTED AVERAGE COST OF chapiterAs discussed in the above section, Unilever PLC has a very low (nominal) gearing of 0.35%. Virtually the company is debt surrender hence cost of equity of the company will be its weighted average cost of capital.In station to calculate damage of Equity of Unilever PLC Capital Asset Pricing Model (CAPM) has been used. Beta for the company has been taken from the Dow Jones Report, which is 0.76 whereas many technical issues were presents when indentifying risk free rate (Rf) and risk premium (Rm-Rf). Hence, the risk free rate and the market rate (Rm) are assumed to be 8% and 12% individually for the take of this calculation.Cost of Equity=Rf + (Rm-Rf)bCost of Equity=8% + (12% 8%) 0.76Cost of Equity=11.04%Here,Cost of Equity ==WACCHence,WACC=11.04%NEW PROJECTProject DescriptionCompany has recently conducted a market analyse for deo dorant target only toward a young generation. Evaluation of the investment proposal to manufacture product XARI was performed. The product has performed well in test marketing trials conducted recently by the research and marketing subdivision of the company.Key Elements of ProjectInitial investment costEvidences for the initial investment cost can be found from various sources, research reports related to the particular industry, information from the companies which have recently invested in the respective sectors can prove quite useful, internal budget preparation etc.Annual revenues / operating costEvidences of independent annual revenues and operating cost can be also be found from various sources, demand and supply of the particular products and acoustic projectioned by various research houses such as clientele Monitor, by analyzing past trends of the company and peer analysis of the companies already operating in the industry/segments judge of fanfareInformation related to the past and future rates related to fanfare can be found in abundance. In addition to the government bodies, numerous independent research houses provided forecasted/projected inflation rates of different countries. These rates are calculated after critically analyzing and assessing various factors that affect the inflation rates. Report from Economic Intelligence Unit is one of the research houses which provides rates of inflation, both past trends as well as forecasted for different countries.Rates of taxation, and tax reliefs and allowancesBest sources for finding information related rates of taxation and tax reliefs and allowance is to go through government regulated bodies. Legal regulations related to tax and up appointees in the upcoming changes can be found on government operated website and accurate and up to date information related to any legal issue is available there.Risk and Uncertainty afterward a through research I came to the conclusion that identification of ris ks is best done by a attendant manner.Firstly brainstorming execution was done with some colleague of mine in order to pronounce what factors ,both beneficial and adverse, can be faced by the new project that the company was going to undertake. This exercise was purely for the identification of the risk that the project might face during the tenor of its operations. After my initial caper of risk identification I assessed the likelihood of the detail of that risk and categorized them on the scale of high, average and low. Then I assessed the consequences of each of risk if they occurred and whether, there item will have a major(ip) impact on the operation of the company or its future prospect or not.Risks with low chances of occurrence and low negative impact were ignored and emphasis was placed on the risks that have high chances of occurrence or which could have measurable impact on the companys performance.This risk was than further classified into quantifiable and non-qua ntifiable risk (uncertainty). The impact of the quantifiable risk, such as rate of inflation, increase in the cost of raw material, fall in demand of the product etc, were incorporated when calculating the Net Present Value of the Project.Uncertainties such as war, political instability, change in government regulation etc, were a bit hard to incorporate. In order to overcome these problems sensitivity analysis was used.Via Sensitivity Analysis result of the project are categorized into common chord possible outcomes Best Case Scenario, Moderate Case Scenario and Worst Case Scenario. These 3 cases will show the performance of the company in the two most extremes situations that the company might operate. Result should then be interpreted keeping in mind of all the expected scenarios.Net Present ValueAfter the successful test, following information has been prepared by me in order to assess the viability of the project. The research team has prepared the following forecasted demand of the product along with that various other variables such as merchandising prices and inflation rate are also estimated. These forecasts reflect, along with others, the expected life of the products, change in the scotch conditions in the long run etc.Weighted average cost of capital has been calculated as above at 11.04%. The product has no terminal value at the end of four year.NPV of the project with respect to the following data is almost about 348,578 poundsForecasted Information for Product XARIInitial Investment2 million Pounds sell Price (Current Price)20 pound/unitExpected Inflation in Selling Price3% per yearVariable operating cost8 pound/unit contumacious Operating Cost170,000 per yarTax Rate30%Year1234Demand (units)60,00070,000120,00045,000Quarterly ReportIt appears that the company has performed fenceable well when compared to the forecast that the management prepared. Minor variances were witnessed by the company in most aspect of the project.Initial investment of the company exceed by just 100,000 pound. Company just sold 100 less units in first quarter as compared to the forecasted data. The reason for this relate to the factor that market awareness was not created by the company as it incurred less operating cost as anticipated.Company managed to sell units at a selling price 15% more the forecasted price. On the other 13% more cost was incurred on each unit than was projected.The reason for such a change could relate to the fact that the company underestimated the price of it project, and once market started to accept the product its selling price increased

Employment Law in Hungary Problem Question

Employment Law in Hungary bother QuestionThe difficulties that Andreas and Luka face in this circumstance relate to the fact that where accordance Articles1 and Regulations2 are at once applicable in field of study courts. acquitives are all binding as to the result to be achieved, with it being necessary for the portion State to adopt the national law in such(prenominal) a way as to down the directionals terms.3 This means that whilst Andreas and Luka would harbor been able to affirm directly on a Treaty Article or Regulations to utilize their EU rights in the Hungarian courts, they must cuss on around alternative method of enforcement in respect of the Directive. It is these alternative methods of enforcement that lie at the crux of the issues here.Although the direct core for Treaty Articles was not instant, it was developed ein truthplace a period of time, and Van G prohibit was the first judgment to expressly nominate that Treaty Articles could be directly nu bive.4 On the other hand, Article 288 TFEU5 specifically says that Regulations are directly effective. This was confirmed in Leonesio 6 and held that Directives are moreover directly effective in respect of the aims to be achieved and that the instalment States are tending(p) over discretion as to how these aims are introduced into national law.On the face of it, it could be suggested that because Directives are not directly enforceable in the national courts, division States would be able to disregard the requirements of the Directive. If as it has happened in this circumstance, it does not jibe the current national requirements. This would, of course, make Directives largely ir applicable. This was the view that was taken by the European Court of Justice (ECJ) in Van Duyn v pedestal Office.7 In this judgment, it would be held that, if the Directive was clear, precise and unconditional (the same requirements as personify for the direct effect of Treaty Articles and Regula tions)8, and had a direct effect on the relations between someones and the Member States. Therefore, the Directive ought to be given direct effect in the national courts.The above position was and clarified in Pubblico Ministero v Ratti.9 Mr. Ratti was a manufacturer of solvents in Italy, was aerated distress to comply with the stricter Italian law. The ECJ made clear that the proper calculate of direct effect for Directives was to prevent a Member State from gaining an usefulness by ignoring the requirements of a Directive. In essence, a Member State is estopped from denying an individuals rights ground on the contents of a Directive once the period for implementing the Directive has passed.Based on the above, it seems that Andreas and Lukas position is a relatively strong one, besides unfortunately, the issue is slightly more complicated. These complications are initially lie in the fact that a failure to implement a Directive into national law is entirely caused by the fau lt of a Member State. In Marshal,10 it was recognized that allowing an individual to rely on the provisions of a Directive directly against another individual could keep up unfair results. This is because the individual expect to comply with the Directives may have no idea of its being. On this basis, it was nevertheless held in Faccini Dori v Recreb11 that the Directives could only have a direct effect on the Member State itself. This is known as a plumb direct effect. This is clearly a limiting factor and therefore it is indispensable that it is possible to identify what kind of organization fits within this requirement.The issue of identifying against whom the direct of a Directive could be relied upon was addressed in Foster v British Gas.12Here, it was held that an organization would be spark of the Member State if it was give in to the say-so or control of the State, or had powers that went beyond those that ordinarily exist between individuals. There are two separat e approaches that are followed in this respect. In Sozialhifeverband,13 it was held that private companies owned by a local authority would be considered sufficiently linked to the State purely based on the nature of their ownership. In Vassallo, 14 it was stated that the nature of the role of the organization could overly impact on whether it was considered part of the State. In this case, a privately-run hospital was considered part of the State. This is because some of its activities were unrestrictedly funded and partly also because it was serving a public function.It can be seen from the above, the fact that Directives can only have a vertical direct effect lead have a earthshaking impact upon Andreas and Lukas ability to rely on the Directive. It seems probable that even though Andreass employer catchs some of its funding from private contri yetions, the fact that it is partly funded by the State, and it leave be considered to serve a public function. It exit mean that it depart be considered part of the State and that, Andreas will be able to rely on the provisions of the Directive directly against it. The effect of this will witness that prior to his dismissal, Andreas will be considered to have held a permanent contract. Therefore, he will presumably be able to rely on Hungarian employment law, at the very least, attempt to conserve that he should receive some compensation for his dismissal. However, Andreas will not be able to assert that the Directive means that he should not have been dismissed. This is because the only relevant role of the Directive is to ensure that a permanent contract is given after two temporary ones have elapsed.The position is very antithetic for Luka. This is because the company for which she is working with is purely privately owned and funded. This is unlikely to be considered to serve as a public function. Therefore, she will not be able to rely on the direct effect of the Directive. However, this is not the end of the matter, because there are further possibilities that may assist her.The first of these possibilities lies in what is known as an indirect effect. In Von Colson Kamann,15 it was held that national courts have a duty to see national decree in nisus with EU provisions if this was possible. The approach in Von Colson Kamann16 was quite limiting in that it only applied to national regulation that was implementing the Directive in question. This approach would not assist Luka, this is because there is no indication that the Hungarian government has taken any implementing steps at all with the regards to this Directive. The position was expanded about in Marleasing17, that to require national courts to interpret all national legislation in line with EU provisions where possible.It is not possible to chin-wagging on the impact of an indirect effect on Lukas position specifically. This is because this will entirely depend on whether there is already in existence any Hunga rian legislation that could be interpreted in line with the provisions of the Directive. If this is possible, Luka will be able to rely on the active national legislation and the Hungarian courts will be required to interpret accordingly. Clearly, if there is no relevant Hungarian legislation exists, of if the existing legislation is written in such a way that an alternative adaptation is not possible, the indirect effect will be of no avail to Luka.The second possible solution for Luka can be found in the judgment in Francovich.18 In this judgment, it was held that where a Member State has failed to implement a Directive and if certain other requirements are satisfied, an individual would be able to hold the Member State liable for their losses. In tell apart for State liability to arise, three conditions must be met. Firstly, the Directive must grant rights to the individual. Secondly, it must be possible to identify these rights from the content of the Directive. Finally, the re must a direct causal link between the Member States failure to implement the Directive and the loss suffered by the individual.There seems belittled difficulty in applying the above three conditions to Lukas position. On the fact given, it appears that the very purpose of the Directive was to grant individuals with the right to be placed on a permanent contract and the subsequent employment security that such a contract provides. It is also clear that the nature of the Directive makes its purpose clear. The position in respect of the causal link between the failure to implement the terms of the Directive and the loss sustained by Luka is an kindle one. This is because, taken at a simple level, the non-renewal of Lukas contract would not have occurred if the Directive had been properly implemented. Luka would already have been working under a permanent contract. However, the failure to implement is not necessarily the reason for Lukas loss. This is the downswing in piano manufac ture and the subsequent loss of her job. In this respect, Luka may have lost her job even if she had a permanent contract. In order to address this, it would be necessary to consider the steps taken by Kende Pianos in deciding whom to dismiss. However, it seems that even if it is possible to demonstrate that Luka would have been dismissed anyway, even if she would be on a permanent contract. Therefore, on the fact that she will not receive this payment is directly caused by the failure in implementation of the Directive and Luka should be able to yell damages from the State in order to compensate for this loss.In conclusion, Andreas will be able to rely on the Directive directly in the Hungarian courts to ensure that he receives the same employment rights as an individual on a permanent contract. On the other hand, Luka will not be able to rely on the direct effect of the Directive, but she may be able to rely on its indirect effect, or she may be able to seek damages from the Hung arian State.CASESFaccini Dori v Recreb (case 91/92) 1994 ECR I-3325Foster v British Gas (case C-188/89) 1990 ECR I-3313Francovich and Bonifaci v Italy (joined cases C-6/90 and C-9/90) 1991 ECR I-5357Leonesio v Italian Ministry of Agriculture (case 93/71) 1972 ECR 293Marleasing SA v La Comercial Internacionale de Alimentacion SA (case C-106/89) 1990 electroshock I-4135Marshall v Southampton and southwestern United States Hampshire Area Health Authority (case 152/84) 1986 ECR 723Pubblico Ministero v Ratti (case 148/78) 1979 electroshock 1629Sozialhifeverband Rohrbach v Arbeiterkammer Oberosterreich (case C-297/03) 2005 ECR I-4305Van Duyn v Home Office (case 41/74) 1974 ECT 1337Van Gen en Loos v Nederlandse Administratie der Belastingen (case 26/62) 1963 ECR 1Vassallo v Azienda Ospedaliera Ospedale San Martino di Genova e Cliniche Universitarie Convenzionate (case C-180/04) 2006 ECT I-7251Von Colson Kamann v Land Nordrhein-Westfalen (case 14/83) 1984 ECR 1891TREATIESTreaty of the military operation of the European matrimony 2012BOOKSChalmers, D Davies, G Monti, G European Union Law (3rd edn Cambridge University crusade 2014)Craig, P De Burca, G EU Law Text, Cases, and Materials (6th edn Oxford University Press 2015)Schutze, R European Union Law (Cambridge University Press 2015)1 Van Gen en Loos v Nederlandse Administratie der Belastingen (case 26/62) 1963 ECR 12 Treaty on the Functioning of the European Union (TFEU), Article 2883 Ibid4 Van Gen (n1)5 Treaty on the Functioning of the European Union (TFEU), Article 2886 Leonesio v Italian Ministry of Agriculture (case 93/71) 1972 ECR 2937 (case 41/74) 1974 ECT 13378 The van Gend Criteria (van Gen en Loos)9 (case 148/78) 1979 ECT 162910 Marshall v Southampton and South-West Hampshire Area Health Authority (case 152/84) 1986 ECR 72311 (case 91/92) 1994 ECR I-332512 (case C-188/89) 1990 ECR I-331313 Sozialhifeverband Rohrbach v Arbeiterkammer Oberosterreich (case C-297/03) 2005 ECR I-430514 Vassallo v Azienda Ospedaliera Ospedale San Martino di Genova e Cliniche Universitarie Convenzionate (case C-180/04) 2006 ECT I-725115 Von Colson Kamann v Land Nordrhein-Westfalen (case 14/83) 1984 ECR 189116 Ibid17 Marleasing SA v La Comercial Internacionale de Alimentacion SA (case C-106/89) 1990 ECT I-413518 Francovich and Bonifaci v Italy (joined cases C-6/90 and C-9/90) 1991 ECR I-5357

Job Satisfaction And Quality Of Work Life Psychology Essay

furrow Satisfaction And Quality Of Work Life Psychology Essay business line ecstasy and fibre of campaign animation-time go hand in hand when talked about real atonement since one is the outcome of opposite .The present paper drives to examine the push of phone line triumph and its dimension on tone of compositors case spiritednessspan story of employees bating in focal point colleges in Faridabad region The basic objective of the discipline was to narrow the pass develop in transaction rejoicing based on sex activity and its coition with prime(a) of wok career mingled with staminate and womanly educateers. besides attempt is do to measure the level of persona of playact manners among the employees. Also the paper straines on social function of contrary demographic inconstants on st while business blessedness and bore of take onplace livelihood with repute to male person and female employees. .Data was collected using questionnaire. Data was analyzed using tools identical t- screen out, chi-squ are, ANOVA, and turnabout abridgment to stress the possibility and reli tycoon of the collected data. From the findings it is acquire that in that location exists a positive relationship amid reflect blessedness and lineament of buy the farm heart.Also it is seen that as the sense of tint of act life increases satisfaction from none a like gets enhanced. The yields indicate that academic industry which demands high(prenominal) whole step people in term of intellect and knowledge and are considered to be the turners in economy of either country pray a soft hold out life first in set up to be slaked and give their best. Thus focus on measures like patron jump on mo nonony, unclarity in goals, employee attrition, and intention melodic line need to be properly handled. break words- Job satisfaction, Job stress Quality of drub life, AcademicsJEL Classification presentmentIndia has been witness ing an upsurge in the departure of technical expertise in some hailly vault of heavens over the last five years (Stil advant get alongously, 2003). This has al disordereded in pendant personnel seeking greener pastures abroad. Movement of people from developing countries towards the essential being especi bothy Europe and the Americas has been conspicuous. Anecdotes show that during the 1990s, impart migration of professionals towards Western Europe and magnetic north America accounted for 30% of the f unkept gears registered throughout the world (ILO, 1996). It is estimated that in 2000 approximately clxxv million people, or 2.9% of the worlds population, were living outside their country of birth, compared to 100 million, or 1.8% of the total population, in 1995 (Stilwell, 2003).Assistant Professor, Lingayas University, Department of Business Administration, Faridabad*Assistant Professor, Lingayas UniversityWhilst a number of factors such as the inimical macro-economic milieu could explain the loss of human resources in the country, line satisfaction and part of hold up life is often identified as one of the factors that influence the finish to quit. look onive(a) studies (Onu et al., 2005 Sur et al., 2004 Tutuncu and Kozak, 2006 Knowles, 1978, Salmond, 2006 Wiedmar, 1998 DeVaney and Chen, 2003 Greenberg, 1986) have identified factors that influence rail delegacy line satisfaction and timber of subject area life. These include inter-personal relationships, conditions of service, type of social insurance possessed, supervision, promotion, business design, organizational environment, age, gender, equal treatment by commission, income and attitude. Much of the discussion on business satisfaction and lap role has been done in the context of the developed countries with few studies in the developing countries. The broad objective of this memorise is to catch the railroad tie between descent satisfaction and smell of acetify ou t life among academic professionals teaching in perplexity colleges in Faridabad region.The commercial enterprise satisfaction of an employee is a topic that has received considerable attention by researchers and managers alike. The timberland of twist life is concerned with type of acidify environment and its resulting adjoin on overall effectiveness of organization and equally on indivi bivalents as employees. This includes all such dimensions and parameter which are having an clash on employees ratiocination to remain in organization and level of performance. There are some(prenominal) measures and means by which organization attempts to augment their performance like participative leadership expressive style, billet autonomy, clarity in career graph, equity based decision, uncorrupted physical conditions, merit based promotion etc.The present get hold of attempts to find routine of several(predicate) concern satisfaction attributes like-Stressful personality of engagement, unclarity in direction and overall satisfaction from speculate that in any case affects quality of fit life with respect QWL factors like-Compensation structure, policies of organization, role of trade union, certificate benefits, facilities, growth opportunities, Work load , wages structure, type of supervision , appointment, recognition and reward and whether is relevance of these factors in making employees cheery, making grow life much qualitative.REVIEW OF literary turn tailsAccording to muse conducted by DeVaney and Chen (2003) on match of contrasting demographic variables as leading factors of bloodline satisfaction impact employees and its impact on quality of determine life. They bring that with respect to demographic factors like age, gender and education trading satisfaction and notion towards quality of go life varied. The findings of their register inferred that with increase in age employees satisfaction towards argument also increased and similar such result were seen with education where highly educated workforce matte up more(prenominal) well-provided than less qualified employees. Male workers were anchor to be more satisfy than female workers. Thus it could be inferred from the study that demographic factors affect to huge extent the job satisfaction leading to a highly comfortable quality of work life. It was also tack together that certain(p) attributes tie in to work like relations with care, job security (permanent or contract jobs), high pay, a sense of control over ones work were identified as main attributes of quality of work life and made employees more nut-bearing and meet with their jobs when these attributes as a tool for modify quality of work life were worked upon.Bharati T Nagarathnamma B Viswanatha Reddy S(2008) studied the impact of selected variables causation job satisfaction like retention ,higher performance, support, team work and task peculiaritys on job satisfaction and resulting quality of work life on 266 Israeli prison guards. It was plant that extra organizational factors, especially clarity in direction, low stress level, low burnout, fix communication, timely feedback, career forward motion were found to be difficult predictors of job satisfaction and led to strong satisfied tonicity towards quality of work life. It could be inferred from this study that job consoling factors Brobdingnagianly affects feelinging of quality of work life. Thus job satisfying factors should be properly worked upon so that a let out quality of work life can be felt by employees.Tett, R. Meyer, J. (1993) in their study on impact of job satisfaction on quality of work life with reference to faculty members found that management style in form of leadership, 2-way feedback,informal climate setting, participation in organization decision making to queen-sized extent cause greater satisfaction towards job and employees perceive a better quality of work life when these attributes were worked upon by management to enhance quality of work life amongst employees. Management leadership was found to be major(ip) factor leading satisfaction towards job and improving quality of work life.Cooper and Marshal (1976) also in their study on impact of job satisfaction on quality of work life found that certain variables like work overload, role ambiguity, role conflict and poor working conditions associated with a particular job which reduces job satisfaction and affects low feeling towards quality of work life as well In their study majority of employees agreed that with less satisfying job, employees performance and initiative taking ability also reduces to a king-sized extent. Thus management should focus on factors that lead to job satisfaction sine it also affects feeling towards quality of work life to large extent.Theoretically Lawler (1982) also identified QWL in terms of job characteristics and work conditions. He highlighted that the co re dimension of the entire QWL in the organization is to modify employees well-being, satisfaction and productivity. An employee with high job satisfaction enjoys a qualitative work life in similitude of employees who are dissatisfied with job. Thus job satisfaction to a large extent is a strong predictor of quality of work life.Pelsma et al(1989).and Hart(1989) in their study on impact of selected QWL attributes found that psychological distress and morale contributed equally to teachers QWL. A proportionatenessd workload level, regular feedback, opportunities for training and puff betterment a presbyopic with provision of suitable fiscal and non financial motivators largely enhanced employees satisfaction towards their job as well as improved employees quality of work life. These factors largely improved utilitarian outcomes like improved productivity, better retention and initiative taking ability of employees. This also helped in improving occupational role and performance of employees. spend et al(2000) in their study on impact of job satisfaction on quality of work life with reference to academicians studied the role of selected variables like role stress, job characteristics, and role of supervision job characteristics, feedback, compensation structure, participation of employees and work environment as factors affecting job satisfaction and affecting quality of work life as well. They viewed QWL for academicians as an attitudinal response to the dominate work environment and posited five factors that affected job satisfaction including role stress, job characteristics, type of supervision, structural characteristics that directly and indirectly shaped academicians experiences, attitudes and behaviour and resulting positive feeling of quality of work life.Rice (1985) tried to focus on relationship between work satisfaction and Quality of peoples lives. His study also focused and found a strong relationship between certain job associate factors like work experience and work outcomes that affect persons general Quality of life. He also found that certain factors like family interactions, leisure activities and levels of health and energy also to a large extent affect employees satisfaction towards job and quality of work life that employees view and perceive and feel towards their job Thus this study exclamatory the role of work related characteristic and employees experience as major determinant of job satisfaction and resulting quality of work life.Bhatia and Valecha (1981) studied the absenteeism range of textile factory and recomm stop that closer attention should be paid to improve the Quality of Work Life since ascribable to low feeling of work quality due to high stress, unclarity in direction, low participation workers derived low satisfaction from job and that affected efficiency. It is thus exonerated from this study that work related factors like high stress, unclarity in direction, low participation of worke rs caused low feeling of satisfaction towards their job and they perceived low quality of work life towards their core task..Thus studies like these focus on role of express job satisfying factors on quality of work life to make employees more productive, involved and committed towards work at large.In a study, Sirota (1973) in their study on impact of job satisfaction on quality of work life found that underutilization of workers skill and abilities each due to lack of interaction or lack of instruction in performing job causes perception of low Quality of Work Life and suggested job enrichment program to correct the problems of workers skill and abilities to make them feel highly satisfied towards job. This study also emphasizes the role job satisfaction plays solidly in improving quality of work life. Thus studies like these focus on role of job satisfaction and feeling towards work life quality on employees satisfaction at large.Smith and Bourke (1992), also in their study on factors causing stress in teachers in academic institutes found that there were four major sources of stress and these work related factors created feeling of low work quality namely un well-defined instructions and work environment , time pressures and low opportunities for rewards and recognitions. These factors not only reduced satisfaction towards job but also caused dissatisfying feeling towards quality of work life.In a similar study determining impact of work related factors causing job satisfaction and its impact on quality of work life Kenneth, R. (1977),reported that unclarity of roles creates difficulty and was negatively associated with job satisfaction which makes satisfaction generated from qualitative work life quite low , especially among women. Thus impact of unclear directions, feedback, blocked communication channels and job misfit affected satisfaction towards job and quality of work life also.In another study conducted by Fraser, Draper and Taylor (1998) on fac tors affecting job satisfaction and its resulting impact on quality of work life among school teachers it was found that female teachers felt less satisfied with their influences over school policies which they considered as a major factor affecting quality of work life compared to male teachers. They also reported crucial varietys in work satisfaction based on work experience it was found that teachers who stayed longer at the job systematically had greater ratings of dissatisfaction. Thus this study gives a clear indication that work related and demographic factors like work experience and employees involvement to a larger extent affects employees satisfaction towards their job and resulting feeling towards work life quality.In a similar study conducted in Malaysia by Che lift et al (2006) further concluded that the most important predictor of QWL is organizational climate, followed by career achievement, career satisfaction and career balance which all lead to job satisfactio n. This study also focused on role of job satisfying factors on employees feeling towards his work life quality. Thus, management of organization should focus on identifying important job satisfaction causing variables and design policies, procedures and management style in such a way so that employees feel high and positive about quality of wok life.OUTCOMES OF LITERATURE REVIEW-The above selected studies focus on role of job satisfaction on quality of work life. Most of the studies irrespective of different work related variables helped in determining impact of job satisfaction on quality of work life. It can be concluded from these studies that when employees feel highly satisfied from their jobs their feeling towards quality of work life also becomes high which results into better productivity, performance , commitment , involvement and initiative taking ability of employees. It was found in most of the studies that when employees feel less or dissatisfied with their jobs either due to organization related, work related or individual factors the quality of work life also gets negatively affected. Thus irrespective of the sector management should strive harder to make jobs more enriching thus employees getting higher satisfaction and resulting into highly satisfying feeling towards quality of work life as well.OBJECTIVES OF STUDYTo assess the level of quality of work life among men and womenTo determine the association between job satisfying factors and attributes of quality of work life(character of work, level of participation, working condition, workschedule, Grievance procedure.To identify the impact of different demographic factors on quality of work life andjob satisfaction.RESEARCH METHODOLOGYFor the present study 15 different management colleges were selected in and around Faridabad region. Employees including lecturer, Assistant Professor and Professor between age group 25-55 were selected for the study. The data was collected through structured qu estionnaire which was personally administered by researcher. The reliableness of the questionnaire was found to be 0.76 which is good enough for study. The questionnaire consisted of close ended question (Likert scale) to gauge the reaction of employees. A pilot study was conducted with 25 responsives (faculty members) to check the reliability of questionnaire. Total 250 questionnaire were distributed out of which 238 were returned and usable questionnaire were 220 in total .So sample of 220 is considered for present study.Details about QuestionnaireThe scale used for meter attitude of employees for present study is LEA (Long employee attitude scale) developed by Dr.H.C Ganguli which is a 26 point in time job satisfaction scale. The heads of LEA were foregoing standardized on Indian employees on Nepalese female subject working as Bank officers, college teachers and Nepal government officers.The areas covered are Nature of work 2 itemsIncome 5 itemsSecurity 1 item system of r ules aspect 5 itemsPersonal aspect 1 itemsColleagues /co-workers 2 items packaging and training opportunities 3 itemsWelfare facilities, health and canteen facilities 2 items confederacy management relation 1 itemCompany policy and practices 4 itemsScoring of responses The present scale is scored according to Likert scale of summated rating .The total score of a subject is an addition of score rate of respondent from the alternative choosen.25 items of LEA scale has 5 response alternative( 1,2,3,4,5) and 1 item has 3 alternatives (2,3,4) higher is the score greater is the satisfaction. The subject has to answer all the 26 items and no omission is allowed. If there is any omission because a score of 3 has to be provided as the middle rateValidity Reliability of scale usedAbout the scale Dr. H.C Gangulis job attitude scale which helps in assessing job satisfaction of employees at different level has test retest reliability of r = 0.90 and odd even reliability after Spearma n -Brown correction was r = 0.81 and has proved validity. The validity of this scale was look into through internal consistency method, by way of item abbreviation which requires low correlation between items and high correlation between item scores and total scale scoresTOOLS USEDIn order to analyze the collected data SPSS 16.0 was used. In order to determine significant relation between satisfaction with QWL attributes) between male and female t-test was used. .Further, Chi-square test was used to determine the association between level of job satisfactions (job characteristic factors) and quality of work life dimensions. Also regression analysis was used to determine impact of different variables like overall job satisfaction, unclarity in direction and job stress on quality of work life. Further, to determine significant deflection between demographic factor and job satisfaction (job characteristic) t-test ANOVA and Levens test for equality of naval division was used. dead r eckoning formulated zip hypothesis 1 -There is no significant distinction between male and female with respect to feeling towards quality of work life in academic industry zilch hypothesis 2There is no association between job characteristic /satisfying factors and QWL unsatisfying Hypothesis -3 There is significant impact of demographic variables like age and personality of work on feeling towards quality of work lifeNull hypothesis 3.1 Employees of higher age groups expect more qualitative work lifeNull Hypothesis 3.2 Employees with nerve-wracking nature of work require high quality of work lifeNull hypothesis 3.3 Employees with long upgrade needs more quality of work life abbreviation AND INTERPRETATIONNull hypothesis 1 -There is no significant difference between male and female with respect to feeling towards quality of work life in academic industry. As clear in dining table -1 t-test was used to determine the significant difference between genders with want to feelin g towards dimension of QWL feeling. tabulate-1t-test showing significant difference between gender with regard to feeling towards dimension of QWL feelingQWL dimensionMaleFemalet- nurtureP take accountMeanS.DMeanS.DSatisfaction from job31.253.6529.344.232.040.035*Unclarity in direction44.655.8442.455.352.760.002**Job Stress20.452.9818.672.652.680.004**Overall QWL feeling96.5310.8791.4611.123.240.001**** denotes conditional relation at 1% level* denotes significance at 5% levelIt is clear from the table-1 that since the grade of P is less than 0.01 with respect to unclarity in direction, level of stress in job and overall feeling of QWl thus null hypothesis is rejected and it can be inferred that there is a significant difference between feeling towards QWL dimensions between male and female workers.Also since the value of P is less than 0.05 with respect to feeling of job satisfaction it is clear that null hypothesis is rejected. Female workers are more affected by feeling of la ck of satisfaction, unclarity in direction and job stress than male workers. It is due to the fact that female workers need to create a balance between a good professional as well as a good homemaker so the burden is more on them to manage. This is the reason they expect and require more quality in work life that get out result into effective performance.Thus, if organization provides them with certain eatable like flexi timing, suitable arrangement of crches and safe work environment with less stress the feeling of qualitative work life will definitely enhance.Null hypothesis 2There is no association between job characteristic /satisfying factors and QWLFrom slacken -2 it is clear that value of P is less than 0.01 thus rejecting the null hypothesis at 1% level, thus there is a significant association between job satisfying dimension and quality of work life.Table-2Chi-square showing association between job characteristic and quality of work lifeLevel of job characteristicsLevel of QWLRow totalChi-square valueP value emitAverageHigh91.5030.000**Low3912657Average107440104High13172959Column Total6210355220It is clear from the table that as the level of quality of work life increases job satisfaction among employees also gets increased .Thus it becomes imperative that if the organization works for introducing sophisticated ways to make work life more qualitative wherefore job satisfaction will also increase which will result into improvement in performance and in development of a sought after behaviour in individuals.Further to confirm the relation between job characteristic and quality of work life multiple regression feigning was applied. From Table -3 it is clear that in this representative quality of work life is taken as dependent variable and job satisfaction(X1), unclarity in direction(X2), job stress(X3) are taken as independent variable and predictor variables .The work out value of multiple R was found to be -0.342 ,R squared value was -0.124.T he calculated F -value was -10.120 and P value was -0.000**.. The estimate of model coefficient is 109.136 for ao, for a1 is 0.821, a2 is -0.182 and for a3 is -0.258.So the estimated model becomes 109.136 = 0.821 (X1) 0.182 (X2) 0.258 (X3) . (ITable-3Multiple regression tableVariableUnstandardized coefficientStandardized coefficientt-valueP-valueBStd. fallacy of BBetaX10.8210.1650.3113.2840.000**X2-0.182-0.1320.1021.2130.161X3-0.2580.281-0.062-0.8120.342Constant109.1365.52514.3040.000The R squared value of 12.4% indicates that predictor variable explains 12.4 % variance in QWL. From the ANOVA table (Table -4) it is quite clear that F-value 10.120 and P value 0.000 is highly significant less than 0.01.Table-4ANOVA TableSum of Squaresd.fMean squareFSig.Regression4163.41431326.16210.120.000** repose31257.612216138.420Total35421.026219It can be interpreted from this that the estimated model line is not equal to zero indicating linear relationship between the predictor variable and QW L. It is also clear that Beta value for job satisfaction is highest (0.311) followed by unclarity in direction (0.102).The Beta value of job stress has made least contribution in this (-0.062).The value of p is less than 0.01, so the independent variable job satisfaction is highly significant for the stated model. The rest of independent variables are not significant at 95% confidence level. Thus it can be concluded that as quality of work life will increases job satisfaction will also increase whereas with unclarity in direction and job stress it will reduce.Null Hypothesis -3 There is significant impact of demographic variables like age and nature of work and tenure on feeling towards quality of work lifeNull hypothesis 3.1 Employees of higher age groups require more quality in work lifeNull Hypothesis 3.2 Employees with stressful nature of work require high quality of work lifeNull hypothesis 3.3 Employees with long tenure needs more quality in work lifeIn order to determine i mpact of demographic variables on quality of work life t-test ANOVA and Levens test for equality of variance was applied .This was applied to see whether there is any impact of demographic variable on response of employees towards quality of work life .From table 5, 6 and 7 it is quite clear that demographic variable except gender did not have a significant influence on quality of work life. The significant value for age which is 0.854 reveals that all age groups exhibited similar kind of behaviour with respect to quality of work life. This clears that irrespective of age each employees looks for better quality of work life which definitely increases job satisfaction.Table-5Independent sample test for termination influence of age on quality of work lifeLevens test for equality of variancet- valueSig(2-tailed)Mean differenceStandard misplay of differenceFSig.-.180.854-..0302.15076QWL partake variance not assumed.002.956Equal variance not assumed-.180.854-.0302.15071The significant value of nature of work which is 0.972 and its influence on quality of work life indicates that nature of vocation and work do not influence quality of work, this further indicates that whatever may be the nature of work in academic industry with respect to different position, qualitative work life is most required.Table -6Independent sample test for determination influence of nature of work on quality of work lifeLevens test for equality of variancet- valueSig. (2-tailed)Mean differenceStandard error of differenceFSig..032.972.0047.15792QWL Equal variance not assumed.113.735Equal variance not assumed.032.972.0047.15765With regard to tenure of employees it is again seen that the significant value is 0.842 whether the tenure is long or whether the employee is a newcomer. Thus demographic factors (age, tenure, nature of work) do not influence quality of work life particularly with any higher age, long tenure or with stressful work.Table-7Independent example test for determining in fluence of tenure on quality of work lifeLevens test for equality of variancet- valueSig.(2-tailed)Mean differenceStandard error of differenceFSig..178.842.0220.11701QWL Equal variance not assumed.206.638Equal variance not assumed.175.844.0220.11746FINDINGS OF STUDY found on the objectives and hypothesis formulated for the study the following findings were observedWith respect to gender male and female differed significantly towards feeling of quality of work life and job satisfaction. Male employees were found to be more satisfied and feeling towards quality of work life was higher in comparison to female counterparts ,it may due to the fact that women folk has to perform dual responsibilities and with increase in work pressures and expectations from organization it is quite obvious that they feel less satisfied in terms of unclarity in direction, communication gap, flexibility, timings and different facilities provided by the organization which is not too satisfactory and leads to comparably low feeling of quality of work life.On the basis of regression analysis and Chi-square which was used to assess association between job satisfying factors and quality of work life, it was found that among different selected factors of job related aspects level of job satisfaction consisting of different attributes like compensation structure, reward structure, a administrative policies, flexibility, participation of employees, challenging work assignment were considered to be affecting job satisfaction and resulting quality of work life much more than factors like unclarity in direction, job stress etc. Maximum variance was explained by job satisfying factors towards quality of work life, establishing that job satisfaction contributes accomplishment towards making work life more qualitative.Further the impact of different demographic factors like age, tenure, and nature of work on quality of work life was also studied. After analysis it was found that except gender ther e was no significant difference between feeling and significance of quality of work life among employees. Thus, irrespective of the age group, nature of work and tenure each empl

Choices And Consequences That People Face

Choices And Consequences That flock Face both(prenominal) election a individual makes has consequences, whether they ar positive or negative. or so sentences before a person makes a quality, he/she ment completelyy calculates the cost and benefits of his/her choice. Other metres some of the consequences may gestate non been intended or thought through. The libber exploit is an example of that. plot the feminist movement accomplished great things for women, it as well as hindered women in former(a) atomic number 18as. nearly of the problems related to the ironies of the feminist movement and the mixed message women were receiving. It began to trade the way women made choices. Even though the feminist movement alter womens choices, umteen women vex chosen to quit their assembly line in order of magnitude to raise a family.Because women were able-bodied to stool jobs during the war, they know they were no long-dated content to be housewives. In the 1960s most of the feminist movement was led by radical feminists. They began to fight for reproductive and employment rights. The contact Pay Act was enacted in 1963. This meant that employers had to give employees the very(prenominal) amount of bullion for the same job. During this time abortion was made legal in all fifty states (Feminsm).The third round of womens liberation movement began in the 1990s. This was led by umpteen types of feminism. It dealt with much(prenominal) than just prejudices against women but in any case races and economic rest (Feminsm). feminist movement has many ironies that offer be explored. It helps determine how the feminists made their choices and what they meant by them. Dr. Wendy Walsh, who is a clinical psychologist, has an interesting view on feminism. Even though she is a feminist herself, she believes that it did have negative consequences. She writes, feminism didnt liberate femininity. Feminism liberated masculine energy in women. It was a mas culinist movementIt pushed femininity in the clo cross off. (Walsh) That statement seems pretty accurate. Feminism did non encourage women to be more feminine. It encouraged women to be the like men. Women were speculate to have the same jobs as men and achieve the same success. To many women, this was a frank thing, but to former(a)s it was non. Walsh comments that women who liked their traditional role were hurt by that. They were hence told that their job was not as important as a muliebrity who motions push throughside the family unit (Walsh).The feminist movement seemed to start because women utter they were unsatisfied creation housewives. If that is true, then women should be happier now because they be engage passages. However, according to a poll d wholeness by ClubMom, a necessitous national membership organization for moms, the results are the exact opposite. working moms and homebody moms were asked to rate various aspects of their life and to grade the ir overall satisfaction with life. Working moms rated A thirty three percent of the time while homebody moms rated A fifty two percent of the time. They also rated their job as a mom. Stay-at-home moms gave themselves an A fifty one percent of the time while working moms only did forty five percent of the time. interestingly just eight percent of moms would continue to work fully time if they did not have to worry just well-nigh finances (New Poll).F. Carolyn Graglia, author of home(prenominal) Tranquility A Brief Against Feminism, also writes about the many ironies of feminism. Betty Friedan, Kate Millett, Germaine Greer and Gloria Steinem were some of the leading womens rights movement leaders in the 1960s. They did not support womens roles as a married charr and mother, but Betty Friedan was the only one who had been a married woman and mother (Graglia 13-14). It seems that the women should not speak against something they have neer experienced. Maybe they treasured other s to involve what they had chosen to make their choices more acceptable. Friedan did decide to divorce because she believed that she could not tell women to not get married while she herself was still in the awful institution. She claims that marriage destroyed her self-respect. (Graglia 13)Some women still believe that women fucking be more satisfied caring for their children opposed to having a fortunate life. Suzanne Venker writes in FeminsmOpposing Viewpoint about why she believed a woman should ingest to propitiate home. She was an English teacher and then a full time mom. Venker argues that women seem to be unhappy in the workplace. She cites that passel have spent over five hundred million dollars on self-help entertains in 1999 (Finsanisk). Another source says that women count for ninety percent of self-help (Smith). So the capacious majority of the self-help books were sold to women. Venker believes that if careers were truly fulfilling women like they are supposedl y supposed to do, then community would not need to buy so many self-help books (Finsanick).Obviously, feminism had a tremendous impact on society. Women achieved the right to vote, have equal jobs, and own property. many countries had women political leaders, and there were more females than males in many higher institutions. In the U.S., a woman ran for president and some other almost became vice president. Husbands and wives also began to split the work more as yetly in earning money, taking care of children, and maintaining the house (Feminism). Television changed from June Cleaver vacuuming in high heeled shoes to Clair Huxtable managing a house and her career as a lawyer. It gave women the opportunity to pursue a good career if that is what they precious, or if they withdraw to due to finances. With all the changes that many believed to be positive, there were negative as well. Whether feminists intended for it to happen or not, the feminist movement, especially the radica l one, brought about some negative consequences. The early feminists choices touch on everyone.The feminist movement affected womens choices. The feminist seemed to focus on equality and women getting to have a choice. They valued women to be able to hold to be a mendelevium or architect if that is what she wanted. But when women were given the right to a palmy career, it almost became expected of them. Rebecca Scarlett said it like this, suddenly, women were no longer allowed to choose. Suddenly women had to be everything they had always been, and be everything men had always been, as well, or they would have to feel inadequate and ashamed (Scarlett) Now women who choose to tour of duty home and take care of her children and house, are viewed as being lazy. mass might think she is not smart enough hold or pursue another job (Scarlett). Feminists choices hurt womens right to choose.Sometimes people experience consequences as the result of their choices, and other times one must(prenominal) make a choice based on the consequences of choices made by the people around them. That is what many women have to do now. Radical feminists choose to devalue a womans role with her children and household. The consequences were that women are expected to pursue a career and now many women must make a choice do they follow the feminist way or choose to take a contrastive path. After she makes the choice she must see if her choices were charge the consequences. Other times women are forced to make choices whether they want to or not. Some mothers must work due to economic status or single parent homes. But many things are affected by the womans choice whether it was voluntary or necessary.In the article in the book Feminsm, Venker cites Dr. Phil by saying Life is about tough choices. I never encountered a successful person who didnt have to sacrifice in one area of her life to be successful in another. If you put more into your career, kids and family suffer if you put more into family, career suffers. Thats the bottom line. (Finsanick)In offend of the feminist encouraging women to seek employment outback(a) the home many women are still choosing to last out home. In fact, in 2005 there were about 5.6 million stay-at-home moms (The U.S. Census Bureau) So, why would a woman choose to go to PTA meetings and change diapers when she could be a doctor or lawyer? It seems that women are realizing that it is hard to do it all. They are deciding to put their careers on hold for a few years while they focus on their family.Iris Krasnow is an example of a woman who quit her job to stay home with her children. Krasnow has written a book about her journey authorize Surrendering to Motherhood about her journey. Glenn T. Stanton sums up her book in his article devil Women Tell All. Iris Krasnow grew up in the radical feminist period. She was an super successful journalist for UPI interviewing some of the most famous and interesting people in the world . Krasnow achieved the feminist goal but she was still empty. She began seeking different things to bring her fulfillment. She later married and they immovable to have children. Krasnow and her husband wanted to have four children by forty and they did (Stanton). She then tried to have it all by pursuing her career and taking care of her family. Krasnow did this because she believed that her career gave her value and she could not imagine life without it (Stanton). One day when she was alimentation her fours boy and surrounded by a mess, she realized somethingThere are no shackles in their house, this is no jail. These kids are your ticket to freedom like nothing you have ever tasted, the kind that is not hinged on TV appearances or writing for Life magazine or being a size 6 again. Its the liberation that comes from the sheer act of living itself. When you tarry to be where you are, then your life can really begin I realized for the first time in my life I was but where I was su pposed to be. (Krasnow 157)Iris Krasnow thought that she could have it all, but she realized that the choices she was making were not the best for her family and children. Her choices were based on what she believed was best for her family and what brought her personalized fulfillment. She believes that surrendering to motherhood was the most liberating and powerful thing she had ever done in her life. (Krasnow 2-3)In F. Carolyn Graglias book she explores how feminism has hurt women and families and why she chose to stay home. Glenn Stanton also summarizes the book. Graglia grew up with a single mother and was poor. She mulish the ticket out of poverty was to become a lawyer. After college Graglia obtained a job at a Wall Street law firm in the 1950s. At that time it was not common for a woman to have a career like that. She had a successful career until she chose to stay at home when her first child was born. Graglia was not forced to do it she did it because she wanted to. Like others she chose the choice that wasnt popular. She chose to be a stay-at-home mom in the 1960s and 1970s. Graglia says that people were much more accepting of her choice to be a lawyer in the 1950s than they were of her choice to be a stay-at-home mom (Stanton). She believes that feminism robbed women of their surest source of fulfillment. (Graglia inside cover) She also believes that feminism tried to tell women that their job as a mother and wife were not valuable.Candace Cameron Bure is another example of a woman who quit her job to stay home with her children. She is best known for her role as D.J. tan on Full House. She has also appeared on other T.V. shows, T.V. movies, and feature films. In 1996 she married Valeri Bure, who is now a retired hockey player. After she got married she firm to postpone her career to raise a family (Career) When doors were not opening for her in acting she believed it was God telling her to stay home. Bure considers it a great privilege to stay home (Rice). She counter argues what society tells women, Our society says, Work take on more money The career is great But stay-at-home moms, youre so not cool. Get going. But theyre amiss(p). I thank God, who alone is able to keep our hearts in the right place. (Rice) After taking a break from her acting career she has returned to acting. Bure has been in several movies and plays Summer avant-garde Horn on ABC Familys Make It Or Break It. (Career)People still vary greatly on the opinion if moms should work outside the home. People seem to judge others choices strongly. Parents and mothers, in particular are judged for every choice they make. They are judged from what they feed their children to where they send them to school. A womans choice to stay at home or pursue a career is not judged any less. No matter what the woman chooses, she will be judged for it. Some may agree with her choice and others may tell her that she made the wrong choice. Some people believe that people are becoming more accepting of whatever choice a woman decides to make. Women on both side of the issue know that each family must decide what choice is best for them. In the article Mothers Who Chose to Stay Home Elizabeth Drew shoal who made the choice to stay home does not judge the choices of other women. Her choice to stay home was best for her family (Gardner).The choices that a person makes also depend on the culture and expectations that a person was raised with. tally to Jolene Ivey in the baleful culture staying home is not readily accepted. Since the well-bred rights movement gave them more rights to jobs and education, people did not think it was wise for them to retrovert that. When Jolene Ivey decided to stay home with her children she felt like she was alone among her black friends. She then decided to start a support group called mocha coffee Moms to support black women wanting to stay home (Gardner). When a person has support and encouragement around them it m akes his or her choices much easier.Some mothers choose to stay home because they realize their job will not become their new lifestyle. Elizabeth Scholl is an example of that. She had a masters degree and was very career focused. She even planned having a baby around a project. When she lettered that her employer was only going to grant her six weeks of maternity leave she knew that she would not be ready to leave her baby at that time. Scholl said that babies dont even hold their head up by six weeks. She requested to work part time, but her job would not allow it. Then she decided to quit. Scholl says that it was truly the hardest decision Ive ever made. But I came to the realization that these jobs are going to be there when I go back to work. (Gardner) Adjusting to being at home was very difficult for her in the beginning (Gardner). some jobs are not very accommodating for mothers. Some careers do not allow women to work part time or to work from home. withal many times when families calculate child care expenses and taxes women are not making enough to justify working (Gardner).Women have many reasons as to why they choose to stay home in spite of the feminist movement telling women to pursue a career. Part of it is a cycle. Women decided that they wanted to alter their lifestyle. They chose to pursue careers and devalue being a housewife. That also resulted with women being unhappy. Because of that some women still decided to choose to stay home. umpteen women sacrifice their career in order to stay at home with their child. Whether they are quitting their job as a desk clerk, actress, or lawyer, many women are realizing how difficult it is to balance a career with family. Women are being set free by realizing they do not have to do it all. They can be fulfilled by being a wife and mother. Many women believe their choice to stay home is well worth it.

How did John Dewey influence on childrens learning

How did conjuration Dewey influence on childrens informationCambodia was cognize as Khmer Kingdom, which was one of the most powerful states in South eastern Asia. (Ayres, 2000, p.1). However, Cambodia has shrunk and deteriorated since the collapse of Khmer Empire. (Duggan, 1996, p.363)The civil war has jeopardized the sociable and economic development of Cambodia. just about of the tender structures and rural infrastructures were completely destroyed during Khmer rouge, especi altogethery in the informational sector, which is one of the most important for developing the country.The direction system has changed dramatic onlyy since the French colony from 1968 to 1953, in which education started in the pagodas combined modern-made and traditional pattern a small group of children entered the French develop system. ( Duggan, 1996, p.363).Cambodia was granted full independence in 1953 (Ibid). Therefore, Prince Sihanouk was very interested in educational sector, and he decided to adopt 20 sh ar of the issue budget in order to expand the educational system in Cambodia, however, his decision was bitterly criticized by other people for not providing the educational equity, because the rural children did not receive any educational system from the Prince. He just mainly pore on the urban children. (Duggan, 1996, p.364)Lon Nol came to power in 1970, he started cambodianizing by encouraging students to participate in fighting against the subject enemy Vietnamese. Most of the students were involved in the army, so they were not subject to attend schools, and at that place were not enough teaching materials for the instructors in the classrooms.(Ayres, 2000, pp.76-80)April 17, 1975 Khmer Rouge took control of Phnom Penh and abolished all social structures and several(prenominal) schools were eradicated and others were changed into prisons, workshops, etc., Children were not allowed to study. A Ministry of procreation authentically existed, but did not work actively and there were some(prenominal) textbooks were produced to guide teachers (Ayres, 2000, pp. 109-110). Moreover, Ayres (2000) wrote that the educational crisis in Cambodia between March 1970 and April 1975 was a exercise of the material and hu bit destruction generated by a nation at war. (p.68)This research will focus on the following questions1. What are some of the current problems in education in Cambodia?2. What is the role of the teacher and methods of steering in Cambodia?3. What is John Deweys perspective on the role of the teacher and methods of schedule line?4. What contributions Deweys would be useful in developing the role of the teacher and methods of training in Cambodia?1. The current issues in education in Cambodia.The new administration was elected under(a) the supervision and support of the United Nations (UN) which assisted in running a free and fair election in Cambodia in 1993. The democracy and free market put up been exercised in Cambodia since then. The foreign investors and world(prenominal) organizations, namely the United Nations Children Fund (UNICEF), the World cuss (WB) and other Non- giving medicational Organizations (NGOs) began to work out their projects in educational sector in Cambodia. (Duggan 1996, p.362).Although there accommodate been healthy changes recently, the educational system has not reached an international goals by 2015 yet, because the rate of drop-out and repetition in primary school is relieve high. The repetition rates in primary dropped from 26.3 percent to 10.2 percent between 1998 and 2005. In addition, drop-out rates in primary school is less than in secondary school. (MoEYS, 2008, p.8)Noticeably, the quality of education service provided for both(prenominal) in primary and lower secondary levels is still in a bad condition caused by the lack of resources, poorly-trained teachers and principalspoor dictatorial system, teaching and erudition materials and irresponsibility f rom the district and provincial principals.(World Bank, 2008, p.11)Furthermore, the survey which was conducted by the CSES in 2004, found on the question What are the major problems with tuition in this village? reported that there were three main problemsThe lifespan standard of teachers which means that teachers salary is still low that cannot afford to cloud anything.Poor infrastructure because the schools are in a bad condition. For example, there are not enough chairs and tables for the students to sit and learn.The location of the schools is not refinement enough for the students to walk from their home.The collected data provided by EMIS in 2004 circumstantial that 69 percent of primary school teachers had received a degree from lower secondary school (grade 9), and there was only 7 percent of the teachers who consummate the primary school. Besides, there was 24 percent of primary teachers had unblemished the upper secondary school. (MoEYS, 2008, p. 20)Therefore, the quality of education in Cambodia needs improving. gum olibanum the Royal Government of Cambodia has expanded national budget from 0.9 percent in 1997 to 1.5 percent in 2006. (MoEYS World Bank. June 2008, p.59) .Also, the government has promised to increase salary for all teachers from 15 percent to 20 percent every year. (MoEYS World Bank June 2008, pp.59-62)2.1. The role of the teacher in CambodiaThe students learning progress is mainly based on the teachers performance in the classroom. Thus the teacher act as the model or sample for the students to acquire knowledge, and teachers must be pull to time and efforts in order to memorise and motivate students to achieve their learning objectives. Teachers have to spend more time beside the office working min to prepare lesson aims, correct homework and give a social and comradely atmosphere to the students in the classroom in order to develop their learning ability. (World Bank, 2008, p.71)2.2. The methods of instruction in C ambodiaThe traditional teaching style, was totally based on the teacher frontal and rote learning, has applied in the Kampuchean classroom for many years. But in 2005, the Ministry of Education, young and Sports (MoEYS) received the new educational theory, which has applied in European and American classrooms, The Principles of Child Friendly cultivation and exercised it Cambodia. These principles are very useful for Cambodian students because it focuses on the childs immunity, which creates a social and friendly environment for the pupils to do a variety of activities in the classrooms. Moreover, it really helps students learn things through their own experiences. (MoEYS World Bank. June, 2008, pp. 71-72)On the other hand, in 2002 the Government of Cambodia passed a new law related Early childhood Education and Care (ECCE). This law focuses on the child who aged 3 to 8. There are three categories of the programs First, the Royal Government of Cambodia is responsible for con trolling pre-school program. Second, the responsibility comes from the community and the last one is the parents responsibility.The main purpose of the program is to develop not only the childrens straits but besides the strong-arm body and the program is under the Department of Early Childhood Education, Ministry of Education, Youth and Sports. (UNESCO, 2006. pp.5-6)3. What is John Deweys perspective on the role of the teacher and methods of instruction?The man who has changed the educational system from traditional style (authoritarian classroom) to modern style (democratic classroom) is John Dewey. He was known as American psychologist, philosopher, practical teacher and educational reformer, was born in Burlington, New England, Vermont in 1859 and died in 1952. He finished Bachelor degree in 1879 at Vermont University, continued his study in philosophy for a year and received PhD from Hopkins University. (Taneja. V.R. 2010, p.136). Moreover, he worked as a high school teacher at a remote areas in Pennsylvania. He was so curious in philosophy, so he started piece of music his philosophical essay called Medical physical Assumption of Materialism. (Allen. C. 2005, Track 139)Beside teaching, Dewey clear his own school University Elementary School. The most important idea of opening move this school was to continue to research and experience in new ideas and methods. The children who were under 15 years are permitted to register, andteachers must have many years experience in teaching and the classes are not big, and there are around 10 pupils provided for each teacher. This school was to engage the pupils in social experience. For example, pupils learned how to cook, sew, and weave.(Taneja, 2010, p.p.136-137)Role of the teacher of DeweyFor Dewey, the role of the teacher play vitally important role. A Deweyan teacher should be ( hike?) involved in the childs driving force and interests rather than the inculcation of knowledge (fixing ideas in mind by repet ition). Moreover, the role of the teacher is to pave the way for the students to experience the consequences in the real world. The other role is to assist the pupils in dealing with present-day(a) conditions and experiences and activities they have to confront daily. Childs license is the most significant of all. However, teachers role is to ordinate and organize it well.The teacher should be conscious(predicate) of his own responsibilities and power to instruct the children to acquire the skill and knowledge. In order to save time by not exercising chalk and talk, teacher have to observe, formulate and encourage students to learn. Deweyan teachers take a huge responsibility and big prognosis to provide the pupils with both in democratic co-operation and the higher intellectual pursuits and the fullest artistic experience. (Taneja, 2010, pp.150-152)Methods instruction of DeweyAccording to Dewey, curriculum is not based upon fixed mankind knowledge, subdivided logically into subjects, and parts of subjects. The curriculum should set up round the childs activities and not subjects. Dewey refused to offer religious and moral education through lessons, but he chose to offer the practical experience. ((Taneja, 2010. p.p.150-152)His contribution and influenceDeweys curriculum and methods of teaching have applied not only in the American classrooms but also in the worlds classroom including Cambodia. Dewey had changed the traditional education system into democratic education system by accepting child-centered, which focused attentively on the freedom of the child in the classroom.ConclusionAfter Khmer Rouge collapsed in January 7, 1979, the new government was installed by the Vietnamese government. Educational system was being restored. However, the Phnom Penh government has estimated that 75 percent of teachers, 96 percent of University students and 67 percent of all primary and secondary school students were murdered. (Beveniste, World Bank, 2008.p.8)Ayre s, (200) wrote that in 1979, education was in a severe crisis because there were no settled administrative offices no curricular, teaching materials were not enough and teaching staff is not qualified. Mr. Chan Ven was nominate as the Minister of Education, Youth and Sports with a team of Vietnamese advisers to plan the rehabilitation of Cambodian educational system. Vietnamese government started supporting both the provincial and national levels. Therefore, the Vietnamese was able to hire teachers which were virtually picked up from the streets and village pathway. ( p p.128-130)According to Duggan (1996) in Phnom Penh itself, there were three Vietnamese advisers for every Cambodian official, ten Vietnamese soldiers for every Cambodian one. (p.366)The number of schools has increased rapidly since the 1980s, however, the government of Phnom Penh still faces the big problems running decorous educational system because most of teachers are not well-trained and school curricular is n ot standardized. For instance, farmers, artisans and menial workers were chosen to teachers.Therefore, the Ministry of Education, Youth, and Sports and other international organizations (UNESCO, UNICEF and World Bank) have worked co-operatively to develop the educational sector in order to achieve the Cambodian Millennium Development Goals (CMDG). Moreover, in 2005 Ministry of Education developed national plan of action to reach the goals of educational for all (EFA) by 2015 to ensure that Cambodian children and youths have an equal opportunity to access education. (pp.6-8)In 2004, Ministry of Education, Youth and Sports accepted a new program which is called Child Friendly Schools program focused on primary level.(Ibid) This educational theory might have been touch by the American educational reformer Dewey because his teaching methods and the role of the teacher is to facilitate and motivate the pupils to learn new things through their own freedom and experience.StatementName YIM SOPHEAK Date January 31, 2011I prepared the following assigning by myself and only with the help of the literature mentioned in the references. I did not use other literature to write my assignment. I know that plagiarism is a serious offence and I am totally aware of the negative consequences.SignatureYIM SOPHEAK