Brain Development And Early Childhood Education Essay

Babies begin to learn about the world around them from a very early age. Children’s early experiences – the bonds they form with their parents and their first learning experiences – deeply affect their future physical, cognitive, emotional and social development. Learning starts in infancy, long before formal education begins, and continues throughout life. A young child’s brain needs certain types of stimulation to develop properly. Without that stimulation, certain types of learning will not be possible when the child enters school. Experts tell us that 90% of all brain development occurs by the age of five. If we don’t begin thinking about education in the early years, our children are at risk of falling behind by the time they start Kindergarten. This is why Early Childhood Education is so important. Infants and toddlers learn about themselves and their world during interactions with others. Brain connections that lead to later success grow out of nurturing, supportive and predictable care. This type of caregiving fosters child curiosity, creativity and self-confidence. Young  children need safety, love, conversation and a stimulating environment to develop and keep important synapses in the brain. During the first 3 years of life, children experience the world in a more complete way than children of any other age. The brain takes in the external world through its system of sight, hearing, smell, touch and taste. This means that infant social, emotional, cognitive, physical and language development are stimulated during multisensory experiences. Infants and toddlers need the opportunity to participate in a world filled with  stimulating sights, sounds and people. Before children are able to talk, emotional expressions are the language of relationships. Research shows that infants’ positive and negative emotions, and caregivers’ sensitive responsiveness to them, can help early brain development. For example, shared positive emotion between a caregiver and an infant, such as laughter and smiling, engages brain activity in good ways and promotes feelings of security. Also, when interactions are accompanied by lots of emotion, they are more readily remembered and recalled. The primary giver, when providing consistent and predictable nurturing to the infant creates what is known as a â€Å"secure† attachment. This is accomplished in that rhythmic dance between infant and caregiver; the loving cuddles, hugs, smiles and noises that pass between caregiver and infant. Should this dance be out of step, unpredictable, highly inconsistent or chaotic an â€Å"insecure† attachment is formed. When attachments are secure the infant learns that it is lovable and loved, that adults will provide nurture and care and that the world is a safe place. When attachment is insecure the infant learns the opposite. As the child grows from a base of secure attachment he or she becomes ready to love and be a friend. A secure attachment creates the capacity to form and maintain healthy emotional bonds with another. Attachment is the template through which we view the world and people in it. The brain grows from the bottom to the top. Each of the core strengths is related to a stage and site of brain growth. In infancy attachment bonds are acquired and lay down emotional signals deep within the brain. At the same time the brain stem is seeing to it that bodily functions can be self-regulated. Later on in childhood the emotional centers of the brain come under increasing control so temper tantrums disappear and the child controls their emotional life. In mid-childhood the child’s brain begins to develop the capacity to think and reflect on the external environment. It is at this stage when the frontal areas of the brain begin to mature and it is at this stage in brain growth when the core strengths of affiliation, attunement, tolerance and respect can mature as well. Reading aloud with children is known to be the single most important activity for building the knowledge and skills they will eventually require for learning to read. Babies show excitement by widening their eyes and moving their arms and legs when looking at a book with pictures of babies or other familiar objects. Babies learn from conversations even when they cannot understand what you are saying. When babies hear the same words over and over, the parts of the brain that handle speech and language develop. Talk to them as you are changing their diaper or feeding them. Get down on the floor with them when they are playing. Use this opportunity to talk about the different toys they have. You can talk about the color of the object or make noises, such as a car goes vroom, vroom. In infancy and early childhood, play is the activity through which children learn to recog- nize colors and shapes, tastes and sounds‚ the very building blocks of reality. Play also provides pathways to love and social connection. In early childhood, play helps children develop skills they can’t get in any other way. Babbling, for example, is a self-initiated form of play through  which infants create the sounds they need to learn the language of their parents. Likewise, chil- dren teach themselves to crawl, stand, and walk through repetitious practice play. At the preschool level, children engage in dramatic play and learn who is a leader, who is a follower, who is outgoing, who is shy. They also learn to negotiate their own conflicts. Study after study explicitly and unambiguously documents that what happens during the early years is critical to a child’s long-term cognitive and behavioral development, physical growth in childhood, and health in adulthood. Modern brain and child development research supports the need to provide nurturing, educationally stimulating, safe environments and experiences in the early years. A strong and nurturing relationship between children and adults is the most basic ingredient for growing up healthy. Supporting the whole child – physically, socially, and emotionally – provides a baseline for positive experiences from which the child can learn, grow, and thrive. These experiences shape a child’s life and create a strong, foundational web of support that positively contributes to their future.

Catch-22 and Dr. Strangelove Essay

In Joseph Heller’s novel, Catch-22, and Stanley Kubrick’s film, Dr. Strangelove, the bureaucrats are illustrated as illogical and untrustworthy. Heller’s attention to administrations such as the hospital and the military-establishment are recognized for their unreliable rationality and logic. Similarly, in Dr. Strangelove, Kubrick mocks the absurdities of the nuclear arms race and of the officials of the United States and The Soviet Union as he conveys the malfunction of highly placed government bureaucrats. Catch-22 and Dr. Strangelove, are two satirical and somewhat historical works that effectively comment on the corrupt and perhaps insane bureaucrats. The lives of Yossarian and the men in his squadron in Catch-22 are not determined by their own decisions but instead, by the decisions of the impersonal bureaucracy. The bureaucrats are absolutely oblivious to any attempt the men make to reason with them logically. Major Major, for example, will only see people in his office if he is not there and sends them away when he returns. Doc Daneeka refuses to ground Yossarian for his â€Å"insanity† because Yossarian’s desire to be grounded reveals that he is sane. Doc Daneeka elaborates in his discussion of Orr, Yossarian’s tent-mate. â€Å"Orr was crazy and could be grounded. All he had to do was ask; and as soon as he did, he would no longer be crazy and would have to fly more missions. Orr would be crazy to fly more missions and sane if he didn’t, but if he was sane he had to fly them. If he flew them he was crazy and didn’t have to; but if he didn’t want to he was sane and had to.† (46) Yossarian and the others in his squadron find that what they say and do has little effect on their fate when the bureaucracy controls them. Their only option is to follow the illogical rules and use what is expected of them to their own advantage. Yossarian’s superiors are more concerned with getting a promotion than they are about winning the war. Colonel Cathcart, the colonel in command of Yossarian’s squadron, tries to impress his superiors by â€Å"bravely† volunteering his men for dangerous combat. Cathcart’s only concern is being promoted to general. Cathcart continually raises the number of combat missions required of the men before they can be sent home. Yossarian argues with Doc Daneeka who explains, â€Å"†¦regulations do say you have to obey every order. That’s the catch. Even if the colonel were disobeying a Twenty-seventh Air Force order by making you fly more missions, you’d still have to fly them, or you’d be guilt y of disobeying an order of his.† (58) Similarly, Dr. Strangelove also criticizes the malfunctions of bureaucracy and the inadequacy of officials. General Jack Ripper gives the command to attack the Soviet Union without permission from his superiors or the president. Instead of discussing the idea of an attack with is supervisors, Ripper orders the attack because, according to him; Clemenceau†¦ said war was too important to be left to the generals. When he said that, 50 years ago, he might have been right. But today, war is too important to be left to politicians. They have neither the time, the training, nor the inclination for strategic thought. I can no longer sit back and allow Communist infiltration, Communist indoctrination, Communist subversion and the international Communist conspiracy to sap and impurify all of our precious bodily fluids. -Criticizes the malfunction of bureaucracy. (Dr. Strangelove) Mr. President’s embarrassment about the issue demonstrates bureaucracy does not function appropriately because those lower in command should not determine the launch of nuclear powers. Further exemplifying the inadequacy of the bureaucrats, the Joint Chiefs in the war room show their unprofessional and blatant prejudice, especially toward the Russians. General Buck Turgidson clearly states, â€Å"I’m beginning to smell a big fat Commie rat,† and later refers to them as â€Å"a bunch of ignorant peons.† The Germans are also referred to when Turgidson, upon learning Dr. Strangelove’s original German name, passes it off as â€Å"†¦a Kraut by any other name.† Dr. Strangelove, the character, also calls into question the reliability of people in power. Strangelove is clearly the Presidents scientific adviser in the war room whose appearance copies the mad scientist stereotype with his wild hair, black gloved hand, and his clearly brilliant yet insane mind. Through their presentation of bureaucracy, Heller and Kubrick display why officials and politicians are unfit to make important decisions concerning the safety of the country. Catch-22 conveys this notion through the bureaucracy’s enforcement of impractical rules and Catch-22’s on the eccentric men in Yossarian’s squadron. Kubrick suggests the same concept in Dr. Strangelove by frequently demonstrating the disorder, madness and prejudice of the officials. In either piece, the reader carries away the certainty of the instability of the men in control of important military and national decisions.

Pain in the Chain

Exceso is a hypothetical company taken from a Harvard Case Study. In reference to the four assigments we want to present our analyze. The Case study describes the situation of Exceso, which is a manufacture and the supply chain of Exceso. The Situation shows that they are obviously in trouble. In the following we try to summarize their problems. As the manufacture in the supply chain they have many different problems. It seems to be that they have over-ambitious sales targets, which affected the whole supply chain process. Furthermore Exceso heavily discounting their products in order to increase their customer base.Perhaps that leads to more trouble in the next period. â€Å"If we go with deeper discounts, we’ll move more product. Duh! But it’s not going to sell through. It’ll end up in their warehouse. We know that. † This quotation shows that Exceso could have problem to increase their turnover in the next period because the market is saturated. Based o n your analysis we want to offer some solutions in order to improve the situation of Exceso. We try to provide a suggestion on an optimal supply chain design. As a start Exceso have to change their output obsessed outlook and shall adhere to their customers’ demands.All participants in the supply chain have to work together. They need a collaborative, planning system. This involve a strong tie relationship between Exceso and their distributors. Furthermore they have to work out a shared interest business plan. They have to amalgamate their forecasts, where possible. Finally they need a demand-based product mix planning. How could be this aims be achieved? What is necessary to be done for implementing your suggestion? In our opinion they could implement an electronic data interchange system (EDI) for example a supplier – portal based on an internet-platform.EDI is very useful in the supply chain because it helps to structure the information flow. Moreover the communicat ion with EDI leads to more speed in which trading partner receives and incorporates the information in comparison to paper documents. Likewise it could reduce errors such as shipping an billing errors. Finally it will hopefully keep disparities between over- and underproduction to a minimum. Sharing information could replace high stocks and perhaps they are able to handle increasing demands.

Proposal for Resilience Building Event Essay Example | Topics and Well Written Essays - 500 words

Proposal for Resilience Building Event - Essay Example This research is being carried out to present how to build an imaginary environmental disaster management centre called â€Å"Datus Community Relief Centre† (DCRC). The proposed environmental disaster management centre is to be situated at Datus, a community in the outskirts of Warwickshire. It would be noted that Warwickshire is a major disaster zone in the United Kingdom and that Datus is a disaster prone community that needs an urgent intervention of change. On Tuesday, 10 June 2008, it was broadcast on the British Broadcasting Corporation of the environmental disaster threat of Warwickshire and communities around it, which does not exclude Datus. This indeed reveals that for some years that, the people of Datus have had the urgent need for a disaster management relief centre. The following can be identified as the thematic characteristics of beneficiaries.By integrative, the implication is that the organisation works in close collaboration with other agencies who have soci al work as their prime focus. Whereas some of these agencies are private sector participants, others are non governmental institutions whiles the rest are governmental institutions or organisations. The efforts, ideas, and resources of all these bodies are brought together to achieve the common goal of the organisation.The beneficiary organisation is society oriented in the sense that it does not seek for the immediate welfare of its staff or personnel make up. Rather, the organisation has the collective welfare of society as its primary goal and objective.

The day the world took off Essay Example | Topics and Well Written Essays - 1000 words

The day the world took off - Essay Example This method of layout may seem odd to many but it is ideal for what the producer is trying to outline. The producer’s goal is to explain to the viewers what really happened and the factors that triggered these developments to happen. This format is excellent because basically, the producer is not documenting historical events; the film is an inquiry of why things turned out to be the way they are currently. This method however aids curiosity since when revolution questions pop into ones mind on why certain events occurred in history he or she tends to work backward rather than forward looking for the explanations and the causes that occurred prior to the event in the question. The films give out the very original and insightful explanations for a number of the key questions of Industrial Development. Some of these questions include; the reasons behind Industrial Revolution not happening in China rather than Europe since China was more promising than Europe a few years before. Why did some regions fall behind Asia and Europe in terms of Industrial Revolution , such as Pre-Columbus America and Africa?, and why did the development occurred in British and not in promising, technologically advanced, and powerful nations such as European countries. This film gives answers to these queries and many others. Many people have read many historical books and came up with fairly knowledge of the happening of industrial revolution events but this six films helps the viewer understand the industrial revolution in a clearer way.... Why did some regions fall behind Asia and Europe in terms of Industrial Revolution , such as Pre-Columbus America and Africa?, and why did the development occurred in British and not in promising, technologically advanced, and powerful nations such as European countries. This film gives answers to these queries and many others. Many people have read many historical books and came up with fairly knowledge of the happening of industrial revolution events but this six films helps the viewer understand the industrial revolution in a clearer way. Whereas going through many historical books will give one the development explanation and why certain historical events occurred in a very short term duration of maybe ten to twenty years, watching these films gives one a broad picture of industrial revolution and its cultural, technological, and social evolution. Having the big evolutionary picture in mind helps one to frame all historic books he or she have read and fit them in the human histor y big picture. This six part film series about history commissioned by Channel 4 teaches student about essential educational information on how technology advanced and why this advancement transforms various regions of the world and not others. For instance, why did China being the world’s greatest history of inventions, did not advance before West technologically? Why Japan abandoned the wheel technology? In addition, the reasons why the rain-swept European island off the coast become the technological revolution hub that would transform the entire world. This landmark series film of the Industrial Revolution origins challenges traditional outlooks of one of the main dramatic centuries in human being history.

B 777 Design and Development Research Paper Example | Topics and Well Written Essays - 2000 words

B 777 Design and Development - Research Paper Example Aside from many technical innovations that have done, 777 recognize its uniqueness in the design and the effort. Boeing 777 is pre-assembled and the first 100% digitally designed. It was built in the concept of â€Å"Working Together† and this philosophy made it possible for the company to make 240 designs. The whole team comprises the design team, manufacturing, and the supplier personnel. Building which includes the designing of a new commercial jet liner takes a lot of time and patience. The process take around five years or more than and sometimes even decades. It is very important that this kind of project be documented especially if the specific project is the first of its kind. Outlines Abstract Issues Innovations 777-200LR 777-300ER Decisions about 777 Characteristics and Variants of 777 Deliveries of 777 Accidents of 777 Productions Financial Analysis Final Analysis References Background Model 777 is the first jetliner for more than a decade among the Boeing airplane to be designed using three-dimensional graphics digitally in the computer. An investment of 10$ billion in the development of the 777 is spend by the company. In October 1990, the 777 program was launched through the Chief Executive Officer, Mr. frank Shorts. From the beginning order of the United Airlines, in June 1995, United Airlines flew its first ever 777 profit service. The demand of the market determines 777 as the newest member of the twin-aisle family of Boeing. Features in the design of the airplane was offered like approaches to the development of the airlines and innovations which sets the quality standard of the value in the airlines delivery. The 777-300 authorize production by the Boeing Board of Directors is on June 26, 1995. It was July 1998 when the first delivery materialized to Cathay Pacific Airways in June 1998. Issues: Understand and learn from the designs and facts along the processes in the making Boeing 777. To have the knowledge and deeper understanding ab out the importance and profits of mutual designing in the group effort of many big companies in the process of the aircraft manufacturing. To have a deeper knowledge and appreciation on how modern technologies have been used in the making of Boeing 777. To get an understanding of the beneficial and amazing features of Boeing 777. Innovations The 777 has made improvement in its Interior flexibility, flight plan, distinguish design, airfoil technology and considered as the most spacious and the widest among its class. Its larger shipment and range capacity resulted to lesser operating expenses to airlines. The Boeing 777 is smaller comparing to the 747 nut it is much bigger comparing to either twin jet or even trijet in its class. The 777 aircraft is a double engine, economically advantageous to the medium and in the long-range markets. Some amazing features the 777 is offering in the 1990s are highly develop complex emppenage, advance and considered as the most powerful engines produ ced and used in a commercial airplane, an aerodynamically competent airfoil wing, joint digital data bus originally built for use of the 777, and the fly-by-wire (Global Secutity.org 2009). 777-200LR Pakistan International Airlines built the first 777_200LR (Long Range). When the 777-200LR, the C-marke2 model, entered the service in 2006 is the longest-range commercial airliner in the world. The aircraft is called by Boeing the world liner in

Michael Ray Charles Essay Example | Topics and Well Written Essays - 500 words

Michael Ray Charles - Essay Example Michael Ray Charles paintings included characters African American characters like mammies, coons, and even sambos. This type of painting precipitated from the infusion of irony and wit on racism issues. His paintings showed old fashioned themes. His popularity as a realism painter resulted to the solo display of his paintings in exhibitions in Art Museum of the University of Houston in Texas, Moody Gallery in Houston, Tony Shafrazi Gallery in New York and even far way Galerie Hans Mayer in Dusseldorf, Germany(Heller and Pettit,205). Further, he presented real-life situations in a subtle way as an artist. The appendix shows that Michael Ray Charles is currently the Studio Art Professor, MFA handling Drawing Painting Subject in the College of Fine Arts at the University of Texas at Austin. His paintings display racism as a reality. He paints pictures in a comedic way. He is popularly known for his use of African Americans to humiliate situations and postures of his time. Mammy, as shown in the appendix, symbolizes an African American woman taking soothing care of a white child(Wallace -Sanders, 143). Furthermore, he was unafraid of the consequences of his convictions. Some sectors believe that Michael Ray Charles’s paintings should be censored from elementary students due to the strong race themes. A person viewing his paintings ought to have the intellectual capacity and maturity to comprehend what is the story behind each of his paintings. Some sectors of American society object to the exhibition of Michael Ray Charles’ paintings because it demeans them especially when the topic of the classroom teacher is racism. Eisner and Day saw many fistfights inside a racially mixed classroom between the 1960s and 1970s when teachers would show films to youngsters of lynching in the South.

Reflective Response on Gioconda Belli and Slavenka Drakulic books Essay

Reflective Response on Gioconda Belli and Slavenka Drakulic books - Essay Example Belli grew up in a high class Nicaraguan family and her entire family was very unsympathetic towards the Somoza dictatorship that reigned at the time, in Nicaragua. She was a political activist and was against the views of her family because right from a young age, she established a position for herself in the Sandinista Party and joined the revolutionary government. At the family front however, in order to not disturb the minds of her parents and close knit family members, she kept her bourgeoisie job at a lush advertising company. The story follows as she becomes a very immediate part of the totalitarian regime and upheaval taking place in her country. It is an account of a political as well as personal encounter with the realities that the revolution presents forth. She finds herself disagreeing to a number of things her family want her do, and soon is not able to take control of her heart because of a need to liberate it and set herself free from the active militant she had becom e. On the other hand, Drakulic wrote a nonfiction piece about the various ramifications of various social and political conflicts taking place in East of Europe. She has written an account of how the failure of Communism resulted in a failure to meet the needs of women belonging to several countries like Czechoslovakia, Bulgaria, Poland and Germany, with the help of primary information in the form of interviews that she took with women belonging to these countries. (The Country Under My Skin: A Memoir of Love and War) She has written the narrative in the form of an essay, explaining the impact of the political strata of society on women and feminism in general. She has made references and given examples as to how women were subject to oppression and were treated terribly during the time, for example, how they were forced to live under a careless government that refused to supply them with basic necessities including toilet paper and even tampons. Thus, Drakulic is different from Bel li in this aspect as she did not experience the totalitarian regime taking place in Europe on her own, but through the eyes of various other women living in different countries across Europe. At the same time, Belli was able to give a very personal and first hand stance as to the experiences she had and the times she went through under the totalitarian regime that reigned in Nicaragua during the course of her growing up. Belli lived under a right wing totalitarian regime by becoming a part of the government whereas Drakulic was completely against the Communist regime and tried her best to make an attempt and resist it. Belli managed to smuggle weapons, run roadblocks, and also form legions with various revolutionists. She writes about how she made arguments with Castro and his regime, and contributed to representations at Third World conferences in order to liberate Nicaragua. She was thus a true insider and has been able to provide an honest opinion from the view of a woman of that time. On the other hand, Drakulic criticized the Communist empire and helped women liberate themselves in order to achieve a level of empowerment. She has tried to point out the inadequacies of the government in power and how they thought they were radical, but in reality, they were far from reaching that stage. She has tried to express through her writing, how women were looked down upon and forced to undertake steps

Questions for the Project ( B2B project) and Analysis the company of Essay

Questions for the Project ( B2B project) and Analysis the company of luminultra Company in the upstream oil and gas - Essay Example The upstream segment involves the extraction of gas and oil as well as the shipping of those raw materials to be processed. To gain traction in the industry, LuminUltra ensures that the early adopters remain a small number of consumers, nowhere near the quantity required for mass adoption. Similarly, these buyers must be youthful, high-income personnel who already can afford the services. It is expected that the early adoption be centered in locations that are primarily effective in terms of infrastructure. On the other hand, the innovators tend to be extremely sensitive to matters concerning the environment, price sensitive, and there are chances that they are accommodated specifically according to their capability and effort. Ultimately, mass adoption is often motivated by the expansion of competitive offerings. Consumers coming on board are referred to as early majority and includes those consumers whose probability to buy the services after the early adopter consumers are high. . .. It is logical to argue that the complexity of the marketing messages makes it very broad to handle at some points in its operations. In the mainstream customer support, the target consumers consist of several realists. When the company starts to develop its communication efforts, it should centralize the fact that realists are skeptical and care less about the oil and gas products or the technologies related to them. Instead, such realists concern themselves with the company and the markets. Its message should position the rest of the products in relation to the specific business issues that realists consider precedence in their market segment (Lemstra, Hayes, Stanley, Heijl, & Tuch, 2011) Apart from changing the audience and the message itself, the company should bear in mind that the realists seek diverse types o evidence using the media very dissimilar from that of the markets earlier. Since realists are market-oriented, they are directed by market validation as opposed to technol ogy validation, seeking the most cost-effective manner in which to address their business-related problems. Disregarding this fact will possibly prevent the company from crossing the chasm to the mass market. Most information is obtained basically from esteemed industry sources like publications and industry analysts. Successfully, the company has to develop beyond mainstream customer support. At this point, the marketing messaging effort must become much sophisticated than before. In this sense therefore, they will necessitate increased involvement from specialists such as PR firms, advertising agencies and designers. Lastly, the company’s message must make its way

An Overview of Management Practice of Whole Foods Essay

An Overview of Management Practice of Whole Foods - Essay Example It was an opportune time since consciousness of people on the healthy lifestyle has begun; there is an increasing educated age and wealthy population, and environmental concerns are spanning across the globe. 2. Brief Overview of the Company Whole Foods was formed in 1978 by two friends, John Mackey and Rene Lawson Hardy from a borrowed capital of $40,000 to sell natural foods in Austin, Texas. It was originally known as Safer Way, to be distinct from Safe Way that was also in Austin, Texas. Expansion and mergers has been part of its business strategies as, within only two years after it was formed, it entered into a partnership with a grocery store that resulted into the opening of the Whole Foods Market in 1980. It didn’t stop there since from then on; WFM had several acquisitions of companies carrying organic products. In 1992, the company went public trading in NASDACQ Global Select Market. It sales revenue saw successive growth that reached $11.7 billion in 2012. Correspo ndingly, shareholders earnings have steadily increased, from $0.82 in 2008 to $2.52 per share in 2012. In 2013, its stores are located in 335 sites in North America, Canada, and United Kingdom with prospects of aiming for more stores opening in years to come. The store offers perishable foods, grocery, meat and poultry, seafood, bakery, prepared foods and catering, specialty beer, wine and cheese, coffee and tea, nutritional supplements, vitamins, body care, educational products, floral items, pet products and household products (Whole Foods Market 2012 Annual Report). WFM is the world’s leading retailer of organic foods and is the first grocer to be certified as â€Å"organic†. Its corporate mission is â€Å"to promote the vitality and well-being of all individuals by supplying the highest quality, most wholesome foods available†. This has been translated to a core mission, of â€Å" promotion of organically grown foods, healthy eating, and sustainability of t he eco system†. 3. Motivational tools and strategies such as Work Life Balance, Benefits ,Virtual Work, Rewards, Recognition, Performance Management, Training and Development Fortune List has ranked WFM for 15 consecutive years as â€Å"One of the Best Companies to Work for in America†. This recognition acknowledgment bears out WFM’s commitment to fulfill its core values of â€Å"Supporting team members’ happiness and excellence.† . As motivational tool, WFM has designed a â€Å"Total Health Immersion and Healthy Discount Incentive program to promote health of its employees. This program aims to educate members and create awareness of the benefits of healthier habits that contributed to year-over year decreases in participant medical claims and inpatient stays in hospital, and an increase in annual preventive wellness exams. WFM recognizes team member’s efforts so much so company supports them in many other ways. Part of its package compensa tion plan includes a generous store discount, medical care, dental and vision plan, life insurance, retirement savings plan, gain-sharing program, stock option plan and emergency funds, paid time off and leaves of absences. A salary cap limits cash compensation (wages plus

Challenge 1 Report Assignment Example | Topics and Well Written Essays - 500 words

Challenge 1 Report - Assignment Example This can be instrumental in marketing the business and creating awareness to its potential and existing clients. However, for success to be attained, the management should objectively scan the environment to identify any opportunities to be exploited as well as the threats that might make it challenging for it to accomplish its short and long term goals. Amongst the external factors that need to be considered are social and demographic environment; economic environment; technological environment; competitive environment; and legal environment (Gomez-Mejia 2008). Social demographic environment entails the economic, social and cultural features of the population. In this case, population is the market being served. So, when setting up a dentist facility, the investor needs to consider the clients’ age, gender, marital status, culture, level of income and level of education. All these can greatly influence the purchasing power of the clients. For instance, clients with a higher level of income have higher purchasing power because they have enough resources to spend. Culture and religious beliefs can also influence the clients’ demand for the dental services to be offered by the facility. Economic factors can also influence the success of the business. If factors like inflation, interest rates and employment are taken into account, the facility can be put in the right path for success. The higher the interest rates and inflation in the country, the more expensive it can be to operate the business (Gomez-Mejia 2008). This is because they help in increasing the costs of operations. Therefore, for success to be realized, inflation and interest rates should be lower. Otherwise, the buyers would be constrained. Meanwhile, technological environment also needs to be considered while marketing this business. For the dentist to enjoy a competitive advantage, he needs to make a good use of modern high technologies.

Rules and regulations on the conduct and discipline Essay Example for Free

Rules and regulations on the conduct and discipline Essay For the guidance of all concerned, the following rules and regulations on the conduct and discipline of students are hereby promulgated: a. Basis of Discipline Students shall at all times observe the laws of the land, rules and regulations of the Bicol University, and the standards of good society. b. General Rules and Regulations The following student’s rules govern the conduct and discipline of students: 1. Any student who commits any misbehavior in the University premises or outside the University when acting in his capacity as a representative of the University, shall subject to disciplinary action in accord with the schedule of sanctions set by the University. 2. The Bicol University is a smoke-free campus. Smoking shall not be allowed in the University premises. 3. Students are required to attend academic University activities that are conducted within the University. 4. Students of this University are free to participate in co-curricular activities and to express their views and positions in public questions/issues subject to the following conditions: a. Their participation shall excuse them only for the time missed in class and shall not excused them from fulfilling other requirements by the University, and b. Their participation shall be their own personal responsibility. 5. No play, skit, farce or any other similar act shall be staged or presented outside the University without the previous authorization and approval of the Dean of the College/Unit. 6. Only BU student organization duly recognized by the Office of the Student Service during the current school year may be allowed to publish and distribute written materials, or put up posters, signs, streamers, and the like. Each copy (and each page) of the proposed written materials must be submitted to the Office of Student Services/Coordinator Student Activities for verification and stamping of the words â€Å"Approved for Posting/Distribution- Dean of Student Services/Coordinator Student Activities† as a requirements before distribution or display. 7. No student may participate in an outside activity, contest, play, band, orchestra, choir conference, congress,  association, club and similar groups as a representative of Bicol University without being so authorized in writing by the Dean of the College/Unit. Participation of students in such activities in their personal capacities is not contemplated in this reservation, provided, however, that in this case the Universi ty shall not be responsible for any consequence arising therefrom. 8. No student or organization seeking to sponsor any social event or activity associated with the University may make use of the institutional name of the University unless he/she is authorized to do so. Generally, use of the institutional name by any student or group off- campus is prohibited. Permission for such solicitation may, on exceptional cases, be obtained in writing from the Dean of the College/Unit. 9. Students should wear the prescribed uniform of the College while inside the campus. 10. Validated I.D Cards must be worn all the time within the school premises. The validated card should be used in all transactions in and out the University. Any student who fails to produce validated I.D Cards upon demand by any member of the faculty or any schools authority or security guard, may not be admitted to class or inside campus. 11. Students should help keep the building and campus clean at all times. Trash cans and similar receptacles should be used. Littering and writing on the walls, doors or any property of the University is prohibited. 12. Students should handle funds; mail matter or any important papers entrusted to them either by the University or any of the student organizations with utmost care and responsibility. 13. All funds accruing the students organization must be deposited in a reputable bank. At the end of every semester the bank book reflecting the financial assets to the organization must be deposited with the college/unit Cashier for safekeeping. 14. Permission for co-curricular activity, i.e. field trips, educational/observation tours, and extra-curricular activity i.e., conventions, seminar conducted within the Region should be obtained one week in advance and for activities outside the Region two weeks in advance from the University President through the Dean College/Unit, Dean of Student Services and Vice President for Academic Affairs. The requesting party before joining any out of campus activity should meet the following requirements. DEFINITION OF TERMS: a. BULLYING. This refers to any act which causes upon the student emotional, physical or psychological stress making him/her feel lonely and unsafe or to think that there is something wrong with him/her or to lose the student’s confidence and to become disinterested in attending classes. b. CARRYING WITHIN THE UNIVERSITY PREMISES FIREARMS OR DANGEROUS OR DEADLY WEAPONS. Carrying any weapon which can kill, including but not limited to: Firearms, even if licensed, knife, blunt instrument, clubs. c. CONVICTION OF A CRIME INVOLVING MORAL TURPITUDE. Conviction in any court of a crime having an inherent quality of corruptness, vileness, or depravity with respect to a person’s duty to another or to society in general; such as but not limited to : rape. Falsification of official documents. d. CREATING DISORDER, TUMULT, BREACH OF THE PEACE OR SERIOUS DISTURBANCE WITHIN THE UNIVERISTY.  Any act designed to any serious disturbance within the University premises, office, classroom, hall or shall interrupt or disturb performance, functions or gatherings, peaceful meetings within the University premises. e. DEFACING, DAMAGING OR DESTROYING ANY PROPERTY OF BICOL UNIVERSITY OR OF WITHIN THE UNIVERSITY. Any willful behavior aimed at destroying, altering, or defacing property of Bicol University or of its employees and guests. Possession of the means to commit vandalism, including possession of a drill bit, glass cutter, or other substance (like spray paint) within University premises without proper clearance from the College Dean/Director shall be prima facie evidence of such offense. f. DISCOURTESY TO SUPERIOR. Any discourtesy by words or by deeds committed by a student towards a student-leader, a Bicol University official or personnel (teaching and non-teaching). g. DISGRACEFUL AND IMMORAL CINDUCT. Any scandalous behavior or act contrary to established moral principles committed inside or outside of BU premises which will cause disrepute to Bicol University. Petting, necking or any sexual conduct done with the University premises, inside or outside of classrooms. h. DISHONESTY. The act of concealing or distorting truth, showing a lack of integrity or a character to defraud, cheat, deceive or betray and an intent to violate the truth. h.1. SERIOUS DISHONESTY. Involve the presence of any one of the following attendant circumstances: a) The dishonest act caused serious damage and grave prejudice to Bicol University; b) In order to commit the dishonest act, the respondent gravely abused his authority; c) Where the respondent is an accountable office in any University/College Based Organization, the dishonest act directly involves property, accountable forms or money for which he directly accountable and the respondent shows an intent to commit material gain, graft and corruption. d) The dishonest act of the respondent exhibits moral depravity; e) In the commission of the dishonest act, fraud or falsification of official documents was employed; f) The dishonest act was committed several times or in various occasion; or g) The dishonest act involves Bicol University examination irregularity or fake Bicol University admission eligibility such as impersonation, and cheating. h.2. LESS SERIOUS DISHONESTY. The dishonest act caused damage and prejudice to Bicol University that is not so serious as to qualify under Serious Dishonesty, or  where the respondent is a student leader who did not take advantage of his/her position in any University/College Based Organization in committing dishonest act. h.3.SIMPLE DISHONESTY. Dishonest acts that did not cause damage or prejudice to Bicol University as well as those within no direct relation to or do not involve the duties and responsibilities of the respondent; and where the information falsified is not related to his office as a student leader or status as a student of this University in case of falsification of official document. i. DRINKING ALCOHOLIC BEVERAGES OR MANIFESTING DRUNKEN BEHAVIOR WITHIN THE UNIVERSITY PREMISES. Possession of intoxicating liquors or any beverages shall be prima facie evidence of the commission of this offense. j. FALSIFICATION OF OFFICIAL DOCUMENTS. Any untruthful entries I official documents committed thru alteration, deletion, superimposition, intercalation, or any misinterpretation. Official documents shall include birth certificate, official transcript of records. Library card, school ID. Student’s clearance, diploma, and other documents issued by or submitted to Bicol University. k. GAMBLING. Any unauthorized betting of money or something of material value within the University premises. l. HAZING OF ANY VARIETY INSIDE OR OUTSIDE THE PREMISES OF THE BISCOL UNIVERSITY BY ANY FRATERNITY OR INDIVIDUAL OR A GROUP REPRESENTING AN ACCREDITED BU ORGANIZATION. An initiation rite or practice as a prerequisites for admission into membership in a fraternity, sorority or organization by placing the recruit, neophyte or applicant in some embarrassing of humiliating situations such as forcing him to do menial, silly, foolish and other similar task or otherwise subjecting him to physical or psychological suffering or injury. (Sec. 1, RA 8049) m. MALVERSATION /UNLAWFUL DISBURSEMENT OF FUNDS PROPERTY BELONGING TO THE UNIVERSITY COMMUNITY OR A GUEST OF THE UNIVERSITY. Any student who, by reason of the duties of his office, is accountable for student’s fund or property, shall appropriate the same or shall take or misappropriate or shall consent, through abandonment or negligence shall permit any other person to take such students funds, or property, wholly or partially, or shall otherwise be guilty of the misappropriation or malversation of such funds or property. n. MISCONDUCT. Such act affecting performance of his duties as a student and/or an officer of any University/College Based Organization and not such only as affects his character as a private  individual. n.1. GRAVE MISCONDUCT. Acts which manifest elements of corruption, clear intent to violate the law or openly disregarding established rules of Bicol University. n.2. SIMPLE MISCONDUCT. Any form of concealment not falling within the definition of dishonesty; or any violation of University/College Rules and Regulations. o. Photo or Video Voyeurism. An act of taking photo or video coverage of a person or group of persons performing sexual acts or any similar activity or of capturing an image of the private area of a person or persons without the latter’s consent, under circumstances in which such person/s has/have a reasonable expectation of privacy, or act of selling, copying, reproducing, broadcasting, sharing, showing or exhibiting the photo or video coverage or recordings of such sexual act or similar activity through VCD/DVD, internet, cellular phones and similar means or device without the written consent of the person/s involved, notwithstanding that consent to record or to take photo or video coverage of same was given by such persons (Sec 3(d) of RA 9993). p. PLAGIARISM. The act of copying another’s words/works and passing it off as one’s own original creation. q. POSSESSION OF DANGEROUS DRUGS OR CHEMICALS. Possession of dangerous drugs or chemicals as defined in Republic Act No. 9165. r. SEXUAL HARASSMENT. An act, or a series of acts, involving any unwelcome sexual advance, demand or request for sexual favor, or other verbal or physical behavior of sexual nature, committed by any person who, having authority, influence or moral ascendancy over another in training or educational-related environment of the person complained of, without regards as to whether such advance, demands or request is accepted by the other. The foregoing acts may be committed among peers such as those involving student—student, and those committed towards a faculty member or employed by a student, whether of the same or opposite sexes. (Sec. 2, Bicol University Rules and Regulation in Administrative Cases of Sexual Harassment and Similar Offenses) s. STALKING. An intentional act committed by a student who, knowingly and without lawful justification, follows a fellow student or places the latter under surveillance directly or indirectly or a combination thereof. (Modified definition taken R.A. No. 926) t. THEFT. The taking, with intent to gain but  without violence against or intimidation of persons nor force upon things, of property of Bicol University, its employees, students and guests, without the latter’s consent; or the failure to deliver found lost items to University authorities or to its owner. u. UNAUTHORIZED SOLICITATION OF CONTRIBUTION/DONATION USING THE NAME OF THE UNIVERSITY.Any request for support to any individual or organization, monetary or otherwise, in the name of Bicol University without prior written permit from the College Dean and University President. v. VIOLATION OF SCHOOL RULES AND REGULATIONS. Disobedience to University/College rules and regulation. d. College/Unit Disciplinary Committee 1. All cases involving discipline of students and violation of rules and regulations of the College/Unit committed within its premises shall be subject to the jurisdiction of College/Unit Disciplinary Committee. 2. Investigation of cases falling under the jurisdiction of a College/Unit shall be conducted by a committee of five (5) members. The College/Unit Disciplinary Committee shall be composed of: 1. The Coordinator of College Student Activities as a Chairperson. 2. The President of the Faculty Club of the College as a Co-Chairperson. 3. The President of the College Student Council or his duly authorized representative, as member. 4. The Department Chair as member. 5. A student representative designed by the USC, as a member, and, 6. The Guidance Counselor, as non-voting member. e. The University Student Disciplinary Tribunal 1. All cases involving discipline of students could be elevated on appeal to the University Student Disciplinary Tribunal, which shall be composed of: a.The University Legal Officer as Chairperson. b.The Dean of OSS as Co-Chairperson. c.The Concerned Department Chair, as member. d.The CSC President or his/her duly authorized representative from the college wherethe subject(s)/students(s) is/are enrolled, as member. e.The  Chairperson of the University Student Council or his duly authorized representative, as a member, and f.The University Guidance Counselor, as non-voting member. f. Disciplinary Procedures 1. Disciplinary procedures shall commence upon the filing of a written report to the Dean of the College/Unit by the instructor or any school authority who apprehends a student committing any of the acts enumerated in Section â€Å"C†. It may also be commenced by the offended party upon filing a written complaint under oath specifying the act or omission constituting the misconduct. 2. The Dean of the College/Unit then refers to the matter to College/Unit Disciplinary Committee which shall convene not later than three (3) days after filing of the case. (The College Disciplinary Committee of different college/unit shall formulate guidelines that will govern the conduct of the proceedings). They shall likewise be responsible to inform in writing the parent(s)/guardian(s) of the student/s allegedly involved in the case. A student under administrative investigation shall have the following rights: a.The student must be informed in writing of the nature and cause of any accusation against him/her; b.That he shall have the right to answer the charge against him/her with the assistance of counsel, if desired; c. That he/she shall be informed of the evidence against him/her; d. That he/she shall have the right to adduce evidence in his/her behalf; and, e.The evidence must have been duly considered by the investigating committee or officials designated by the school authorities to hear and decide the case. 3. The decision of the College Disciplinary Committee shall become final and executory unless within five(5) days from notice of the decision, the aggrieved party,not satisfied with the decision, appeals to the University Student Disciplinary Tribunal. 4. The University Student Disciplinary Tribunal shall review the decision of the College/Unit Disciplinary Committee based on the records/minutes of the proceeding. The tribunal under certain cases may require the receipt of other pieces of evidence. 5. Decision imposing disciplinary action upon the student shall be reported to his/her parent(s), guardian(s) not later than five (5) working days after the case has been promulgated. 6. The University Student Disciplinary Tribunal shall meet not later than ten (10) working days from  the receipt of the notice of appeal. (The University Student Disciplinary Tribunal shall formulates rules and guidelines that will govern the conduct of the proceedings). 7. The decision of the University Student Disciplinary Tribunal shall become final and executory unless within ten (10) working days from notice of the decision, the aggrieved party not satisfied with the decision, appeals to the Board of Regents, through the President. 8. The Board of Regent shall review the decision of the University Student Disciplinary Tribunal based on the records/minutes of the proceeding. The Board under certain cases may require the receipt of other pieces of evidence. g. Grievance Procedure In order to assure the students the right to redress of grievance, the OSS is responsible for a grievance procedure involving non-academic affair. Any student may file a question, complaint or statement in the OSS in person or in writing. A course of action will be taken within five days after filing. If the OSS’s course of action is not acceptable, the same complaint or statement of grievance could be elevated to the University Grievance Committee designated by the President, composed of: University Legal Office Chair Dean of the College where the complainantis enrolled Co-Chair CSC President or his/her representative Member USC President or his/her representative Member h. Academic Grievance Council Students have the responsibility and right to call the attention of a professor on any grade with the students believe to be in error. Students may appeal in this order: to the Department Chairman, then to the Dean, if the problem is not resolved at the College Level, the student may appeal to the University Grievance Council lodged at the VPAA. i. Students’ Right Article 277. Subject to the limitation prescribed by law and the University  policies and regulations, the right of every student in the University are as follows: a. Every student has the right to receive relevant quality education in line with national/regional goals, educational objectives and standards of the University. b. Every student is entitled to guidance services to enable him to know himself, to make decisions and to select from the alternatives in the fields of works in line with his potentials. c. Every student shall in exercise of the constitutional guarantees of the free speech and press, have the right to express and pursue his opinion on any subject, provided that the expression and dissemination of such views do not disrupt the work and discipline of the University. d. Every student shall have the right to receive a copy of every paid publication. e. Every student shall have the right to participate in the formulation and development of policies affecting the Uni versity in relation to the locality/region and nation through representation in the appropriate body/bodies of the University as elsewhere determined in this Code. f. Every student shall have the right to establish, join and participate in organizations and societies not contrary to the law. g. Every student shall have the right to receive reasonable protection within the University premises. h. Every student shall have the right to be informed of the University rules and regulations affecting him. i. Every student have the right to participate in curricular and co-curricular activities. j. Every student is entitled to be respected as a person with human dignity, to full physical, social, moral and intellectual development and to human and healthful conditions of learning. No student shall be subjected to exploitation, involuntary servitude nor cruel or unusual punishment k. Every student shall have the right to redress of grievances against any wrong or injustices committed against him and/or other students by any member of the academic community in accordance with the defined channels of authority therein. l. No student shall be subjected to disciplinary action without due process. m. Every student shall have the right to access to his class and other records for the purpose of determining his class standing and the University shall maintain and preserve such records. n. Every student officially admitted by the University has the right to continue and pursue his course study therein up to graduation, except in cases of academic delinquency and violation of disciplinary regulations. o. Every student shall have the right to be  assisted by the University through current and adequate information on work opportunities. p. Every student shall be entitled to expeditious issuance of certificates, diplomas, transcript of records, grades and transfer credentials. j. Duties and Responsibility of Students Every student regardless of the circumstances of his birth, sex, religion, social status and other factors shall: a. uphold the integrity and good name of the University; b. strive to lead an upright, virtuous and useful life; c. love, respect, and obey his parents, and cooperate with them to keep the family harmonious and united; d. exert his utmost to develop his potentials for service, particularly by undergoing an education suited to his abilities in order that he may become an asset to himself and to society. e. respect the customs and traditions of his country and the principles of democracy; f. participate actively in civic affairs and in the promotion of general welfare; g. help in the observance and exercise of individual and social rights, the strengthening of freedom everywhere, the fostering of cooperation among nations in the pursuit of progress and world peace; h. respect and cooperate with the faculty, fellow students and University authorities in the attainment and preservation of order in the University and in the society; and i. exercise his rights responsibly with the due regard for the right of others.

The Horrors Of The Nuremberg Laws

The Horrors Of The Nuremberg Laws On September 15, 1935 the first two laws of the Nuremberg Laws were enacted. The laws were a clear violation of the Jewish peoples civil rights. Many of the laws imposed on the freedom of the Jewish people. These laws were enacted by a cold and cruel dictator by the name of Adolf Hitler. The Nuremberg laws were a very strict and immoral set of laws that discriminated against the Jewish people. Above all, the laws were offensive and demeaning. Adolf Hitler was born April 20, 1889 and would eventually become a terrible dictator. He wanted to go into art school, but was rejected. The person who rejected him was Jewish, and some believe that was where his hatred toward the Jewish people came from. Hitler rose to power by being elected, he did not take control by force, he was elected by the German people. Once he had control of the government, he passed the enabling act, which enabled him to make and pass any law on his own; he did not need the approval of the rest of the government.(Palma) This is what permitted the passing of the Nuremberg Laws. After passing the laws, he focused his hatred on the Jewish people and would go on to kill millions of Jews. The Nuremberg Laws were the start of the â€Å"Aryanization† of Germany. The Nuremberg Laws were offensive and demeaning to the Jewish people. The laws labeled Jews as unclean and prohibited them from marrying Aryans. The laws also prevented them from holding respectable jobs such as a Doctor, Lawyer, Professor etc. etc. The wording of the laws referred to the Jewish people as inferior. They portrayed Jews as something they were not. One of the biggest civil rights violations of the laws was their infringement on the freedom of the Jewish people. One of the first additions to the Nuremberg Laws stated that a Jewish person could not be or become a German citizen. Jewish people who were German citizens had their citizenship revoked. The Nuremberg Laws went so far as to say that Jewish families could not employ German women under forty-five years of age as housekeepers. Many of the freedoms that the general population enjoyed were taken away from the Jewish people. The SS could storm into homes and take belongings that suggested the inhabitants of the house were Jews. They were restricted from certain areas and punished if they were caught in said areas. They were also made to wear a patch that designated them as Jews. Eventually they were forced to move from their homes into the ghettos. This forced migration corralled them to make their deportation easier and more successful. The Nuremberg Laws were and are often referred to as the â€Å"Blood Laws†. This is because they were all based on the blood of the person in question. You were considered to be Jewish if you had three grandparents who were Jewish. If you only had two, you were considered mischling of the first degree. If you had only one, you were mischling of the second degree. There were however, other ways of classifying you as Jewish. If you were a part of a Jewish church when the Nuremberg Laws were issued, or joined after, you were considered Jewish. If you were married to a Jew or were the child of a marriage with a Jew that was conducted after the ban was placed, you were considered Jewish. If you were the born out of wedlock from one or two Jewish parents, you were considered Jewish. Regardless of religious affiliation, if you met any of the criteria above, you were considered a Jew. One of the many flaws with this way of thinking is that Judaism is not a race, it is a religion. The Nuremberg laws and the Holocaust could have possibly been avoided. Maybe, if he had been accepted into art school, he would have gone on to be a painter, instead of a Dictator turned mass murderer. An early Jewish revolt could have possibly ended the holocaust. Many Jews would have been killed in the process, however, it could be argued that not as many would have died overall had there been an early Jewish revolt. All things considered, the Nuremberg Laws were one of the biggest atrocities that occurred during World War II. â€Å"The Nuremberg Race Laws† Marrus, Michouel R. The Holocaust in History. New York: Penguin Books. 1987. â€Å"The Nuremberg Laws† Palma, Heather. Personal Interview April 01, 2010 â€Å"The Triumph of Hitler†

Growth of the IT Sector in India

Growth of the IT Sector in India ACKNOWLEDGEMENTS I would like to thank my supervisor JONATHAN C WESTLAKE for his insurmountable guidance and tremendous encouragement throughout this research. Without him I couldnt get effective results in this research. His precious inputs and valuable suggestions helped me throughout my research. I would like to thank my award leader PHILLMICKLEBURGH for his wonderful support and advice in technical and personal matters throughout my course and project work. I would like to thank the working people (in Information Technology) for their valuable time for giving me requires data. Last but not the least I would like to thank all my family and friends for helping me in so many ways and for just being there when I needed that bit of extra strength to carry on. It is pleasure to acknowledge contributions of all above people. RESEARCH OVERVIEW The whole research was divided into five chapters for the flexibility of reader to make this research meaningful and better understanding of what it explains. All these five chapters are interrelated to make this research appropriate and each chapter has its own importance in this research to make the necessary findings. The first chapter contains brief description about this research, introduction to information technology industry in India and describes attrition meaning. Then this chapter describes purpose of this research, fundamental aim, objectives, research questions to be investigated in this research and the methodology applied to get effective result and necessary findings. The second chapter contains information about literature review of this research, which contains the collection of data from researches done previously related to this topic. This data has been collected from books, journals, articles, web sources and magazines. The third chapter describes well about the research methodology and explains how the researcher used different types of methods to collect primary and secondary data. The data has been collected from employees and managers of different Information Technology organizations in India. Two different questionnaires have been prepared by the researcher to collect the data. One is for employees to collect required data and second one is for managers to investigate the depth of the problems and related solutions of this research. A good response from the employees and managers made this research process easy to get the accurate information required. The fourth chapter is the evolution part of this research. The information collected as means of primary data and secondary data, has been analysed by the researcher to find the required answers for research questions. The analysed data is presented in the form of tables and pie diagrams. Fifth chapter is the finale report of this project, which is useful for IT organizations in India to prevent and reduce the Attrition rate. The recommendations were prepared on the basis of primary data, secondary data and analysis part of this research. The management can use these suggestions as upcoming strategies to curb the attrition in their organizations. RESEARCH INTRODUCTION IT (Information Technology) industry is booming in India. The growth of IT sector in India represents the potential of IT industry to perform at world class levels. Internationally famed companies and locally self-made small-medium sized companies are competing in developing new software with in this huge industry in India. These companies function mainly in two divisions, i.e. Technical (development of software) and Support (HR, Marketing and Finance). Big giants throughout the world are competing to get their software projects done from Indian companies due to some prominent reasons, which include Cheap Labour and Technical excellence. Taking advantage of these incoming clients, Indian companies are not leaving any stone unturned to provide the top quality service. There are many reasons behind this growth of Information Technology market in India. These reasons belong to social, economical, technical and political issues. There are many Universities offering courses on science and mathematics and this kind of education system placed a great emphasis on increased number of science and engineering students. According to the NASSCOM (National Association of Software and Services Companies) of India These Universities are pumping out nearly 0.2 million engineering graduates every year. This population constitutes one of the greatest assets of Indian IT market. Even though there is shortfall of workers due to brain drain with many skilled workers interested to move overseas for better pay and living conditions. Software services sector occupied nearly seventy percent of technical industry of India and its abundant skilled man power is attracting international software companies to back end their operations in India. The advantage of Indias backend operations is geostrategic location which offers 247 services and reduction in turnaround times by leveraging time zone differences. Recently government of India set down new ministry for Information Technology which established comfortable environment for growth in IT developments and attracted many multinational companies by providing greater range of facilities with cheaper costs. According to the NASSCOM survey IT industry attained the revenue of US $17 billion in 2008 there by capturing 12% of world market and expected growth of nearly 16.5% by the end of year 2009. Though the above points are considered as positive attributes in the growth and development of Indian software industry, so also, the negative impact comes into picture in the form of ATTRITION (Loss of Employees/ Work force), which can be explained in terms of large growth of the â€Å"number† of companies attracting talent/ work force (people) which is finally leading to confusion among the work force in deciding the company to work for depending upon the offers made by them. Attrition can be defined as the out flow of employees from an organisation due to various reasons. This research will contribute to identify the reasons behind the dangerous attrition levels in IT industry with in India and will suggest possible solutions to fight this problem. The increasing growth of the industry is leading to equal opportunities for inexperienced and experienced workforce. Since the companies rely on senior and experienced workforce for the projects, there is an unhealthy competition among them to attract the so called senior and experienced workforce which is finally leading to attrition. This research paper clearly lays emphasis on the importance of considering attrition in perspective of individuals and organization because attrition destroys the value of business, causes companies to lose knowledge there by leading to never ending cycle of hiring. The researcher here emphasised on the reasons behind the attrition levels in IT industry in India and the possible solutions to curb it. Questionnaires used in this research serve as channels to understand the specific reasons behind attrition. RESEARCH TITLE: Reasons behind the increase in attrition rate in the Indian IT Industries focussing Employee Turnover and techniques to reduce the Attrition. RESEARCH AIM: The main purpose of this research is to investigate the reason behind the day to day increasing Attrition rate in the Indian subcontinent with respect to the IT industry and there- by develop a report with the factors affecting attrition and possible solutions to overcome these issues. RESEARCH QUESTIONS: The proposed research questions are as follows: What are the reasons behind high attrition rate in the IT sector of Indian sub continent? What factors determine the attrition rate? How can this attrition rate be reduced in IT organizations perspective? OBJECTIVIES: The main objective of this research paper is to determine the relationship between good human resource practices and the reasons behind the employee attrition. To analyse various factors that affect an individuals decision to leave a job for a better opportunity, including individual related, job related and organizational related. To discover various threats and issues those impact the business performance, organisational health and rise in business cost, thus emphasising the importance of attrition in perspective of IT organisations. To evaluate the issues those affect the performance of the industry and minimise the attrition rate and also to analyse the techniques of motivation those will help in reducing the same? ACTIVITIES TO ACHIVE THE OBJECTIVE: Primary data collection will be done by conducting online survey with managers and employees in the organisation; the main reason being to gather accurate information. Moreover, while collecting primary data if the researcher can get to meet any of the old staff who have retired or who have left the organisation due to some reason, researcher would collect information from them to enquire the reason behind their exit from the organisation and their experiences while they were working for the organisation, the difference between their old and new organisation they have joined, whether they are satisfied at the new work place and their expectations from the new company. Conducting a survey with employees would result in measuring the level of satisfaction they have attained in the organisation. To achieve the above task two different questionnaires aimed specifically at managers and employees respectively contribute to the collection of relevant information to understand the problem of attrition in the organisations perspective. The secondary data collection in this research will be done by reading books, journals, web sources, articles, magazines and collecting the old data which is related to human resource management etc related to the research topic. Thus, data analysis of the information gathered would bring in a clear picture of the reasons behind the increasing attrition rate. THE RESEARCH METHODOLOGY: To study the previous works done (on this research topic), making a list of them and analysing them by means of literature review. Discovering the designations where in attrition is more and creating the attrition chart by conducting organization study. Conducting a job satisfaction survey and evaluating the work environment by interviewing IT employees and spreading questionnaires. Conducting a survey with managers to have a look at recruitment process, benefits, training and motivation techniques implemented in the organization to cut down the level of attrition. Considering the reasons for attrition by the analysis of interview data. Suggesting and implementing techniques on how to reduce the attrition. LITERATURE REVIEW Attrition in Indian IT sector is rising drastically due to rapid globalisation and high economic growth. According to the researcher, the attrition is occurring mainly among technically skilled persons due to vast growth of opportunities and booming job market. This booming job market is creating enthusiasm not only among the graduates but also among the most satisfied employees. Due to this act organizations are unable to predict the start of attrition. One of the main reasons put forth for attrition is external inequity of compensation. The affect of attrition is seen in the form financial imbalances in organisations, which can be balanced by reducing attrition through retention of employees which is possible by the diligence of people in managerial positions. ATTRITION IN INDIA Almost all major business sectors in India are facing high attrition rates; these include BPO (Business Process Outsourcing), Telecom sector, Retail sector, Services sector, Biotechnology and Pharmaceutical. Attrition rates in different sectors for 2007 are shown below. Source [online]: http://www.qcin.org/nbqp/qualityindia/Vol-3-No1/retaining.htm As evidence in the figure 1, BPO sector is the worst affiliated by attrition and IT sector is at ninth place with the attrition rate of 27%. This shows attrition in India is an enormous problem with wide range of concerns. As this research is narrowed by only concentrating on IT sector, a brief introduction was given below as a table about top Indian IT organizations. SOURCE [online]: www.economictimes.indiatimes.com/photo/4835043.cms The above table provides overview about working human resources in top IT organizations. Thousands of organizations were equipped with human resources as main source of business. Arup Chowdary, CIO of Everyday Industries explains â€Å"major challenges are in terms of resources. The kind of attrition that we have in the IT industry today is one of the business challenges. It is extremely important that the resources that are given into the project actually continue for a longer period of time, which is not really the case; because the IT industry so volatile. So one is managing resources and number two is training those resources with adequate means to come to the market standards† .This statement gives clear indication of attrition affect on Indian IT industry. According to the CCI (Chambers of Commerce of India) research study in India, attrition rate for 2007 was 27% and for 2008 was 29%, and according to Hewitt Associates survey for 2009-2010 most companies continued to experience attrition rates in double digits despite economic downturn. According to the India Attrition study 2008, which was done between October 2008 and March 2009 by partnership between BT and PeopleSoft, key drivers for employees leaving their jobs are opportunity or career growth, salary, type of work, training or development, family circumstances, current job dissatisfaction, health, work load and working environment. According to this survey highest percentage of people are leaving their jobs for career growth and next for salary. Among the people who leave IT organizations, more number of people is top performers (45%) of whole employees. Figure 3: Leaver type across Indian IT industry . REASONS FOR ATTRITION According to researcher, the major reasons for attrition other than monetary reasons (high salaries) are thought to be: Ø The aspect of exploring new avenues by the employees where they get a bigger opportunity to hone their existing skills. Ø Many employees, who work in IT sector, leave behind their interests and finally when they identify the clichà ©d nature of these jobs they willingly opt out and look for something novel and exciting even if it costs their careers. According to Dr. A. Oliver Bright, causes for attrition vary from one organizational level to another. Considering at senior management level many firms chase the dearth of top talent in business, this situation results in senior managers getting new offers with more compensation than existing job. At medium level, employees seek to move from one zone to another like moving from technical role to managerial role or slower moving sector to faster one. At junior level, hike in salary and demand for employees in the market make employees to move to another job. There is a rapid development in Indian IT business sector, because many organizations from the USA and the UK outsource their work to Indian companies, thus resulting in the rise of opportunities. Hence people want to reach the top of the career at faster pace. It makes the employees to skip from one company to another. Employee as reason for attrition: An employee might get the feeling of â€Å"insecurity† regarding his job if the management neglects his career ladder. There are chances of an employee leaving the organisation if the so called training does not emphasise on his area of work and career growth. The communication gap between higher managerial personnel and the employees could be another possible reason of attrition. Another reason is the delay of intra-organisational promotions, which if offered by a different organisation will lead to the loss of employees (attrition). Employees tend to leave the organisation if they are not engaged in projects, which can be avoided by focussing on their growth. Several reasons for attrition could be due to the employee himself/herself. The employee might not have grasped the job profile at the start of his/her tenure and/or the profile was not explained in detail by the company. Poor work habits of employees from their previous job get carried over to their new jobs which dist urbs their comfort zone. As explained earlier due to insufficient knowledge about the job profile the employee might not be competitive both in his/her organizational skills and interpersonal skills. This leads to improper job handling. A poor job fit, which is explained by the inversely proportional relationship between the new job preferences and the employee attitude/interest. High female staff attrition is great problem these days in IT organizations as many number of female employees quit their jobs to give focus on their families even their salary is with six digits. WIPRO joint CEO Mr Vaswani says male to female ratio is almost same at entry level, but women employees drops to about fifteen to twenty percent at middle management levels and further about five to ten percent at senior management levels, and he continuous that it is a loss when trained and talented employee leaves. Currently Infosys employs 33.4% of women, TCS 30% and Wipro 29%. A women project manager says â€Å"I had to stretch myself and the team till late nights to fit into clients time zone. Women also quit at mid level because their priorities change. They want to show their excellence as a homemaker, which was the case with me†.To reduce this attrition organizations increased maternity leave, offering work from home policies for women, relocating them if their husbands get t ransferred, trying to be gender neutral and making easier to women for working. {Source [online]: http://economictimes.indiatimes.com/News/News-By-Industry/Jobs/TCS-Wipro-Infosys-go-all-out-to-check-high-female-staff-attrition/articleshow/5324809.cms?curpg=2.Accessed on 13/12/2009} Ashok Arora, executive director for HR, Ashoka Leylands says â€Å"high end talent is always high on aspiration; their worry is not one of survival, but how fast they climb up the corporate ladder. Management people tend to lose them every time if they do not reasonably address their concerns. The reasons behind people changing their jobs: Employees expect more salary and more compensation than within their present position. Overseas opportunities, which may give hike in salary and position. A higher position in Indian culture means status and respect. If employees want to change their locations for personal and family reasons. Especially in India family plays a crucial role where a family decision can change the career path of a young professional and make employee to change his/her job (Dr. Elena Groznaya). People are interested in new technologies rather than working with same technology. To balance the social life and flexibility with working hours. Taking into account the company image and future growth of the organization. Employees will be self motivated to leave the company because of job insecurity, no freedom of decision making, relationship with peers, less compensation packages and lack of motivation. Management as cause of reason: It is very important for the management to meet the expectation of employees, if there is any such kind of problem or communication gap between management and employees then the persons would like to leave the organization. Another reason for attrition in organization is if management fails at satisfying employee needs and management does not follow correct policies or does not have appropriate tools to manage the employee related tasks then this situation leads to further dissatisfaction. Azim Premji (CEO, WIPRO Technologies) stated that â€Å"when talented people leave organizations despite of high salaries, they dont leave the organizations but they leave their managers†. When there is continuous process of good employees resigning their jobs then management should have a look at their immediate supervisor. Advantage of Indian IT industry is the availability of large number of human resources in market, when managers show their concern as â€Å"plenty of fish in the pond† towards their employees by not considering their personal values then there is chance of increase rate of attrition rate. When first time employees face difficulties with their managers they look forward to solve that situation, second time they will think about leaving, but third time they will look for external opportunity. Job profile as a cause of reason: Job profile may cause the increase in attrition by considering the following factors. While dealing with the outsourced projects the employees have to work according to the time zone of client place, employees have to work by travelling most of the time to reach their targets, and if the employee is not satisfied with his job profile all these factors push the employees to look for a different alternative. REFLECTING FACTORS OF ATTRITION According to the researcher high attrition level may cause the employees to feel insecure and leave the organization, while lower rate of attrition will act as a retention policy. High attrition level indicates the poor ability of organization to hold its people. â€Å"Attrition is unfortunately viewed as a management flaw when in fact it could well be a recruitment error†. (MONISHA ADVANI, CEO, EMMAY HR)[source:http://www.expresscomputeronline.com/20050822/technologylife01.shtml)] Attrition level not only reflects the flaws in recruitment strategies but also training methods, retention strategies, work culture and company value in the market. CALUCULATING EMPLOYEE ATTRIRION It is very much important to concentrate on the rate of attrition in an organization which can be achieved by analysis and debate for. According to Sudiptha dev calculation of employee attrition may vary from one organization to another. Anil Naronha one of the director and HR of Novell software limited states that the standard method used to calculate the attrition of employees is dividing the number of employees who left during the year by the average number employed for that year. According to the researcher it is very important to consider the root problem while calculating the attrition level of employees by going back to the hiring stage. Fresher (newly recruited) attrition level will be calculated by considering the number of these employees left and critical level attrition will be calculated when key persons leave. Some organizations may not consider the attrition of beginners when they leave the organization for higher studies and moreover, termination of employees (whose performance is not met to the standards) is also not considered as attrition. But these exemptions depend on the policies/ methods followed by the organizations to calculate the levels of attrition. COST OF ATTRITION There are both visible and invisible costs associated with attrition. The invisible costs are low production rate which in turn creates loss in future sales, loss of customers and degradation of brand name in the market, loss of clients and contacts that person had with industry. Visible costs are the costs due to workforce leaving the organization, recruitment costs, training costs, loss of productivity costs and new hire costs etc. Costs due to loss of workforce includes the cost of the temporary recruitment to fill in while the position is vacant, compensation and benefits, administrative costs like clearing the benefits and stopping the payroll and cost of lost knowledge. Every person who leaves an organization becomes its ambassador, for better or for worse. When employees leave the organization continuously, it is important to consider the recruitment process which in turn will become a never ending cycle. Recruitment costs include cost of advertisement, employee referral costs and agency cost. Recruitment is a long-term process which consists of many stages and tasks to perform. These steps include understanding the requirements of position, advertising the vacancies, search for new talent, checking the background of applicants, preparing and conducting interviews and notify results to candidates whether they are successful or not. Training is the next aspect to consider which involves high costs. It is an important task to hire a person who conducts the orientation which includes the cost of orientation materials. Cost for training material includes cost of hardware, software and printing manuals. By considering the above factors one can lead to a conclusion that there are massive costs associated with attrition. TECHNIQUES TO REDUCE THE ATTRIRION The attrition levels can be reducedby the active input from HR people of the concerned organizations. Since they are the first line of contact for employees, they need to emphasise on the necessity to communicate with employees very often, motivating them and identifying any troubles and disturbances which if not done will gradually encourage the employee to leave the organisation. When the management neglects career ladder of an employee, that person might get the feeling of future insecurity. This can be reduced by conducting well prepared training sessions to improve employee skills and attitude. Some of the solutions that have been implemented successfully by the organisations in recent years to reduce attrition include, work-life balance, recognition and corporate brand building, healthy work environment, continuous employee learning (Subramaniam 2005). It is very important to follow the effective recruitment strategies rather than following traditional recruitment methods. This can help the company to improve the response between organization goals and individual expectations to reduce the attrition level. The type of Indian IT market can be called as people driven business, because it is a huge industry which is mainly depend on Human resources. So it is big challenge for human resource department to handle high stream of employees coming in and going out of the organizations.Padmaja Alaganandan, Principal Consultant, Mercer HR Consulting, India says â€Å"recruitment should be strategic to scale back organizations business targets because of their inability to recruit quality talent at the pace and scale called for. In such organizations with large scale of hiring, recruitment needs to be seen as a separate function with strong linkage to the business†. Compensation and rewards play vital role in IT organisations to motivate and satisfy the employees. When a company makes high profits, it should make an effort to recognise the contribution of employees in this success by releasing bonuses which will lead to a positive employee response in future endeavours. Dr Elena Groznaya(freelance researcher and consultant in the field of intercultural relations and diversity management) suggested some motivation methods, they are extrusive motivation by money (pay rises, bonus and promotion), by showing long-term perspective towards employee including the family and enabling personal development. In order to motivate staff, experts claim that it is important to recognise set of values and needs, those vary in each particular culture. According to the classical theory of Maslow the hierarchy of needs includes : Psychological, survival needs Safety and security needs Social needs of acceptance Esteem and acknowledgment needs Self-actualization and self-development needs Major impacts on the employee behaviour are organizational culture and working environment. Providing good work environment and acknowledging the employee as a customer is an effective technique to reduce the attrition level. A good employer can be differentiated from other employers by thoroughly looking at the priorities of them, while considering the goals and needs of employees. Maintaining work-life balance among the employees is the main technique to reduce the attrition level. The nature of IT industry is to upgrade its operations frequently to achieve the business requirements and for this there is a need of dynamic change in deploying and using the upgraded technologies. To achieve the above requirements the management needs to take measures to help employees to update their knowledge through training programs from time to time. It is important to identify top performers to reward and retain them, but keeping them secure and motivated becomes a key challenge. One of the best ways is to engage them by implementing strong career program for them. One of the top companies of India, National Information Technology, has implemented structured staff communication program which includes periodic sessions with business heads, skip level meeting, star performing bonus for high level performers and national or business level recognition programme. On other hand identify non performers to put on performance related exercises. To keep employees engaged there is need for staff involvement programmes like pre festive events, in-house sports activities and participation in outside activities. According to the WIPRO leaders quality survey, perfect leadership is one of the techniques to reduce attrition levels. Marcia Robinson and Ravi Kalakota (2005) suggested seven strategies for recruiting and retaining employees. Spend time developing and Bench marking incentives which include free transportation, education allowances, health related allowances, bonuses and performance based appraisals. The main problem in Indian IT industry is that most of the newly recruited students/employees are leaving the organization to pursue masters/ higher studies. This situation can be overcome by the organisations, through the provision of subsidies for the higher education of beginner employees, to improve their knowledge in their area of expertise. Change the locations of work by sending the projects to places where labour and real est Growth of the IT Sector in India Growth of the IT Sector in India ACKNOWLEDGEMENTS I would like to thank my supervisor JONATHAN C WESTLAKE for his insurmountable guidance and tremendous encouragement throughout this research. Without him I couldnt get effective results in this research. His precious inputs and valuable suggestions helped me throughout my research. I would like to thank my award leader PHILLMICKLEBURGH for his wonderful support and advice in technical and personal matters throughout my course and project work. I would like to thank the working people (in Information Technology) for their valuable time for giving me requires data. Last but not the least I would like to thank all my family and friends for helping me in so many ways and for just being there when I needed that bit of extra strength to carry on. It is pleasure to acknowledge contributions of all above people. RESEARCH OVERVIEW The whole research was divided into five chapters for the flexibility of reader to make this research meaningful and better understanding of what it explains. All these five chapters are interrelated to make this research appropriate and each chapter has its own importance in this research to make the necessary findings. The first chapter contains brief description about this research, introduction to information technology industry in India and describes attrition meaning. Then this chapter describes purpose of this research, fundamental aim, objectives, research questions to be investigated in this research and the methodology applied to get effective result and necessary findings. The second chapter contains information about literature review of this research, which contains the collection of data from researches done previously related to this topic. This data has been collected from books, journals, articles, web sources and magazines. The third chapter describes well about the research methodology and explains how the researcher used different types of methods to collect primary and secondary data. The data has been collected from employees and managers of different Information Technology organizations in India. Two different questionnaires have been prepared by the researcher to collect the data. One is for employees to collect required data and second one is for managers to investigate the depth of the problems and related solutions of this research. A good response from the employees and managers made this research process easy to get the accurate information required. The fourth chapter is the evolution part of this research. The information collected as means of primary data and secondary data, has been analysed by the researcher to find the required answers for research questions. The analysed data is presented in the form of tables and pie diagrams. Fifth chapter is the finale report of this project, which is useful for IT organizations in India to prevent and reduce the Attrition rate. The recommendations were prepared on the basis of primary data, secondary data and analysis part of this research. The management can use these suggestions as upcoming strategies to curb the attrition in their organizations. RESEARCH INTRODUCTION IT (Information Technology) industry is booming in India. The growth of IT sector in India represents the potential of IT industry to perform at world class levels. Internationally famed companies and locally self-made small-medium sized companies are competing in developing new software with in this huge industry in India. These companies function mainly in two divisions, i.e. Technical (development of software) and Support (HR, Marketing and Finance). Big giants throughout the world are competing to get their software projects done from Indian companies due to some prominent reasons, which include Cheap Labour and Technical excellence. Taking advantage of these incoming clients, Indian companies are not leaving any stone unturned to provide the top quality service. There are many reasons behind this growth of Information Technology market in India. These reasons belong to social, economical, technical and political issues. There are many Universities offering courses on science and mathematics and this kind of education system placed a great emphasis on increased number of science and engineering students. According to the NASSCOM (National Association of Software and Services Companies) of India These Universities are pumping out nearly 0.2 million engineering graduates every year. This population constitutes one of the greatest assets of Indian IT market. Even though there is shortfall of workers due to brain drain with many skilled workers interested to move overseas for better pay and living conditions. Software services sector occupied nearly seventy percent of technical industry of India and its abundant skilled man power is attracting international software companies to back end their operations in India. The advantage of Indias backend operations is geostrategic location which offers 247 services and reduction in turnaround times by leveraging time zone differences. Recently government of India set down new ministry for Information Technology which established comfortable environment for growth in IT developments and attracted many multinational companies by providing greater range of facilities with cheaper costs. According to the NASSCOM survey IT industry attained the revenue of US $17 billion in 2008 there by capturing 12% of world market and expected growth of nearly 16.5% by the end of year 2009. Though the above points are considered as positive attributes in the growth and development of Indian software industry, so also, the negative impact comes into picture in the form of ATTRITION (Loss of Employees/ Work force), which can be explained in terms of large growth of the â€Å"number† of companies attracting talent/ work force (people) which is finally leading to confusion among the work force in deciding the company to work for depending upon the offers made by them. Attrition can be defined as the out flow of employees from an organisation due to various reasons. This research will contribute to identify the reasons behind the dangerous attrition levels in IT industry with in India and will suggest possible solutions to fight this problem. The increasing growth of the industry is leading to equal opportunities for inexperienced and experienced workforce. Since the companies rely on senior and experienced workforce for the projects, there is an unhealthy competition among them to attract the so called senior and experienced workforce which is finally leading to attrition. This research paper clearly lays emphasis on the importance of considering attrition in perspective of individuals and organization because attrition destroys the value of business, causes companies to lose knowledge there by leading to never ending cycle of hiring. The researcher here emphasised on the reasons behind the attrition levels in IT industry in India and the possible solutions to curb it. Questionnaires used in this research serve as channels to understand the specific reasons behind attrition. RESEARCH TITLE: Reasons behind the increase in attrition rate in the Indian IT Industries focussing Employee Turnover and techniques to reduce the Attrition. RESEARCH AIM: The main purpose of this research is to investigate the reason behind the day to day increasing Attrition rate in the Indian subcontinent with respect to the IT industry and there- by develop a report with the factors affecting attrition and possible solutions to overcome these issues. RESEARCH QUESTIONS: The proposed research questions are as follows: What are the reasons behind high attrition rate in the IT sector of Indian sub continent? What factors determine the attrition rate? How can this attrition rate be reduced in IT organizations perspective? OBJECTIVIES: The main objective of this research paper is to determine the relationship between good human resource practices and the reasons behind the employee attrition. To analyse various factors that affect an individuals decision to leave a job for a better opportunity, including individual related, job related and organizational related. To discover various threats and issues those impact the business performance, organisational health and rise in business cost, thus emphasising the importance of attrition in perspective of IT organisations. To evaluate the issues those affect the performance of the industry and minimise the attrition rate and also to analyse the techniques of motivation those will help in reducing the same? ACTIVITIES TO ACHIVE THE OBJECTIVE: Primary data collection will be done by conducting online survey with managers and employees in the organisation; the main reason being to gather accurate information. Moreover, while collecting primary data if the researcher can get to meet any of the old staff who have retired or who have left the organisation due to some reason, researcher would collect information from them to enquire the reason behind their exit from the organisation and their experiences while they were working for the organisation, the difference between their old and new organisation they have joined, whether they are satisfied at the new work place and their expectations from the new company. Conducting a survey with employees would result in measuring the level of satisfaction they have attained in the organisation. To achieve the above task two different questionnaires aimed specifically at managers and employees respectively contribute to the collection of relevant information to understand the problem of attrition in the organisations perspective. The secondary data collection in this research will be done by reading books, journals, web sources, articles, magazines and collecting the old data which is related to human resource management etc related to the research topic. Thus, data analysis of the information gathered would bring in a clear picture of the reasons behind the increasing attrition rate. THE RESEARCH METHODOLOGY: To study the previous works done (on this research topic), making a list of them and analysing them by means of literature review. Discovering the designations where in attrition is more and creating the attrition chart by conducting organization study. Conducting a job satisfaction survey and evaluating the work environment by interviewing IT employees and spreading questionnaires. Conducting a survey with managers to have a look at recruitment process, benefits, training and motivation techniques implemented in the organization to cut down the level of attrition. Considering the reasons for attrition by the analysis of interview data. Suggesting and implementing techniques on how to reduce the attrition. LITERATURE REVIEW Attrition in Indian IT sector is rising drastically due to rapid globalisation and high economic growth. According to the researcher, the attrition is occurring mainly among technically skilled persons due to vast growth of opportunities and booming job market. This booming job market is creating enthusiasm not only among the graduates but also among the most satisfied employees. Due to this act organizations are unable to predict the start of attrition. One of the main reasons put forth for attrition is external inequity of compensation. The affect of attrition is seen in the form financial imbalances in organisations, which can be balanced by reducing attrition through retention of employees which is possible by the diligence of people in managerial positions. ATTRITION IN INDIA Almost all major business sectors in India are facing high attrition rates; these include BPO (Business Process Outsourcing), Telecom sector, Retail sector, Services sector, Biotechnology and Pharmaceutical. Attrition rates in different sectors for 2007 are shown below. Source [online]: http://www.qcin.org/nbqp/qualityindia/Vol-3-No1/retaining.htm As evidence in the figure 1, BPO sector is the worst affiliated by attrition and IT sector is at ninth place with the attrition rate of 27%. This shows attrition in India is an enormous problem with wide range of concerns. As this research is narrowed by only concentrating on IT sector, a brief introduction was given below as a table about top Indian IT organizations. SOURCE [online]: www.economictimes.indiatimes.com/photo/4835043.cms The above table provides overview about working human resources in top IT organizations. Thousands of organizations were equipped with human resources as main source of business. Arup Chowdary, CIO of Everyday Industries explains â€Å"major challenges are in terms of resources. The kind of attrition that we have in the IT industry today is one of the business challenges. It is extremely important that the resources that are given into the project actually continue for a longer period of time, which is not really the case; because the IT industry so volatile. So one is managing resources and number two is training those resources with adequate means to come to the market standards† .This statement gives clear indication of attrition affect on Indian IT industry. According to the CCI (Chambers of Commerce of India) research study in India, attrition rate for 2007 was 27% and for 2008 was 29%, and according to Hewitt Associates survey for 2009-2010 most companies continued to experience attrition rates in double digits despite economic downturn. According to the India Attrition study 2008, which was done between October 2008 and March 2009 by partnership between BT and PeopleSoft, key drivers for employees leaving their jobs are opportunity or career growth, salary, type of work, training or development, family circumstances, current job dissatisfaction, health, work load and working environment. According to this survey highest percentage of people are leaving their jobs for career growth and next for salary. Among the people who leave IT organizations, more number of people is top performers (45%) of whole employees. Figure 3: Leaver type across Indian IT industry . REASONS FOR ATTRITION According to researcher, the major reasons for attrition other than monetary reasons (high salaries) are thought to be: Ø The aspect of exploring new avenues by the employees where they get a bigger opportunity to hone their existing skills. Ø Many employees, who work in IT sector, leave behind their interests and finally when they identify the clichà ©d nature of these jobs they willingly opt out and look for something novel and exciting even if it costs their careers. According to Dr. A. Oliver Bright, causes for attrition vary from one organizational level to another. Considering at senior management level many firms chase the dearth of top talent in business, this situation results in senior managers getting new offers with more compensation than existing job. At medium level, employees seek to move from one zone to another like moving from technical role to managerial role or slower moving sector to faster one. At junior level, hike in salary and demand for employees in the market make employees to move to another job. There is a rapid development in Indian IT business sector, because many organizations from the USA and the UK outsource their work to Indian companies, thus resulting in the rise of opportunities. Hence people want to reach the top of the career at faster pace. It makes the employees to skip from one company to another. Employee as reason for attrition: An employee might get the feeling of â€Å"insecurity† regarding his job if the management neglects his career ladder. There are chances of an employee leaving the organisation if the so called training does not emphasise on his area of work and career growth. The communication gap between higher managerial personnel and the employees could be another possible reason of attrition. Another reason is the delay of intra-organisational promotions, which if offered by a different organisation will lead to the loss of employees (attrition). Employees tend to leave the organisation if they are not engaged in projects, which can be avoided by focussing on their growth. Several reasons for attrition could be due to the employee himself/herself. The employee might not have grasped the job profile at the start of his/her tenure and/or the profile was not explained in detail by the company. Poor work habits of employees from their previous job get carried over to their new jobs which dist urbs their comfort zone. As explained earlier due to insufficient knowledge about the job profile the employee might not be competitive both in his/her organizational skills and interpersonal skills. This leads to improper job handling. A poor job fit, which is explained by the inversely proportional relationship between the new job preferences and the employee attitude/interest. High female staff attrition is great problem these days in IT organizations as many number of female employees quit their jobs to give focus on their families even their salary is with six digits. WIPRO joint CEO Mr Vaswani says male to female ratio is almost same at entry level, but women employees drops to about fifteen to twenty percent at middle management levels and further about five to ten percent at senior management levels, and he continuous that it is a loss when trained and talented employee leaves. Currently Infosys employs 33.4% of women, TCS 30% and Wipro 29%. A women project manager says â€Å"I had to stretch myself and the team till late nights to fit into clients time zone. Women also quit at mid level because their priorities change. They want to show their excellence as a homemaker, which was the case with me†.To reduce this attrition organizations increased maternity leave, offering work from home policies for women, relocating them if their husbands get t ransferred, trying to be gender neutral and making easier to women for working. {Source [online]: http://economictimes.indiatimes.com/News/News-By-Industry/Jobs/TCS-Wipro-Infosys-go-all-out-to-check-high-female-staff-attrition/articleshow/5324809.cms?curpg=2.Accessed on 13/12/2009} Ashok Arora, executive director for HR, Ashoka Leylands says â€Å"high end talent is always high on aspiration; their worry is not one of survival, but how fast they climb up the corporate ladder. Management people tend to lose them every time if they do not reasonably address their concerns. The reasons behind people changing their jobs: Employees expect more salary and more compensation than within their present position. Overseas opportunities, which may give hike in salary and position. A higher position in Indian culture means status and respect. If employees want to change their locations for personal and family reasons. Especially in India family plays a crucial role where a family decision can change the career path of a young professional and make employee to change his/her job (Dr. Elena Groznaya). People are interested in new technologies rather than working with same technology. To balance the social life and flexibility with working hours. Taking into account the company image and future growth of the organization. Employees will be self motivated to leave the company because of job insecurity, no freedom of decision making, relationship with peers, less compensation packages and lack of motivation. Management as cause of reason: It is very important for the management to meet the expectation of employees, if there is any such kind of problem or communication gap between management and employees then the persons would like to leave the organization. Another reason for attrition in organization is if management fails at satisfying employee needs and management does not follow correct policies or does not have appropriate tools to manage the employee related tasks then this situation leads to further dissatisfaction. Azim Premji (CEO, WIPRO Technologies) stated that â€Å"when talented people leave organizations despite of high salaries, they dont leave the organizations but they leave their managers†. When there is continuous process of good employees resigning their jobs then management should have a look at their immediate supervisor. Advantage of Indian IT industry is the availability of large number of human resources in market, when managers show their concern as â€Å"plenty of fish in the pond† towards their employees by not considering their personal values then there is chance of increase rate of attrition rate. When first time employees face difficulties with their managers they look forward to solve that situation, second time they will think about leaving, but third time they will look for external opportunity. Job profile as a cause of reason: Job profile may cause the increase in attrition by considering the following factors. While dealing with the outsourced projects the employees have to work according to the time zone of client place, employees have to work by travelling most of the time to reach their targets, and if the employee is not satisfied with his job profile all these factors push the employees to look for a different alternative. REFLECTING FACTORS OF ATTRITION According to the researcher high attrition level may cause the employees to feel insecure and leave the organization, while lower rate of attrition will act as a retention policy. High attrition level indicates the poor ability of organization to hold its people. â€Å"Attrition is unfortunately viewed as a management flaw when in fact it could well be a recruitment error†. (MONISHA ADVANI, CEO, EMMAY HR)[source:http://www.expresscomputeronline.com/20050822/technologylife01.shtml)] Attrition level not only reflects the flaws in recruitment strategies but also training methods, retention strategies, work culture and company value in the market. CALUCULATING EMPLOYEE ATTRIRION It is very much important to concentrate on the rate of attrition in an organization which can be achieved by analysis and debate for. According to Sudiptha dev calculation of employee attrition may vary from one organization to another. Anil Naronha one of the director and HR of Novell software limited states that the standard method used to calculate the attrition of employees is dividing the number of employees who left during the year by the average number employed for that year. According to the researcher it is very important to consider the root problem while calculating the attrition level of employees by going back to the hiring stage. Fresher (newly recruited) attrition level will be calculated by considering the number of these employees left and critical level attrition will be calculated when key persons leave. Some organizations may not consider the attrition of beginners when they leave the organization for higher studies and moreover, termination of employees (whose performance is not met to the standards) is also not considered as attrition. But these exemptions depend on the policies/ methods followed by the organizations to calculate the levels of attrition. COST OF ATTRITION There are both visible and invisible costs associated with attrition. The invisible costs are low production rate which in turn creates loss in future sales, loss of customers and degradation of brand name in the market, loss of clients and contacts that person had with industry. Visible costs are the costs due to workforce leaving the organization, recruitment costs, training costs, loss of productivity costs and new hire costs etc. Costs due to loss of workforce includes the cost of the temporary recruitment to fill in while the position is vacant, compensation and benefits, administrative costs like clearing the benefits and stopping the payroll and cost of lost knowledge. Every person who leaves an organization becomes its ambassador, for better or for worse. When employees leave the organization continuously, it is important to consider the recruitment process which in turn will become a never ending cycle. Recruitment costs include cost of advertisement, employee referral costs and agency cost. Recruitment is a long-term process which consists of many stages and tasks to perform. These steps include understanding the requirements of position, advertising the vacancies, search for new talent, checking the background of applicants, preparing and conducting interviews and notify results to candidates whether they are successful or not. Training is the next aspect to consider which involves high costs. It is an important task to hire a person who conducts the orientation which includes the cost of orientation materials. Cost for training material includes cost of hardware, software and printing manuals. By considering the above factors one can lead to a conclusion that there are massive costs associated with attrition. TECHNIQUES TO REDUCE THE ATTRIRION The attrition levels can be reducedby the active input from HR people of the concerned organizations. Since they are the first line of contact for employees, they need to emphasise on the necessity to communicate with employees very often, motivating them and identifying any troubles and disturbances which if not done will gradually encourage the employee to leave the organisation. When the management neglects career ladder of an employee, that person might get the feeling of future insecurity. This can be reduced by conducting well prepared training sessions to improve employee skills and attitude. Some of the solutions that have been implemented successfully by the organisations in recent years to reduce attrition include, work-life balance, recognition and corporate brand building, healthy work environment, continuous employee learning (Subramaniam 2005). It is very important to follow the effective recruitment strategies rather than following traditional recruitment methods. This can help the company to improve the response between organization goals and individual expectations to reduce the attrition level. The type of Indian IT market can be called as people driven business, because it is a huge industry which is mainly depend on Human resources. So it is big challenge for human resource department to handle high stream of employees coming in and going out of the organizations.Padmaja Alaganandan, Principal Consultant, Mercer HR Consulting, India says â€Å"recruitment should be strategic to scale back organizations business targets because of their inability to recruit quality talent at the pace and scale called for. In such organizations with large scale of hiring, recruitment needs to be seen as a separate function with strong linkage to the business†. Compensation and rewards play vital role in IT organisations to motivate and satisfy the employees. When a company makes high profits, it should make an effort to recognise the contribution of employees in this success by releasing bonuses which will lead to a positive employee response in future endeavours. Dr Elena Groznaya(freelance researcher and consultant in the field of intercultural relations and diversity management) suggested some motivation methods, they are extrusive motivation by money (pay rises, bonus and promotion), by showing long-term perspective towards employee including the family and enabling personal development. In order to motivate staff, experts claim that it is important to recognise set of values and needs, those vary in each particular culture. According to the classical theory of Maslow the hierarchy of needs includes : Psychological, survival needs Safety and security needs Social needs of acceptance Esteem and acknowledgment needs Self-actualization and self-development needs Major impacts on the employee behaviour are organizational culture and working environment. Providing good work environment and acknowledging the employee as a customer is an effective technique to reduce the attrition level. A good employer can be differentiated from other employers by thoroughly looking at the priorities of them, while considering the goals and needs of employees. Maintaining work-life balance among the employees is the main technique to reduce the attrition level. The nature of IT industry is to upgrade its operations frequently to achieve the business requirements and for this there is a need of dynamic change in deploying and using the upgraded technologies. To achieve the above requirements the management needs to take measures to help employees to update their knowledge through training programs from time to time. It is important to identify top performers to reward and retain them, but keeping them secure and motivated becomes a key challenge. One of the best ways is to engage them by implementing strong career program for them. One of the top companies of India, National Information Technology, has implemented structured staff communication program which includes periodic sessions with business heads, skip level meeting, star performing bonus for high level performers and national or business level recognition programme. On other hand identify non performers to put on performance related exercises. To keep employees engaged there is need for staff involvement programmes like pre festive events, in-house sports activities and participation in outside activities. According to the WIPRO leaders quality survey, perfect leadership is one of the techniques to reduce attrition levels. Marcia Robinson and Ravi Kalakota (2005) suggested seven strategies for recruiting and retaining employees. Spend time developing and Bench marking incentives which include free transportation, education allowances, health related allowances, bonuses and performance based appraisals. The main problem in Indian IT industry is that most of the newly recruited students/employees are leaving the organization to pursue masters/ higher studies. This situation can be overcome by the organisations, through the provision of subsidies for the higher education of beginner employees, to improve their knowledge in their area of expertise. Change the locations of work by sending the projects to places where labour and real est