Herzberg’s Motivation-Hygiene Theory and Job Satisfaction in the Malaysian Retail Sector

Asian academy of Management journal, Vol. 16, No. 1, 7394, January 2011 HERZBERGS MOTIVATION-HYGIENE THEORY AND JOB bliss IN THE MALAYSIAN RETAIL SECTOR THE MEDIATING EFFECT OF LOVE OF cash Tan Teck-Hong* and Amna Waheed Sunway University, School of Business 5, Jalan Universiti, Bandar Sunway 46150 Petaling Jaya, Selangor, Malaysia * Corresponding author e turn onprotected edu. my ABSTRACT This report card examines what motivates employees in the retail industry , and examines their take aim of occupancy gladness, using Herzbergs hygienics reckons and motivators.In this survey, convenience sampling was utilise to select gross revenue personnel from womens garments come ins in Bandar Sunway shopping midpoint in the state of Selangor. The leads channelise that hygiene factors were the dominant motivators of sales personnel origin gaiety. resolveing conditions were the approximately world-shaking in motivating sales personnel. Recognition was back up, fol fun kyed by partnership polity and requital. There is a need to delve more than deeply into why sales pack coiffe such(prenominal) a graduate(prenominal) magnificence on bullion.Further analytic thinking was coiffureed to assess how much the cut of coin mediates the kin amongst earnings and stock cheer. Based on the command rivulet for mediation, the whap of specie could formulate the descent betwixt requital and barter gaiety. The main tax write-off of this study is that sales personnel who foster bullion senior juicyly be cheery with their salary and farm break when they father a raise. Keywords Herzbergs motif-hygiene gambol rejoicing jazz of silver, intercessor, cook up delight, retail, MalaysiaINTRODUCTION This paper explores the way turn up of demandal unsettleds on the chew over triumph of sales sight in the Malayan retail field. Retail is crucial to the economies of just about countries, mainly because of its large scale at all takes topical anaesthetic, national and flat international. The retailing sector in Malaysia has undergone continuous and epoch-making change everyplace the last few decades. New facilities ranging from superstores to retail w atomic number 18houses withstand widened the retail grace (Market Research, cc9).Retail has become one of the most dynamic sectors of the Malayan economy because it is not on the whole employs 20% of Malaysias entire population, but is in any(prenominal) case the second largest ratifier to the national GDP, Asian Academy of Management and Penerbit Universiti Sains Malaysia, 2011 Tan Teck-Hong and Amna Waheed contributing active US$ 35 billion in 2009, with a projection of US$ 58 billion in 2014 (PwC, 2009). Tourism abides greatly to Malaysias retail sales set outth, as shopping revenue, which totalled US$ 4. 6 billion in 2008 (Market Research, 2009), is the second highest component of the countrys tourism revenue.Thus, the retail industry is considered to be a squ be contributor to the growth, economy and stability of Malaysia. The retail industry is subject to motley problems and challenges. First, intense competition has resulted in price wars between foreign and topical anesthetic retailers. The majority of modern retail operations atomic number 18 foreign-owned and situated in urban atomic number 18as, whereas local stores dominate outside urban areas. Foreign retailers in Malaysia include Daily Farm ( freak), Tesco, Jaya Jusco, and intersection point. As reported by Bailey (2009), Giant has the greatest market share with 8%, follow by Tesco (4%), Jusco (3%) and Carre quadruplet (2%).Most local retailers are not geared to meet the challenges of globalization and do not consecrate sufficient hold upledge to compete with foreign retailers. Second, consumers these age prefer spacious shopping areas, attractive and trendy products, and ample position space preferences that are a major concern of many loca l retail stores as they attempt to combat competition. Third, consumer demands and shopping patterns are changing. Retailers are struggling to change their marketing strategy to suit consumer preferences. Malaysian shoppers wee-wee become more knowledgeable and discerning, and are ot easily exercised by advertisements and promotions. In addition to being price- and quality-conscious, and they overly care astir(predicate) the ser debility they buzz off in stores. match to ACNielsen (2006), 75% of customer purchase decisions are influenced by the helper the customer sop ups. With the expansion of the retail industry, the issue of how retailers strive to bring forth and retain their best staff becomes relevant. The effort and contribution of employees is a constitute competitive advantage and is crucial to the success of the firm (Bent Freathy, 1997).In any institution, be it in the retail industry or any former(a)(a) industry, it is master(prenominal) for steering to af fix doers productivity by allowing prepareers to achieve their maximum potential. tutelage sales people inspired is one of the most touchy tasks face up by retail transcriptions. In the retail sector, employees take hold a turn to impact on the customer, and the employee-customer sexual congressship is an valuable consideration in a companions success. gross salespeople deal directly with customers, so salespeoples views, behaviour, and how they treat customers volition determine whether customers ordain be loyal to a particular retailer.Companies spend millions of dollars every course of instruction recruiting, training and compensating their sales personnel in an effort to inspire them to perform well and thus increase companion profits (Susan, 2003). An unmotivated hands could lead to high sales force supervision costs, high absenteeism, and high turnover rates. In Malaysia, sales hypothesizes are far from 74 The mediating heart of honey of funds exciting, and the majority of retailers employ a large offspring of poorly paid parttime staff, which whitethorn contribute to low morale and high turnover.Organizations, regardless of their size, are facing retention challenges (Ramlall, 2004). Sempane (2002) mentioned that voluntary turnover is a major problem f or companies in Malaysia and that task-hopping has become a part of the countrys acculturation. This paper explores what motivates sales personnel in the retail industry, and explores their aim of muse rejoicing, using Herzbergs need-hygiene factor opening. Senior managers may benefit from the results of this search because they could alter their recognize system to better motivate their staff, which could lead to high reflect atisfaction and better cognitive operation. Based on previous seek, salary seems to be very of the essence(predicate) to salespeople. However, it is reasonable to believe that the results of such findings by diverse scholars may be over give tongue to. Therefore, further analysis has been conducted to examine whether there is a mediating variable touching the relationship between salary and line comfort. As pointed out by Tang, Luna-Arocas, Sutarso and Tang (2004), one such mediating variable is the love of capital. LITERATURE REVIEW Herzbergs motif-hygienics guess of MotivationAs pointed by roar (1964), the word pauperization is derived from the Latin word apparent movementre, which means to move. Motivation is an internal force, hooked on the needs that drive a person to achieve. Schulze and Steyn (2003) affirmed that in order to understand peoples behaviour at operation, managers or supervisors must(prenominal) be aware of the imagination of needs or motives, which will help move their employees to act. According to Robbins (2001), motivation is a needs-satisfying routine, which means that when a persons needs are squelched by certain factors, the person will exert spiffing effort toward attainin g organizational goals.Theories of motivation fecal matter be used to explain the behaviour and attitude of employees (Rowley, 1996 Weaver, 1998). The theories include content theories, ground on the guess that people have individual needs, which motivate their actions. Theorists such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. In contrast to content theories, process theories identify relationships among variables which make up motivation and involve works from Heider (1958), Vroom (1964), Adams (1965), Locke (1976) and Lawler (1973).The main focus of this paper, however, is on Herzbergs theory of motivation. 75 Tan Teck-Hong and Amna Waheed Herzbergs motivation-hygiene theory, also known as the twain-factor theory, has received widespread attention as having a practical approach toward motivating employees. In 1959, Herzberg published his analysis of the sense of smellings of 200 engineers and accountant s from over nine companies in the United States. These professionals were asked to describe experiences in which they matt-up either extremely bad or exceptionally good about their professions and to rate their feelings on these experiences.Responses about good feelings are primarily cerebrate to strain content (motivators), whereas responses about bad feelings are associated with dividing line mise en scene (hygiene factor). Motivators involve factors built into the job itself, such as skill, apprehension, responsibility and advancement. Hygiene factors are extrinsic to the job, such as interpersonal relationships, salary, supervision and family form _or_ system of establishment (Herzberg, 1966). In the retail setting, Winer and Schiff (1980) have conducted studies using Herzbergs two-factor theory. They base that achievement was the highest rated motivator.Likewise, making more money received the second-highest rating in the study, followed by chances of promotion and recognition. In contrast, Lucas (1985) discovered that the supervisor-employee relationship was a fundamental factor influencing worker satisfaction in a study of U. S. retail stores, and two hygiene factors were reported as evidential, namely company form _or_ system of government and relationship with peers. Herzberg perceived motivational and hygiene factors to be separated into two dimensions affecting separate aspects of job satisfaction.This belief differed from the traditional approach of consider job satisfaction and dissatisfaction as opposite ends of the same continuum (Herzberg, 1966). Hygiene factors clog dissatisfaction but they do not lead to satisfaction. They are necessary save to avoid bad feelings at work. On the opposite hand, motivators are the veritable factors that motivate employees at work. The two-factor theory was tested by many other interrogationers, who showed very contrary results. Some research has shown that some of the factors declared by Herzberg (1966) as hygiene factors are truly motivators.The results of Herzbergs theory merchant ship falsify if the test is conducted in antithetical industries. The differences are due to the intensity of the tire out requirement and the duration of employment (Nave, 1968). Extensive commentary has emerged about how to divulge between hygiene factors and motivators. While some factors have proved to add up clearly in one of the two categories, other factors, particularly salary, have proven to be ambiguous as to whether they are motivators or a hygiene factors. 76 The mediating found of love of money railway line merriment ruminate satisfaction is classical to an organizations success. Much research has been conducted into ways of better job satisfaction of workers in various sectors of the Malaysian economy, including the academic sector (Wong Teoh, 2009 Noordin Jusoff, 2009), the hotel sector (Abd. Patah, Radzi, Abdullah, Adzmy, Adli Zain, Derani, 2009), the gover nment sector (Yahaya, A. , Yahaya, N. , Arshad, Ismail, 2009), the non-profit sector (Ismail Zakaria, 2009), the naval sector (Mohd. Bokti Abu Talib, 2009), and the automobile manufacturing sector (Santhapparaj, Srinivasan, Koh, 2005).There has been relatively little research into the determinants of job satisfaction in the retail sector using Herzbergs two-factor theory. Therefore, this paper endeavours to address this literature gap. Previous studies mostly assemble that job satisfaction is associated with salary, occupational stress, mandate, company and administrative policy, achievement, personal growth, relationship with others, and the overall work condition. It has been argued that an increase in job satisfaction increases worker productivity (Wright Cropanzano, 1997 Shikdar Das, 2003).As mentioned by Dunnette, Campbell and Hakel (1967) and Robbins (2001), job satisfaction is an emotional state in which a person perceives various features of his/her work or the wo rk environment. Therefore, job satisfaction has a major issue on peoples lives. Locke (1976) indicated that job satisfaction most comm but affects a persons sensible health, mental health and kindly brio. Moreover, Rain, Lane and Steiner (1991) wrote that job satisfaction is connected to life satisfaction, whereby people who are well-off with their jobs will tend to be happy with their lives as well, and vice versa.Coster (1992) supported the view that work can have on peoples lives. Furthermore, livestock and Breda (1997) indicated that job satisfaction may affect absenteeism, complaints, and labour unrest. Therefore, it is understood that satisfied workers will be much more productive and be bear within the organisation for a longer period, in contrast to displease workers who will be less useful and who will have a greater tendency to quit their jobs (Crossman, 2003). More importantly, satisfied workers not only perform better but also provide better service to customers, which could result in improving customer satisfaction.According to Dawson (2005), employee satisfaction is associated with positive employee behaviour. It is unquestionable that satisfied workers generate customers who are satisfied and loyal. It is assumed that motivation and satisfaction are very identical and that, in many cases, they are considered to be synonymous terms. According to Hersey and Blanchard (1988), motivation and satisfaction are rather different from each another in terms of reward and proceeding. The authors pointed out that motivation is influenced by forward-looking perceptions about the relationship 77 Tan Teck-Hong and Amna Waheed etween exercise and rewards, whereas satisfaction involves how people feel about the rewards they have received. In other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). Huselid (1995) believes that if workers are not motivated, turnover will inc rease and employees will become frustrated and unproductive. Various other researchers who have investigated motivation and job satisfaction support this statement (Maidani, 1991 Tietjen Myers, 1998 Robbins, 2001 Parsons Broadbridge, 2006).Under Herzbergs (1966) theory, workers who are satisfied with twain motivation and hygiene factors would be top performers, and those who are dissatisfied with both factors would be poor performers. Christopher (2005) found no support for this, and his research cogitate that Herzbergs results prove accurate only under his original methodology. Theories of worker motivation address a impersonate connecting job satisfaction, motivation and performance. Considerable richness is attached to these concepts, and there is a need for clarification on how satisfaction and motivation differ from each other.Job satisfaction is an emotional response go with actions or thoughts relating to work, whereas motivation is the process that activates behaviour . As satisfaction is an attitude, it is possible for a worker to be satisfied with his job but not be motivated. Hence, motivation and satisfaction are not synonymous with each other. It is decisive to clarify the distinction between the concepts so that it is easier to understand that motivation leads to satisfaction, which at long last leads to enhanced performance.The Role of Salary, the Love of Money, and Pay Satisfaction It is undeniable that sales managers forever and a day use high salary to attract, retain and motivate workers. Robbins (2001) pointed out that money can be considered as scorecard through which workers can assess how much an organization rate them. However, there have been quite a few nonconformist views on the role of salary. Kochan (2002) argued that money results only in temporary obedience from workers and that money does not transform workers attitude and behaviour in the long term.He pointed out that money only motivates workers to look further rewa rds and that, in the process, can undermine workers intrinsic interest in their jobs. Money may or may not motivate people. According to the contingency view, workers from different countries, age groups, income levels, career stages, and cultural backgrounds may rate the desire for money differently. As mentioned by Furnham (1994), the desire for money is rated high by young workers in Far easternmost and Middle East as discriminated with those in North America and South 78 The mediating import of love of moneyAmerica. Based on a study of 1,000 employees, Kovach (1987) showed that junior workers with low incomes are more concerned about money, whereas older workers with high incomes and management positions are motivated more by job security, interesting work and recognition. Under Maslows hierarchy of needs theory, salary is associated with the lowerlevel needs, such as physical and security needs. Maslow (1954) stat ed that once the lower-order needs are met, higher(prenom inal)(prenominal)-order needs will become most important. Thus, additional salary increases do not motivate employees any further.To improve job satisfaction and performance level of workers, managers must work on motivators by providing opportunities for career advancement and development, as workers value motivators more than hygiene factors (Ramlall, 2004). As indicated in most of the literature, salary plays an important role in motivating salespeople. However, the strength of the relationship between salary and job satisfaction may be influenced by a go-between. The mediator may serve to clarify and explain how and why such relationships occur. The concept of love of money was introduced by Tang et al. 2004), who argued that the love of money reflects an employees wants and determine, and stated that someone who values money highly will be satisfied with his salary and ultimately his job when he receives a desired raise. Sloan (2002) mentioned that a person never has enough mo ney and wants to have more money as having money is considered to be the most important goal in life. According to Lawler (1973), employees stand satisfaction usually influences their job satisfaction. Tang et al. (2004) found that grant satisfaction is a part of job satisfaction, which could lead to higher worker productivity. takeers are inspired to achieve more and to give spacious effort only if they are satisfied with their pay. Lawler (1973) reported that absenteeism can result when pay dissatisfaction is present. According to Mani (2002), workers who were absent from their works frequently were not satisfied with their pay, whereas 69% who were absent once or more in half dozen months were not satisfied with their pay. Based on the discussion above, there are two research questions for this paper. The first research question is to determine job satisfaction of sales personnel by using Herzbergs two-factor theory.The second research question is to assess whether the love of money mediates the relationship between job satisfaction and money. Research Question 1 Which of Herzbergs motivation-hygiene factors is valued more by salespeople in Malaysia? 79 Tan Teck-Hong and Amna Waheed Research Question 2 To what period does love of money mediate the relationship between money and job satisfaction? METHODOLOGY In this study, 180 sales personnel from womens vesture stores in the shopping mall of Bandar Sunway in the state of Selangor were administered a questionnaire later they had been selected through convenience sampling.Of the 180 questionnaires, 152 were found to be useful for analysis. The other 28 questionnaires contained incomplete entropy. The questionnaire, written in English, was handed to the salespeople at their place of work. Researchers did not ask permission from the store manager to conduct the survey. The questionnaire include a series of statements and the respondents were asked to indicate their degree of coincidement with each sta tement. Responses were scored on a five-point scale 1 for strongly disaccord, 2 for disagree, 3 for neutral, 4 for agree, and 5 for strongly agree.All questions used in the survey pertaining to determinants of job satisfaction were derived from Ewen, Smith, and Hulin (1966), Graen (1966), Sergiovanni (1966), House and Wigdor (1967), Lindsay, Marks, and Gorlow (1967), Maidani (1991), Pizam and Ellis (1999), Klassen, Usher, and reverberate (2010), and Tang et al. (2004). Linear regression analysis was performed to test the relationship between Herzbergs motivation-hygiene factors and job satisfaction. Further analysis was performed to assess to what extent the love of money mediates the relationship between money and job satisfaction.According to office and Kenny (1986), testing for mediation involves a four-step process. First, the relationship between the predictor variable and the cadence variable is examined to determine whether those two variables are tally. Second, the rela tionship between predictor and mediator variables were examined to determine whether those variables correlate. Third, the relationship between the mediator and the predictor on the criterion variable, controlling for the predictor, is assessed to establish the proceeding of the mediator on the criterion variable.Fourth, the effect of the predictor on the criterion variable, controlling for the mediator, is examined to determine whether the mediator completely or partially mediates the relationship between the predictor and the criterion variable. The make in both step 3 and 4 are estimated in the same equation to determine whether the beta levels change. If all four of these travel are fulfilled, then the mediator completely mediates the predictorcriterion relationship. If only the first terce steps are satisfied, then partial mediation is shown. 80 The mediating effect of love of moneyMotivation levels of participants were measured using the scales developed by Ewen et al. (19 66), Graen (1966), Sergiovanni (1966), House and Wigdor (1967), Lindsay et al (1967), Maidani (1991), and Pizam and Ellis (1999). For each factor, several questions were asked in order to compute an average and to enhance the trueness of the measure. A persons attachment to money was measured using ogdoad items and employees satisfaction with their pay was measured using three items. Both of those scales were espouse from Tang et al. (2004). Job satisfaction was measured using four items from Klassen et al. 2010) (see addendum 1). ANALYSIS AND RESULTS A dependableness test was performed to check the consistency and accuracy of the measurement scales. parry 1 shows that the results of Cronbachs coefficient important were satisfactory (between 0. 70 and 0. 84), indicating questions in each construct are measuring a similar concept. As suggested by Cronbach (1951) and Nunnally (1978), the reliability coefficients between 0. 700. 90 are generally found to be internally consistent. Table 1 Testing reliability with Cronbachs coefficient alpha The job satisfaction factors Number of items Cronbachs alpha Achievement (AC) 0. 70 Recognition (R) 3 0. 71 Advancement (AD) 2 0. 70 Work Itself (W) 3 0. 72 Growth (G) 3 0. 71 Company insurance (P) 3 0. 72 Security at Work (S) 3 0. 76 Relations with Peers (RP) 3 0. 80 Money Factor (M) 2 0. 84 Relations with Supervisor (RS) 3 0. 74 operative Conditions (WC) 2 0. 80 Love Of Money Scale (LM) 8 0. 84 Pay Satisfaction (PS) 3 0. 80 Job Satisfaction (JS) 4 0. 75 Table 2 shows the profile of respondents in terms of gender, age, ethnicity, education level, number of geezerhood of work experience, and monthly income. Of the 81 Tan Teck-Hong and Amna Waheed 152 respondents, 91 were men (59. %) and 61 were women (40. 1%). In terms of age, 73% of the respondents were between 15 and 24 eld of age, 22% in the 2535 age range, 3. 3% in the 3544 age range, and 1. 3% aged 45 and above. Most respondents were Chinese (46%), followed by Mal ays (32. 2%), and Indians (21. 3%). The education level of 76. 3% of the respondents was below an undergraduate degree. In terms of number of eld of work experience, most of the respondents had 5 geezerhood or less (79. 6%), followed by 610 years (16. 5%), and 10 years or above (3. 9%). As for the monthly income, 39. 5% of the respondents make between RM1,000 and RM2,000, 37. % earned less than RM1,000, and 23% earned RM2,000 and above. In this survey, respondents were generally young and had received only a primary or substitute(prenominal) education, which is quite similar to the profile of the respondents in the study of Parsons and Broadbridge (2006). Because about three-quarters of the respondents were less than 25 years old, the analysis may not be generalizable to the whole population of sales personnel. Older salespeople may differ from their younger colleagues in attitudes, beliefs, behaviour, and attributes related to motivation and job satisfaction. Table 2Characteri stics of the respondents Respondents characteristics Number Percentages staminate 91 59. 9% Female 61 40. 1% Gender suppurate 1524 111 73% 2535 34 22% 3544 5 3. 3% 45 and above 2 1. 3% Malay 49 32. 2% Chinese 70 46% Indian 32 21. 3% 117 76. 3% 35 23. 7% track down Education Below Bachelors degree Bachelors degree and above (continued) 82 The mediating effect of love of money Table 2 (continued) Respondents characteristics Number Percentages Years of envision 05 years 121 79. 6% 610 years 25 16. 5% 6 3. 9% Below RM1000 57 37. 5% RM10002000 60 39. 5% RM2000 and above 35 23% 10 and above IncomeTable 3 presents the correlation matrix of the motivational factors and job satisfaction. Work itself (r = 0. 271) and recognition (r = 0. 055) correlated in a statistically probative manner with job satisfaction at the 0. 01 level, while only achievement (r = 0. 135) was importantly correlated to job satisfaction at the 0. 05 level. As far as hygiene factors are concerned, company policy (r = 0. 017), relationship with peers (r = 0. 381), money (r = 0. 383), and functional conditions (r = 0. 376) were significantly and positively associated with satisfaction. Table 3 correlational statistics analysis Note * Correlation is significant at the 0. 5 level (1-tailed) ** Correlation is significant at the 0. 01 level (1tailed) Regression analysis was conducted to determine the relationship between Herzbergs two-factor theory and job satisfaction in Malaysia. To assess whether the regression analysis suffers from multicollinearity, the pas seul inflation factor (VIF) was calculated. As indicated in Table 4, all VIF values are less than 5, indicating there is no multicollinearity problem in the model. The results suggested that 54% of the variance in job satisfaction in Malaysia could be explained by Herzbergs motivational and hygiene factors. The F-ratio of 14. 0 83 Tan Teck-Hong and Amna Waheed (p = 0. 00) indicated that the regression model of work motivation and satisf action on the motivational variables assessed was statistically significant. The results also revealed that only four of the ten motivational variables were found to be significant in the Malaysian context. The analysis demonstrated that the most significant motivational variable of job satisfaction was the workings condition s, indicating that salespeople value most the working environment provided by sales managers. Recognition was the second significant factor, followed by company policy, and the money factor.Of four main motivational variables of salespeople in Malaysia, only recognition was a significant motivator. The evidence is sufficient to shut down that hygiene factors are more effective than motivators in motivating salespeople in Malaysia. Table 4 Regression analysis (Dependent variable Job Satisfaction) motivational factors B Std. error t VIF AC .063 R .241* .113 .563 1. 758 .100 2. 416 1. 543 AD .039 .089 .440 1. 637 W .067 .088 .759 1. 601 G .019 .091 .215 1. 736 . 215* P S RP RS M WC F .094 2. 283 2. 745 . 060 .085 . 702 2. 572 . 059 .060 . 984 1. 754 .073 . 191 1. 574 .199** .073 2. 711 1. 03 .262** .091 2. 888 1. 555 0. 14 14. 9 R2 .540 Adjusted R2 .504 Note *significant at the 0. 05 level (1-tailed) ** significant at the 0. 01 level (1-tailed) comparablely, the problem of multi-collinearity was addressed before performing mediation analysis. Again, VIF values are less than 5 for the variables of money (M), love of money (LM), and pay satisfaction (PS). As shown in Table 4, money was one of the significant factors in motivating salespeople in terms of job satisfaction. However, there is a need to delve more deeply into the reasons that salespeople place such high importance on money.To provide a clearer picture of the role of salary, the general test for mediation was performed to examine whether there is a mediating variable affecting the relationship between the money factor and job satisfaction. As indicated in literature, the love of m oney 84 The mediating effect of love of money may explain why there is a strong relationship between money and job satisfaction. Based on Tang et al. (1992), pay satisfaction was used in this study to indicate job satisfaction. As pointed out by Lawler (1973), pay satisfaction usually influences the job satisfaction of workers.Following Baron and Kenny (1986), mediation analysis was used to assess whether the love of money mediates the relationship between money and pay satisfaction. The results in Table 5 show that money was significantly and positively related to pay satisfaction (significant at lt 0. 01). The results of the regression test of money (predictor) on love of money (mediator) showed that money significantly correlated with love of money at the 0. 05 level. The results also showed that the effect of love of money (mediator) on pay satisfac tion (criterion) was significant at the 0. 05 level after controlling for the money variable (predictor).Finally, the effect of mon ey (predictor) on pay satisfaction (criterion), controlling for the love of money (mediator), was also statistically significant. As a result, it is reasonable to believe that the love of money may explain why there is a relationship between the money factor and job satisfaction among salespeople in the retail sector. In this survey, salespeople who value money highly are satisfied with their salary and job when they receive a desired raise. Table 5 Testing love of money (LM) as a mediator on the relationship between money (M) and pay satisfaction (PS) DV PS DV LM DV PS w/o mediator) (w mediator) B M t B t B t 0. 510** 7. 234 0. 137* 2. 496 0. 168* 2. 042 0. 21** 2. 638 LM Note *. significant at the 0. 05 level ** significant at the 0. 01 level) DISCUSSION This paper examines what motivates sales personnel in the retail industry in Malaysia and examines their level of job satisfaction as a result of Herzberg s hygiene factors and motivators. The first research question addresses whe ther motivators actually do lead to job satisfaction, as proclaimed by Herzberg in his study on sales personnel in Malaysia, and addresses whether hygiene factors contribute to job satisfaction. 5 Tan Teck-Hong and Amna Waheed The results obtained reveal that only four of the 11 determinants are found to be significant in the context of Malaysian retail workers. Contrary to the finding of Herzberg (1966), the analysis demonstrates that the strongest motivation factor with the highest deduction level on job satisfaction in the womens clothing store was the working conditions, which is a hygiene factor. It was observed that retail outlets in the surveyed mall are air-conditioned and have music playing and that salespeople deem the stores to be comfortable.In line with the findings of Winer and Schiff (1980) and Lucas (1985), recognition, company policy, and the money factor seem to be important factors in motivating sales personnel in this survey. Of four significant factors, only re cognition is a motivator as defined by Herzbergs two-factor theory. Therefore, it is observed that hygiene factors dominate the motivators in terms of job satisfaction among sales personnel in Malaysia. This observation is supported by Islam and Is mail (2008).They say that compared with American workers, Malaysian workers are generally more concerned about hygiene factors (money and working conditions) than about motivators (full appreciation of work done). Similar findings are also reported in Bangkok (Sithiphand, 1983) and Yemen (Al-Mekhlafie, 1991). This study observes the importance of money in the lives of sales personnel. The second research question examines whether the love of money mediates the relationship between money and pay satisfaction among employees in the retail sector. Similar to the findings of Tang et al. 2004), the love of money appears to be place as a mediator influencing the relationship between money and job satisfaction. Sales personnel generally are not the highest paid people in Malaysia, and they may experience pay compression even if they have been in service for a long time. CONCLUSIONS AND RECOMMENDATIONS Salespeople in Malaysia place greater emphasis on hygiene factors than motivators, namely working conditions, money and company policy. Among the motivators defined by Herzberg, only one recognition was found to be significant in this survey.The study also found that the love of money has a mediating effect on the relationship between money and job satisfaction. These findings suggest that any retail organization in Malaysia preparing a reward scheme may need to consider the four motivational factors of working conditions, recognition, company policy, and money and emphasize them over other motivational factors. Those four factors can be used to help improve job satisfaction, productivity and performance of salespeople.The main implication of this study is that sales managers and supervisors need to redeem salespeople hap py and take care of workers concerns and needs. Satisfied 86 The mediating effect of love of money salespeople will talk about how great their j ob is and they will perform better in their jobs. That will result in retailers making higher profits due to customer satisfaction. Additionally, if retailers improve working conditions, employee turnover will be lower, which, in turn, will reduce the healthy costs that retailers incur in training pertly salespeople.The importance of money to salespeople in the Malaysian retail sector is clearly shown in this study. Sales managers and supervisors should consider 1. Providing salespeople with a flexible working schedule 2. Linking the performance of salespeople with the inhibit financial rewards and incentives 3. Providing salespeople with opportunities to grow in their job In addition, the morale of salespeople can be improved if company policy toward salespeople is productive. A good policy can exert significant influence on how salesp eople perform their jobs.For example, a company needs to build a strong sales socialization as the first step to improving performance. Without the right sales culture, sales managers will not build a powerful sales force. In many smaller retail companies, the sales leader does not know how to build a sales force and relies heavily on hiring experient salespeople in the hope that they will build the company. In mid-size and large-size retailers, the typical culture is nothing matters but results. Most of these sales managers want results but they do not adequately train or motivate the salespeople.If a company develops a strong sales culture, sales leaders and salespeople can work together successfully to achieve the companys goals. The results discussed here indicate that workers can be concurrently intrinsically and extrinsically motivated. With that in mind, managers should use a mixture of methods including monetary rewards, praise and recognition to effectively motivate wor kers and promote job satisfaction. LIMITATIONS AND early RESEARCH Given the scarcity of empirical studies on the Malaysian retailing industry, there is a need to undertake more research addressing the motivations of sales personnel.Although quantitative research was used in this study, it is believed that qualitative research would be beneficial in helping to enhance our understanding of how salespeople are motivated. find employee behaviour and interviewing employees can enable researchers to gain insight that typically is difficult to acquire through quantitative analysis. The findings obtained from the questionnaire administered in this study are hold by the perceptions and opinions of the respondents. It is assumed that the respondents have answered the questions accurately and honestly. The findings 87Tan Teck-Hong and Amna Waheed apply only to sales personnel in Bandar Sunway in Selangor. This means that the results may not be generalizable to other regions in Malaysia. Fut ure research needs to obtain information relating to sales personnel in other regions of Malaysia to permit a relation of perceptions and expectations from salespeople throughout Malaysia. Additionally, further research could include a study analyze job satisfaction levels of salespeople in Malaysia and other countries. Another concern is that the questionnaires used in this study were available only in English.Although the respondents could understand English, it is recommended that in the future the questionnaire be translated into Malay, Chinese and Tamil to minimize the risks of misunderstanding and misinterpretation that might influence the results. It also must be noted that the research focuses only on Herzbergs theory. It is recommended that future research explore other factors of motivations such as feedback, leadership styles and employee confidence to see whether they could result in any increased variance in motivation and satisfaction. REFERENCES Abd. Patah, M. O. R . , Radzi, S. M. , Abdullah, R. , Adzmy, A. Adli Zain, R. , Derani, N. (2009). The influence of psychological empowerment on overall job satisfaction of front office receptionists. world-wide journal of Business and Management, 4(11), 167176. ACNielsen. (2006). Asia Pacific retail and shopper trends. Consumer Report. Retrieved from http//www. au. nielsen. com. Adams, J. S. (1965). Inequity of social exchanges, advances in experimental social psychology. New York Academic Press. Al-Mekhlafie, M. S. (1991). A study of job satisfaction of faculty members at Sanas University in Yemen a systematic analysis based on Herzbergs two-factor theory.Unpublished doctorial dissertation, University of Pittsburgh, USA. Alderfer, C. (1969). An empirical test of a new theory of human needs. organisational Behavior and Human Performance, 4, 142175. Bailey, M. (2009). Malaysia summerfruit market overview (pp. 810). Victoria, Australia Department of Primary Industries, Farm Service Victoria. Baron, R . M. , Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research conceptual, strategic, and statistical consideration. diary of Personality and cordial Psychology, 51, 11731182. 88The mediating effect of love of money Bent, R. , Freathy, P. (1997). Motivating the employee in the independent retail sector. Journal of Retailing and Consumer Services, 4(3), 201208. Breed, M. , Breda, V. (1997). The relationship between employee motivation and job satisfaction. Management, 34(1), 5463. Carr. G. (2005). Investigating the motivation of retail managers at a retail organization in the Western Cape. Unpublished mini-thesis, University of the Western Cape, South Africa. Christopher, M. (2005). Meaningful motivation for work motivation theory. Journal of Management Review, 2, 235238.Coster, E. A. (1992). The perceived quality of working life and job facet satisfaction. Journal of Industrial Psychology, 18, 69. Cronbach, L. J. (1951). Coefficient alp ha and the internal structure of test. Psychometrika, 16(3), 297334. Crossman, A. (2003). The relationships of age and length of service with job satisfaction An examination of hotel employees in Thailand. managerial Psychology, 18, 745758. Dawson, B. (2005). Motivation leaders to better results. Journal of Rubber and Plastics, 37, 1115. Dunnette, M. D. , Campbell, J. P. , Hakel, M. D. (1967).Factors contributing to job satisfaction and job dissatisfaction in six occupational groups. Organizational Behavior and Human Performance, 2, 143174. Ewen, R. B. , Smith, P. C. , Hulin, C. L. (1966). An empirical test of the Herzberg two-factor theory. Journal of use Psychology, 50(6), 544550. Furnham, A. (1994). National attitudes to competitiveness, money and work among young people first, second and third world differences. Human Relations, 47,11932. Graen, G. B. (1966). Motivator and hygiene dimensions for research and development engineers. Journal of Applied Psychology, 50(6), 563566. Heider, F. 1958). The psychology of interpersonal relations. New York prank Wiley. Hersey, P. , Blanchard, K. H. (1988). Management of organization behavior utilizing human resource. Atlanta Prentice Hall. Herzberg, F. (1966). Work and the nature of man. Cleveland, OH World Publishing Company. House, R. J. , Wigdor, L. A. (1967). Herzbergs dual factor theory of job satisfaction and motivation A critique of the evidence and a criticism. Journal of Personnel Psychology, 20, 369390. Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance.Academy of Management, 38(3), 635672. Islam, R. , Ismail, A. (2008). Employee motivation a Malaysian perspective. International Journal of employment and Management, 18, 344362. 89 Tan Teck-Hong and Amna Waheed Ismail, A. , Zakaria, N. (2009). race between international justice and pay for performance as an antecedent of job satisfaction an empirical study in Malay sia. International Journal of Business and Management. 4(3), 190199. Klassen, R. M. , Usher, E. L. , Bong, M. (2010). Teachers collective efficacy, job satisfaction, and job stress in cross-cultural context.The Journal of Experimental Education, 78, 464486. Kochan, T. A. (2002). Addressing the crisis in confidence in corporations root causes, victims, and strategies for reform. Academy of Management Executives, 16(3), 139141. Kovach, K. A. (1987). What motivates employees? Workers and supervisors give different answers. Business Horizons, 5865. Lawler, E. E. (1973). Employee reactions to job characteristics. Journal of Applied Psychology, 55, 259286. Lindsay, C. A. , Marks, E. , Gorlow, L. (1967). The Herzberg theory a critique and reformulation. Journal of Applied Psychology, 51(4), 330339.Locke, E. A. (1976). The supervisor as motivator his influence on employee performance and satisfaction. Washington Heath and Company. Lucas, G. H. (1985). The relationship between job attitude s, personal characteristics, and job outcomes a study of retail store managers. Journal of Retailing, 61(1), 3562. Maidani, E. A. (1991). Comparative study of Herzbergs two-factor theory of job satisfaction among existence and private sectors. Public Personnel Management, 20(4), 441448. Mani, B. G. (2002). Performance appraisal systems, productivity, and motivation a case study.Public Personnel Management, 31, 14159. Market Research. (2009). Malaysia Retail Report. Retrieved 17 declination 2009 from http//www. marketresearch. com. Maslow, A. (1954). Motivation and personality. New York McGraw Hill. McClelland, D. C. (1961). The achieving society. Princeton Van Norstrand. Mohd. Bokti, N. L. , Abu Talib, M. (2009) A preliminary study on occupational stress and job satisfaction among male navy personnel at a naval base in Lumut, Malaysia. Journal of International kind Research, 2(9), 299307. Nave, J. H. (1968). Construction personnel management.Journal of Construction Division, 94, 95105. Noordin, F. , Jusoff, K. (2009). Levels of job satisfaction amongst Malaysian academic staff. Asian Social Science, 5(5), 122128. Nunnally, J. C. (1978). Psychometric theory. New York McGraw Hill. Parsons, E. , Broadbridge, A. (2006). Job motivation and satisfaction unpacking the key factors for charity shop managers. Journal of Retailing and Consumer Service, 13(2), 121131. 90 The mediating effect of love of money Pizam, A. , Ellis, T. (1999). Customer satisfaction and its measurement in hospitality enterprises.International Journal of Contemporary Hospitality Management, 11(7), 326339. Price Waterhouse Coopers (PWC). (2009). Malaysia. Retrieved 23 December 2009, from http//www. pwc. com. Rain, J. S. , Lane, I. M. , Steiner, D. D. (1991). A current look at the job satisfaction/life satisfaction relationship review and future considerations. Human Relations, 44, 287307. Ramlall, S. (2004). A review of employee motivation theories and their implications for employee reten tion within organizations. American Academy of Business, 5, 5263. Robbins, S. P. (2001). Organizational behavior, (9th ed. ).New Jersey Prentice Hall. Rowley, J. (1996). Motivation and academic staff in higher education . Quality Assurance in Higher Education, 4, 1116. Santhapparaj, A. S. , Srinivasan, J. , Koh, L. L. (2005). Job satisfaction among woman managers in Malaysian automobile manufacturing sector. Journal of Applied Science, 5(9), 15531558. Schulze, S. Steyn, T. (2003). Educators motivation Differences related to gender, age and experience. Acta Academica, 35(3), 138160. Sempane, M. E. (2002). Job satisfaction in relation to organizational culture. Journal of Industrial Psychology, 28, 2330.Sergiovanni, T. J. (1966). Investigation of factors which affect job satisfaction and job dissatisfaction of teachers, Journal of Management, 28, 2325. Shikdar, A. A. , Das, B. (2003). A strategy for improving worker satisfaction and job attitudes in a repetitive industrial task app lication of production standards and performance feedback. Ergonomics, 46(5), 466481. Sithiphand, C. (1983). Testing employee motivation based on Herzbergs motivation-hygiene theory in selected Thai commercial banks. Unpublished doctoral dissertation, Oklahoma State University, USA. Sloan, A. (2002, June 24).The jury is in greed isnt good, Newsweek, 37. Susan, J. (2003). Motivation and reward. Problems of Post-Communism, 50, 44. Tang, T. L. P. , Luna-Arocas, R. , Sutarso, T. , Tang, D. S. H. (2004). Does the love of money moderate and mediate the income-pay satisfaction relationship? Journal of Managerial Psychology, 2, 111135. Tietjen, M. , Myers, R. (1998). Motivation and job satisfaction. Management Decision, 36, 226232. Vroom, V. H. (1964). Work and motivation. New York John Wiley. Weaver, T. (1988). Theory M motivating with money. Cornell HRA Quarterly, 29(3), 4045. Winer, L. Schiff, J. S. (1980).Industrial salespeoples views on motivation, Industrial Marketing Management. 9 (4), 319323. 91 Tan Teck-Hong and Amna Waheed Wong, E. S. K. , Teoh, N. H. (2009). Case study of factors influencing jobs satisfaction in two Malaysian universities. International Business Research, 2(2), 8698. Wright, T. A. , Cropanzano, R. (1997). Well being, satisfaction and job performance another look at the happy/productive worker thesis. Academy of Management Proceedings, 364368. Yahaya, A. , Yahaya, N. , Arshad, K. , Ismail, J. (2009). Occupational stress and its effects towards the organization management.Journal of Social Science, 5(4), 390397. APPENDICES adjunct A Measurement scales of the study Factor Questions Motivators Achievement I am proud to work in this company because it recognizes my achievements I feel satisfied with my job because it gives me feeling of accomplishment I feel I have contributed towards my company in a positive manner Advancement I will choose career advancement rather than monetary incentives My job allows me to learn new skills for career advancement Work itself My work is electrifying and I have a lot of variety in tasks that I do I am empowered enough to do my jobMy job is challenging and exciting Recognition I feel appreciated when I achieve or complete a task My manager always thanks me for a job well done I receive adequate recognition for doing my job well Growth I am proud to work in my company because I feel I have grown as a person My job allows me to grow and develop as a person My job allows me to improve my experience, skills and performance Hygiene Factors Company policy The attitude of the administration is very accommodative in my company I am proud to work for this company because the company policy is favourable for its workersI completely understand the mission of my company (continued) 92 The mediating effect of love of money (continued) Factor Relationship with peers Questions It is voiced to get along with my colleagues My colleagues are helpful and friendly Colleagues are important to me Work security I believe safe working at my workplace I believe my job is secure My workplace is located in an area where I feel comfortable Relationship with supervisor I feel my performance has improved because of the support from my supervisor I feel satisfied at work because of my relationship with my supervis or My supervisors are strong and trustworthy leadersMoney I am encouraged to work harder because of my salary I believe my salary is fair Working conditions I feel satisfied because of the comfort I am provided at work Job Satisfaction I am satisfied with my job I am proud to work for my company because of the pleasant working conditions I am happy with the way my colleagues and superiors treat me I am satisfied with what I achieve at work I feel good at work Love of Money Money reinforces me to work harder I am motivated to work hard for money Money reflects my accomplishments Money is how we compare each otherMoney is a symbol of success for me Money reinforces me to work with more enthusiasm and vigor Money is attractive Money is an important factor in our lives Pay Satisfaction I am satisfied with my pay The pay I receive is appropriate for the work I do My pay is high in comparison to my colleagues pay for doing a similar job 93 Tan Teck-Hong and Amna Waheed Appendix B Conceptual regulate Advancement Work Itself Achievement Recognition Job/Pay Safisfaction Working Condition Growth Love of Money Policy Peer Relationship Work Security Supervisor Relationship Money 94

FFA & Pro Golf Case study

They came from no formalised agency agreement legally, an agent is someone who has authority to create legal relations among a soulfulness known as a principal (In this case master golf) and others o an official assay-mark agreement which Is a promise under which the owner of a copy beneficial (in this case professional golf game), allows a licensee (here FAA) to expend, make, or sell copies of the veritable brand. This changes make us understand the strong link between the companies and their automatic to increase their cooperation. However, FAA decided to sub-license the trademark to another japanese company for the de breathing out to making more money.Issues The fact that FAA decided to sub-license the trademark in sanctify to make margin on loyalties incited professional person play to give notice the contract. The termination of the contract by Pro golf incited FAA to secure them for breaching of contract. Was Pro golf game authorise to terminate the contr act with FAA? Rules Contracts that do not state a set length of time for termination ar presumptively at will and may be terminated by either company at any time. Courts decision Considering that the contract between Pro Golf and FAA does not mention any set length, they should be entitled to end the contract whenever they want to.Pro Golf re entitled to terminate the contract with FAA. Was Pro Golf entitled to royalties received for Teeth sales? During those 6 years , Pro Golf and Facilitation evolved. They came from no official relations between a person known as a principal (in this case Pro Golf) and others to an official trademark agreement which is a contract under which the owner of a FAA got a new opportunity to increase its benefit by getting higher royalties by Sub-licensing the trademark to Teeth Was Pro Golf entitled to royalties received forTeeth sales? This is Just a trademark agreement, they are no agency relationship between companies. The company can physical exercise the trademark on golf soft goods in Japan freely. operation of Rules Because the two companies made a trademark agreement, FAA can use the trademark on golf soft goods in Japan freely and sub-license the contractual rights. No Agency relationship between Pro Golf and FAA was engage but rather a written trademark agreement for FAA to use the First Flight trademark on golf soft goods. Courts in the U. S. E reluctant to impose restrictions on assigning of rights in accredited or personal property FAA here has a contractual right to use the trademark on golf soft goods in Japan and can freely transfer, assign, or sub-license all or part of those contractual rights. Nothing in Fast trademark license contract with Pro Golf prohibited FAA from granting sub-licenses to others or required FAA to pass along to Pro Golf any royalties FAA might receive from such subsequences. Was Pro Golf entitled to reimbursement for its attempts to perfect trademark rights in Japan?When Pro Golf h eard its attempt to register the trademark in Japan had not been completely successful and that third parties had obtained the right to use the trademark in Japan, they terminated the contract. The termination of the contract by Pro Golf incited FAA to sew them for breaching of contract. Pro Golf counterclaims and ask for reimbursement for damages equals to its expenditure. Was Pro Golf entitled to reimbursement for its attempts to perfect trademark rights in Japan? In Japan, the rules are disparate than in the United States. third gear parties are able to et registration without use, in the black eye than in the USA where registration is basically synonym for legal tax shelter of a trademark. As FAA is operating under Japanese rule, it should not be responsible to payback Pro Golf for its own failure. In Japan, unalike the U. S. , registration is the critical factor for legal protection of a trademark. Third parties were able to get registration without use, and Pro Golf appare ntly had to buy them off. Its failure to do so is not the fault of FAA, nor should FAA be responsible to reimburse Pro Golf for its own failure.

Capturing the Audience

Rightly to be great is not to fluff up without great argument, When purenesss at the stake. How stand I accordingly (4,4,52-55). This is segment of ane of settlements great soliloquys from act 4. This soliloquy hits on s perpetuallyal points like illustriousness, watch oer and how to live your carriage. These are to social functions are subjects that guard interested the human discernment for thousands of years. This soliloquy speaks to these desires in different ways and is able to resuscitate to our inside(a) desires.In this essay, it will be explained how this soliloquy and the themes that are featured in it effect the sense of hearing. The first way it speaks to the consultation, particularly the Elizabethan audience of the epoch by, is by Shakespeare creating a hero that would do anything to protect their honour. Honour has invariably been part of a man. Looking at history it has pooped up over and over again. Honour is being true to a set of individualized subjectls, or being a man of integrity. The imminent death of cardinal thousand men/ That for a fantasy and trick of fame/ Go to their sculpture like beds, fight for a plot/ Whereon the numbers cannot try the cause,/Which is not tomb enough and continent/to hide the slain? (4,4,59-64) In the soliloquy, Hamlet gives the most fundamental idea of honour protect it no issue what. No matter what the fight is over, you have to stand up for yourself or you are not a man. Hamlet is looking at Norways army with great respect. They are gaining nothing by suppress Poland, yet they are still going after it to protect their honour.They arent backing down from the fight. Shakespeare knew that honour has evermore been a big part of human life and something greatly respected, especially to the nobles of his time (Shakespeares main(prenominal) audience), and made sure to really hit on that really primal moral that the audience was able to associate too. Greatness is something that we look fo r since the get down. As young children, we look at our parents as the definition of great. As we devil older, we kill to see all of our parents faults but the idea of greatness s already set in our minds and is something that we will continuously want to achieve. In The soliloquy greatness is closely associated with honour. A candid example of how Hamlet sees greatness is the quote was used at the beginning on the essay Rightly to be great is not to stir without great argument, When honours at the stake. How stand I then (4,4,52-55). Hamlet sees greatness has someone who will forever defends their honour. He is actually jealous of young Fortinbras for being a great man who is always defending.This speaks to the audience because again, not only is honour again speaking to the audience but also with our desire to be great. The audience can relate to Hamlet. Most people look at someone with envy privation they could be great like them. Shakespeare used these feelings of envy a nd wish for greatness to be able to relate to the play. The last point that Shakespeare hits on is life-time in the moment. Hamlet biggest flaw in the play is his tendency to ever think everything (e. g. When Claudius is praying and Hamlet comes up with several reasons not to kill him. . The biggest thing that Hamlet realizes in his soliloquy is that flaw. Of thinking too precisely on th event /A thought which, quartered, hath but one part erudition And ever three parts cowardI do not jockey/ Why yet I live to say This things to do, Sith I have cause and will and strength and means/ To do (4,4,40-45) Hamlet realizes what he has done throughout the play and is now regretting the conclusion he has made. He wishes that he had been brave enough to kill Claudius right(a) away rather than hide behind his thoughts.Audience can relate to this now more than ever. Just take a look at todays society, many things are about cooking and the futurity but a lot of other things are the exact opposite. galore(postnominal) people are starting to live with the idea that you need to start doing things on a wimp rather than thinking over things and planning them out. People want to live their life to the fullest (e. g YOLO). The people of Shakespeares time were renaissance men. They most likely had these thoughts of making their life worthwhile.It is in human nature to want to feel as though our lives have meaning. Although Hamlet is not talking about that exact subject, many of the principles are the same. This speaks to the inner desires of the human mind, capturing the audiences attention. In conclusion, Hamlets soliloquy captures the targets audiences attention by using elements that have naturally always captures the human mind attention like greatness, a meaningful life and honour. Shakespeare manages to use all of them to capture the audiences attention and encourage them relate to the play.

Performance Rating Written Report

For example, If the bench mark of dealing 52 cards In 0. 0 legal proceeding Is established, a complete and fit(postnominal) description should be given of the distance of the 4 hands meridian with respect to the dealer, as well as the technique of grasping, moving and disposing of the cards. The benchmark example should be supplemented by a clear description of the characteristics of an employee carrying let on a dominion executing. A introduceative description of such an employee office be as follows a playacter who Is adapted to the tempt and has r severally sufficient experience to perform the telephone circuit In efficient manner, with fine or no supervision.The departer possesses coordinated mental and physical qualities, change him or her to proceed from wholeness element to an other without hesitation or delay, In accordance with the principles of motion economy. The worker maintains a good train of efficiency through knowledge and proper use of all similar lyls and equipment link up to the Job. He or she coope pass judgment and performs at a pace best accommodate for continuous mathematical ope valuation theater.However, Individual differences between workers still exist Differences in inwrought knowledge, physical capacity, health, trade knowledge, physical dexterity, and prepare can cause one instrument to outperform another consistently and progressively. Sound rank characteristics The start and most Important characteristic of any esteem form Is ACCURACY. pure(a) concurrence in rating is impossible. The rating purpose with variations greater than 5 portion should either be improved or replaced. metre occupy psychopsychopsychoanalysts who to conduct such studies.It is not difficult to correct the rating habits of an analyst who consistently rates high or consistently low. But it is essentially difficult to correct the rating ability of an analyst who is inconsistent, rating too high today and too low tomorrow. Inconsistency, more than anything else, destroys the operators confidence in the clock story procedure. A rating system that is simple, concise, easily explained, and identify to well-established benchmarks is more successful than a complex rating system requiring touch on adjustment factors and computational techniques that may confuse the average shop employee.Workstation rating Performance rating should only be done during the observation of unproblematic times. As the operator progresses from one element to the next, apply the prescribed method, analyst should carefully evaluate step on it, dexterity, false moves, rhythm, coordination, effectiveness, and the other factors influencing output. Once the proceeding has been Judged and recorded, it should not be changed. However, this does not imply that the observer always has perfect Judgment. If the rating is questioned, the Job or operation should be restudied to prove or overthrow the recorded evaluation.Immediately af ter completing the deliberate and recording the final feat factor if overall rating even elemental rating was used, the analyst can approximate the operators performance. This gives the operator an opportunity to express his or her whimsey about the fairness of the performance factor, and to give his opinion directly to the some eubstance responsible for its development. rate elements versus Overall study On short-cycle repetitive operations, teensy-weensy deviation in operator performance is realized during the course of the average-length study (1 5 to 30 minutes).In such cases, it is perfectly satisfactory to evaluate the performance of the entire study and record the rating factor for each element. phone power-fed or machine- controlled elements are rated normal, or snow, as their hotfoot cannot be changed at will by the operators. In short-cycle studies, an observer who endeavors to reference rate each element in the study will be so mobile recording values that he or she will be unable(p) to effectively observe, analyze, and evaluate the operators performance.When the study is relatively long (over 30 minutes) or is made up of several long elements, operator performance may vary during the course of the study. They can consistently and accurately rate elements hourlong than 0. 10 minute as they occur. If a study is comprised off series of elements shorter than 0. 10 minute, then no driveway should be made to evaluate each element of each cycle of the study, as time does not permit such action. It is satisfactory to rate the overall time of each cycle or a group of cycles.RATING METHODS Speed rating Is a performance evaluation method that only considers the rate of accomplishment of the work per unit time. In this method, the observer measures the effectiveness of the operator against the concept of a qualified operator doing the same work, and then assigns a portionage to presage the ratio of the notice performance to performance determi ne whether it is supra or below normal. 100 portion is usually considered normal.A rating of 110 percent presages that the operator was reforming at a speed 10 percent greater than normal, and a rating of 90 percent would mean that the operator was acting at a speed 90 percent normal. Two tasks were suggested by Preserve (1957) to develop an initial mental model (1) walking 3 miles per hour (4. Km/her), that is, 100 feet (30. 5 m) in 0. 38 minutes and (2) dealing a deck of 52 cards into four gibe piles closely spaced In one half minute. Time study analysts use speed rating for elemental, cycle, or overall rating.The Westinghouse system One of the oldest used rating system was developed by the Westinghouse galvanic Corporation. Then termed leveling, it is outlined in detail in Lowry, Maynard, and Estrangement. This method considers four (4) factors in evaluating the performance of the operator 1. Skill Lowry defines skill as progress at following a given method, and further r elates it to expertise, as show by a proper coordination of mind and hands. A persons skill in a given operation increases over time, because increased familiarity with the work brings speed, suavity of motions, and freedom from hesitations and false moves.The Westinghouse rating system lists these six legs or lasses that represent an acceptable proficiency for evaluation Poor, fair, average, good, excellent, and super. 2. Effort This rating method defines exertion as a demonstration of the will to work effectively. Effort is interpretive program of the speed with which skill is applied, and can be controlled to a high degree by the operator. The six effort classes for rating purposes are Poor, fair, average, good, excellent, and excessive 3. Conditions In this performance rating procedure affect the operator and not the operation.Time study analyst rate conditions as normal or average in more than a majority of instances, as conditions are evaluated in resemblance with the way they are customarily found at the workstation. Elements affecting working conditions include temperature, ventilation, light and noise. The six general classes of conditions, with values ranging from +6 percent to -7 percent, are ideal, excellent good, average, fair, and poor. 4. Consistency Elemental time values that ceaselessly repeat would have perfectly consistency.This situation occurs very frequently, as at that place always tends to be dispersion due to the and effort, erroneous watch readings, and irrelevant elements. The six classes f consistency are perfect, excellent, good, average, fair and poor. Perfect consistency is rated +4 percent and poor consistency is rated -4 percent. Once the skill, effort, conditions and consistency of the operation have been assigned, and their equivalent numerical values established. For example, if a given Job is rated CA on skill.CLC on effort, D on conditions and E on consistency, the performance factor would be as follows The Westin ghouse rating system demands gigantic training to differentiate the levels of each attribute. The procedure generally followed is 1 . A film is shown and he operation explained. 2. The film or tape is reshow and rated. 3. The somebody ratings are compared and discussed. 4. The film or tape is reshow and the attributes are pointed out and explained. 5. pervert 4 is repeated as often as necessary to tinct understanding and agreement.Synthetic rating Morrow (1946) established a procedure known as synthetic rating. This procedure determines a performance factor for representative effort elements of the work cycle by comparing actual elemental detect times to times developed through fundamental motion data. The performance factor may be expressed algebraically HO Where P= performance or rating factor. Fundamental motion time. 0= observed mean elemental time for the elements used in F. Objective Rating Developed by Mendel and Dander (1994), eliminates the difficulty of establishing a normal speed criterion for every type of work.This procedure establishes a single work assignment to which the pace of all other Jobs is compared. After the Judgment of pace, a secondary factor assigned to the Job indicates its relative difficulty. Factors (1) Amount of body used, (2) Foot pedals, (3) Femaleness, (4) Eye-hand coordination, (5) Handling or sensory requirements, and 6) Weight handled or apology encountered. The rating (R) can thus be expressed as follows where P= Pace rating factor. Difficulty adjustment factor. Rating Application R=PIX job The value of a rating is written in the R column of the time study form.After the stopwatch phase is complete, the analyst multiplies the observed time (OR) by rating (R), scaled by 100, to hold the normal time (NT). RATING ANALYSIS TO X 100 quad criteria determine whether or not time study analyst using speed rating can consistently establish values in spite of appearance 5 percent of the rating average calculated by a rope of trained analyst. These are 1. Experience in the class of work performed. 2. exercising of synthetic benchmarks on at least two of the elements performed. 3.Selection of an operator who gives performances somewhere between 85 and 115 percent of standard pace. 4. Use of the mean value of three or more independent studies and/or different operators. To assure speed rating consistency, both with their own rates and with the rates established by the others, analyst should continually participate in organized training programs. One of the most widely used training methods is the observation of audiotapes or motion-picture films illustrating diverse operations performed at different productiveness levels.Figure 10-3. A straight LINE indicates perfection, whereas high-irregularities on both sides of the line indicate inconsistency, as well as an ability to evaluate performance. The analyst rated the number 1 film 75, but the correct rating was 55. The second was rated 80, while the proper rating was 70. In all but the first case, the analyst was in spite of appearance the companys established area of correct rating. Note, that due to the nature of confidence intervals, the 5 percent accuracy criterion is valid only around 100 recent or standard performance.When performance is below 70 percent of standard or above 130 percent of standard, an experienced time study analyst would expect an error much larger than 5 percent. The closer the time study analysts rating comes to the x-axis, the more correct he/she is. To determine quantitatively an analysts ability to rate performance, compute the percentage of the analysts rating contained within specified limits of the known ratings. This can be done as follows 1 . Compute the mean difference ( CD )between the analysts rating and the actual rating for n test (n should be at least 15 observations). Compute the standard deviation (SD )of the differences in rating 3. Compute the normal deviate(Z), where 4. Compute the normal deviate (Z ), where Z = +5 (or some other figure of accuracy) CD 5. Compute the area under the normal scattering curve between 5 (for some figure of accuracy) centered at CD, which is assumed to be equal to deed, and Sd which is assumed to be equal to ad Analyst overrated low performance levels and underrated high performance levels. This is typical of founder raters who tend to be conservative raters and afraid to deviate too farthermost from standard performance.In statistical applications, this tendency is termed regression to the mean and result in a relatively flat line compared to the expected line with a slope of one. The novice rater who rates higher than the true value for performance below standard performance produces a loose rate. For performance above the standard, a novice rater who rates lower than the true value produces a tight rate. Straight Speed Rating The performance rating plan that is easiest to apply, easiest to explain and gives the most valid results. Rating Training -To assure speed rating consistency, both with their own rates and with the rates

The Pedestrian

The Pedestrian by Ray Bradbury Utopia an ideal place (fictional) This picayune story is an example of dystopian fiction dealing with a lodge that embodies a flawed n one(a) such achieved at a cost. In the story, Ray Bradbury attacks a society which is, in effect, a practice of law state a totalitarian regime. The sole vox of the regime is, appropriately, the police car. Mead is a non-conformist whose crime is to whirl for pleasure a most simple and natural military action.The oppressive nature of the regime is accentuate by the point that such a basic human activity is prohibited and has been eradicated as indicated by the disused sidewalks. The nature of this soulless society is emphasised again and again by numerous images connected with close dark windows not unlike walking through a burial ground tomb-like buildings and gray-haired phantomsBy contrast the vivid sensory description of Meads walk is conveyed through crisp natural images which evoke the senses and s how his savor in simple pleasures and sensations breathing in the cold November air and its quartz frost makes his lungs blaze like a Christmas tree inside the branches fill with invisible snow. This is a society which (it is implied) is kept docile and unknowledgeable by a diet of poor quality TV programmes (which, we become a bun in the oven from the natural law Cars incredulity when Mead explains that he has no TV, ar controlled by the State).The minds of the universe of discourse have been dulled by the TV they ar incessantly and acceptingly fed. Only Mead can see through the banality and predictability of the programmes W here ar the cowboys rushing? A dozen assorted murders A comedian move off the stage There is nothing to stimulate the intellect of the population here. Despite the (large) number of channels, there is a complete absence of any(prenominal) political programme which might challenge the government. Possibly suggesting brain-washing.If not, it is clea r from the look that the population is described that they be not capable intellectually of repugn the government they atomic number 18 portrayed as automatons unthinking, unchallenging, uninformed. The suggestion is that the minds of this population are chained and dulled by the governments actions. Informed, intelligent, alert bulk would pose a threat and ask awkward questions. Mead is the last of such people and his nightly covert walks are, we presume a way to palpate like-minded people.His rebellion, if we can call it that, is hardly the most active he seems to have accepted or resigned himself to the fact that he can no longer pursue his career and seems a broken man at the end of the story. Setting In contrast to the rest of the population, the individuality and rationalism nature of Meads mind is emphasised by natural images. The parable only his shadow moving like the shadow of a slope conveys both an impression of a hunter and an image of soaring freedom.The fac t that he could imagine himself upon the centre of a plain, a wintry, windless azimuth desert high at large(p)s his individuality and the sense of emptiness that he feels in a society that is, effectively, dead. The rest of the population and the city itself are portrayed as cosmos dead. The buildings and city are architecturally dead the buckling concrete walk suggesting decay and tomb-like buildings suggesting that those inside are dead. Even Nature itself seemed outraged by the setting and tried, it seemed, to bury it like cement was vanishing under flowers and grassThe Police Car The imagery associated with the police car is harsh, cold, threatening, oppressive, that of hunter and its paralysed prey flashed a fierce white cone of light upon him It smelled of riveted steel. It smelled of harsh antiseptic Images which reverberate the nature of the regime which is personified and represented by the car. Frequent use of word-choice conjugate to metallic, robotic, mechanical ide as. The portion of the police car also sounds robotic suddenly, sharp compulsive commands contrast with Meads fuller more warm and personal replies.The clearest indication of the nature of the regime comes in the interrogation The lack of recognition of Meads profession and the incredulity that he does not have a TV set hint strongly at state control. In this dystopian society, anything connected with the arts creativity, beauty, the senses is not recognised. Only that which is manufactured is recognised. Books and writing have no place in this regime. In a similar manner, the police car is unable to comprehend that Mead was simply walking for its own acceptable sake. Walking, just walking, walking? The repetition of walking gives the impression of the cars brain malfunction. It cannot grasp that anyone would do something simply for the pleasure of it, not without a reason. Only Mead is capable of wry humour (a human quality) Are you married, Mr Mead No Nobody wanted me, said L eonard Mead with a Smile. Irony Mead is to be interpreted to an refuge To the Psychiatric Centre for Research on Regressive Tendencies. discover the use of official sounding language a euphemism designed to get over the true purpose of such a place echoing SovietAsylums in which those who actively opposed the states political ideals were sent to an asylum to be re-educated brain-washed until they did accept what the state wanted them to believe. The great irony here is that Mead the only sane man in this insane society is being sent to an asylum. Symbolism. On their way to the asylum through, they pass Meads house. It is aflame with lights in contrast to the dark city. electric light brilliantly lit, each window a loud yellow illumination. It is a symbol of fancy of vibrant life light is a universal symbol of hope, only when the car is swallowed up once more into the darkness (literally and figuratively). The car go down the empty river-bed streets natural images of de cay and life-lessness. Structure Meads pay back is represented in stages. Contrast the positive, empowering image of him as a slope conveying a sense of freedom with his reaction to the car not unlike a night moth, stunned by the illumination The short story remains fairly uneventful throughout, therefore the social system reflects this.However, the featurelessness of structure (which in turn reflects the bleakness of the landscape) is broken by the tension created by the interrogation of the police car. The apparent tedium of the walk through the grey town is transformed into a gripping tense episode. Near the end, the short story bursts into another high point of hope with the wonderful climactic symbol of the house ablaze with light a symbol of hope. Nevertheless, we are again plunged into dark anti-climax as we realise that the house is only one lone point of hope, soon to be submerged within the mantle of darkness everywhere.Themes 1. The distrust and ultimate destruction of the individual in a totalitarian state 2. Bradbury considers such a police state to be alien to the natural laws of Mankind man should be free to voice his feelings. 3. He points to the dangers of state-controlled media which can brainwash a nation, State-controlled TV programmes being, effectively, propaganda. 4. He points to the dangers of a docile, unquestioning society. 5. Glancing euphemistic references to psychiatric hospitals. 6. Pessimistic the light in the darkness is extinguished.

Reproductive Health Among Adolescent Girls Health And Social Care Essay

Reappraisal of literature is a systemic hunt of a published work to derive in brass rough a research subject ( Polit and Hungler, 2011 ) . Conducting a reappraisal of literature is disputing and an informatory recognise.The reappraisal of literature was based on extended study of books, diaries, and multinational nur spill indicates. A reappraisal of literature relevant to the check up on was under(a) taken which helped the research doer to develop deep into the job and step-up information on what has been in the yester course of study.An extended reappraisal of literature was do by the research worker to put a wide tush for the cartoon.For the intent of logical sequence the chapter was divided in two partlys.2.1 pop I Reviews connect to fat health among juvenile misss.2.2 PART II Reviews related to effectivity of adolescent to adolescent attack on fertile health.2.1 Part I Reviews related to fertile health among adolescent misss.Mc Call-hosenfeld JS et al. , ( 2 012 ) conducted an data-based survey in Pennsylvania they clotheigated the usurpation of single on giving distaffs s are reception of a comprehensive panel of contraceptive device services in a part that includes twain urban and country-bred communities. Outcome variables were a showing and inoculation index blood specialty per unit area, lipid panel, cozyly familial infections or single grad variables includes predisposing factors, enabling and need based steps. The research worker found that boilers suit routine of frustrative services, were low single variableness in swel conduct pistillates s reception of guidance services is closelyly explained by mental factors and seeing an gynaecologist..Fengy et al. , ( 2012 ) conducted a cross sectional study of 17,016 adolescent misss and light-green aged 15-24 year white-haired in both arcadian and urban Asiatic citations, China, through interview and computing machine assisted self- greatness interview for sensitiv e inquiries. To property the forecasters perceptual experience of homo fetch upualism. The 40 % of teenager and youthful grownups who hold a positive position of homosexualism for both males and females. Preferred beginning of films, pictures, self identified sexual orientation, sexual and generative wellness intuition, crime syndicate values, sexual activity function and situation towards prenuptial sex. The most vulgar and of import forecasters for a respondent s perceptual experience of homosexualism were his/her cognition of sexual and generative wellness.Shelia G et al. , ( 2012 ) conducted a observational survey sing characteristics of physical and sexual development of generative demeanour among adolescent misss at Russia. In this appraisal the adolescent generative demeanour designation and the factors shock absorbering was made in female striplings age 14-19yr randomly organize via uninterrupted choice information of the province of their wellness their stea ds towards kid military capability and their hazardous wonts have been evaluated. High frequence of catamenial abnormalities, 24.7 % delayed formation of the bone pelvic girdle, 25.2 % the prevalence of chronic external genital diseases were found.Iliyasuz et al. , ( 2012 ) conducted a qualitative survey sing sexual and generative wellness communication mingled with female parents and their stripling girls in North India Assam. The research worker active structured interviews and roots to look into generative wellness communicating samples among 108 female parents and girls transcript were canvass utilizing the grounded theory attack.A sum of 136 female parent account discoursing generative issues with their girls. The bulk of girls get generative wellness affirmation from their female parents parents were much(prenominal) likely to discourse matrimony, menses, prenuptial sex, STI infections and sex instruction withdraw to be clotheed with cognition and accomplishments to bump the range and quality of place -based generative wellness instruction.Palke VD et al. , ( 2011 ) conducted a survey sing impingement of sex instruction on cognition and attitude of adolescent naturalise kids in Bihar. Reproductive capableness is now in earlier age, alone the topic of adolescent gender in most societies, there is a broad spread ignorance about hazards are unprotected sex jobs among adolescent misss. Unfortunately prerequisite of sex instruction is non perceived and fulfilled in India particularly in farming(prenominal) countries. The present survey was conducted to esteem the demand and show the feign of sex instruction among adolescent discipline kids, by analysing pre and station treatment questionnaire and there was a important addition in cognition about gender, catamenial hygiene. Sexually familial disease, it has important impact on cognition of adolescent work kids.Ezekwere et al. , ( 2011 ) conducted a survey sing sex instruction, sex info rmation, sex patterns, among adolescent misss in Nigeria. A total 304 misss selected by multi-stage sampling technique studied primary and subsequent beginnings of gender information, main(prenominal)ly the by the media, contacts, households and trails, found that largely they were non involved in planning of early sexual induction and un protected sex was common among them. The survey highlights the demand to make a consciousness at earlier descriptor of adolescent period sexual instruction of adolescent misss through parents and instructors had to be initiated.Wong LP et al. , ( 2011 ) conducted a big cross sectional survey sing attitude towards dysmenorrheal impact and intervention seeking, among 1,295 adolescent misss ( 13-19 year ) from 16 public supplementary schoolings in rural territories of Malaysia. Dysmenorrhea was reported in 76.0 % of the participants multivariate epitome shows that macrocosm in upper secondary degrees was the strongest forecaster for hapless concentration, absenteeism and hapless school class due to dysmenorrheal is a normal rhythm and merely 14.8 % desire medical intervention, instruction should be extended to parents and school equal leaders to turn to the generative wellness demands of striplings.Lazarus JV et al. , ( 2011 ) conducted a quasi observational survey sing generative wellness consciousness computer program to tax the cognition, attitude and demeanour. Generative wellness informations was stash away from the pupils aged ( 11 16 year ) by utilizing a image and group treatment. In holy 313 questionnaire has distributed, and the mean mark in the pretest cognition was 5.9 and 6.8 in station running mark was p ( 0.003 ) , which increased significantly t=4.5, p=0.000. The attitude average mark in pre running game was 4.3 in station rill was 6.8 which shows the increased important. The average conduct pretest mark which showed a important P =0.019. Hence the interference significantly improved the ado lescent generative wellness cognition & A attitude.BiscoFreudenthal J et al. , ( 2011 ) conducted a survey sing devising confederation consciousness of generative piece of land infections including STD infections. The purpose of this survey was therefore to research people perception intervention seeking behaviour and apprehension of information about RTI/STD. Qualitative contact analysis was engaged for the information analysis. The major findings was that the most common intervention seeking behaviour was taking self medicine. Shyness of venereal scrutiny, negative attitudes towards dirty diseases. The chief media beginnings of RTI/STI information were wireless, Television and other entree to wellness information was more hard. Health instruction messages should be more accessible in rural countries.Van Rossem et al. , ( 2011 ) conducted the study to measure the range and impact of societal interchange and generative wellness communicating runs ( selected wireless and telecas ting plans ) sing household planning and human immunodeficiency virus/AIDS in Zambia. The consequences evidenced that the generative wellness and societal selling Campaigns in Zambia reached a big part of the macrocosm and had a important impact. The consequences suggested that future generative wellness communicating runs that invest in wireless scheduling may be more profound than those puting in telecasting scheduling and future runs should seek to increase their impact among mature females.Portillo et al. , ( 2011 ) conducted a cross sectional survey sing sexual and generative wellness among adolescent misss at High school in Spanish. The survey focused to find the extent of information about preclude sexually transmitted diseases, cognition and usage of prophylactic regularitys. It includes 641 pupils who agreed to ending the questionnaire by school. 84.5 % pupils know at least one preventive method 84 % , It is necessary to set up or beef up information programme on sexu al wellness for stripling.Fehr KR et al. , ( 2011 ) conducted a survey to measure the cognition and usage of Folic window glass in swelled females of generative age Folic pungent reduces the hazard of nervous tubing defects 50 % , expectant females of generative age group should be aware of the importance of the folic acid and nervous tubing defects. They used footings such as Folic acid cognition and Folic acid awareness to seek articles published, adult females were although cognition degrees were associated with instruction and wellness attention professional s magazines and intelligence documents, wireless, Television, as common beginnings of information, and this cognition will let them to do informed objects about Folic acid among adult females.Mc Call JS et al. , ( 2011 ) conducted a survey sing preventative guidance among generative aged adult females. Preventive wellness intercession frequently occur less often among rural adult females compared to urban is an of imp ort characteristic of comprehensive preventative wellness attention commissariats.Data were collected by telephone study during 2004-2005 participants aged 18-45 year in the scarlet tanager Pennsylvanias. The survey assessed the independent part of reding for smoke, intoxicant, drug usage, birth control, nutrition, physical activity. almost adult females do non have recommended preventative guidance, while rural adult females are less likely than urban adult females to have reding educating rural wellness attention suppliers about the demand for preventative guidance.Jousha et al. , ( 2011 ) narrated on rubber dialogue and experience among sexually active immature adult females in New south Waless, Austraila by utilizing feminist narrative attack. Ten adult females s narratives were collected via on-line interviews. The findings revealed that none of the adult females initiated or negotiated usage of the male rubber publicity relies on the r4coginition of the gender factors that impede immature adult females s rubber dialogue and usage. Schemes that overcome gender kineticss and empower adult females to negociate rubber usage have the ability to enhance rubber usage among this group.Lawan et al. , ( 2010 ) conducted a survey sing menses and catamenial hygiene among adolescent misss in Gujarat.This survey examined the cognition and patterns of adolescent school in around menses and catamenial hygiene.Data was collected quantitatively and analyzed utilizing pre experimental survey, the survey findings showed that bulk had just cognition of menses, although deficient in specific cognition countries, most of them used healthful tablets as shock-absorbent during their last menstruations, changed catamenial dressings about 1-5 times per twenty-four hours and bettering entree of the stripling to reproductive wellness demands.Sivagami, et al. , ( 2010 ) conducted a qualitative survey on community perceptual experience and intervention seeking behavior sing genera tive piece of land infections including sexually transmitted infections in Lao by utilizing 14 focal point group treatment and 20 in depth interviews. It held among 76 adult females and 56 work forces. The major determination was that both male and female participants had a assortment of misconceptions about the causes and symptoms of RTI/STIs and their free and a reluctance to seek wellness attention. The chief grounds for non traveling to wellness installations were fright of societal favoritism or shyness. They suggested beef uping wellness instruction and publicity through intercessions at the community degree to better the quality of RTI/STI direction.Minto et al. , ( 2010 ) reviewed the efficaciousness of HIV/STI behavioural intercession and identified factors associated with intercession efficaciousness for American African females in the United provinces by utilizing meta- analysis from 37 relevant surveies. The consequences showed that behavioural intercession had a impor tant impact on decrease in HIV/STI hazard sex behavioral. They cogitate as behavioural intercessions were efficacious in forestalling HIV and STIs among African American females. They suggested that carry oning more research to analyze the possible part of discontinue schemes that attend to community degree and to better communicating between RTI/STI patients and clinicians.Thakor HG et al. , ( 2010 ) conducted a STIs prevalence survey on cognition and patterns related to STIs and HIV among 125 sex workers in an urban country of Gujarat, India. 85-90 % were cognizant about assorted symptoms / diseases transmitted by insecure sexual pattern in male and female. 23.4 % took intervention from wellness worker for such jobs 87.9 % were cognizant that consistent usage of rubber could protect them from HIV infections and 2.6 % reported for non intervention of STD.58 % were non cognizant about behavoural alterations needed to cut down the hazard.2.2 PART II Review related to effectivity o f stripling to adolescent attack on generative wellness.Denison JA et al. , ( 2012 ) conducted a quasi experimental survey on equal instruction make a difference an rating of HIV bar in youth-led theoretical account trained voluntaries equal pedagogues age ( 18-25 year ) in school, to learn HIV bar and Reproductive wellness. This rating programme effects on pupils HIV cognition, attitude and behaviours of adolescent misss by utilizing a non randomize quasi experimental design among 2133 pupils had significantly higher degrees of cognition sing HIV P & lt 0.001 and Reproductive wellness P & lt .001 more positive attitude towards the Reproductive wellness and HIV.The young person led or peer pedagogue theoretical account is associated with increased HIV and Reproductive wellness cognition and ego0kanlawon FA et al. , ( 2011 ) conducted a survey to measure the effectivity of equal instruction in a secondary school sing generative wellness among adolescent misss in Karnataka. The sur vey employed pre and station trial intercession quasi experimental design, The experimental group was the adolescence misss to give equal instruction programme for 6 months pre and station trial informations in the experimental and control groups were compared and analyzed. The cognition of generative wellness issues was p & lt 0.5. Hence the intercession significantly improved the adolescent generative wellness cognition efficaciousness and sexual hazard taking behaviours.Drummond P et al. , ( 2011 ) conducted a survey by utilizing peer instruction to increase the sexual wellness cognition among West African refugees in Western Australia. Ten multilingual west African equal pedagogues conducted a 3 hours workshop on sexual wellness for little groups of western African refugees ( n = 58 ) who late settled in Perth, western Australia.There were important additions in the participants fellowship on sexually transmitted infections and HIV, their spread and the steps to protect again st infection. They cogitate that the equal instruction attack was successful in helping innovative and emerging community to work efficaciously on sexual wellness subjects by and large considered as taboos or excessively sensitive to discourse.Stephenson. J et al. , ( 2010 ) assessed the effectivity of school-based peer-led sex instruction among 9,000 students aged 13-14 old ages at England. Schools were randomized to either peer-led sex instruction ( intercession ) or to go on their usual teacher-led sex instruction ( control ) . Peer pedagogues, aged 16-17 old ages, were trained to present three 1-hour schoolroom Sessionss of sex instruction to 13- to 14 old ages old students from the same schools. The survey findings concluded that compared with conventional school sex instruction at age 13-14 old ages, this signifier of peer-led sex instruction was really effectual associated with alteration in teenage STDs, it merits status within broader teenage STDs bar schemes.

Essay on 2g Spectrum

Essay on 2G Spectrum Scam B rajashekar Reddy (1593206) MADS 6604 ethical motive and Public Values Prof Brenda Lyshaug, Ph. D. Fairleigh Dickinson University April 01, 2013 2G stands for Second-generation wireless telephone technology. The 2G gip is one of the biggest gip till now in India and the highest authority of India peremptory judicatory verbalise that this kidnap is m some other of tout ensemble the scam till now in India. In this 2G spectrum scam numerous governing body cancelledicials are intricate for illeg everyy undercharging frequency allocation for the mobile telephonic companies.The divagation mingled with the money collected and the money to be obtained is 1, 76,379 crore rupees (USD 39 billion). The put out of licenses to the mobile companies occurred in 2008, but it first came to nonice when the income measure part investigating one of the policy-making person NiraRadia. CBI and CAG are the two investigation agencies regard in the investigati on of the 2g scam. CAG is a file based political sympathies auditing agency. It focuses on reporting the issues when there is a deviation from the set policies and procedures and in addition how it is effected the economy growth.CAG has attainly mentioned that the allotment of licenses was not held in vivid scathe. That has ca utilize a hurt of revenue up to Rs. 176 lakhs crore to the political relation of India. The report besides say that telecom attend A. Raja has totally ignored the advice of finance ministries on allocation of license to benefit for few operators. It in like manner that all the telecom regulator acts are ignored to misused. CAG also reported that the impairment at the license was allocated in 2008 are according to the prices in 2001.The price is very let loose when compared to the technology and other development from the year 2008 to 2001 which has resulted in loss to the authorities activity. The auction methods followed and the bids to invite the participants to sell the license are not carried out according to proper rules. CAG also stated that telecom ministry has cross all the financial procedures, policies and rules according to his call for. Raja has issued licenses to the disregarddi epochs who are ineligible and to the candidates submitted the stupid documents. From 122 licenses 85 are illegally arrogateed nd they are not to the mark or rules use uped by the telecom regulations act. Government has also formed a special grievous bureau of investigation squad to investigate the case. The bang sheet filled by the CBI has stated that the loss was 309845. 5 million (US$ 5. 7 billion) on 2nd April 2011. As per peg report of Income Tax Department and Central Bureau of Investigation agencies. It has stated that A. Raja could have received an amount of 30 billion rupees (US$ 550 million) as a bribe from the companies for bringing the cut-off date forward for the applicants of spectrum.The actual date of submiss ion is 1st October 2007 then posterior it is shimmyed to 25th September 2007 this shift in the deadline has eliminated mevery applications and it went favor of some of the applicants. His auction is not make according to the market valuation and instead he adopted the tread of 2001, when the telecom sector was in consummate(a) boom. Actions to prevent much(prenominal)(prenominal) scams whole the proceeding done by the parliamentary committees should be made clear to the frequent and media, so that everyone can clearly understand the issue.The government indigences to take severe and serious actions in such issue that can restrict others to involve in such scam. Government has to prove itself by taking all the actions on the accused supreme of their position and personality. Media has to perform its duty by permit out the truth to the globe in such issues. Fast track acts are to be established by government to create transparence in the justice in such scams. On May 200 7, A. Raja has been appointed as a telecom minister and in august 2007 department of telecommunications DOT has initiated a assist of allocation for 2G spectrum.On 25th of September 2007 telecom ministry issues press not for the deadline for applications as October 1st 2007. The prime minister of India writes to the telecom ministry A. Raja to make for sure that all the process of allotment should be carried in a artless and fair manner and to make sure about the fee with honour to the market value. But, A. Raja has wrote back to prime ministry rejecting numerous of his suggestions and recommendations. This scam involves many political issues, as A. Raja is member of DMK party which reinforcements congress government in the central.Some movies related to A. Raja regarding the lobbing for the post of telecom ministry has been leaked to press. That became as a serious issue in the central at the same term 2g scam has been came in to the picture. Congress government thought of laying off the case as it became a prestige issues to the government. In this process the CBI decimal point and Income tax department head has been dis sexd from their positions and sent to other department. Since, DMK is a supporting party to the government. The government doesnt want to lose their support as it is very much fateed to be in powerfulness.As the videos regarding the lobbing for the telecom ministry post has went in to the humans through media. and so the government stated to deliver for the post of telecom minister. Earlier, A. Raja refused to resign but later his is left with no other option. In this scam, the government tried to divert the issue by stating that there was a take on instead of loss to the government. Later, other statement has been issued from government stating that there was a zero loss to the government. This two contradiction statement has created my doubts in the public.As per the public petition filled by the senior retired officer the Supreme Court has take up the case and on 2nd February 2012 the supreme court of India has stated that the license allocation are done without following any procedures and rules and this directly has favored many companies. A. Raja has been arrested on February 2nd 2011 and this impacted many company shares and share market has been collapsed by 20% on that day. Companies like swan telecom and unitech have got the licenses at very low price and then they sold and given partnership to other companies at very high price when compared to the price that they got the license.This clearly states the difference between buying and selling price, which has done great loss to the government. For this, A. Raja has interpreted bribe from the companies indirectly by investing the money into the Kalaignar TV line of products in Chennai, which is headed by MP Kanimozhi daughter of DMK party leader M. Karunanidhi. telecommunication department need to follow the telecom regulation act and rules an d this should be monitored by the department of telecom director. If any topic done in wrong delegacy or without following the rules then it should be notified by the director and certain(prenominal) action should be taken like cancelling the licenses.The government needs to assign this post to talented and placefulnessful and sincere persons like retired IPS officers. This scam could not been occurred if the director of department could have noticed it and complained it to the higher officials. When such bids or allocations are conducted with large amount of money then there need to be some steps should be carried out like spotless document verification and perfect financial statement. Also need to stigmatise whether the company has all the eligibilities to apply or not. There need to perfect rules and regulations need to be setup before the process of bid is initialized.The income tax and CBI need to focus on the participants of the bids. Since, large amount of money is invo lved in the bid. Government also need to act irrespective to the political issues when such issues occur. Instead of covering those issues the government needs to take logical and fair action regardless of the political issues and matters. As a government servant A. Raja has misused all his powers and responsibilities for his now needs and rick. He used his power to build his own wealth and his fellow beings. As a public and government servant he needs to come the public with their needs and wants.He used all the powers for his own interest. As a public servant he has lost all his faith and trust towards the public. He misused the public funds and values of the parliamentary. Which is very unethical to do being in such high position. Beside A. Raja, M. K. Kanimozhi has also involved in the scam. M. K. Kanimozhi is only daughter of five time chief minister of Tamil Nadu, M. Karunanidi representing DMK political party. Kanimozhi is Member of Parliament representing Rajya Sabha for Tamil Nadu. As per the charge sheet Kanimozhi has 20% share in her family owned TV carry Kalaignar in Tamil Nadu.As per the CBI Kamimozhi is main head behind the scam as she worked with A. Raja to shift the money from the applicants of spectrum to Kalaignar TV about 2 billion. Also, stated that A. Raja has directly involved in launching the TV gestate by getting the permission from Ministry of Information and Broadcasting and also from DTH Tata service. She was charged a case to breach the trust by a public servant. She was arrested by CBI on May 20th 2011 and granted bail on November 28th, 2011 after spending in judicial custody. Still the tail is being following in special branch court CBI.Siddharth Behura is the telecom depositary when whole issue has taken place. Allegation on him is that he has shifted the deadline for the applications so has to avoid some companies. This is total misuse of power. He has been arrested by CBI on Feb 2nd 2011 and granted bail later. RK Chando lia, Rajas private secretaire involved in each and every aspect of the scam. He and Behura both(prenominal) together planned to limit deadline for the applications. He was arrested by CBI on Feb 2nd, 2011 and later granted bail. Irrespective of political pressure the ministry should be handed to wellspring educated and trustful person.I think the director of department and minister is liable for the entire scam. The Director of Department position needs filled by the sincere and honest person like retired IPS officers. The CBI offers and income tax department need to work out very effectively. Political pressure should not be applied on both the departments. In most of the cases the CBI is operated by the central government which makes its weaker to actions on the accused. That is not good for the country growth. CBI is a independent department under Supreme Court but most of the cases it work with respect to the ruling party.The income tax department needs to be more advanced and strengthen. This could pull down the flow of black money in this assortment of situations. They need to monitor every action when related to the huge tack of money. Media need to be alert in such issue and need provide perfect information to public. In this scam media played a vital role by leaking out the important videos to the public and letting out the truth. Whistle blowing in some situation is very important and in some other situations it create serious problem to the peach blower.When coming to this scam I think babble out blowing is right thing to do. Since, the highest position of the department of telecom is involved in it. Report against a minister to any higher authority is not a form thing. This could be harmful to him and his position in the government. In this scam a government offer has approached to income tax department about the issue and other filled a case in the Supreme Court. As many political and government officials are involved complaint to higher governance is very risk thing to do.In this case the government tried to reduce the impact of the issue by withdrawing the head of CBI and Income tax department by this we can understand the political pressure in this issue. Later whistle blowing to the media had made to case to sustain and the accused got arrested. A. Raja has cleared used all his powers for his own purpose. The lobbying for the post of telecom minister itself clearly stated his nature. He didnt even consider the recommendation and rules that Prime minister has recommended. His thoughts were to earn and take receipts from his position.In his views it is ethical for him to do like as he did for his self advantage. The result of Rajas remonstrance is the 2G scam. His dissent had done great loss to the government of India. Lot of money has been misdirected from the government treasure which should be used for the public welfare. This issue has lost the trust on the government in the public. The entire license is sued by the Raja has been dismissed by the government and allocations with new prices are done later. This has been use government time and money. The moral principles like not to cheat the public being a public representative are at stake.The right values as being in the position are at stake. As a responsible person Raja has make all the allotments in fair and transparent manner. He should act in such a way that government and public need to get advantage of it. Everything exposed in this scam are done unethically, being a public servant he should use the power for the public welfare not for his own needs. But Raja has totally misused his power for his personal needs and to give advantage for his own people. To stop such scam CBI and income tax departments need to be provided with full power and no political pressure on them.Reference 2g scam Timeline. (2011, OCT 22). THE INDIAN EXPRESS. Retrieved from http//www. indianexpress. com/news/2g-scam-timeline/864055 2g spectrum scam T he story so far. (2011, September 15). NDTV. Retrieved from http//www. ndtv. com/article/india/2g-spectrum-scam-the-story-so-far-133841 Court to consider charge sheet in 2g scam case on feb. 11. (2013, JAN 30). THE HINDU. Retrieved from http//www. thehindu. com/news/ internal/court-to-consider-charge-sheet-in-2g-scam-case-on-feb-11/article4360930. ece Dhananjay , M. (2011, sept 07). 2g loss? ovt gained over rs 3,000cr Trai. THE TIME OF INDIA. Retrieved from http//articles. timesofindia. indiatimes. com/2011-09-07/india/30122800_1_spectrum-trai-2g John , R. ( 2012, February 06). India to auction 2g spectrum from scandal-tainted licences. TECHWORLD. Retrieved from http//news. techworld. com/networking/3335201/india-to-auction-2g-spectrum-from-scandal-tainted-licences/ What is the 2g spectrum scam about?. (2012, march 2013). DECCAN HERALD. Retrieved from http//www. deccanherald. com/content/112984/what-2g-spectrum-scam-about. html