Tractarian Objects Cannot Be Properties and Relations :: Philosophy Papers

Tractarian Objects Cannot Be Properties and Relations One of the most frequently discussed notions in Wittgenstein’s Tractatus is the notion of simple object. However, among the literature on Tractarian objects, recent or classic, none has treated configurations of objects as a major and non-trivial issue. In this paper, I show that a detailed study of configurations of objects will yield a series of interesting and important results: it leads to a new understanding of the picture theory, helps us calculate the maximum numbers of internal and external properties of objects, and enables us to reinterpret and reach a solution to the notorious debate on whether properties and relations should be included as Tractarian objects. In this paper I reinterpret and offer a solution to one of the most famous debates in Wittgenstein's early philosophy: the debate whether the Tractarian objects include properties and relations (hereinafter 'PRO' for the thesis that properties and relations are Tractarian objects, 'PRO debate' for the debate whether properties and relations are Tractarian objects, and 'PRO issue' for the issue whether properties and relations are Tractarian objects). Since the very beginning, PRO debate has been equated with the debate whether objects include universals in many secondary literatures. However, it seems to me that these two debates are not exactly the same thing, for the following reasons: PRO debate is in fact a debate concerning whether properties and relations are objects or "modes of configurations of objects" (hereinafter 'MCOs'), insofar as object and MCO are two distinct and exhaustive types of components of states of affairs. Since the essential difference between objects and MCOs is that objects can be the subject matter of states of affairs while MCOs cannot, PRO debate is essentially a debate concerning the logical status of properties and relations, i.e., whether properties and relations can be the subject matter of states of affairs. However, the debate whether objects include universals is a debate concerning the metaphysical nature of objects, i.e., whether some objects can have multiple instances at the same time. T he two debates are clearly not logically equivalent, for on the one hand, we can hold that properties and relations cannot be the subject matter of states of affairs, and yet insist that the Tractarian objects be abstract entities, e.g., Platonic forms; on the other, we can hold that properties and relations are also what states of affairs are about, and yet claim that they are nominalized properties and relations, and moreover, all of the Tractarian objects are particulars, e.

Three day road summary

The story opens in 1919 after the war and we are first introduces to an old woman named Nicks, a native American living in Canadian we learn she is a medicine woman and healer. She's one of the last of her clan to live in the bush, having fought off going to the reserves and governments wanting to take the Indian out of the Indian at the time. She hears that her nephew whoso been sent off to the war has returned and paddles a long way to get to the train station.She sees Just how much the war has left him damaged: he's lost a leg and Is addicted to morphine, which was the pain medicine was used at the time. She understands that he's actually close to death and as she paddles him home, she realizes that In order to help him all she has to offer are the stones of her life. While she does this, Xavier who can't even talk and almost deaf Internally reflects on the past number of years, on his experience In the war with his childhood friend Elijah.This gives way to two different stories, two different narrators Nicks and Xavier. The novel Is structured Like one of those Russian Matrons dolls, the ones where you open up the doll to find other, smaller dolls inside. Nicks tells Xavier stories of her life, Elijah is obsessively compelled to tell Xavier war stories and poor Xavier is too damaged to speak of his own stories and so relives them in his morphine-addled head. One of the many ironies is that the skills of the two friends used for hunting in the bush become incredibly valuable on the battle field.The army quickly realizes their skill as trackers and as marksmen and so they are made into snipers quite quickly once they reach the front. Although their killing-abilities are remarkably respected and quite well regarded by the rest of the regiment, they still face racism within the army as a consequence of who they are. The characters feel very much like they eave to prove themselves as they face prejudice. Elijah discovers a lust for killing and is encouraged by s ome French soldiers to retrieve the scalps of his victims to prove he's killed as many as he claims.He treats the war as a game wanting to be the one to hold the most kills, while Xavier tries to come to terms with his devastating war-experiences. Elijah In his madness becomes a virtual killing machine, a winding In native terms. The welding Is a two sided thing: legend goes that If a person eats another human being In times of great starvation then he will grow to great heights and have an Insatiable appetite. The notion has a psychological aspect too: moral boundaries are hard to set when In the trenches and some Like Elijah get carried away by It all to a point of no return.Three day road summary By floral Indian at the time. She hears that her nephew who's been sent off to the war has the war has left him damaged: he's lost a leg and is addicted to morphine, which was death and as she paddles him home, she realizes that in order to help him all she has to offer are the stories o f her life. While she does this, Xavier who can't even talk and almost deaf internally reflects on the past number of years, on his experience in he war with his childhood friend Elijah.

A Study on Job Satisfaction of Employee

A STUDY ON JOB SATISFACTION OF EMPLOYEES CONTENTS |Sl. No. |Title |Page No. | |1. Introduction |1 – 5 | | | |Statement of the Problem |1 | | | |Objectives of the Study |1 | | | |Scope and Significance of the Study |2 | | | |Research Methodology |2 | | | |Limitations of the Study |4 | | | |Chapteraisation |4 | |2. Profiles |6 – 17 | | | |Industry profile |6 | | | |Company profile |8 | | | |Product profile |13 | |3. |Theoretical Framework |18 – 28 | |4. |Analysis and Interpretation |29 – 40 | |5. |Findings and Recommendations |41 – 42 | |6. Summary |43 | | |Bibliography | | | |Appendix | | LIST OF TABLES |Table |Description |Page No. | | | | | |4. 1 |Score of Various Attributes |30 | |4. 2 |Score of Various Attributes |31 | |4. |Score of Various Attributes |32 | |4. 4 |Score of Various Attributes |33 | |4. 5 |Gender of Respondents |34 | |4. 6 |Educational Qualification |35 | |4. 7 |Experience of the Respondents |36 | |4. 8 |Age of the Res pondents |37 | |4. |Marital Status of the Respondents |38 | | | | | LIST OF FIGURES |Figure |Description |Page No. | | | | | |4. 1 |Score of Various Attributes |30 | |4. 2 |Score of Various Attributes |31 | |4. 3 |Score of Various Attributes 32 | |4. 4 |Score of Various Attributes |33 | |4. 5 |Gender of Respondents |34 | |4. 6 |Educational Qualification |35 | |4. 7 |Experience of the Respondents |36 | |4. 8 |Age of the Respondents |37 | |4. |Marital Status of the Respondents |38 | | | | | Chapter I Introduction Introduction ? Statement of the problem ? Objectives of the Study ? Scope and Significance of the Study ? Research Methodology ? Limitation of the Study ? Chapterisation Chapter III THEORETICAL FRAMEWORK Chapter IV ANALYSIS AND INTERPRETATION Chapter V SUMMARY, FINDINGS AND RECOMMENDATIONS Chapter VI SUMMARY APPENDIX BIBLIOGRAPHY Chapter IIPROFILES Industry Profile ? Company Profile ? Product Profile INTRODUCTION A study was conducted at, WESTERN INDIA PLYWOODS, VALAPAT TANAM, the largest integrated wood processing complex in the country on Job Satisfaction of the employees. Job satisfaction is a set of favorable or unfavorable feelings and emotions with which employees view their work. Job satisfaction is an affective attitude — a feeling of relative like or dislike toward something. Job satisfaction typically refers to the attitudes of a single employee. STATEMENT OF THE PROBLEM Western India Plywoods has been incurring losses in the last few years. Health, knowledge, skill level etc. f employees are significant factors that can influence the fate of an organization. The causes of business failure may be internal and external, mostly by people related issues. This study attempts at finding the current level of job satisfaction of employees at Western India Plywoods and what it means for its turnaround. OBJECTIVES OF THE STUDY Main Objective The main objective is to study the satisfaction level of workers with respect to various factors. Su b-Objectives ? To study the employee perception about personnel policies. ? To identify ways of improving job satisfaction, if possible. SCOPE AND SIGNIFICANCE OF THE STUDY The study is limited to the workers at the WESTERN INDIA PLYWOODS.It is conducted with the objective of finding various factors affecting the job satisfaction of workers in the company. This study in its practical and theoretical sense will help the management in assessing the satisfaction level of the workers. Job satisfaction of the employees is the major concern of every organization. Dissatisfied employees is a major threat to the company causing a decline in every functions of the company. So the study on the job satisfaction of the employees gains more importance and significance in the sense that it affects productivity and hence the existence of the company. RESEARCH METHODOLOGY Research Design . The study conducted at WESTERN INDIA PLYWOODS was descriptive in nature.It aims at portraying accurately the c haracteristics of a group or situation. Sampling Design The technique adopted for the sampling is convenient sampling . Sample Size and population The workers of Western India Plywoods constituted the population for the study. It has 900 permanent workers. The sample selected for the study is limited to 50 for convenience. Study Variables The following variables were selected for the study ? Gender of respondents ? Age of respondents ? Educational qualification ? Experience of employees ? Time spent with family ? Wage level ? Opinion about promotion policy, job security, recognition, work place relationship, etc was also included. Methods of Data CollectionData were collected from both primary and secondary sources. Primary data were collected from the workers by means of Questionnaire and the secondary data were compiled from past records, journals and the Internet. Tools of Data Collection Questionnaire was prepared to collect the relevant data. Major variables such as promotional factors, motivational factors, personal factors and environmental factors were considered while preparing questionnaire. The questionnaire was prepared after an initial discussion with a few employees, HR manager, trade union representatives etc. For the questionnaire, closed -end questions were used. Data Analysis and InterpretationThe data analysis and presentation were done using mean, chi-square test, frequency tables, bar charts and pie-diagram. LIMITATIONS OF THE STUDY ? Chances of bias from the respondents cannot be neglected. ? Qualitative study poses a problem of proper articulation of feelings and emotions. In an organizational context superior behaviour may also affect quality of responses. CHAPTERISATION Chapter I Introduction deals with â€Å"introduction to the study†, â€Å"Statement of the Problem†, â€Å"Objectives of the Study†, â€Å"Scope and Significance of the Study†, â€Å"Research Methodology† and â€Å"Limitation of the S tudy†. Chapter II Profile deals with â€Å"Industry Profile†, â€Å"Company Profile†, and â€Å"product profile.Chapter III, â€Å"Theoretical Framework† of job satisfaction Chapter IV, Analysis and Interpretation deals with the analysis and interpretation of the data collected from the respondents. Chapter V Summary, Findings and Recommendations deals with findings from the analysis and the suggestions based on the findings. CONCLUSION This chapter we presented the problem, objectives, scope and significance of the study. The research methodology and limitation of the study were also mentioned . The next chapter deals with profile of the company, its products and markets. INDUSTRY PROFILE INTRODUCTION According to archeologist, man’s cultural progress can be traced in the art of wood veneering.Relics, found in Egypt and Chinese tombs dating from 2002 BC indicate that veneering combines art and science. The 14th century witnessed the revival of art and brought to veneering a new figure and beauty. Today modern machinery and mass production technique produce veneers that are used to build nearly 80% of furniture. PLYWOOD INDUSTRY The necessity of making plywood arises out of the inherent defect in wood plywood in an engineered wood panel . made from thin layer of wood veneers assembled with grain direction of adjacent veneer as right angled to each other with layers of synthetic resins, adhesive and pressed under high heat and pressure, thus imparting a great degree of strength.It is dimensionally stable and strongest sheet material to weight ratio . It is technically designed to be strong and stiff enough to safely replace more than three times thick solid timber for the same use. It appears, plywood industry has become an innocent victim of gross misconception. The unfounded impression that this industry is exerting pressure on our natural resources is factually incorrect. It is in total disagreed to its excellent role as an economic substitute of solid wood and thus prevention of natural forest and ecology. Strangely enough the government desires that the use of aluminium, steel and plastic as substitute of solid wood in buildings may be encouraged.Similarly other substitute like wood based board and medium densified fiber board are claiming their superiority over plywood in terms of its functional use and ecology conservation role. PRODUCT PROFILE The company produces traditional general-purpose commercial and decorative plywood. In addition to that the company proudly presents an exciting range of specially plywood panels and materials for specific applications. 1. WESIND FIRE RETARDANT PLYWOOD This plywood is ideal for residential and non-residential building, transportation vehicles etc. This plywood meets the British Standards Specification and has been certified by the British Standard Institute. 2. WESTIND FIRE RETARDANT PLYWOODExperts in the aviation field have acclaimed this extra ordinary pr oduct of the Company for its unparalleled quality. This product has earned the recognition of the Directorate of Civil Aviation, Government of India, on its introduction itself. 3. WESTIND MARINE PLYWOOD Made of special category timber, this highly durable plywood ensures smooth sailing of vessels in the harsh marine environment. 4. WESTIND RESIN COATED PLYWOOD BWR plywood is coated with a special grade phenolic resin coated plywood's impart a superior finish to the concrete surface and avoid the tedious and expensive plastering operation. 5. WESTIND FLOORING BOARDS These boards have been developed using veneer hard board laminates.The boards have been given a social water repellent treatment and the unique is that they can be cut to nay size to suit the requirement of the floor area. It can be directly laid on a raw concrete floor by applying a thin coat of suitable adhesive. 6. WESTED FURNITURE WESTERN INDIA PLYWOOD specializes in exquisite and molded plywood furniture, which will exceed your expectations regarding strength and durability. WESTIND furniture is manufactured utilizing the finest building material available in the market. It is a matter of pride to WIP that the loose furniture in the Leela Goa project was entirely supplied by the company. It is made with a judicious blend of solid timber and composite panels to optimise strength and cost.The company adopts ultra modern technology to give the products of lasting value and elegance. 7. WESTED SUPTER BLOCK BOARDS Bonded with phenolic resing to produce by a special process with extra core. This product is free from warping and surface undulation. It is a superior to conventional block board and particle board. Its more stable than conventional block boards and its nailing and screw holding properties are superb. 8. WESTING COMPREG Densified and super toughened wood panel products made from veneers impregnated with synthetic resin adhesive and pressed at elevated temperatures and pressures. ? WIPWOO D – for textile and jute mill looms. ? WIPROC – for press forming tools in sheet metal and Aeronautical industries. WIPLAC-panels for rail coach furnishing. ? WIPBEAR-for rolls bearing application ? WIP FILTER PLATES AND FRAME WORKS – for filtration in Chemical industries. ? WIPCHECK-compressed floor board for Automobile, industrial and rail coach furnishing. ? WIPCOM-for high and low voltage insulation in air or in an oil bath. COMPREG MOULED CHAIR SEATS – for EMU rail coaches, Auditorium, Theatres and restaurants. The introduction of WIPLAC and a host of other innovative products underlie the company's commitment to the industry and provide reason for the luminous reputation in the country's larges integrated wood product company enjoys in domestic and international markets.In 1978, WIP set up a plant for manufacturing Di-ally phthalate molding powder, a thermo set which had to be imported with them. Significantly, the technology was developed in house with support from Shree Ram Institute of Industrial research, Delhi. In 1989, the Company put up a pre-finishing plant for direct printing wood grains and plain colours onto hard boards and plywood using radiation curved surface finishes. The pre-finishing plant is the only one of its kind in the country and one of the few in the world. All the raw materials and processes employed in the plant are 100% Eco-Friendly. The company's products are exported to quality conscious markets around the world. MARKETSThe Company has been passing through acute problems for sourcing good raw materials, the price of which increases almost on a daily basis. The main raw material for the company, i. e. , timber, is being exported and here again the company has no control over the price, which varies from shipment to shipment. The company has also no control over the levies being made by Central State Government. Also, the steep increase in cost of imported raw materials, the high power tariff and the ever increasing cost of Furnace oil and other petroleum products collectively put together rendered the company's products uncompetitive in the market. CONSERVATION OF ENERGY The energy conservation measures taken are as follows:Installed variable frequency drives for mating conveyors in No: II Hard board line to eliminate components like brakes, clutches, V-belts and inching motors. By retaining the existing motors, considerable power saving has been achieved. Optimized cooling tower operation by retrofitting and introduction of energy savers in cooling fans Installed level monitoring, closed loop control system for white water chest, and achieved optimisation in white water usage. Introduced automatic Delta Star running system for partial loaded motors in plywood and hardwood plants. The company has also achieved 100% utilization of source raw materials due to its integrated production system. Therefore, it would be apt to call the Western India Plywood's Ltd. â€Å"the company with a conscience. THEORETICAL FRAMEWORK INTRODUCTION In this chapter theoretical aspect of job satisfaction is recorded. Job satisfaction reflects the extent to which people find gratification or fulfillment in their work. Job satisfaction is a combination of psychological and environmental factors that make a person to admit, I am happy at my job. Extensive Research on job satisfaction shows that personal factors such as individual's needs and aspirations determine his attitude, along with group and organizational factors such as relationship with co-workers and supervisors, working conditions, work policies, and compensation. DEFINITIONWe can define job satisfaction as involving cognitive, affective and evaluating reactions or attitudes and states it is a pleasurable or positive emotional state resulting from the appraisal of one's job or job experience. Job satisfaction is a result of employee's perception of how well their job provides those things that are viewed as important. Through the years five job dimensions have been identified to represent the most important characteristics of a job about which employees have affective responses. These are: ? The work itself: The extent to which the job provides the individual with interesting tasks, opportunities for learning and the chance to accept responsibility. Pay: The amount of financial remuneration that is received and the degree to which this is viewed as equitable that of others in the organization. ? Promotional opportunities. The chances for advancement in the organization. ? Supervision: The abilities of the supervisor to provide technical assistance and behavioral support. ? Co-workers: the degree to which fellow workers are technically proficient and socially supportive. There are number of factors that influence job satisfaction. However the main factors are: I. PROMOTIONAL FACTORS Promotional opportunities seem to have a varying effect on job satisfaction. This is because promotions take a numb er of different forms and have a variety of accompanying rewards.For example, individuals who are promoted on the basis of seniority often experience job satisfaction but not as much as those who are promoted on the basis of performance. A promotion is the transfer of an employee to a job which pays more money or one that carries same preferred status. A promotion may be defined as an upward advancement of an employee in an organization to another job, which commands better pay/wages, better status/prestige, and higher opportunities/challenges, responsibility, and authority, better working environment, hours of work and facilities, and a higher rank. A promotion is a vertical move in the rank and responsibility. Involved in a promotion may be some measure of skill; and responsibility. Promotions are usually given: ?To put the worker in a position where he will be of greater value to the company and where he may derive increased personal satisfaction and income from the work; ? To re cognize an individual's performance and reward him for his work so that he may have an incentive to forge ahead. Employees will have little motivation if better jobs are reserved for outsiders. ? To increase an employee's organizational effectiveness; ? To promote job satisfaction among the employees and give them an opportunity for unbroken, continuous service; ? To build up morale, loyalty, and a sense of belonging on the part of the employees when it is brought home to them that they would be promoted if they deserve it; ?To attract suitable and competent workers for the organization. II. MOTIVATIONAL FACTORS There is no doubt that motivation is the key to the promotion of proper good human relations. The term â€Å"motivation† was originally derived from the Latin word movere, which means â€Å"to move†. We can define motivation as an inner state that energises, activates, or moves (hence ‘motivation'), and that directs or channels behavior towards goals. Thu s motivation is a general term that applies to the entire class of energy, drive, tension and similar forces. The studies can be classified under two groups, on the basis of convenience and simplifications, viz. , traditional theories, and modern theories.The traditional theories are based on mostly the â€Å"human relations approach† in management, with little attention to psychological processes that occur. This approach was based upon three simple assumptions: ? Personnel primarily are economically motivated and secondarily desire security and good working conditions. ? Provision of the above rewards to personnel will have a positive effect on the morale. There is a positive correlation between morale and productivity. III. PERSONAL FACTORS Personal factors comprises name, age, sex, marital status, experience, spending time with the family are the personal factors affecting the level of job satisfaction.Age: The relationship between age and job satisfaction could be comple x generally one would expect that as the person gets older greater would be his job satisfaction level because of the experience and the case with which he would he will be able to perform his work Education: The relation between job satisfaction and education is based on how his educational qualification helps him to meet the job requirements and how he is able to utilize to earn additional promotion or a fare salary. However it is reasonable to assume that the more educated would be more frustrated. Years of experience: The relation between job satisfaction and years of experience is such that a new employee would be more satisfied with his job because of the enthusiasm of the work but these gradually decrease and increases when he reaches the stage of retirement as there is no other alternative opportunity available to him IV. ENVIRONMENTAL FACTORSInterpersonal relationship with supervisor-There seems to be two dimensions of supervisory style that affect job satisfaction. One is employee centeredness, which is measured by the degree to which a supervisor takes a personal interest and cares about the employee. It commonly is manifested in ways such as checking to see how well the employee is doing. The other dimension is participation or influence, as illustrated by managers who allow their people to participate in decisions that affect their own jobs. In most cases, this approach leads to higher job satisfaction. A participative climate created by the supervisor has a more substantial effect on worker's satisfaction Interpersonal relation with work groups will have an effect on job satisfaction.Friendly, co-operative co-workers or team members are a modest source of job satisfaction to individual employees. The work group especially a â€Å"tight† team, serves as a source of support, comfort, advice and assistance to the individual members. A â€Å"good† work group or effective team makes the job more enjoyable. However, this factor is not job satisfaction. On the other hand, if the reverse condition exists the people are difficult to get along with this factor may have a negative effect on job satisfaction. Working conditions have a modest effect on job satisfaction. If the working conditions are good (clean, attractive surroundings for instance), the personnel will find it easier to carry out their jobs.If the working conditions are poor (hot, noisy surroundings for example), personnel will find it more difficult to get things done. In other words, the effect of working conditions on job satisfaction is similar to that of the work group; there may or may not be a job satisfaction problem. Hertzberg’s motivation and hygiene factors are relevant in job satisfaction. If the workers get adequate opportunity to hear and to be heard by the top management it can be a source of job satisfaction. This observation has been subscribed by Vroom while he holds that there exists a relationship between job satisfaction and opp ortunity for self-express. [pic]A MODEL OF JOB SATISFACTION The model of job satisfaction is presented below: EXPECTATIONS ACTUAL ABOUT JOBSCONDITIONS DISCREPANCIES PAYPAY WORK ITSELFWORK ITSELF PROMOTIONSPROMOTIONS COWORKERSCOWORKERS WORKING CONDITIONSWORKING CONDITIONS SUPER VISORSSUPER VISORS EMPLOYEE JOB SATISFACTION Basically, job satisfaction is determined by the ‘discrepancy’ between what individuals expect to get out of their jobs and what the job actually offers. A person will be dissatisfied if there is less than the desire amount of job characteristics in the job. For instance if a person expects to be promoted in six month and then is not, the person will be dissatisfied.A person will be satisfied if there is no discrepancy between decide and actual conditions. If it is more than the employee expected of some job factor and the excess is beneficial (e. g. a large bonus, faster promotion) then the person will be very highly satisfied. Job Satisfaction And Pro ductivity Historically the concept of human relations assumed that high job satisfaction led to high productivity but later research indicated that this was an incorrect assumption. Satisfied workers turned out be either high producers or low producers only on average producers. The satisfaction-productivity relationship appeared to quite complex being influenced by various intermediate factors such as rewards than an employee receives.The question has often risen whether job satisfaction leads to performance of performance leads to job satisfaction. Lawler and Porter have developed a model that suggests that productivity leads to satisfaction. According to them, performance leads to reward and if these are perceived to equitable employee, satisfaction is the result. The assumption, which seems most realistic, is that satisfaction and productivity are in a circular relationship in which each affects the other. From the various studies a general relationship emerges between job satis faction and productivity as shown in figure Relationship between Job satisfaction and Productivity [pic]Here in X, Y graph where X = Productivity and Y = Job satisfaction Line A = High Job satisfaction and Less Productivity Line B = High Job satisfaction and High productivity Lind C = High productivity and less job satisfaction. Here ‘line C’ of chart shows the conditions of high productivity and low job satisfaction which can be occur when the supervisors push the production through techniques of scientific management such as methods study, time study and close supervision. C. B MAMORIA – PERSONNEL MANAGEMENT ‘Line A’ represents a condition which believes that satisfied workers are the best workers and try to keep workers happy regardless of the affects on organizational goals.In this condition, the worker may derive such job satisfaction, but work may be done. One supervisor describes this condition, as â€Å"my workers due so happy that they donà ¢â‚¬â„¢t feel like my working†. The middle ‘line B’ appears to be the most desirable agreement-where high satisfaction and high productivity are combined together CONCLUSION In this chapter the theoretical aspects of job satisfaction were discussed. Major variables such as promotional factors, motivational factors, personal factors and environmental factors were considered . The relationship between job satisfaction and productivity was also described. The next chapter gives analysis and interpretation of the survey data. ANALYSIS AND INTERPRETATION INTRODUCTIONIn this chapter the analysis of the collected data is shown. Analysis of data is made possible through Frequency Tables, Bar Charts, Pie-diagram, and Chi-Square test. Information is interpreted in percentage forms. Scoring method is also used to find the score of various attributes. Mean of various attributes are also shown. In scoring method score is given to the options for example. Score given to Strongl y agree, agree, no opinion, disagree, strongly disagree is +2, +1,0, -1, -2 respectively. Mean: mean is the most common measure of central tendency and can be defined as the value of various given items in a series by the total number of items. Mean = (fx / (f TEST OF HYPOTHESISThe test of hypothesis is a process of testing significance regarding the parameter of the population on the basis of the sample. Chi-Square test is used to test the significance of the parameters of the population. Formula for Calculating X2 : [pic] Where O = Observed Frequency, E = Expected Frequency, Degree of Freedom = (C-1) (R-1) Table: 4. 1 SCORE OF VARIOUS ATTRIBUTES |SI NO |ATTRIBUTES |SCORE | |1 |Standard of living |0. 6 | |2 |Promotion policy |-0. 4 | |3 |Job security |0. 64 | *Source: survey data From the table we can find that the score of standard of living is 0. 6 and the score of promotion policy is -0. 54 while job security got 0. 64. Figure 4. 1 SCORE OF VARIOUS ATTRIBUTES [pic] The above ta ble is shown in graph. From that we can see that the graph of promotion policy came to the negative side. Majority of the employees are not satisfied with the promotion policy. They have the opinion that the present job has improved their standard of living and they think that their job is secure. Table 4. 2 SCORE OF VARIOUS ATTRIBUTES SI NO |ATTRIBUTES |SCORE | |1 |Appreciation |-0. 38 | |2 |Suggestion |0. 08 | |3 |Salary |-0. 3 | *Source: survey data From the table we can find that the score of appreciation from superiors is -0. 38. The score of salary is -0. 3 Figure 4. 2 SCORE OF VARIOUS ATTRIBUTES [pic] The above table is shown in graph. From that we can see that they are not getting appreciation from the superiors. The superiors are not inviting suggestions from the employees. The salary given to them is not adequate. Table 4. 3SCORE OF VARIOUS ATTRIBUTES |SI NO |ATTRIBUTES |SCORE | |1 |Better job prospect |-0. 6 | |2 |Job change |-0. 02 | |3 |Skill |-0. 32 | |4 |Time spent w ith family |0. 5 | *Source: survey data From the table we can find that the score of desire to change the present job is -0. 02.Utilization of skill got a score of -0. 32 while the time spent with family got 0. 5. Figure 4. 3 SCORE OF VARIOUS ATTRIBUTES [pic] The above table is shown in graph. From that we can analyse that majority think that they don’t have a better job prospect as per their qualification. They don’t want to change the present job. Majority are having the opinion that their skills are not properly utilized. They are getting enough time with their family. Table 4. 4 SCORE OF VARIOUS ATTRIBUTES |SI NO |ATTRIBUTES |SCORE | |1 |Trade union activities |0. | |2 |Welfare measures |0 | |3 |Working condition |0. 44 | |4 |Relationship with co-workers |0. 82 | *Source: survey data From the table we can find that the activities of trade union got 0. 4 as its score, while working condition scored 0. 44. the relationship with co-workers scored 0. 82. Figure 4. 4 S CORE OF VARIOUS ATTRIBUTES [pic] The above table is shown in graph. The employees are having a nice opinion about the trade union activities and working condition. A healthy relationship exists between workers and their superiors.The welfare measures provided by the company are not adequate. Table: 4. 5 GENDER OF RESPONDENTS |SI NO |SEX |FREQUENCY |PERCENTAGE | |1 |Male |41 |82 | |2 |Female |9 |18 | *Source: survey data From the table we can analyze that 82% of the employees are male and 18% is female Figure 4. 5 GENDER OF RESPONDENTS [pic] The same date is shown with the help of pie-diagram. From that we can see that majority of the respondents are male. Table: 4. 6 EDUCATIONAL QUALIFICATION SI NO |EDUCATION |FREQUENCY |PERCENTAGE | |1 |SSLC |39 |78 | |2 |HSC |8 |16 | |3 |GRADUATION |3 |6 | |4 |PG |0 |0 | *Source: survey data The educational qualification of respondents is shown in the table. 78 % of the workers have education up to school level and 16% of them are having education al qualification HSC . 6% of the respondents are graduates. Figure 4. 6 EDUCATIONAL QUALIFICATION [pic] The above table is shown in graph. From that we can interpret that majority are having their education up to school level. Table: 4. 7 EXPERIENCE OF THE RESPONDENTS |SI NO |EXPERIENCE |FREQUENCY PERCENTAGE | |1 |0 to 10 |8 |16 | |2 |10 to 20 |27 |54 | |3 |20 to 30 |10 |20 | |4 |30 to 40 |5 |10 | *Source: survey data Mean experience= 17. 4 The experience of respondents is shown in the table. 54% of them are having experience between 10 to 20 years. 16% comes under the range 0 to 10. Only 10 of them have experience above 30 years. Figure 4. 7 EXPERIENCE OF THE RESPONDENTS [pic] The above table is shown in graph. From that we can see that majority are having experience between 10 to 20 years. Table: 4. 8 AGE OF THE RESPONDENTS SI NO |AGE |FREQUENCY |PERCENTAGE | |1 |21 – 30 |12 |24 | |2 |31- 40 |32 |64 | |3 |41 to 50 |4 |8 | |4 |above 50 |2 |4 | *Source: survey data Mean age = 36 From the table we can see that 64%of the respondents come under the age group 31 to 40 Figure 4. 8 AGE OF THE RESPONDENTS [pic] The same data is shown in the graph. Table: 4. 9 MARITAL STATUS OF THE RESPONDENTS SI NO |MARITAL STATUS |FREQUENCY | | | | | | | | | | |PERCENTAGE | |1 |Married |35 |70 | |2 |Single |15 |30 | *Source: survey data The marital status of the employees is shown in the table. We can see that 70%of the employees are married. Figure 4. 9: MARITAL STATUS OF THE RESPONDENTS [pic] The same data is shown with the help of graph. Chi- square is a non parametric test that has assumed great importance in statistical analysis and statistical inferences because it can be used without making assumptions about parameters, as it is a distribution free test.Chi-square is a measure which evaluates the extent to which a set of the observed frequency of a sample deviates from the corresponding set of the expected frequency of the sample. RELATIONSHIP BETWEEN EXPERIENCE AND WAG ES H0=There exist no significant relationship between experience and wages H1= There exist significant relationship between experience and wages | |Wages | |Experience |Agree |Disagree |Total | |0 to 20 |12 |23 |35 | |20 to 40 |7 |8 |15 | |Total |19 |31 |50 | O |E |O-E |(O-E)2 |(O-E)2/E | |12 |13. 3 |-1. 3 |1. 69 |. 1271 | |23 |21. 7 |1. 3 |1. 69 |. 0779 | |7 |5. 7 |1. 3 |1. 69 |. 2965 | |8 |9. 3 |-1. 3 |1. 69 |. 1812 | |Total |. 6827 | Calculated Value of X2=. 6827Degree of freedom = 1 Table value at 5% level of significance =3. 841 As the calculated value is less than the table value the null hypothesis is accepted. The test of hypothesis reveals that there is no significant relationship between experience and wages. Those with more experience are not paid higher. Conclusion Analysis of collected data is shown in this chapter. Analysis of data is done by Frequency Tables, Bar Charts, Pie-diagram, and Chi-Square test. Information is interpreted in percentage forms Findings and reco mmendations are given in the following chapter. FINDINGS ? Majority of the employees are not satisfied with the promotion policy. The present job has improved their standard of living to some extend. ? Majority have the opinion that their job is secure. ? The employees are not getting adequate salary and the appreciation from their superiors is not satisfactory. ? Majority have the opinion that their skills are not fully utilized. ? The employees have a nice opinion about trade union activities and working condition. ? A healthy and relationship exists between workers and their superiors. The welfare measures provided by the company are not adequate. ? Majority of the respondents at WIP were male. ? Majority of the workers have education up to school level. ? Main experience of the workers at WIP is 17 years. Most of the workers fall in the age group of 31-40 mean age is 36 years. ? The test of hypothesis reveals that there is no significant relationship between experience and wages . Those with more experience are not paid higher. RECOMMENDATIONS ? It is advisable that the company should pay sufficient attention in providing monetary benefits to the employees ? The Management should take some initiative to enhance the welfare measures ? The employers should duly recognize and appreciate the efforts taken by the employees. It will give motivation to the employees ? It was found that the more experienced workers are not paid higher and thus resulting in employee dissatisfaction.It is advisable that the company should take some initiative to implement new wage system in which experience gets more importance. ? Timely promotions would greatly help the workers as they feel recognized. ? Valuable suggestions made by the workers should given due consideration. SUMMARY The findings generated by the analysis of data resulted in the following conclusions. This study finds that personal factors like experience, time spend with the family affect the level of job satisfact ion. Further analyses of data revealed that organisational factors like wages, reward, job security; role of job in increasing the standard of living affects the level of satisfaction.This study shows significant relationship between wages and standard of living Additionally this study reveals that managerial factors like ability, suggestions for improvement, relationship with superiors and co-workers contributes to the level of satisfaction. This study also indicates that working condition, role of trade union, welfare measures affects the level of satisfaction. BIBLIOGRAPHY Books Referred 1. VSP RAO, HUMAN RESOURCE MANAGEMENT, EXCELL BOOKS, NEW DELHI, 2000. 2. MAMORIA C. B. ; GANKAR S. V. ‘PERSONNEL MANAGEMENT TEXT AND CASES. HIMALAYA PUBLISHING HOUSE, MUMBAI 2004. 3. BISWAJET PATTNAYAK, HUMAN RESOURCE MANAGEMENT EXCELL BOOKS, NEW DELHI, 2000 4. KOTHARI C. R. RESEARCH METHODOLOGIES, WISHWA PRAKASHAN PUBLICATION, NEW DELHI, 1999. Websites www. questionpro. com www. wipltd. co m. INTERVIEW SCHEDULE A Study on Job Satisfaction of Employees Conducted at Western India Plywoods, Valapattanam 1. My job is secure Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 2. I get comparatively better salary Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 3. I usually get appreciation from superior officers Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 4. They encourage me to offer suggestions for improvement of my establishment Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 5.My job improved my standard of living Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 6. I had a better job prospect as per my qualification. Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 7. I like to change my present job Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 8. I am satisfied with the relationship with my superiors and co-workers. Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 9. My skills are completely utilized Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 10. I am satisfied with the trade union activities. Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 1. Company provides number of welfare measures. Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 12. I have a convenient working condition. Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 13. Your opinion about present promotion policy Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 14. I get enough time to look after my family Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 15. Name: 16. Sex: 17. Age:21-30(31-40(41-50(Above 50( 18. Educational qualification SSLC(HSC(Graduation(PG( 19. Experience 0-10(10-20(20-30(30-40( 20. Marital Status Married(Single( ———————– C B A 21 – 30

The Effect Of Anti-Batista Sentiment In Cuba On Ca Essays

The Effect Of Anti-Batista Sentiment In Cuba On Ca Essays The Effect Of Anti-Batista Sentiment In Cuba On Castro's Rise To Power Fidel Castro is considered by many to be a totalitarian dictator who completely and consciously confines the freedoms of a nation. As Thomas M. Leonard expressed in his book Castro and the Cuban Revolution, Castro tightened his grip on the nation. All labor, social, and professional organizations are directed by the state. The press is controlled. There is no room for opposition. Dissidence means arrest and prison sentences. Taking this into account, people may speculate on how it is that Castro came to power with popular support in 1959. However, those who are unsure of the reasons of Castros ascension to power have not recognized the shortcomings of Castros predecessor, Fulgencio Batista. Having identified and comprehended the considerable inadequacies of the Batista government, one can state that Castros rise to power was significantly influenced by the overwhelming anti-Batista sentiment in Cuba during the revolution of 1959. Batistas rule came about not through the democratic process that was typical of Cuban society at that time, but through a successful coup detat . His rule was illegitimate and was maintained through repressive purposes. Initially, Batistas rule was either supported, or met with indifference by the majority of the Cuban population, with the exception of student groups and rebels . Batista used his well-developed populist touch, to assure the population that he was attempting to institute economic reforms and bring an end to the rampant corruption within the government. The Cuban people were in a position where they desired a strong government to restore the law and order that had been lacking during the previous government administration. They were too demoralized and disorganized to resist such a military coup. The reality of the situation in Cuba was that the previous administration had been so atrocious that a transformation was needed, no matter the origin of that change. Despite the sizeable amount of support Batista received from some factions of the Cuban population initially, there were groups that were single-mindedly devoted to removing Batista from power. Student groups in Cuba actively rioted and protested Batistas position. The rebels attempted to undermine government authority and demonstrate that the administration was incompetent. They exploded bombs, derailed trains, cut power lines, and kidnapped or killed their political enemies . These acts served only to infuriate Batista, and he responded by killing rebel and anti-Batista supporters, and beating student rioters to make an example of them for any future dissenters . Batista promised plans that would bring Cuba out of the economic slump it was experiencing due to the troubles the sugar industry was having. Sugar was one of Cubas main exports, meaning that a drop in prices severely affected all portions of Cubas economy. Batista offered incentives for businesses to invest in Cuba. He publicized that the government would match, dollar for dollar, any hotel investment over one million dollars. This allowed for gambling establishments to inhabit Cuba, which eventually contributed to the moral degradation of the regime . While this investment policy was apparently supposed to increase the tourism industry, and create new jobs it also generated resentment among the Cuban people. Many Cubans were denied access to new facilities, and the average Cuban did not profit from the presence of new investors. Instead, Batista himself profited as he received bribes from the establishments and potential investors. Although at first, the feelings within Cuba were not as remarkably anti-Batista, as they later would become, a series of actions by Batista aroused the dislike of many Cubans. Despite his assurances that he was doing things for the benefit of Cuban citizens, he began his administration by eliminating opposing political parties, and suspending constitutional entitlements, such as the right to vote . The working class who originally reacted to his reign with indifference disapproved of his policies that eliminated the right to strike. Batista frequently censored, yet at times allowed media to denounce him when he felt secure. He also used barbaric practices to keep the nation in line and frighten them into obedience. Military police patrolled the streets on the watch for anyone known or suspected to be of an anti-governmental group. Batista had promised to hold elections once

Allan Pinkerton and His Detective Agency

Allan Pinkerton and His Detective Agency Allan Pinkerton (1819-1884) never intended to be a spy. So how did he become the founder of one of the most respected detective agencies in America?   Immigrating to America Born in Scotland, August 25, 1819, Allan Pinkerton was a cooper, or barrel-maker.. He immigrated to the United States in 1842 and settled near Chicago, Illinois. He was an industrious man and quickly realized that working for himself would be a much better proposition for himself and family. After some searching, he moved to a town called Dundee that was in need of a cooper and quickly gained control of the market because of his superior quality barrels and low prices. His desire to continually improve his business actually led him down the path to being a detective. Catching Counterfeiters Allan Pinkerton realized that good quality raw materials for his barrels were easily obtained on a small deserted island close to town. He decided that instead of paying others to provide him with the materials, he would travel to the island and get it himself. However, once he got to the island, he saw signs of habitation. Knowing that there were some counterfeiters in the area, he surmised this could be the hideout that had long eluded officials. He teamed up with the local sheriff to stake out the camp. His detective work led to the arrest of the band. The local townspeople then turned to him for help in arresting the ringleader of the band. His natural abilities eventually allowed him to track down the culprit and bring the counterfeiters to justice. Founding His Own Detective Agency In 1850, Allan Pinkerton founded his detective agency based on his own incorruptible principles. His values became the cornerstone of a respected agency that still exists today. His reputation preceded him during the Civil War. He headed the organization responsible for spying on the confederacy. At wars end, he went back to running the Pinkerton Detective Agency until his death on July 1, 1884. At his death the agency continued to operate and would soon become a major force against the young labor movement developing in the United States of America. In fact, this effort against labor tarnished the image of the Pinkertons for years. They always maintained the high moral standards established by their founder, but many people began to view them as an arm of big business. They were involved in numerous activities against labor and during the late 19th and early 20th centuries. Pullman Strike (1894)The Wild Bunch Gang (1896)Ludlow Massacre (1914) Many labor sympathizers accused the Pinkertons of inciting riots as a means of keeping employment or for other nefarious purposes. Their reputation was harmed by their protection of scabs and business property of the major industrialists including Andrew Carnegie. However, they managed to last through all of the controversy and still thrive today as SECURITAS.

These Greco-Roman Curses Were the Best Form of Ancient Revenge

These Greco-Roman Curses Were the Best Form of Ancient Revenge Imagine youve just discovered the one you love has been cheating on you with the laundry girl from down the block. Furious, you want to get your vengeance. But youre not going to sink so low as to kill that young tart, are you? No, youre going to ask the gods to do your work for you! Instead, head to the marketplace and have a scribe write down a curse on a tiny scrap of lead. He asks the powers above - or, as well see, below  - to jinx her bowels. Bury that scrap of lead - pierced with a nail to fix its power- on which the scribe wrote somewhere sacred, and youve achieved your revenge! These mysteriously magical leaden texts were called  defixiones, or curse tablets. On a  defixio,  one would  invoke a god or psychopomp (spirits who carried the message to the underworld) in order to influence an individual, group, or animal against their wills; thus, they’re called binding spells. As noted in The Oxford Handbook of Ancient Greek Religion, the focus is not on torment or destruction ... but on laming and putting out of action. In fact, the way the text in defixiones  is set up is legal in nature, a contractual agreement between the gods invoked and the supplicant. Such formulae and phrasings were used in most of the defixiones, regardless of place of origin. These tablets appeared across the Greco-Roman world- and the places it conquered and influenced, from Syria to Britainfrom the Iron Age to the first few centuries A.D. More than 1500 of them have been discovered to date. Many of them have been at  religious locations where temples stood during Greek and Roman times. For example, at Bath in Roman Britain,  defixiones  Ã¢â‚¬â€¹ were deposited in  the watery domains of Sulis Minerva, the protectress of that sanctuary; they were put there because the tablets requested for that goddess to  answer that request. The ones in Britain, especially Bath, mostly dealt with theft and were Romano-British cultural  hybridization at its finest; read more about that here. Other tablets would be placed in graves or pits, presumably because the supplicants were requesting help from infernal spirits or  powers residing in the underworld, like Persephone or Hecate; one would  imagine that, if a curse tablet requested physical harm or death on a person, a grave would be an ideal spot to put that  defixio. Perhaps most significantly, the  defixiones  proved to be some of the few examples we have of writing produced by non-elites in the Greco-Roman world.  They presented a contrast to the writings of many Roman historians that, rather than day-to-day concerns of love and life, concentrated on affairs of conquest and monumental inscriptions that only the rich could afford to set up. Just check out this insane tomb that Romes richest banker built for himself. Cursing Everyone and Everything When wishing for the gods to affect someone negatively in a  defixio, the supplicant might want any number of things, positive or negative, to happen. They could request that a rival be killed or fall sick, or that someone not fall in love with another person. As curse tablet expert Chris Faraone noted in Ancient Greek Love Magic,  these arent technically love spells, since they dont request that somebody fall head over heels for them; instead, it is designed to reduce the competition, by inhibiting the words, the actions, and even the sexual performance of a rival. Or, if a woman isnt into a guy, the supplicant requests that the beloveds movements be restricted so that shed love only him. Heres one example: Seize Euphemia and lead her to me, Theon, loving me with mad desire, and bind her with unloosable shackles, strong ones of adamantine, for the love of me, Theon, and do not allow her to eat, drink, obtain sleep, jest or laugh...Burn her limbs, live, female body, until she comes to me, and not disobeying me. If she holds another man in her embrace, let her cast him off, forget him, and  hate him; but let her feel affection for me... Another prime instance of creepy binding/erotic magic: Spirits of the underworld, I consecrate and hand over to you, if you have any power, Ticene of Carisius. Whatever she does, may it all turn out wrong. Spirits of the netherworld, I consecrate to you her limbs, her complexion, her figure, her head, her hair, her shadow, her brain, her forehead, her eyebrows, her mouth, her nose, her chin, her cheeks, her lips, her speech, her breath, her neck, her liver, her shoulders, her heart, her lungs, her intestines, her stomach, her arms, her fingers, her hands, her navel, her entrails, her thighs, her knees, her calves, her heels, her soles, her toes. Spirits of the netherworld, if I see her wasting away, I swear that I will be delighted to offer a sacrifice to you every year. People also utilized curse tablets to influence pretty much anything they wanted. In order to secure a win, a charioteer paid for inscribed tablets hat requested the gods ensure victory for their team and to destroy their enemies. Check out one that read: Bind the horses whose names and images/likeness on this implement I entrust to you: of the Red (team)... of the Blues. .. Bind their running, their power, their soul, their onrush, their speed. Take away their victory, entangle their feet, hinder them, hobble them, so that tomorrow morning in the hippodrome they are not able to run or walk about, or win or go out of the starting gates, or advance on the racecourse or track, but may they fall down with their drivers... The evidence for curse tablets isnt just archaeological. Literary sources suggest that Emperor Augustuss stepson, Germanicus, one of the most famous generals of his time, died because of poison and a curse; rumor had it that defixiones bearing his name, along evidence of other negative magics, were buried underneath his floorboards.

Applied Pharmacology Module 1 Workbook Learning Activity Dropbox Essay

Applied Pharmacology Module 1 Workbook Learning Activity Dropbox - Essay Example They further will also indicate a specific timeframe for the implementation of the policies along with a detailed plan for the expenditure (How to Develop and Implement a National Drugs Policy, 2003). The key components include† selection of essential drugs, Affordability, Drug financing, Supply systems, Regulation and quality assurance, Rational use, Research, Human resources, Monitoring and evaluation† (How to Develop and Implement a National Drags Policy, 1988). As a paramedic, my estimation is that the role played by national strategy in formulating the greatest possible use of medicines to develop the health results of all Australians is very remarkable (About Quality Use of Medicines, 2008). This has also provided an opportunity for the paramedic like me to expand a consistent approach to prescribe medicines that supports quality use of medicines, safe practice, and effectiveness of healthcare services.   Hawthorn is a heart herb belonging to the rose family. It is white to brownish in color and united with its extremely rose-like, lobed leaves, and brown wooded stems. The herb also works well with other tonic herbs and, therefore, fortifies its effect on the patient’s body. The leaves, berries and flowers of Hawthorn are used by herbal practitioners in UK in combination with prescribed drugs to treat hypertension (Herbs and Dietary Supplement in the Pretension and Treatment of Cardiovascular Disease, 1954). â€Å"Hawthorn (Crataegus) may play a role in the prevention and treatment of cardiovascular diseases such as hypertension, hyperlipidemia, and in particular, congestive heart failure† (Research Update of Hawthorn Fruit Extras Hawthorn Leaves Extras, n.d). Evidence gathered show that hawthorn may lead to anti ischemia or reperfusion-injury, hypolipidemic, hypotensive and anti-arrhythmic effects. â€Å"Clinical trials have confirmed that hawthorn leaf and flower extracts are beneficial for