Practical Demonkeeping Chapter 26

26 TRAVIS'S STORY Augustus Brine sat in one of the huge cowhide seats before his chimney, drinking red wine from an inflatable flagon and puffing endlessly on his meerschaum. He had guaranteed himself that he would have just one glass of wine, just to bring some relief from the adrenaline and caffeine clatter he had worked himself into during the grabbing. Presently he was on his third glass and the wine had mixed him with a warm, sloppy inclination; he let his brain float in a marvelous vertigo before assaulting the job needing to be done: cross examining the demonkeeper. The individual looked innocuous enough, propped up and attached to the next wing seat. Be that as it may, if Gian Hen Gian was to be accepted, this dim youngster was the most perilous human on Earth. Salt water considered cleaning up before waking the demonkeeper. He had gotten a brief look at himself in the restroom reflect †his facial hair and dressing secured with flour and ash, his skin solidified with sweat-streaked goo †and concluded that he would establish an all the more scary connection in his present condition. He had discovered the smelling salts in the medication bureau and sent Gian Hen Gian to the restroom to wash while he rested. In reality he needed the Djinn out of the room while he scrutinized the demonkeeper. The Djinn's condemnations and ravings would just confound an effectively troublesome errand. Saline solution set his wineglass and his channel on the end table and got a cotton-wrapped smelling-salt container. He hung over to the demonkeeper and snapped the container without him even noticing. For a second nothing occurred, and Brine expected that he had hit him excessively hard, at that point the demonkeeper began hacking, took a gander at Brine, and shouted. â€Å"Calm down †you're all right,† Brine said. â€Å"Catch, help me!† The demonkeeper battled against his bonds. Brackish water got his channel and lit it, influencing an exhausted lack of concern. After a second the demonkeeper settled down. Saline solution blew a slim stream of smoke into the air between them. â€Å"Catch isn't here. You're on your own.† Travis appeared to overlook that he had been beaten, grabbed, and tied up. His fixation was centered around Brine's last proclamation. â€Å"What do you mean, Catch isn't here? You think about Catch?† Salt water considered giving him the I'm-posing the-inquiries here line that he had heard so often in analyst films, yet upon reflection, it appeared to be senseless. He wasn't a hardass; why assume the job? â€Å"Yes, I think about the evil presence. I realize that he eats individuals, and I realize you are his master.† â€Å"How do you know all that?† â€Å"It doesn't matter,† Brine said. â€Å"I likewise realize that you've lost control of Catch.† â€Å"I have?† Travis appeared to be truly shaken by this. â€Å"Look, I don't have the foggiest idea what your identity is, yet you can't keep me here. On the off chance that Catch is wild once more, I'm the one in particular that can stop him. I'm truly near consummation this; you can't stop me now.† â€Å"Why should you care?† â€Å"What do you mean, for what reason would it be a good idea for me to mind? You may think about Catch, yet you can't envision what he resembles when he's out of control.† â€Å"What I mean,† Brine stated, â€Å"is for what reason would it be advisable for you to think about the harm he causes? You rang him, isn't that right? You send him out to execute, don't you?† Travis shook his head viciously. â€Å"You don't comprehend. I'm not what you think. I never needed this, and now I get an opportunity to stop it. Release me. I can end it.† â€Å"Why would it be advisable for me to confide in you? You're a murderer.† â€Å"No. Catch is.† â€Å"What's the distinction? In the event that I do release you, it will be on the grounds that you will have mentioned to me what I need to know, and how I can utilize that data. Presently I'll tune in and you'll talk.† â€Å"I can't reveal to you anything. What's more, you would prefer not to know at any rate, I guarantee you.† â€Å"I need to know where the Seal of Solomon is. What's more, I need to know the mantra that sends Catch back. Until I know, you're not going anywhere.† â€Å"Seal of Solomon? I don't have the foggiest idea what you're talking about.† â€Å"Look †what is your name, anyway?† â€Å"Travis.† â€Å"Look, Travis,† Brine stated, â€Å"my partner needs to utilize torment. I don't care for the thought, however in the event that you snap me around, torment may be the best way to go.† â€Å"Don't you must have two folks to play great cop, terrible cop?† â€Å"My partner is cleaning up. I needed to check whether I could prevail upon you before I let him close to you. I truly don't have the foggiest idea what he's proficient of†¦ I'm not even sure what he is. So on the off chance that we could continue ahead with this, it would be better for the both of us.† â€Å"Where's Jenny?† Travis inquired. â€Å"She's fine. She's at work.† â€Å"You won't hurt her?† â€Å"I'm not a fear based oppressor, Travis. I didn't request to be engaged with this, yet I am. I would prefer not to hurt you, and I could never hurt Jenny. She's a companion of mine.† â€Å"So on the off chance that I mention to you what I know, you'll let me go?† â€Å"That's the arrangement. In any case, I'll need to ensure that what you let me know is true.† Brine loose. This youngster didn't appear to have any of the characteristics of a mass killer. On the off chance that anything, he appeared to be somewhat guileless. â€Å"Okay, I'll reveal to you all that I think about Catch and the chants, however I vow to you, I know nothing about any Seal of Solomon. It's a truly abnormal story.† â€Å"I speculated that,† Brine said. â€Å"Shoot.† He presented himself with a glass of wine, relit his funnel, and sat back, propping his feet up on the hearth. â€Å"Like I stated, it's a quite peculiar story.† â€Å"Strange is my center name,† Brine said. â€Å"That more likely than not been hard for you as a child,† Travis said. â€Å"Would you continue ahead with it.† â€Å"You requested it.† Travis took a full breath. â€Å"I was conceived in Clarion, Pennsylvania, in the year nineteen hundred.† â€Å"Bullshit,† Brine intruded. â€Å"You're not a day more than twenty-five.† â€Å"This is going to take much additional time on the off chance that I need to continue halting. Simply listen †it'll all fall into place.† Brackish water protested and gestured for Travis to proceed. â€Å"I was conceived on a homestead. My folks were Irish migrants, dark Irish. I was the most seasoned of six youngsters, two young men and four young ladies. My folks were steadfast Catholics. My mom needed me to be a minister. She pushed me to concentrate so I could get into theological college. She was chipping away at the neighborhood ward to suggest me while I was still in the belly. At the point when World War I broke out, she asked the religious administrator to get me into theological school early. Everyone realized it was simply a question of time before America entered the war. My mom needed me in theological school before the Army could draft me. Young men from mainstream universities were at that point in Europe, driving ambulances, and some of them had been murdered. My mom wasn't going to lose her opportunity to have a child become a cleric to something as irrelevant as a universal war. My younger sibling was somewhat moderate †intellectually, I mean. I was my mo m's just chance.† â€Å"So you went to seminary,† Brine added. He was getting anxious with the advancement of the story. â€Å"I went in at sixteen, which made me in any event four years more youthful than different young men. My mom stuffed me a few sandwiches, and I pressed myself into a ragged dark suit that was three sizes unreasonably little for me and I was on the train to Illinois. â€Å"You need to comprehend, I didn't need any piece of this stuff with the evil presence; I truly needed to be a minister. Of the considerable number of individuals I had known as a kid, the minister appeared as though the one in particular who had any authority over things. The harvests could fizzle, banks could close, individuals could become ill incredible, the minister and the congregation were consistently there, quiet and unfaltering. And all that supernatural quality was quite clever, too.† â€Å"What about women?† Brine inquired. He had settled himself to hearing an epic, and it appeared as though Travis expected to tell it. Brackish water discovered he enjoyed the weird youngster, regardless of himself. â€Å"You don't miss what you've never known. I mean I had these desires, yet they were wicked, isn't that so? I simply needed to state, ‘Get thee behind me Satan', and continue ahead with it.† â€Å"That's the most unfathomable thing you've let me know so far,† Brine said. â€Å"When I was sixteen, sex appeared the main motivation to go on living.† â€Å"That's what they thought at theological college, as well. Since I was more youthful than the others, the administrator of order, Father Jasper, took me on as his uncommon task. To keep me from sullied musings, he made me work continually. In the nighttimes, when the others were given time for petition and contemplation, I was sent to the house of prayer to clean the silver. While the others ate, I worked in the kitchen, serving and washing dishes. For a long time the main rest I had from sunrise until late was during classes and mass. At the point when I fell behind in my examinations, Father Jasper rode me much harder. â€Å"The Vatican had given the theological school a lot of silver candles for the special stepped area. Probably they had been authorized by one of the early popes and were more than 600 years of age. The candles were the most valued ownership of the theological school and it was my business to clean them. Father Jasper remained over me, evening in the wake of night, rebuking me and chiding me for being sullied in thought. I cleaned the silver until my hands were dark from the compound, and still Father Jasper criticized me. On the off chance that I had sullied considerations it was on the grounds that he continued reminding me to have them. â€Å"I had no companions in theological school. Father Jasper had put his imprint on me, and different understudies avoided me inspired by a paranoid fear of summoning the official of control's fierceness. I thought of home whenever I got an opportunity, yet for reasons unknown my letters were never replied. I started to presume that Father Jasper was shielding my letters from getting to me. �

Consumer Perception and Evaluation of Hewlett-Packard

Purchaser Perception and Evaluation of Hewlett-Packard The Notebook PC Industry in Taiwan: An Examination Of Consumer Perception and Evaluation of Hewlett-Packard Theoretical This administration venture is exploratory research to look at the Hewlett-Packard (HP) brand and the Taiwan note pad PC advertise. HP is one of significant players in this market with a brand character of personalisation, development and innovation authority. This goal of this exploration is to gauge the view of Taiwan buyers about their image inclinations just as assess the viability of HPs brand correspondence. By setting up center gathering meeting with distributer salespeople and potential purchasers, this examination built up an organized survey to test and break down customers mentalities. Oneself administrated survey was led web based, getting 152 legitimate examples. It overviewed 20 unique properties of scratch pad items and brand pictures to find purchasers mentalities toward the 4 driving brands in the market-HP, Asus, Acer and Lenovo. The consequences of this examination demonstrate that HP couldn't convey the brand character with much achievement and was positioned in a more vulnerable position then Asus and Acer as far as all characteristics expect unwavering quality in the Taiwan note pad showcase. It additionally shows that cost isn't the most significant factor for customers when they pick a scratch pad. Rather, significantly more accentuation is given to quality and capacity. In section 5 of this exposition, there are a few proposals about HPs future improvement dependent on the review discoveries. As low cost is not, at this point the most significant factor impacting buyers buying conduct, HP should invest considerably more energy on its image picture to make its upper hand and extend piece of the pie. Watchwords Brand Association; Brand Image; Brand Positioning; Brand Preference; Consumer Behavior; Consumer Perception; Decision Making Process; Hewlett Packard; Loyalty; Marketing Communication Prelude I worked for Hewlett Packard Taiwan from 2002 to 2006 as an accomplice business director. In that period, I obtained a ton of information in channel the executives, both from HP itself just as its accomplices. In any case, as a salesperson from the first merchant, I felt that occasionally I settled on choices simply following past encounters and the recommendations and advices of others without adequate understanding into purchasers. Consequently, to get ready for my next vocation plan, I see this exploration on buyer recognitions and the situation of HP in the Taiwanese journal showcase as significant groundwork for my aspiration to turn into an item administrator. In helping me achieve this administration venture, I might want to stretch out my gratitude to numerous individuals for their trust in me and for their demonstrable skill. Right off the bat, I need to thank my chief, Dr. Steve Henderson for his patient direction over the span of the examination. Without him, it would have been hard to complete this undertaking. Furthermore, I need to state thank you to all the companions who were eager to save their time in helping me direct the center gathering and poll study. Their liberal assistance caused my examination to continue without such a large number of challenges. To wrap things up, I might want to thank my family, for their affection, persistence and comprehension of my delayed nonappearance from home while seeking after my scholastic profession. With their full help, I have had the option to completely concentrate on completing this paper. Presentation Foundation Diagram Marking has been examined for quite a few years as an approach to recognize the results of one maker from others. In progressively serious markets, incredible brands become basic to accomplish the manageable improvement of business. There are various perspectives identified with brands that are predominant in the writing and in the way that brands have been drawn nearer. Generally, brands were viewed as images, and that was reflected even in the meaning of brands communicated by the American Marketing Association (2008). At the end of the day, brands were principally viewed as exchange facilitators, far away from the relationship advertising point of view. Brands were additionally considered as the makers property. It was inferred that the maker is generally answerable for the correspondence of the brand, brand related exercises, and brand notoriety as time goes on (Veloutsou 2008). Today, brands are compound elements and their appearance incorporates the view of the item qualities, character and qualities. It is recognized that they could be seen contrastingly by different corporate partners. Appropriately, terms brand personality (the expected discernment brand engineers might want the brand to have) and brand picture/brand notoriety (how it is seen by the intended interest groups) have been created. Consequently, brands can be the relationship developers (Veloutsou 2008). All things considered relationship promoting for quick moving customer products depends, all things considered, on brands to help in the advancement of the purchaser firm relationship (Kapferer 2004a; Selame 1993). As indicated by Selame (1993), the capacity and prevalence of brands in the quick moving buyer merchandise showcase is uncontested. Most promoting administrators in such enterprises would not think to scrutinize the significance of brands. Just as the quick moving buyer merchandise showcase, the innovative business sees an utilization of marking (Kapferer 2004). As Zajas Crowley (1995) call attention to, until the finish of the twentieth century, the utilization of brands in showcasing high-innovation items was negligible. Very regularly, advertising officials who regulate PCs and other high-innovation items deal with their product offerings or promoting blend exercises in with little thought for the advancement of long haul brand acknowledgment. This brings an issue when more noteworthy accentuation is given to an items highlights than to the situating of its image name (Zajas Crowley 1995; Kapferer 2004). Taiwans Notebook Personal Computer Industry Because of the expanding progress of customers from work area PCs to note pad PCs, Taiwans Notebook PC showcase demonstrated significant development as far as shipment volume. In 2007, 90,165 thousand units were dispatched with yearly market development rate arriving at 42.1%. MIC (2008) ventures that Taiwans note pad PC market will keep up twofold digit development until 2011. There is fabricating seriousness of Taiwanese scratch pad PC industry during its creating phases of the first gear producers (OEMs), unique plan makers (ODMs), and unique brand makers (OBMs). Various patterns are influencing the expense of segments and materials used to produce PCs. The increasing expense of oil, Chinas recently instituted work law (which has expanded the expense of gathering work), diminished duty impetuses and the valuation for the Renminbi (RMB) against the U.S. dollar are testing the PC producing biological systems capacity to keep up overall revenues. As of now, benefits run at about 5%. The top ODMs of scratch pad PCs have expressed that they can't retain the expanded expenses and plan to give them to customers (Tsai 2008). On 21 May 2008, Simon Lin, executive of Wistron, told Taiwans Digitimes that Wistron would raise contract fabricating costs. This follows comparative proclamations lately from Compal and Quanta. Gartner (2008) has affirmed the divulgences with every one of the three organizations which controlled over 69% of overall scratch pad PC creation in 2007 (allude to Table 1-1). It is the first run through these three have endeavored, at the same time, to raise costs, even at the danger of losing orders. In any case, the gathering conveys some weight, which will probably fortify their situation in exchanges with merchants, for example, HP and Dell. Because of difficulties to their upper hands, Taiwanese hello tech endeavors need to consider whether to remain in the OEM field or build up their own image promoting techniques. A few companies decide to work in the OEM, for example, Hong Hai Precision Industry Co. Ltd. (Foxconn) and Taiwan Semiconductor Manufacturing Company Limited (TSMC). Then again, a few firms, including Acer, Asus, and BenQ, perceived the significance of their own brands and have exchanged their speculations and tries towards high worth included exercises, for example, innovative work, item development, and brand building (Chen et al 2007). The objective of all these improvement techniques is to fortify intensity under the expanding tension of the changing scene condition (Tsai Hung 2007). At most Taiwanese organizations, net revenues on deals of marked PCs are around multiple times higher than on deals of PCs and parts to affiliates like HP and Dell, said Jerry Shen, Asusteks CEO (2008). Taiwanese agreement producers, for example, Micro-Star Internal, Clevo, and Asustek (Asus) have begun to showcase their own note pad PC marks through utilizing their assembling qualities, a pattern that has expanded rivalry over the business (Simons 2008). In light of the data referenced above, overall brands, for example, HP and Dell are confronting sharp rivalry in the journal PC showcase, particularly in Taiwan. The IDC report, as summed up by Chinatimes (2007), indicated that the journal piece of the pie of neighborhood brands Asus and Acer represented 33 percent and 32 percent individually, trailed by HP with 12 percent and Lenovo with 7 percent in the 2007 second from last quarter. In 2008Q1 Asus and Acer, increased over 69% of Taiwans scratch pad PC piece of the pie, including new product offering Ultra Low-Cost PC, for example, Asuss Eee PC items while HP and Lenovo stayed in the 3rdand 4thplace (Apple news 2008) Outline of HP HP is a main PC producer, with a roughly 5.6% offer in the worldwide equipment showcase in 2006. It is a supplier of individualized computing and different access gadgets, imaging and printing related items and administrations, and venture data innovation infrastruct

How to customize the Label Status Message in Blogger

How to customize the Label Status Message in Blogger I have already shared that how we can hide or remove the Label Status Message from Blogger label page. But those who wants to keep this message they can bring some variation by adding their own word on Label status message. Because many users may not find the status message unnecessary. So in this tutorial I will show you how we can customize the Label Status Message from Blogger Label page. The original status message will be like below- Showing posts with label ---------. Show all posts Before After Recommended:Hide or Remove Label Status Message box from Blogger Step 1Log into yourBlogger accountand Go to yourBlogger Dashboard Step 2Clickon- Template - Edit HTML Step 3NowFind thebelow codeby pressing Ctrl+F b:includable id='status-message' Step 4The complete code will be like below b:includable id='status-message' b:if cond='data:navMessage' div class='status-msg-wrap' div class='status-msg-body' data:navMessage/ div class='status-msg-border' div class='status-msg-bg' div class='status-msg-hidden'data:navMessage/ div style='clear: both;'/ /b:if /b:includable Step 5Nowreplace the data:navMessage/ line with below code block More Awesome Posts are Under data:blog.searchLabel/ Label ! I have added a sample text in this tutorial but you can change the text with your own word. But don't remove data:blog.searchLabel/line. If this tutorial is working perfectly then let me know. And like us on Facebook. Thanks.

Field Trip Report on Religions - 1338 Words

Field Trip Report on The Calvary Chapel, a Christian Church Prepared for: Professor Shaw Prepared by: Julian Aguirre DeVry University Comparative Religions Field Trip Report February 15, 2013 Memorandum To: Professor Shaw (DeVry University) From: Julian Aguirre Date: February 15, 2014 RE: Field Trip Report on Calvary Chapel, Ranch Cucamonga CA! ______________________________________________________________________________ Introduction The objective of this report is to contrast and compare the culture of the Calvary Church with Catholicism, which is the religion that I practice. A field trip was taken to the Calvary Chapel in Rancho Cucamonga On February 12 of 2013, in which a clear observation of its services was†¦show more content†¦A person has to really pay attention to the details to see the name. It is pretty hard to drive by and notice that there is a church on that street. In the Catholic Church that I attend, the name is pretty obvious. A person can tell that there is a church from quite a distance. In my opinion, the church did not lend itself to worship. Worship The nature of the worship facility consisted of communion and prayers of forgiveness and faith. As mass originate, the reverend, who was named Jimmy Orate, and his wife discussed many life stories with the people. This stage of the worship service lasted a good fifteen to twenty minutes. The reverend’s wife spoke about an abortion that she went through before she found Christ. That abortion led to her guilt for many years. She had no kind of peace, and credits that to her past non-belief in God. She felt ashamed to speak about the abortion with people, but with the faith in God and Christ, she was finally able to confront her fear until finally speaking about the issue. She managed to ask for forgiveness and was finally able to deal with herself. The message associated with this anecdote was of repentance. 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Managing Marketing of Etihad Airways Research Paper

Essays on Managing Marketing of Etihad Airways Research Paper The paper "Managing Marketing of Etihad Airways" is a great example of a case study on marketing. Etihad Airways is the national airline of Abu Dhabi began its operations in 2003 and has been declared the fastest growing airline in Asia. The company’s positioning as a provider of personalized and luxurious travel services has made the company a global leader in the first-class travel service. As stated by Bomber, Gittell Kochan (2009) with this leverage, the company’s growth strategy is well-founded and as it expands its market to Asia, the Company’s endeavor to be the market leader in Asia can still be enhanced on the same platform of offering personalized and luxurious travel service.The current challenge facing Etihad Airways as it endeavors to penetrate Asian destinations and market segment is competition from numerous airline companies and lack of brand awareness. Recent market studies have indicated a growing business in the airline industry in Asia rangin g between 30% and 40%. The research further indicates that first-class travel and business class travel are growing at a slighter lower rate of between 10% and 20% with most clients being international business people, tourists, and professionals. Airline consumer survey done on the region further indicates increasing trends in consumer awareness on the airline service quality and experience (Skytrax 2010).Market DescriptionAsian airline market has been in an endless growth for the last decade and this has seen the influx and development of several airline companies. The increasing economic growth in the region has made airline travel a choice for most business professionals and entrepreneurs. Etihad Airways intends to meet the needs of the market as a whole while segmenting the market as per the users’ needs rather than the regional and geographical locations. The target market for Etihad Airways and Etihad brand are;Corporate usersEntrepreneurs and investorsLuxury travelers ProfessionalsThe needs of most customers in this segment with reference to first-class and business-class products are travel safety, great customer experience in terms of travel ambiance, entertainment, a continuation of the business and office work and finally a timely and consistent travel schedule.Product reviewEtihad Airways are associated with the personalized and luxurious first-class product- Diamond first-class globally, this has made the company a global leader in this product category as per the 2010 Skytrax awards. The company has positioned its first-class product as associated with style, space, luxury, and ambiance. The First class product- diamond class has been designed for greater customer experience to the corporate users, luxury travelers, and entrepreneurs.

Real Time Analysis of Walmart And Big Data

Question: Discuss about the Walmart and Big Data Real Time Analysis. Answer: Introduction Big Data and Walmart can be synonymous in the sizes of them, as Big Data is as potential as Walmart and Walmart can be as big as big data. Todays retail stores not only collect the customer data for share the offers and discounts of the products, but also to understand, integrate and interpret the customer information to exploit this data in the best way to promote their sales and revenue. Big Data Big Data is data sets that are very huge, complex and large that the present and contemporary or traditiaonl data processing application will become inadequate. The contemporary challenges of the traditional data procsseing applications, like data search, curation, visualization, sharing, updating, querying, transfer, analysis, capturing and information privacy can be solved more effectively with the Big Data. It refers to the use of predictive analytics to extract certain value from the raw data that become reference and ground to make more confident decision making. Accurate results from Big Data can result in cost reduction, greater operational efficiency and reduced risk. Big Data has gained quick applications in various industries for combating the crime, preventing the diseases and spotting the business trends. Among all of them the business organizations, which deal with majorly huge customer base exploit the best out of Big Data. (Reichman, et al. 2011). Big Data Analytics can better be described as 3Vs, Volume that refers to the data size, usually in Exabyte, Terabyte and Petabyte Variety that refers to the heterogeneous nature, made up with datasets that are both structured and unstructured Velocity that refers to the speed at the data capture is done Predictive Analysis Predictive analytics is predicting the future trends based on the use of data in the past, with the help of the machine learning algorithms and statistical models for identification of the patterns. Walmart made use of the analysis for forecasting, marketing, customer service, product offers and fraud detection, to exploit the benefits, like achieving competitive advantage, new revenue opportunities, increased profitability, increased customer service and operational efficiencies. Walmart Walmart is a multinational retail corporation that is based out of America. The major operations of this retail mart are discount department stores, chain of hypermarkets and grocery stores. The company was founded in 1962, by Sam Walton. So, far, by the end of April, 2016, the number of stores of Walmart has reached 11,527, across 28 countries under 63 banners. The company has the revenue of more than US$482 billion with an operating income of US$24 billion and net income of US$14 Billion. Walmart is the largest company in the world, by revenue and also the biggest private employer from the entire world, for its huge employee base of 2.2 million. The company is also the most valuable companies by the value in market in the world (Sam et al. 1993). Sam Walton. Walmart, being the largest retailer in the US attempted to collect and analyse its huge consumer data. The collected big data sets are analysed and mined towards predictive analytics, for optimizing the operations and business by prediction of the habits of the customers (Hayes 1990) The Walmart Case Walmart had acquired Kosmix and changed its name to WalmartLabs with the objective of developing software for real-time data streams analysis, in April 2011. The company has announced the own Polaris search engine, in the following year. Walmart experiences data collection and analytics experience the concern of privacy for the customer data. Wlamart has collected the data right in 2012 and its transactional data is estimated to have more than 2.5 petabytes of data, related to the customers. Kosmix enabled the concept of Big Data, though the word hasnt been coined by then, through developing the software application towards searching and analysing the applications of the social media, like Facebook, Twitter, Blog spots, etc. in real time for providing the user personalized insights. Social Genome application is also developed to capture the data about people, in terms of information, relationships of the events, topics, people, locations, organizations and products. it captures the real time data from the social media sites, in the form of billions of relationships and entities. The application consistently performs social media semantic analysis and feeds the output of it to Walmarts e-commerce applications that are custom built. By the beginning of 2013, the company has earned the capability to index and search social media documents of about 60 billion, helping the marketers to analyse, understand the trends, sentiments and popular products, all on the basis of real time. It can even analyse geographical location based sentiments analysis that enables the capability to predict the trends in the stores of Wal-mart and also in ecommerce stores. Walmart has developed SCAN GO program, which is made available through Walmart App, through the Android and iPhone devices, right in 2012. The App helps the customers to scan the purchased itesm with their phones and pay at self-checkout, before leaving the store. The items that are purchased and the personal details of the customer are well integrated in the smart phone and this integrated data gives a much and directly analysed data to Walmart. The technology also helps the company to grab extraordinary insights into the behaviours of the shoppers. The geo-location feature from the App help the company to offer the specific and relevant coupons to the shoppers, right at the time of navigating within the store. How Walmart Makes Use of Big Data? Initially, the collection of the data is started in the year 2012, with an experiential Hadoop cluster with 10 nodes and increased this number to 250 nodes. The migration of the Hadoop is done with objective of combining 10 of its websites into its home website, to gather all the unstructured data into the Hadoop cluster. This is the beginning of the speed of Big Data Analytics and stands to be the key factor till today. The analytics are scaled up to provide the best-in-class e-commerce technologies that have been increasing the revenue and also deliver the best quality customer experience. In addition to the Kosmix, Walmart also has acquired Inkuru Inc. to target merchandising, targeted marketing and fraud prevention. The predictive technology employed by them has started pulling huge data from various and diverse source. It helped the Walmart to improve the customer service, through personalizing the services. Machine learning technologies are incorporated by the predictive technologies to automate the accuracy enhancing process of algorithms and made it to integrate with diverse internal and external data sources. Walmart performs the big data analytics, through the following architecture. Figure: Technical Architecture and Online Marketing Ecosystem (Source: datafloq.com) The company has transformed its decision making to increase the revenue with the repeated sales. The First Applications Walmart has attempted the following technological steps to consider the customer database. Savings Catcher Using this application, the company alerts the customers, when its competitor reduces the price of the product that was bought by the customer. The application will then offers a gift voucher to the respective customer that would compensate the difference of the price. eReceipts Usign this application, the custoerms are provided with the e-copies of the products they bought. Mapping This application in association with Hadoop helps to maintain the walmart stores most recent maps, around the world. These maps can identify, where a small chocolate resides in the specific walmart store, around the world. Tracking the Customer Data Walmart makes use of the data mining for discovering the point of sales data patterns. The patterns help providing the recommendations of the product to the customers, based on the previous products bought. Eventually, it increased the rate of conversion of the customers. Each and every customer is targeted and tracked, idnividuallly. Difference in Increasing Sales Launching of New Products New product launch is based on the analysed social media data. It finds how and to what the users are frantic about a product, for example, Cake Pops. The company responds immediately to the analysis data quickly and the same product will hit the stores of the Walmart. Better Predictive Analysis The shopping policy of the Walmart is recently updated and modified based on the analysis of the big data analysis. The predictive analytics are leveraged towards increasing the minimum online order amount for the customer to be eligible for a benefit of free shipping. Recently it has increased the range of new products and also increased the minimum online order amount from $45 to $50. Customized Recommendations Credit card purchases by the customers are analysed through big data algorithms and provide recommendations, specific and specialized to the customers, on the history of the purchases. Big Data Analytics Solutions Social Media Big Solutions A new contest, crowdsourcing is introduced in the social media that benefit the enterpreneurs to add the new products on the shelf, resulting in 5000 entries in the US. And the best products are chosen and declared to be winners and displayed in the stores making them available to millions of customers. Social Genome It reads billions of messages from FaceBook, Tweets, videos in YouTube and postings in blogs for analysis. It combines this data with proprietary data, like the basic customer details, like email id, purchasing data and public data accessed from the web. Shopycat Gift recommendation Engine This App recommends the best gift for the friends of customers, which are based on the social data extracted from social media and it also sends the links of the respective products to purchase. The Shopycat has won 10 million fans so far. Predictive Analysis This Predictive analytics stand as the supply chain process heart and help staying properly stocked, reducing the overstock, on the products that are most demanded. It negotiated with the suppliers for real-time vendor inventory management usage to help in minizing the specific product inventory, in case the expected sales are not achieved. It support the retailers to buy the highly demanded products by saving the funds. Eventually, it has increased the sales and so the profits. Mobile Big Data Analytics Solutions More than half of the customers use smartphones and 35% of them are adults that contribute 3/4th of total customer base of the Walmart Smartphone customers make 4 more trips and they spend almost 77% more in the stores Users with mobiles account for almost one third of traffic in Walmart every year and close to 40% approximately during the holidays. The geofencing feature of the mobile App is enabled to sense, whenever the customer enters the store of the Walmart in the US and the mode is changed to Store Mode and this mode helps the customers to scan the codes of QE to explore the specialised offers and discounts on their interested products. Benefits Walmart analytics system analyse about 100 millions of keywords every day for optimizing each of the keyword for bidding Analytics considers data upon millions of products connecting to 100s of millions of customers all collected from various sources Significant growth from 10% to 15% is expereicnd from online sales and reach $1 billion in revenue Walmart labs enabled the analytics system that performs an action and analysis from every clickable action of its website, walmart.com, for What the customers do buy online What the customers do buy in the stores What is the trend going on Twitter? Focuses on local events The deviations in the buying patterns affected by the deviations in local weather Walmart Big Data Walmart has exploited the best of Big Data, than any of the company in the world. The customer base has become a strong asset and the customer base has become a great source of increased business for the company. Gained exhaustive data, in Peta bytes for customer that reached more than 145 million US people, which contributes to more than 60 per cent of the adults in the US, all with ever-expanding and broader toolboxes The company gains the ability to trac the movement of the consumers in stores with the help of Wi-Fi in store The system enables to connect the social medial activities of the consumer with their transactions Increased customers to 245 million running in its 10,900 stores and 10 of its websites. Walmart sees about 300,000 social mentions in a week. It has 2 million associates and about half million associates are taken by the company every year The total number of employees in the company is more than that customer base of some of the retailers It earns $36 million US dollars, in the US itself Walmart Big (Data) Facts and Figures Figure: The Walmart Big Data Facts Privacy Concerns Many concerns have been raised that people of color in the US are more likely to have lesser income, compared to the population in the US, face certain risks from the big data usage and evolving and the practices of the Walmart, particularly. In addition, there are other concerns raised are the following. Walmart shares the online data of the customer with the third parties of more than 50. The is the information about the unique identifiers about the users and devices used by them, product viewed, system information, like operating system version, type and location, etc. Walmart has about 100 lobbyists, working biasedly lobbying in advertising and online privacy The journey of success of the Walmart is continued and is expected to scale up by leveraging the big data analysis. Conclusion Walmart stores have been running as the most successful retail business, not only in the US, but also in the entire world. the secret to its success lies in the right product delivery, at the right time and in the right place. The success of the store in climbing the ladder of the retailing success has been yielding remarkable results, majorly by leveraging the big data analysis. References "Sam's Choice Climbs Beverage Brand List Walmart's Sam's American Choice Beverage Brand".Discount Store News Bustillo, Miguel; Talley, Karen (August 29, 2011). "For Walmart, a Rare Online Success".The Wall Street Journal Cilfford, Stephanie; Barstow, David (November 15, 2012)."Walmart Inquiry Reflects Alarm on Corruption". New York Times Edosio. U. (2014). Big Data Anlaytics and Its applications in E-Commerce University of Bradford, Research Gate, Conference Paper. Frank, T.A. (April 1, 2006)."A Brief History of Wal-Mart". Washington Monthly. Hayes, Thomas C. (February 28, 1990)."COMPANY NEWS; Wal-Mart Net Jumps By 31.8%".The New York Times. Hayes, Thomas C. (February 28, 1990)."Wal-Mart Net Jumps By 31.8%".The New York Times. Hilbert, Martin; Lpez, Priscila (2011)."The World's Technological Capacity to Store, Communicate, and Compute Information".Science Iconiq Inc. (20 May 2016). How Big Data Analysis Helped Increase Walmarts Sales Turnover?. Retrieved, May 25, 2016, from https://www.dezyre.com/article/how-big-data-analysis-helped-increase-walmart-s-sales-turnover/109 Jacques, Peter. (January 1, 1970)Wal-Mart or World-Mart? A Teaching Case Study | Peter Jacques. Academia.edu. Kendall, Gerald I. (1998).Securing the future: strategies for exponential growth using the theory of constraints.Boca Raton, Florida:CRC Press. Krieg, Katherine (2014).Sam Walton: Founder of the Walmart Empire.ABDO Publishing Company Magoulas, Roger; Lorica, Ben (February 2009)."Introduction to Big Data".Release 2.0(Sebastopol CA: O'Reilly Media) McCarthy, Caroline (March 6, 2007)."Free Shipping from Walmart.com... with Store Pickup".CNET. n/a. (2010). Data, data everywhere".The Economist. 25 February 2010. n/a. (November 16, 2004) "The Rise of Walmart".Frontline: Is Wal-Mart Good for America?. O'Keefe, Brian (June 4, 2015)."The man who's reinventing Walmart". Fortune magazine Ranade, Sudhanshu (July 17, 2005)."Satellite Adds Speed to Wal-Mart".The Hindu Business Line Reichman, O.J.; Jones, M.B.; Schildhauer, M.P. (2011). "Challenges and Opportunities of Open Data in Ecology". Science331 Reichman, O.J.; Jones, M.B.; Schildhauer, M.P. (2011). "Challenges and Opportunities of Open Data in Ecology".Science Rijmenam. M. (2016). Walmart is making Big Data part of its DNA. Datafloq. Retrieved, May 25, 2016, from https://datafloq.com/read/walmart-making-big-data-part-dna/509 Segaran, Toby; Hammerbacher, Jeff (2009).Beautiful Data: The Stories Behind Elegant Data Solutions. O'Reilly Media Soderquist, Donald (April 19, 2005). "The Wal-mart Way: The Inside Story of the Success of the World's Largest Company" (2nd ed.).Thomas Nelson. Staff Writer.(2006). Wal-Mart Will Phase Out Layaway Program", Wal-Mart. September 14, 2006 Tuttle, Brad (August 7, 2013)."Meet the Low-Key, Low-Cost Grocery Chain Being Called 'Walmart's Worst Nightmare'".TIME. Walton, Sam; Huey, John (1993). Sam Walton: Made in America: My Story.New York:Bantam. Walton, Sam; Huey, John (1993). Sam Walton: Made in America: My Story. Walmart 2016 Annual Report".stock.walmart.com Walmart New York:Bantam. Hayes, Thomas C. (February 28, 1990)."COMPANY NEWS; Wal-Mart Net Jumps By 31.8%".The New York Times

Employee Retention in Workplace

Table of Contents Introduction Factors contributing to high turnover rates How to retain employees What rewards do employees want What makes a good workplace Conclusion References Introduction According to Prakashan (2008, p.1-51), â€Å"employee Retention involves taking measures to encourage the most productive employees to remain in the organization for the maximum period of time† or up to completion of their projects. Additionally, Carsen CCH Incorporated (2005, p.2) note that ‘retention of employees also involves weeding out underperformers in order to free up resources and space for high achievers.’Advertising We will write a custom research paper sample on Employee Retention in Workplace specifically for you for only $16.05 $11/page Learn More High turnover in a firm can adversely affect the firm’s productivity and profitability; however, low turnover is not necessarily beneficial as it can also harm performance of firms. The causes of voluntary turnover are classified into two groups; low job satisfaction and labor market conditions (Jackson, Schuler Werner, p.217). Employees’ retention is very essential to business because the cost of turnover can be exorbitantly high as it includes costs of advertising, paying recruiters. According to Smith (2007), it costs approximately $7-17 to replace an hourly employee and more than $40000 to replace a manager. Moreover, globalization has led to stiffer competition for quality employees. Besides, the United Nations predicts that labor shortages in the coming years will be a real problem (Jackson, Schuler Werner, p.217). Some industries have general high turnover rates compared to others; thus, it is necessary for businesses to identify the specific trends in their industries in order to set up appropriate measures. Low turnover among high performers contributes to improved firm’s performance (Jackson, Schuler Werner, p.217). Therefore, productivity of an organization is directly linked to retention of its most productive employees. Employees are compelled to leave a certain organization because of some specific reasons. Factors contributing to high turnover rates include job and employee mismatch, and failure of meeting the employees’ expectations. Thus, it is important for management teams to realize that turnover is not caused by a single event, but rather, a string of processes in the organizations. Retention of employees involves four major factors namely compensation, growth and career, relationship in employee retention programs and support (Prakashan, 2008, p.1-53). These strategies are all geared at increasing employees’ satisfaction, and boosting employees’ morale. Moreover, employee retention practices exist in three levels; low, medium and high levels. Further, selecting and hiring the right employees who fit in the organization culture in itself facilitate retention. According to A rmstrong (2002), rewarding of employees should be based on the value they add to an organization; these rewards are usually in the form of financial and non-financial. Rewarding employees is one method of motivating and hence retaining employees. Besides, through rewarding employees, a business is able to grow its revenue and profits, retain its most productive employees, and inspire peak performance among its staff (Deeprose, 2007, p.1).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Moreover, Reward system used as a motivating technique should be aligned to the unique needs of employees. Additionally, in order for employers to have maximum benefits from rewards, employers need to link rewards to organizational goals. The employers need to identify values or behaviors that they desire to reinforce and they attach rewards to them. This paper outlines specific issues contributing t o high turnover rates in organizations, and identifies the specific ways of rewarding employees. Moreover, the paper will outline what an organization should do in order to retain its productive workforce. Factors contributing to high turnover rates Employee turnover â€Å"occurs when employees voluntarily leave their jobs and must be replaced† (Smith, 2007). Business owners and management teams need to recognize factors that lead to high turnover rates in their specific businesses and industry. Moreover, factors that contribute to turnover rates among a specific group i.e. gender, race or certain ethnic groups should be explored. Factors contributing to high turnover rates can be classified in two categories; those beyond or within the control of the employer (Smith, 2007). Thus, employers need to identify factors related to high turnover rates which are within their control and put in place strategies to mitigate their occurrence. One factor contributing to high turnover ra tes is economic factor; employees leave a business in order to obtain better paying jobs. Indeed, some employees have been reported to leave an organization for another that provides an increment to their previous salaries or wages. Additionally, employees are constantly looking for job opportunities that give better compensation packages such as bonuses, health insurance. Further, organization experiencing performance difficulties have higher turnover rates; this is due to speculation of future layoffs. Employees in organization which are in the process of restructuring for example merging or being acquired tend to leave the firm due to uncertainty of job security. The organizational culture in a firm influences satisfaction, hence the rate of turnover. Organizational culture includes these aspects of reward system, strength of the leadership and development of shared goals. Generally, organizations with good support work environment have lower turnover rates (Prakashan, 2008, p.1- 53). Subsequently, organizations with limited career growth opportunities are exposed to high turnover, as employees seek for new challenges and career growth. Indeed, findings suggests that employees who had progressed through different jobs were more likely to remain in an organization compared to those who had remained in one job since being hired (Branham, 2005, p.204). Besides, high-performers stuck in one position for too long have a high tendency of leaving.Advertising We will write a custom research paper sample on Employee Retention in Workplace specifically for you for only $16.05 $11/page Learn More The characteristic of a job also determine its turnover rate. For example, employees who are compelled to perform duties that take up personal time are likely to leave employment (Smith, 2007, p.24). In addition, job’s status determines its attractiveness or the lack of attractiveness. Usually, â€Å"job’s attractiveness will be aff ected by many characteristics, including its repetitiveness, challenge, danger, perceived importance, and capacity to elicit a sense of accomplishment† (Smith, 2007). Jobs which are monotonous and have limited opportunities for career growth experience high turnover rates. According to Jackson (2002), dissatisfaction with growth and career development prospects in a firm also cause employees to leave. Impractical expectations and general ignorance from employees at the time they accept a job offer fundamentally affects turnover rates. Subsequently, if employees are constantly assigned duties that do not match their qualification or personalities, they are compelled to leave (Prakashan, 2008, p.1-53). In addition, demographics of employees also contribute to their decisions of leaving an employment. Indeed, â€Å"empirical studies have demonstrated that turnover is associated in particular situations with demographic and biographical characteristics of workers† (Branham, 2005, p.204). For example, employees who have attained additional qualification (degrees) are more likely to leave a firm if they feel their achievements are not recognized or there is no room for utilizing their qualifications (Branham, 2005, p.204). Substandard working conditions in an organization also contribute to high turnover rate. Employees require adequate materials and equipment necessarily for accomplishing their responsibilities. Subsequently, the workplace environment should be hygienic and safe, for instance, proper lighting and well ventilated. Moreover, it is noted that there is high turnover in departments where the managers leave. Changes in management can destabilize an organization. How to retain employees Management of businesses can reduce employees’ turnover by using some basic HR practices. Turnover is not caused by a single event; rather, it is mostly caused by a series of processes in the workplace. Therefore, management teams need to diagnose reaso ns that cause employees to disengage so that management can interrupt the process hence save a lot of resources (Jackson, Schuler Werner, p.217). Employers need to make special consideration during mergers or acquisition or low performance because organizations are more vulnerable to higher turnover rates.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Smith (2007) outlines pay, promotion opportunities, and work/life balance as the most essential needs from their companies. Firstly, organization should appoint a retention committee that is tasked with dealing with all issues regarding retention of the workforce; this is essential especially in large organizations. Organization with retention initiatives reported up to 40% turnover decline among salaried employees and 25% decrease in hourly employees (Branham, 2005, p.205). Moreover, it may be necessary to re-interview the organizations staff yearly to review employees in terms of growth and areas where there is need for training. Additionally, large organizations should create an employee alumni organization where former employees can be contacted and possibly rehired. Organizations should offer competitive compensation packages to its employees depending on the industry. The compensation package includes wages, salaries, bonuses, stock options and vacations. Jackson et al (2002) recognizes compensation given to employees plays a crucial role in retaining them. The compensation given should reflect the amount of skills and experience of the employee and the amount of time spent working. Employers also need to train sectional or departmental managers on the importance of employees’ retention and factors that lead to high turn over rates. Besides the department managers should be given retention goals. In order to establish why employees are leaving their employment managers should conduct exit surveys where the managers conduct an interview to establish the reasons for dissatisfaction (Jackson, Schuler Werner, p.218). Importantly, departmental managers should be encouraged to remain in their position since their departure can cause turnover from their junior staff. In the event that a department manager has to leave, the position should be filled by an internal candidate trusted by the current employees (Branham, 2005, p.204). The organization should facilitate their employees to assess the organization hence pinpoint possible retention problems. Smith (2007) recommends two approaches through which organization a can be assessed; through a regular, informal assessment of employees by their supervisors and a formal assessment where employees can express their views regarding their company. Further, during frequent staff meeting, managers should identify productive staff whose departure would hurt the organization. Moreover, the management should establish and implement ways of to better the needs of these key employees (Branham, 2005, p.204). According to Prakashan (2008), growth and development are fundamental issues to every employee. Therefore, organizations should focus on the career development needs of their employees and broaden the employees’ marketability. Besides, findings suggest that nonexempt employees who advanced to exempt stay longer in businesses. Consequently, the organizations should provide coaching to encourage their nonexempt employees to grow their knowledge and capabilities hence attain career growth opportunities (Branham, 2005, p.204). Moreover, the managers should ensure that the employee’s personal goals and objectives are met as they participate in organization responsibilities. Further, the employees need training on various aspects of the organization in order to facilitate easier working. Subsequently, employers need to appraise its workforce and provide feedback and recommendation of improving their performance. First-year turnover rates are usually very high due to poor selection and hiring processes. To prevent this first-year turnover, an organization should select employees who can easily fit in the existing organizational culture, thus avoid employee-job mismatch, which causes dissatisfaction. Normally, new employees need to be properly oriented in a bid to make them fit into the system smoothly without having to kill their morale to work so early in their career. New employees who fit in the organization’s culture tend to have maximum length of time in a firm. Additionally, the management may need to review new-hire orientation process and training of new employees during the first year of employment (Branham, 2005, p.204). Additionally, employers need to explain explicitly, job responsibilities when hiring new employees, since unexpected responsibilities can cause dissatisfaction. In this case, employees should be made aware of what roles they are likely to play in the organization from the beginning of their engagement. Employees can also to be retained through creation of a supportive work culture, which enable employees to develop and boost employee satisfaction (Prakashan, 2008, p.1-53). A supportive work culture should encompass the following; respecting all employees, assigning appropriate job profiles and promoting or disciplining all employees according to the corporate culture. Additionally, the organization should support its employees to be successful. In addition, it is necessary for an organization to â€Å"support its employees during personal crisis through providing personal loans during emergencies or counseling services† (Prakashan, 2008). What rewards do employees want As stated earlier, rewarding employees is important to a business as; it grows revenue and profits, helps to retain productive employees and inspiring peak performance among the workforce. Effective reward programs in businesses have a great bottom-line impact. Rewarding employees also helps to great a positive work environment, motivates high performance, and reinforcing desired behavior. Moreover, organizations which recognize the efforts of their employees register better performance than organizations which do not recognize and reward its employees. Moreover, ‘organizations need to formulate employees reward systems that consist of integrated policies, processes and practices of rewarding employees dep ending on their contribution’ (Armstrong, 2002, p.4). Contrary to believe of many employers that rewarding employees is an expensive strategy, rewarding can actual have no or minimal cost. Importantly all rewards used by employers should be frequent and personalized since employees have unique needs. Therefore, employers require understanding of the unique needs of their employees in order to have an appropriate reward scheme for each. Most employers tend assume that their employees require rewards and incentives in form of monetary form. Conversely, as much as monetary rewards is an important way of recognizing employees achievements, there are many other forms of rewards which employees require as discussed below. In deed most studies conducted on employees suggest than money is not ranked highly among motivating factors. Ideally, rewarding of achievements and progress should be done on daily basis. Employees require recognition, praise and appreciation from their employers ; this can be in form of a personalized written praise (Stredwick, 2005, p.338). The employees need their employers to publicly recognize their efforts or achievements so the whole company can share in their accomplishments. In deed when employees perform a good job, employers should show appreciation. Employees require flexible working hours in order to maintain work/life balance; besides, new technology can facilitate working from home (Armstrong, 2007, p.38). The employers should reward top performers with flexible working hours or facilitate them to work from home. Where possible give opportunity to deserving employees to determine their working schedule; this strategy facilitates in building trust and good relationship between employers and key employees. Additionally it is essential to compensate for any extra time worked by employees. Further, the employees’ life schedule should fit with their work; example female workers may require more flexible working hours due to their maternal duties. Subsequently employees need learning and development opportunities where they can improve their marketability and career growth chances. Employers need to offer training and guidance to their employees in order to equip them with necessary skills (Armstrong, 2007, p.36). This is in realization that employees are always see\king an opportunity to advance their career and personal development, thus can be part of motivation. Additionally, employees require employers to consider employees voices and decisions, and in this case, ensure that all employees are allowed to participate whenever key decisions that touch their roles are being made. Employees want to be rewarded with greater responsibilities and leadership position. High achiever employees should be rewarded will new challenges; therefore, they should be rewarded with opportunity â€Å"to choose their assignments and rise to new challenges offered by new responsibilities† (Armstrong, 2007). Moreove r, employees need higher degree of autonomy and independence when performing their duties. By giving room for employees to work independently they are able to be innovative. What makes a good workplace The quality of a workplace influences motivation, satisfaction of employees and hence productivity of the firm. Generally, the structure and corporate culture of an organization determines the quality of a workplace. The quality of working relationship between co-workers and employees and management determines the quality of a workplace. In organization where workplace relationships are solid and supportive they form a good environment for working. Moreover, the work place relationship is influences the work environment, work teams cohesion and job satisfaction (Ganster Perrewe, 2010, p.118). Additionally workplace friendships affects work place experience positively; they contribute to job satisfaction and job involvement. Employees are willing to stay in organizations where they ha ve clear understanding of what is expected from them. Good workplaces offer guidance of meeting goals but they do not control the employees. Thus, management needs to effectively communicate their expectation from each employee and then give autonomy and independence for employees to attain the goals through their preferred routes. Subsequently, good workplaces have adequate materials and equipment necessary to maximum their potential. Moreover, employers should facilitate training employees on how to use provided equipment. Employees are motivated to stay in workplaces where duties that match with the right individuals. Additionally, workplaces with culture of appreciation are more attractive to employees. Further good workplaces provide opportunities for growth and development to its employees. Besides, employees are compelled to stay in organizations, which have high productivity culture. Conclusion Employee retention is a major concern for many employers; management teams of suc cessful organization have to realize the importance of retention its most productive workforce. High turnover leads to loss of valuable workers whose replacement is costly. It is important to note that a high employee turnover is normally unhealthy to an organization’s performance as well as the productivity of other presumably loyal employees. Moreover, turnover affects productivity of remaining employees since they may be compelled to perform duties of more than one person or allocated duties that do not match with their training. Employee exit from an organization may be a subject of variant factors; however, although some are avoidable, other factors may be too strong for the employer to control. It is fundamental for employers to identify these factors and establish strategies of preventing their occurrence. Primarily, turnover is attributed to lack of job satisfaction or economic conditions. Lack of job satisfaction is mainly caused by unmet expectations, the nature of job, corporate culture in the organization and personal demographics. On the other hand market conditions influence turnover through availability of better job opportunities with improved compensation. In order to limit harm of high turnover, employers need to utilize some strategies so as to improve job satisfaction and hence retention. Primarily, an employer should review his compensation packages, the workplace relationships, career and development prospects, and support in the workplace to facilitate retention of high-performers. The employers should offer competitive compensation packages depending on skills and experience of their employees and duration worked. Moreover, the employers can allow high-performers to formulate their work schedule or flexible working hours. Besides, the employers should compensate the employees for any extra hours. Further, employees want more independence and autonomy whenever handling their duties. Moreover, employers can retain employees through providing career development opportunities and training. The workplace culture influences the productivity of employees and also the rate of turnover. Management need to instill a supportive culture in the workplace as it leads to higher job satisfaction, therefore lower turnover. Additionally, the workplace relationships affect quality of the workplace. Thus, employers are required to establish strategies which promote internal cohesion. Besides, a good workplace has necessarily materials and equipment while the staff has been trained on how to effectively use the provided materials. References Armstrong, M. (2002). Employee reward. London: CIPD Publishing. Armstrong, M. (2007). A handbook of employee reward management and practice. London: Kogan Page Publishers. Branham, L. (2005). Seven Hidden Reasons Employees Leave. NY: AMACOM Div American Mgmt Assn. Carsen, J. CCH Incorporated. (2005). HR How to: Employees Retention. IL: CCH Incorporated. Deeprose, D. (2007). How to recogniz e reward employees: 150 ways to inspire peak performance. NY: AMACOM Div American Mgmt Assn. Ganster, D. C. Perrewe, P. L. (2010). New Developments in Theoretical and Conceptual Approaches to Job Stress. London: Emerald Group Publishing. Jackson, S., Schuler, R. Werner, S. (2008). Managing Human Resources. OH: Cengage Learning. Prakashan, N. (2008) Human Resoure Management: Managing People at Work. Bangalore: Nirali Prakashan. Smith, G. (2007). 401 proven Ways to Retain Yours Best Employees. Georgia: CYC Publications. Stredwick, J. (2005). Introduction to Human Resource Management. Oxford: Butterworth-Heinemann. This research paper on Employee Retention in Workplace was written and submitted by user Jeremiah W. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Advanced Database Management System Project Essays

Advanced Database Management System Project Essays Advanced Database Management System Project Essay Advanced Database Management System Project Essay Introduction Background of the Study This survey is about the scaling system in English of class thee to rate six pupils of Tambo Munti Kulit Elemantary School. under the counsel of Mrs. Gina G. Espineli. instructor of English. The school is located at barangay Tambo Munti Kulit. Indang. Cavite. The public school is besides under the Department of Education ( well-known as DepEd ) . Vision Tambo Munti Kulit Elementary School is committed to educate the young person of Cavite for the new millenary. to exert dynamic. proactive and advanced leading It shall be a school wherein leaders are developed to go competent and responsible members of the Filipino society ; equipped with maximal potencies so that they shall be valued and respected in the planetary community ; antiphonal to the demands of a technologically forward society ; and who are above all. humane and morally unsloped. It shall continuously function by its doctrine of Quality Education for All and shall ever be guided by its end of living up to a national civilization of excellence . Mission Tambo Munti Kulit Elementary school is committed to supply cognition and values necessary for the attainment of higher academic public presentation. It will supply young person and grownups with wonts and accomplishments needed for life-long acquisition and present effectual services for the common good. Problems addressed by the DBMS Pre-DBMS Typographic Mistake: Misspelled words caused by rapid input of informations as they have to go through it to the higher section every bit shortly as pressing. Time-wasting: It can take a piece to manually add or seek informations. Improper categorization of informations: It is hard to screen tonss of informations into groups. Misplace of Data: There are some instances that the records can be lost or misplaced doing it difficult to recover. Limited: They can non make back-ups. as they have to take it a long clip. Not Secured: There’s merely one authorised room to put all of informations. Current DBMS Crashing plan and can non be retrieved: One of the jobs that is caused by bugs. Slow procedure of informations: This is due to low memory ( largely hardware jobs ) Typographical Mistake: Misspelled words caused by rapid input of informations as they have to go through it to the higher section every bit shortly as pressing. Godhead of the System The Grading system is provided by the Department of Education The Department of Education was established through the Education Decree of 1863 as the Superior Commission of Primary Instruction under a Chairman. The Education bureau underwent many reorganisation attempts in the twentieth century in order to better specify its intent vis a vis the altering disposals and charters. The present twenty-four hours Department of Education was finally mandated through Republic Act 9155. otherwise known as the Governance of Basic Education act of 2001 which establishes the authorization of this bureau. The Department of Education ( DepEd ) formulates. implements. and coordinates policies. programs. plans and undertakings in the countries of formal and non-formal basic instruction. It supervises all simple and secondary instruction establishments. including alternate learning systems. both public and private ; and provides for the constitution and care of a complete. adequate. and incorporate s ystem of basic instruction relevant to the ends of national development. The Rating System in English consists the followers: Quizs: 15 % Recitation: 20 % Performance: 15 % Subject: 10 % Homework: 5 % Undertaking: 10 % - - - - - - - - - - - - - - - - - Periodic Exam: 25 % Entire: 100 % Improvements with the usage of the DBMS lt ; State the betterments in the topics company in the execution of the system with the DBMS gt ; DESIGN AND CODING Entity Relationship Diagram ( ERD ) Relational Schema Questions used Query| Description| select* from tblstudent ; | expose all informations from tbl student| select* from tblquizzes ; | displays all informations from tblquizzes| select* from tblhomework ; | expose all informations from tblhomework| select* from tbltheme ; | expose all informations from tbltheme| select* from tblothers ; | displays all informations from tblothers| choice tblstudent. lname as Last Name . tblquizzes. quiz_no as Quiz Number . tblquizzes. class as Grade from tblstudent inner articulation tblquizzes on tblstudent. sid=tblquizzes. sid order by sid ; | displays the last name of the pupil. together with its quizzes ( quiz figure and the class ) | choice tblstudent. lname as Last Name . tblhomework. homework_no as Homework Number . tblhomework. class as Grade from tblstudent inner articulation tblhomework on tblstudent. sid=tblhomework. sid order by sid ; | displays the last name of the pupil. together with its preps ( prep figure figure and the class ) | choice tblstudent. lname as Last Name . tbltheme. theme_no as Theme Number . tbltheme. class as Grade from tblstudent inner articulation tbltheme on tblstudent. sid=tbltheme. sid order by sid ; | displays the last name of the pupil. together with its subjects ( theme figure and the class ) | choice tblstudent. lname as Last Name . tblothers. reci_grade as Recitation from tblstudent inner articulation tblothers on tblstudent. sid=tblothers. sid order by sid ; | displays the last name of pupil. and its recitation grade| choice tblstudent. lname as Last Name . tblothers. perf_grade as Performance from tblstudent inner articulation tblothers on tblstudent. sid=tblothers. sid order by sid ; | displays the last name of the pupil. and its public presentation grade| choice tblstudent. lname as Last Name . tblothers. proj_grade as Project from tblstudent inner articulation tblothers on tblstudent. sid=tblothers. sid order by sid ; | displays the last name of the pupil. and its undertaking grade| choice tblstudent. lname as Last Name . tblothers. peri_grade as Periodical from tblstudent inner articulation tblothers on tblstudent. sid=tblothers. sid order by sid ; | displays the class of the pupil. and its periodical test class. | mysql gt ; choice tblstudent. sid. tblstudent. lname as Last Name . tblstu dent. fname as FirstName . tblstudent. mname as Middle Name . tblstudent. degree as Grade . avg ( tblquizzes. grad vitamin E ) as Quizzes . tblothers. reci_grade as Recitation . tblothers. perf_grade as Performance . avg ( tbltheme. class ) as Themes . avg ( tblhomework. class ) as Homework . tblothers. proj_ class as Project . tblothers. peri_grade as Periodical . ( ( avg ( tblquizzes. class ) *0. 15 ) + ( tblothers. reci_grade*0. 20 ) + ( tblothers. perf_grade*0. 15 ) + ( avg ( tbltheme. class ) *0. 10 ) + ( avg ( tblh omework. class ) *0. 05 ) + ( tblothers. proj_grade*0. 10 ) + ( tblothers. peri_grade*0. 25 ) ) as Final gt ; from tblstudent gt ; interior articulation tblquizzes on tblstudent. sid=tblquizzes. sid gt ; interior articulation tblothers on tblstudent. sid=tblothers. sid gt ; interior articulation tblhomework on tblstudent. sid=tblhomework. sid gt ; interior articulations tbltheme on tblstudent. sid=tbltheme. sid gt ; group by sid gt ; order by lname ; | displays the pupil umber. last name. first name. in-between name. class. quizzes. recitation. public presentation. subjects. prep. undertaking. periodical test. and laso the concluding class based on the expression given by the section of educaton. | Recommendation lt ; Recommendations that you can give if you will heighten the system and/or the database use gt ; Appendixs Screenshots lt ; You will put of import screenshots of the system. Along with the screenshot. there should be a brief treatment on what they are about. 2- 4 sentences would be plenty. gt ; Data Dictionary lt ; This will incorporate the tabular arraies and field names of your topic. gt ; Ex. STUDENT lt ; table name gt ; | Field Name| Data type| Description| S_fname | Text| First name of the student| S_age| Number| Age of the student| Interview Images lt ; This will incorporate the images that shows the interview conducted with the topic. gt ; Interview questionaire lt ; Questionnaire/s used for obtaining the information for this research gt ;

Human Resources Functions Essay Example | Topics and Well Written Essays - 2000 words

Human Resources Functions - Essay Example To perform its add value function, the human resource planning should be fully integrated with an  overall organizational strategic plan, especially the firm's growth objectives. Outside influences f economic conditions, technology, the labor market, and so on should be given adequate consideration when developing the human resource plan. Changes in job design should be explicitly recognized in the plan. It should be kept flexible and adaptable so it can change as conditions change. Staffing is the process f hiring people to perform work for the organization. It comprises two major activities: recruitment and selection. Recruitment is the set f activities an organization uses to attract job candidates who have the abilities and attitudes needed to help the organization achieves its objectives. Selection is the process f choosing individuals who have the necessary qualifications to perform a particular job well. These two activities are key human resource activities in every organization. And these are continuous processes in organizational life. (Diallo 2003) Staffing is a mutual matching process: organizations seek individuals who will help them achieve goals such as profitability, growth, and in some cases survival; individuals seek organizational that will help them achieve goals such as fulfilling needs and obtaining rewards.   Staffing is a mutual matching process: organizations seek individuals who will help them achieve goals such as profitability, growth, and in some cases survival; individuals seek organizational that will help them achieve goals such as fulfilling needs and obtaining rewards. HR must achieve both types f fit in order to be maximally effective. A better job f recruiting and matching employees to jobs will mean lower employee turnover and greater employee satisfaction and organizational effectiveness. Moreover, HR should pay attention to align their recruitment and selection practices with their business strategy(s) and organizations must have the human capabilities that enable them to effectively implement their chosen strategy(s). Some organizations even consider their human resource talents as a source of competitive advantage and adapt business strategies to fit those organizational capabilities. With the anticipated shortage of new entrants to the labor force in the next decade, staffing will be a key issue for HR for some time to come. This is especially true during these hard financial times when the compensation and benefits you can provide to attract and retain staff are limited. HR professionals must work to develop training, leadership, diversity, and work/life programs to turn their organizations into places where employees want to stay. New studies and research back up what HR has been saying for years: The organizations that treat their employees well, give them opportunities, and are flexible are the ones that will keep their key talent.

Research Proposal for Larghall Leisue Ltd Assignment

Research Proposal for Larghall Leisue Ltd - Assignment Example Larghall Leisure Ltd. has a small pub chain that operates ten theme pubs within the county of Hertfordshire, England. They have retained our market research consultancy firm to formulate a research strategy proposal that will enable them to appropriately address their responsible business practices in light of the issue of underage and binge drinking. Given the limitations of Larghall Leisure Ltd.'s project in terms of budget and their urgency to receive the results in a four month timeframe, this research proposal will target only the most effective methods available and seek to maximize the expertise and personnel resources already present within the organization. The inland county of Hertfordshire lies north of the Greater London area, with much of the land contained within the London commuter belt. Not surprisingly, it has a large number of major transportation links. With a residential population in excess of one million people, over 93% of whom are white, Larghall Leisure Ltd. is conducting business in a bustling area of young to middle-aged people. This population is frequently enhanced by tourists enjoying the county's large number of historical and recreational parks, a university, and other attractions that can be expected to draw young people into its borders. Within the scope of the company's primary concern, underage and binge drinking, its area of operation presents unique challenges given the specific characteristics of the region; namely the likelihood that its pubs will be filled with youth on both an ongoing basis and on special occasions. Of particular note is the presence of two potential sources of a large number of young adults; Knebworth House and the University of Hertfordshire. Knebworth House is a 250 acre complex of parks that is a regular venue for rock and pop festivals. Given the proximity to London, it is not hard to foresee large influxes of young people coming into the area for concerts, and having easy access to the towns and villages wherein Larghall Leisure Ltd. has pubs. Further, the University of Hertfordshire, created from the Hatfield Polytechnic Institute, ensures a residential segment of young adults during the school year. Taken in combination, it is predictable that the pubs will see students throughout the year and have busy summers with concert attendees. As noted below in the discussion of the issue, it is this segment of the population which is prone to the binge drinking behavior about which the company is concerned. With the county motto of "Trust and fear not," it is clear that the cit izens expect a safe environment. (All statistical data - Wikipedia, 2006: pp. 1-5) As a responsible member of this community, Larghall Leisure Ltd. should be properly concerned about the issue of underage and bing

Phases And Track Of The Business Cycle Economics Essay

Phases And Track Of The Business Cycle Economics Essay Business Cycle, term used by economists to designate a periodic increase and decrease in an economys production and employment. Ever since the Industrial Revolution of the 1800s, the overall level of production in industrialized capitalist countries has varied from high output and employment to low output and employment. Economists started to study business cycles because they have a significant impact on all aspects of an economy. Furthermore, the preparation of this report aims to look at the Business Cycle in general, history of business cycle and examples of long waves, phases of business cycle: recession, depression, expansion and recovery and peak and how to keep track on business cycles in order to to understand why there are ups downs in that nations economy and to learn what can be done to prevent recessions and maintain prosperity Business Cycle: a predictable long-term pattern of alternating periods of economic growth (recovery) and decline (recession), characterized by changing employment, industrial productivity, and interest rates. Also called economic cycle. History of Business Cycle: Many people believe that business cycles exist according to the theories. This has not been a permanent belief. In the 19th century, business cycles werent mentioned at all and it was spells of crises which is interrupting the smooth development of the economy. In later years, both economists and non- economists began to believe in the regularity of such crises, analyzing how they were spaced apart and associated with changing economic structures. Obviously, not every economic cycle operates on the same yardstick. The following classification, originally conjured up by Schumpeter (1939), defines a few of them by their duration (trough to trough or peak to peak) for examples: Seasonal cycles within a year Kitchin cycles 3 years Juglar cycles 9-10 years Kuznets cycles 15-20 years Kondratiev cycles 48-60 years Also, Schumpeter labeled the four-phases of a cycle which are: boom, recession, depression and recovery. Boom, is a rise which lasts until the peak is reached; a recession is the drop from the peak back to the mean; a depression is the slide from the mean down to the trough and a recovery is the rise from the trough back up to the mean. Despite the meanings, these phases cycle are moved up into another boom and thus the beginning of another four-phase cycle. Additionally, if any cycle of whatever duration can be described as going through these four phases, the fluctuations cannot really be described as cycles. Theorists of business cycle believe that the economy goes through like waves of economic activity. However, it causes the economy to exhibit this type of activity has been a source of many disruptive, as a result it become far imaginative and exercises. There are many empirical facts that all business cycle theorists should be acquainted. To begin with, empirical evidence shows that throughout the 19th Century, the price level oscillated heavily while output was much less subject to fluctuations. Thus, the early analysis of cycles was based precisely on their definition as swings in price levels and not output. Nevertheless, during the 20th Century there has normally been a constant upward trend in prices by saving few exceptions. Prices varied, of course, but only around this upward trend. Output, however, oscillated heavily in the 20th century thus what were defined as cyclical were movements in output like: in recessions and depressions. Also, output would increase in the recovery and boom. That means the cycle or even a crisis as a movement in output is a rather recent phenomenon. Lastly, Wesley C.Mitchell dedicated much of his life to measuring and analyzing business cycles, thus it is no surprise that Mitchells NBER has maintained the most widely accepted historical record of business cycles in the United States. Long Waves The NBER does not record Kondratiev Cycles (or long waves) and they dont believe these cycles exist. Even so, these four Kondratiev waves have been identified by going through four phases of boom, recession, depression and recovery (the dates and labels are from Kuznets, 1940) such as: (1) The Industrial Revolution (1787-1842) is the most famous Kondratiev wave: the boom began in about 1787 and turned into a recession at the beginning of the Napoleonic age in 1801 and, in 1814, deepened into a depression. The depression lasted until about 1827 after which there was a recovery until 1842. As is obvious, this Kondratiev rode on the development of textile, iron and other steam-powered industries. (2) The Bourgeois Kondratiev (1843-1897): After 1842, the boom reemerged and a new Kondratiev wave began this one as a result of the railroadization in Northern Europe and America and the accompanying expansion in the coal and iron industries. The boom ended approximately in 1857 when it turned into a recession. The recession turned into a depression into 1870, which lasted until about 1885. The recovery began after that and lasted until 1897. (3) The Neo-Mercantilist Kondratiev (1898-1950?): The boom began about 1898 with the expansion of electric power and the automobile industry and lasted until about 1911. The recession which followed turned into depression in about 1925 which lasted until around 1935. We can assume that this third wave entered into a recovery immediately afterwards which one might suspect lasted until around 1950. (4) The Fourth Kondratiev (1950 2010?). There has been much debate among believers on the dating the Fourth Wave largely because of the confusions generated by the low fluctuation in price levels and the issue of Keynesian policies and hence this debate is yet to be resolved. Perhaps the most acceptable set of dates is that the boom began around 1950 and lasted until about 1974 wherein recession set in. When (and if) this recession fell into its depression phase may be more difficult to ascertain (c.1981?), but what has been more or less agreed upon is that 1992 (or thereabouts) the recovery began and has been projected to give way to a boom and thus a new Kondratiev wave around 2010 or so. The Phases Of The Business Cycle Economists have many different ways of labeling the business cycle. The business cycle may be defined as the changes that occur to the real GDP because of alternating periods of expansion and contraction. The phases are: 1. Recession. A decline in the real GDP occurs for at least two or more quarters. During a recession, business people spend less than they once did. As a result, sales are failing. Businesses do what they can to reduce their spending. They lay off workers, buy less merchandise, and postpone plans to expand. When this happens, business suppliers do what they can to protect themselves. They too lay off workers and reduce spending. Since workers earn less, they spend less, and business income and profits decline still more. Businesses spend even less than before and lay off still more workers. The economy continues to slide. 2. Low Point or Depression. State of the economy where there are large unemployment rates, a decline in annual income, and overproduction. The time of the the real GDP stops there decline and starts expanding to the lowest point. Sooner or later, the recession will reach the bottom of the business cycle. How long the cycle will remain at this low point varies from a matter of weeks to many months. During some depressions, such as the one in the 1930s, the low point has lasted for years. 3. Expansion and Recovery. A period in which the real GDP grows; recovery from a recession. When business begins to improve a bit, firms will hire a few more workers and increase their orders of materials from their suppliers. Increased orders lead other firms to increase production and rehire workers. More employment leads to more consumer spending, further business activity, and still more jobs. Economists describe this upturn in the business cycle as a period of expansion and recovery. 4. Peak. The point of real GDP stops increasing and begins its decline; the highest point. At the top, or peak, of the business cycle, business expansion ends its upward climb. Employment, consumer spending, and production hit their highest levels. A peak, like a depression, can last for a short or long period of time. When the peak lasts for a long time, we are in a period of prosperity. One of the dangers of peak periods is that of inflation. During periods of inflation, prices rise and the value of money declines. Inflation is more of a threat during peak periods because employment and earnings are at high levels. With more money in their pockets, people are willing to spend more than before. In this way, demand is increased and prices rise. Graphically the phases would look like so: How Do Economists Keep Track Of The Business Cycle? For many years, economists have tried to identify why there are ups and downs in that nations economy. They want to learn what can be done to prevent recessions and maintain prosperity. Therefore, they ask the following questions which are: (1) in what phase of the business cycle is our economy at the present time? And (2) Where is the business cycle heading? On the other hand, economists believe that there are five causes of the business cycle. The first cause is changes in capital expenditures. Businesses have expectations of sales growth, when the economy is strong. They invest heavily in capital goods. Although, businesses may decide that they have expanded to their limit, so they begin to pull back on their capital investments and cause an eventual recession. The second cause of the business cycle is inventory adjustments. At the first sign of an economy reaching its peak, there are some businesses that cut back their inventories and then build them back up again at the first sign of a trough. Both actions cause the real GDP to fluctuate. Innovation and imitation are the third causes of the business cycle. Innovations include new products, new inventions, or a new way of performing a task. When a business innovates, it often gains an edge on its competitors because its costs decrease or its sales increase. Whatever the case, profits increase and the business grows. If other business in the same industry wants to keep up, they then copy what the innovator has done (imitation) or they come up with something better. While, Imitation companies usually invest heavily and an investment boom follows, the innovation spreads to another industry and the situation changes. Additional investments are unnecessary and economic activity may slow. The fourth causes of the business cycle are the credit and loan policies of commercial banking. When easy money policies are in effect, interest rates are low and loans are easy to get. They encourage the private sector to borrow and invest, thus stimulating the economy. Eventually the increased demand for loans causes the interest rates to rise, which discourage new borrowers. The economy keeps declining until interest rates fall and the business cycle begins over again. So it wont be slow down and decline. The final cause of the business cycle is external shocks. Shocks such as increases in oil prices, wars, and international conflict, have the potential to either drive the economy up, or down. The economy may benefit when a new supply of natural resources is discovered. Such was the case with Great Britain in the 1970s when an oil field was discovered off its coast in the North Sea. The British economy of course profited seeing that world oil prices were at an all time high, but the high prices hurt the United States at the same time. Conclusion The central idea of business-cycle, that the economy has regular and periodic wavesa cyclelasting for several years, has few adherents today. Perhaps such cycles never existed, or perhaps they once did but no longer do because the government now plays a large and active role in the economy. However, the business-cycle approach remains useful because it is an easy way to introduce a number of macroeconomic topics, including the adjustment process that remains central in macroeconomics. It also provides a transition from our examination of monetary theories to an introduction to Keynesian economics, a very different way of viewing the macroeconomic.