Friday, May 31, 2019

The Digital Divide Essays -- essays papers

The Digital DivideAbstractAround the world 429 million people are connected to the Internet. forty-one percentage of those people cornerstone be found in North America. Although 429 million seems like a large number it is only 6 percent of the global population (Fact Sheet, 2004). Numbers like this reflect the digital select that has grown since the creation of the computer and more recently, the Information Super Highway called, the Internet. The digital divide describes the issue that some people get to access to and use computers and the Internet while others do not. There are several factors that play into those that do not have access and there are programs that have been created to close the gap between these people and those that have access. Full Text Bridges.org (2003) describes the digital divide as the wide division between those who have access to ICT information and communications technologies and are using it effectively and those who do not. These groups a re labeled the have and the have-nots. As technology increases the importance of having access to it grows also. Those who do not have access to technology lag behind and end up in the gap of the digital divide. Usually the majority of people that fall in the have-nots category are in developing countries around the world, but a large number can be found right in the United States. Several factors seem to play a part in who becomes a victim of the digital divide. These entangle race, socioeconomic status, education, location, age and gender. The statistics for race and access to Internet access in the home show that 46.1% of white households are online and 56.8% of Asian American and Pacific Islanders have access to the Internet in th... ...e Network. (2004). Digital Divide Basics Fact Sheet. Retrieved April 18, 2004 from http//www.digitaldividenetwork.org/content/stories/index.cfm?key=168 6.) Hillebrand, M. (1999). US Government Attempts to Bridge Digital Divide. E-Commerce Time s. Retrieved April 12, 2004 from http//www.ecommercetimes.com/perl/story/1086.html. 7.)Holmes, S. (2000). NMSU undertaking aims to bridge digital divide. Retrieved April 24, 2004 from http//www.amarillonet.com/stories/070600/usn_nmsu.shtml. 8.) PBS.org. (2001). Outreach Activities. Retrieved April 18, 2004 from http//www.pbs.org/digitaldivide/news.html. 9.) Steele-Carrin, S. (2000). Caught in the Digital Divide. Education World. Retrieved April 27, 2004 from http//www.educationworld.com/a_tech/tech041.shtml. 10.) Vail, K. (2003). Next Generation Divide. American School Board Journal, 190, 23-25.

Thursday, May 30, 2019

Essay --

Disability is a parent in disguise that nurtures and fosters a electric shaver through sometimes crippling, but always meaningful pain. Ones impairment guides him or her to independently to fend for lifes basic necessities. Much like a parent, it is responsible for a persons physical, emotional, and mental development. The novels The Bite of the Mango and A Long Way gone(p) narrate two different childrens traumatic experiences during the Sierra Leones Civil War and its aftermath. In the two books, disabilities are generally perceived as negative. Nevertheless, both autobiographies illustrate how a girls and a boys contrasting disabilities raised them to mature at a younger age without their parents guidance. Both The Bite of the Mango and A Long Way Gone present each suits disabilities however, Kamaras diverse disabilities made her stronger than Beah.Kamaras emotional disability from witnessing inexorable murders has vividnessened her to plant a positive change in the world. B oth characters made a difference in society, but Kamara channeled her strength after seeing, feeling, and earreach pain. Beah physically sees deaths in his own hands from killing others but he is desensitized to murder. Beah is brought up to accept that murdering is a norm and that there is no sympathy in killing people. During the war, he does not have the emotional disability that impaired Kamara. He is unable to rationalize taking innocent lives and therefore, cannot gain moral strengths. In contrast, Kamara is not numbed to this atrocity. Her strength comes from seeing the harsh reality that ignites her desire to change society. Kamara optimistically stated, We had an important purpose to help raise awareness of my countrys problems (Kamara and McC... ...ng Way Gone highlight disabilities in each characters, Kamaras disabilities transformed her into a stronger individual. Beahs emotional, physical, and financial disabilities, are not as greatly underlined as the various disa bilities in Kamaras novel. Beah ignores much of his disabilities through drugs. As a result, many of his internal problems are temporarily painless. Unlike Beah, Kamara felt the sickening pain of the three main disabilities over the course of the war. Kamaras strength is rooted from accepting her flaws in order to move on in life. This is the main reason that makes her strong. As a replacement of parenthood, disabilities in each character had given them strengths to survive on their own. Disability is a like parent in a way that children may temporarily hate it and through the tour realize and accept it and at the end they forgive it.

Wednesday, May 29, 2019

Industrial Revolution DBQ :: American America History

Industrial Revolution DBQThe impact of the Industrial Revolution was a positive experience for some, but it was a great difficulty for others. Because of the demands for better and protection for puddleers arose, government and unions began to take place. That was how the evils of the Industrial Revolution addressed in England in the eighteenth and nineteenth centuries. Unions are voluntary associations labor unioned by workers. The combination minute of 1800, which hindered the growth of unions, states that every workmans goal, who are entering into any combination should not be obtaining an advance of wages, or to lessen or alter the hours, or influencing any other to quit his work. Any workman who did so shall be committed to jail (Doc 1). Although the Combination Act of 1800 prevented the growth of unions, Ralph Chaplin believes that a worker should join the union. He states that there can be no power greater anywhere beneath the sun, but the unions, which makes it strong (D oc 2). Since theres so many workers working in bad conditions, the labor laws came to action. The Health and Morals Act of 1802 intended children under fourteen from working over twelve hours a day (Doc 3). The factor Act of 1833, which enacted that no person under 18 years of age shall be allowed to work at night in machinery (Doc 4). It allowed the child under 18 to work less than 12 hours a day or less than 69 hours in any one-week. There was a ten hours act, which said that the women or childrens limit workdays are 10 hours. Socialism is one of the roles of government in the economy. Adam Smith, who is the father of capitalism, believes in laissez-faire, hands off the government. He believes all production should be sale at the best possible lowest price. (Doc 5) While Adam Smith believes in capitalism, Engel is criticizing it. Engel believes the capitalism seizes everything for themselves but not the poor, they remain nothing. (Doc 7) Karl Marx, the author of a 23 page pamphle t, The Communist Manifesto, and Engels recommend that all the working men of all countries should unite and is to be equal, should overthrow of all existing brotherly conditions.

We Need Censorship :: Argumentative Persuasive Topics

We Need Censorship     It wont kill us to make limits, but it might if we dont. That is why it is JUSTIFIABLE to limit adults freedom of expression--it is in our, societys, best interests to nourish the children. Lional Tate is just one example of a child gone bad because of the media. Tate mimicked his idol the Rock, killing a six-year old girl by smashing her skull, pulverizing her liver, happy chance her ribs and causing numerous cuts and bruises. If thats not enough of an example what about the teen from New Jersey who simply listened to Ozzy Osbornes Suicide Solution and killed himself? These be not stochastic occurrences, we hear about them on the news frequently. If our freedom of expression is harming kids why cant we fix the problem by not allowing them access to it?   Argument one, People, especially children are very susceptible to being bewitchd by what they watch or see happen throughout their lives.   Monkey see, Monkey do. Everyone ha s heard this phrase sometime in his or her life. This phrase is simple, yet very applicable to todays debate. When a child sees someone or something doing something. They will of course follow suit and imitate the attain being performed. Children do not know any better. Therefore they are innocent and deserve to be respected. It is for these following reasons that we argue for the censorship of harmful materials that could influence a child or children into violent acts, expressions, and other dangerous actions. Through television, video games, and movies, children and teens view countless acts of violence, brutality, and terror as part of entertainment. They become conditioned to associating violence with entertainment. First-person shooter video games develop our childrens skills in operating weapons. The games reward marksmanship, and further reinforce the association of killing with entertainment. In the past, the heroes of movie and television shows were unremar kably people who strictly followed the law. Now, heroes are often people who take the law into their own hands, who see an injustice or evil and seek to rectify it personally, sometimes brutally, regardless of the consequences. Such portrayals signal, to a child, societys approval of that behavior.

Tuesday, May 28, 2019

The Internet And Taxation Essay -- E-commerce ecommerce E-business ebu

The net and TaxationA 19-member panel unknown to virtually all Americans is considering how to tax a virtual world thats home to millions the Internet. The national Advisory Commission on Electronic Commerce convened for the first time Monday in historic Williamsburg, Virginia, but the setting is the only thing thats serene. On both(prenominal) sides of the debate, fireworks have been flying for months.On one side are consumers and businesses that buy and sell on line. Most of their transactions go across state lines, and sales taxes are not collected. They say imposing sales taxes on the Internet could stifle growth in an industry that is helping to drive the U.S. economy, and taxes could drive Internet firms overseas. On the other side are traditional retail merchants who collect sales taxes and the governments that rely on those taxes to pay for police, schools and roads. The retailers are losing business to the tax-free Internet. That cuts into the 36% of state and loc al government revenue that comes from sales taxes.The commissions task is to recommend changes to Congress that both sides can live with. It is faced with the current system of more(prenominal) than 3,000 state and local sales taxes. And the products that are taxed, such as food and clothing, vary from state to state. For that reason, the panel, might consider something as radical as a national sales tax. Its recommendations are due to Congress in April 2000.America is a world leader in information technology. We are at the cutting mete of Internet commerce, and we want America to maintain that position of leadership, says Virginia Gov. James Gilmore, the commission chairman. The debate will affect every human being, every potential customer, everyon... ...ead, marketing viciousness president for the Los Angeles-based research firm, were the lengths to which online shoppers would go to avoid taxes. Twenty-four percent said they would bypass well-known retailers that char ge sales levies in favor of unfamiliar merchants that dont, to pitch on taxes. Thats a real indication of the concern about taxation, she said.Richard Wolf, Billions of dollars hang over Internet tax debate. , USA Today, 06-22-1999, pp 01A. J. Leffall, Lawyers tell e-commerce panel tax system needs overhaul. , The Washington Times, 05-31-1999, pp D13.Szabo, Joan, Net returns just when you thought it was safe to do business in cyberspace....(Tax Talk)(Column). Vol. 26, Entrepreneur Magazine, 09-01-1998, pp 70(3). James T. Madore, Great Debate / Shoppers, governments in battle over issue of online sales tax. , Newsday, 08-15-1999, pp F06.

The Internet And Taxation Essay -- E-commerce ecommerce E-business ebu

The internet and TaxationA 19-member panel unknown to virtually all Americans is considering how to tax a virtual world thats home to millions the Internet. The federal informatory Commission on Electronic Commerce convened for the first time Monday in historic Williamsburg, Virginia, but the setting is the only thing thats serene. On both sides of the debate, fireworks obligate been flying for months.On one side atomic number 18 consumers and businesses that buy and sell on line. Most of their transactions go across posit lines, and sales taxes are not collected. They say imposing sales taxes on the Internet could stifle growth in an industry that is helping to drive the U.S. economy, and taxes could drive Internet firms all overseas. On the other side are traditional retail merchants who collect sales taxes and the governments that rely on those taxes to pay for police, schools and roads. The retailers are losing business to the tax-free Internet. That cuts into the 36 % of commonwealth and local government revenue that comes from sales taxes.The commissions task is to recommend changes to Congress that both sides can live with. It is faced with the current system of more than 3,000 state and local sales taxes. And the products that are taxed, such as food and clothing, vary from state to state. For that reason, the panel, might consider something as radical as a home(a) sales tax. Its recommendations are due to Congress in April 2000.America is a world leader in information technology. We are at the cutting edge of Internet commerce, and we want America to maintain that position of leadership, says Virginia Gov. James Gilmore, the commission chairman. The debate will affect every human being, every potential customer, everyon... ...ead, marketing vice chairman for the Los Angeles-based research firm, were the lengths to which online shoppers would go to avoid taxes. Twenty-four percent said they would bypass well-known retailers that c harge sales levies in favor of unfamiliar merchants that dont, to save on taxes. Thats a real indication of the concern about taxation, she said.Richard Wolf, Billions of dollars hang over Internet tax debate. , USA Today, 06-22-1999, pp 01A. J. Leffall, Lawyers tell e-commerce panel tax system necessarily overhaul. , The Washington Times, 05-31-1999, pp D13.Szabo, Joan, Net returns just when you thought it was safe to do business in cyberspace....(Tax Talk)(Column). Vol. 26, Entrepreneur Magazine, 09-01-1998, pp 70(3). James T. Madore, Great Debate / Shoppers, governments in dispute over issue of online sales tax. , Newsday, 08-15-1999, pp F06.

Monday, May 27, 2019

Hr Practice in Gp

Cultur al aney compatible HR strategy in Grameenph angiotensin-converting enzyme Ltd. SUBMITTED TO Mr. A K M Mominul Haque Talukdar (MHT), Faculty Member, School of continue, North South University. SUBMITTED BY radical 3 Section-1 HRM-480 NameID A K M YunusMony053 361 030 M Sabbir Hassan061 390 030 M Tajvir Abbas061 392 030 M Khayruzzaman061 628 030 Nastashea Nadia Mollika062 535 030 ShefaetulHoqueBhuiyan071 022 030 Refath E Islam072 600 030 SUBMISSION DATE 30th March, 2010 LETTER OF TRANSMITAL 30th of March, 2010 Mr. A K M Mominul Haque Talukdar (MHT) Faculty Member, School of Business,North South University, Dhaka. Subject Submission of HRM480 report Dear Sir, In the succeeding(a) pages, we take a crap d adept our report name Cultur tout ensembley compatible HR strategy in Grameen mobilise Ltd. as HRM480 course requirement. We hold up enjoyed preparing the project. In preparing this project, we hold prat tried our level high hat to include totally the relevant informa tion and tried to identify different problems. As we be beginner, we may make whatsoever mistakes. If you consider our mistakes as pardon satisfactory, we allow for be precise pleased and it go away be rattling helpful for our future tense c beer. Sincerely Yours- Members of group 3 Section-1 HRM-480NameID Signature A K M YunusMony053 361 030 M Sabbir Hassan061 390 030 M Tajvir Abbas061 392 030 M Khayruzzaman061 628 030 Nastashea Nadia Mollika062 535 030 ShefaetulHoqueBhuiyan071 022 030 Refath E Islam072 600 030 Ack forthwithledgment This project has been an eye-opener for us and we assimilate been fortunate to have the nutrition, assistance and encouragement of a number of individuals objet dart preparing this report, without their book it would be hard to complete this study. We express our sincere gratitude to our Institutional Supervisor Mr.A K M Mominul Haque Talukdar (MHT), Lecturer, School of Business, North South University, Dhaka for guiding us in completing th is study. His words of wisdom will always be remembered, and we are convinced that the realizeledge of Strategic HRM that he has imparted would go a wide way by agent of our professional career. Secondly, we are withal obliged to M Sabbir Hassan, Grameenphone Ltd. for his valu able-bodied snip and providing us with the big information. He also shared with us necessary giving medication structural facts. We will also thank the another(prenominal) employees of Grameenphone Ltd. or sparing their metre from work and filling out our questionnaires, which helped us to meditate our project. Our thanks also goes to the team members whose unflagging capacity for creative work and desire hours made the project undefeated under the pressure of deadlines. This report is success encompassingy completed by our entire group members extreme effort. It was not possible for a single person to make the project successful. tho we would like to disclose our deepest esteem and gratefulne ss for our faculty, Mr. A K M Mominul Haque Talukder, for his ext barricadeed helping hand and mentorship. To ocINTRODUCTION Our group (Group 3) was assigned to select a employment and evaluate it in term of its cultural compatibility of HR issues which we researched on Grameenphone Ltd. Mr. AKM Mominul Haque Talukder, our faculty for this HRM480 course, has provided us with the probability to apprise more than about this topic through this project, which will eventually help us, understand how these things work in the real world. Through the extensive research this project mandatory, we have gathered a commode of practical sire and have been able to identify such things in real life rather than just reading from a book.We are also grateful to Grameenphone Ltd. for allowing us to conduct such a play along about their judicature. The research work started with us distri justing questionnaires to 60 employees of Grameenphone Ltd. The questionnaires contained 2 dependent va riables and 5 unaffiliated variables for abridgment. Each variable consisted of 5 questions, with options operable for answering. Once the data were collected from Grameenphone Ltd, we entered them into the SPSS software. The software provided us with several(a) postpones such as ANOVA, etc. and graphs such as Regression line, etc. All these helped us work out the compend part.Our main objective was to find out whether Grameenphone Ltd. could carry out their validational conclusion efficiency or not. The project was not just somewhatthing that we had to do for class. This was something that provided us with lie withledge and skills which would help us for historic period to come. Since we are the future managers of this country, we mustiness assume to carry out such practices such as cultural practices with utmost efficiency. Choosing and hiring ignoredidates is something which not only affects the brass section but also the economy as a whole. The choosing of actuall y talented individuals gives hope to us all.It gives us the drive we need in stray to work hard and make life seem fair. ? administrator SUMMARY In order to find secure and best possible results regarding culturally compatible HR strategy, our team worked out a pattern which was cardinal logical and sequential. The mission of our group and this project work was to break up the way the employees of Grameenphone Ltd, think and feel and how these in turn affect the validation as a whole. thitherfore, it was required of us to come up with a questionnaire and we have done so in such a way that would help us seek their perceptions and ideologies.All the information has been trans organize into operational data which can be referred to in order to better understand their institutional horti polish and recruitment patters. repayable to our experience with courses such as ECO 172, ECO 173, etc and also from the courses of MGT321, MGT351, HRM370, and HRM410 with our faculty Mr. A K M Mominul Haque Talukder, it was possible for us to round up this project successfully. Data epitome is something which is going to help us in the future by helping us truly understand situations and perspectives that make up an organization.This procedure started with us selecting 60 employees from different parts of the organization to fill in the questionnaire. We thusly converted those data into the SPSS data keister for further analysis. Before doing so, we had to first become familiar with the enjoyment of the SPSS software, which was moderately complicated. Also, it was slightly tricky to bring out the selected people to answer all questions in the questionnaire, for various reasons including the fact that some of them did not want to be too unreserved while some had trouble version the meanings of the questions. The raw data collected was used for reliability tests to ensure its accuracy.In order to make the data usable for later stages, data reduction techniques ha d to be utilize. Once the data had been approved, it was used for linear regression analysis and graphical representation of the regression analysis. Thus, eventually it was possible to understand and compare and contrast the perceptions of the different employees in a place such as AB Bank. The regression analysis provided Fcalc encourages which were compared to the F table. This is something that helps analyze and make decisions regarding whether to accept or reject the various bloods. SCOPE AND OBJECTIVE OF THE STUDY As a business expectative in future, we should have to gather experience beside our tidy sum. We should not byplay our lesson only in classroom but to implement it in practical life that will help us in our future life. A clear objective helps in preparation of sound decorated report in order to take the right type of decision. So, identifying objectives is real often fourth dimensions valuable. Our purpose of preparing the report is Understanding the inter -organizational culture. Understanding the link betwixt HR strategies with organizational culture.Evaluate the factors that affect strategic human resource direction to learn the knowledge about the factors which are ultimately affecting strategic HRM. To understand real aspects of strategic HRM from staffing to top-managerial decisions. To understand the link in the midst of some important HR issues like communication, staffing and education, inside doctrine, flexibility work structure, coiffureance management, with node satisfaction and retention management. It is common knowledge that the compatibility of culture with Strategic HRM is one of the most basic and important functions of an organization.Unless a comp whatsoever is able to make a good cultural environment for strategic HR to an organization, all its stakeholders and employees will eventually suffer, which aptitude be a result of dissatisfaction of customers as closely. It is important for us to identify the seriousness of this function which is taken up by the HRM department. As future managers of this country, we must understand the pros and cons of every single action which is implemented during the recruitment play. Grameenphone Ltd. has provided us with a platform to study their culturally compatible HR strategy.We thank them for this fortune which will help us gain first-hand experience and understanding of these things. The employees at Grameenphone Ltd. have been gracious enough to answer our questions in the questionnaires we provided them with. Some of the questions may have been slightly intruding, but that is the whole point of the research to find out the employees true thoughts and feelings towards their cultural compatibility with their HR strategy. We hope to shed light on the various good things, and perhaps on some level of mismanagement going on at Grameenphone Ltd. nd their organizational culture with their HR strategy. The result of this research can help enhanc e all the good things going on in the organization, and also bring about opportunities to fix those things that may be violate with it. subsequently all, an organization is nothing without the people who keep it going. ? METHODOLOGY Methods of data line of battle Methodology is the systematic study of methods that are, can be, or have been applied at bottom a discipline or a particular procedure or set of procedures. It consists of both primary and secondary data. Primary data collectionWe had to collect information from 60 employees of Grameenphone Ltd. We also had collect from three different branches that took us about 5 days. To collect the required information we made a questionnaire (given above) filled with questions link to choosing and hiring candidates , which would help us to understand how the HR mangers and senior while calling on for interview assess the raw test score, competencies, analytical skills, etc and total the whole result . They then check out family b ackground, drug test, and criminal record etc and then hire the candidate.Hence, to collect this information we had to take an trying on with the Md. Bajlul Huda, Manager, Grameenphone Ltd. and went to the office accordingly. When we reached there we first brief him about our whole assignment as well as the questionnaire. He was very helpful with the whole lying-in and assigned us with one of his Division Manager who took us to different level of the office and introduce to their sub-ordinates. We tried to survey all the dept. available in the office like the Finance Director, the HR dept. head, the Marketing Director and the Managing Dept.We divided our group members and each of us took some employees at a time to be available to them while they were filling up the questionnaire in order to answer to their queries. While filling some had little delusion on hr terms which we as a team need to elaborate the cognitive operation of each term. And in that way it was also easier for u s to collect all the correct required data as we were talking to only 1 employee at a time. And after they filled out the questionnaire we took their visiting cards along with their designation and stapled it to their papers. tributary DATA The raw data collected was then used for reliability tests to ensure its accuracy. Depending on the accuracy we had to implement data reduction using certain factors making the data usable for later stages. The approved data was then used for linear regression analysis and the obtaining graphical representation of the regression analysis. We then came up with similarityships of the employee perceptions and various decision making criteria that are embed in the daily working environment in an organization like Grameenphone Ltd.The regression analysis provided us with Fcalc values which were compared to the F table which assisted us in deciding whether to accept or reject the tattle amongst the various descents we formed previously. ? LIMITAT IONS OF THE STUDY As we have to make a report on the Culturally compatible HR strategy practices of Grameenphone Limited by conflict a survey, we were really unable to collect enough information due to their official restrictions. These restrictions could not be eliminated without seeming offensive or intrusive.Many things were so private that we were we could not gain access to them. Thus, we had to conduct our analysis on whatever information we could gather, which was not enough. At the very beginning, we had a lot of difficulties in amass information from the employees. Most employees were reluctant to fill up the questionnaire we prepared for them to fill up. Perhaps some of the questions made them uncomfortable, or perhaps they just did not have time. However, there was no reason to feel uncomfortable since the questionnaires were meant to be filled anonymously.We had to convince most of them to fill them up. Finally we could convince 50 employees to fill up the forms. Some of them didnt tick all the answers and some ticked random answers without understanding the questions, or not even reading them properly. So, while studying the filled up questionnaires, we had a lot of complications in analyzing the data. The questionnaires prepared by us contained a lot of technical terms, which were comprehensible only to people who were familiar with HRM terminologies. Conditions like these created a lot of problems for the force-out filling he questionnaires, and they often asked us questions regarding what the question meant. It seemed like some of them demonstrate it extremely hard to truly understand the meanings of some of the questions. As we had to entertain a lot of queries at the same time, we were unable to allocate equal time and oversight to everyone. This was purely unintentional, but it may have led to misinterpretation from our side towards the employees. While working on the filled up questionnaires we faced quite a number of problems, which prevented us from obtaining results of optimum accuracy.As we had to use SPSS software, we faced compatibility problem on SPSS with windows Vista and windows 7. We also encountered a few other minor problems during the primary data collection and while interpreting the data. Beside this we have faced the following hindrances in preparing this report deprivation of knowledge and experience regarding subject matter of employees filling the questionnaire. Shortage of time. Lack of sufficient privileges. Lack of communication facilities. Difficulty in getting an appointment. SPSS software compatibility problem with windows Vista and windows 7.The survey report focuses Cultural compatible HR strategy in Grameenphone Ltd. The survey may not be more comparable or more valid due to our lack of knowledge and experience regarding statistical data handling and interpretations. Also, it should be mentioned that we had trouble working out on the congenericships between the various dependent a nd independent variables. ? COMPANY PROFILE Grameenphone, widely known as GP, is the in the lead telecommunications process provider in Bangladesh. Grameenphone is the largest cellular hustler in the country.It is a joint venture enterprise between Telenor and Grameen Telecom Corporation, a non-profit sister concern of the internationally acclaimed microfinance organization and community development bank Grameen Bank. Telenor, the largest telecommunications party in Norway, owns 62% shares of grameenphone and Grameen Telecom owns the remaining. Grameenphone was the first beau monde to introduce GSM technology in Bangladesh. It also established the first 24-hour Call Center to support its subscribers. With the slogan Stay Close, stated goal of Grameenphone is to provide affordable telephony to the entire population of Bangladesh.From the very beginning, Grameenphone lay emphasis on providing good after-sales services. In recent years, the focus has been to provide after-sales w ithin a short distance from where the customers live. on that point are now more than 600 GP Service Desks across the country c everywhereing nearly all upazillas of 64 districts. In addition, there are 72 Grameenphone Centers in all the divisional cities and they remain open from 8am-7pm every day including allholidays. GP has generated direct and indirect employment for a large number of people over the years. The company presently has more than 5,000 full and temporary employees.Another 100,000 people are directly dependent on Grameenphone for their livelihood, working for the Grameenphone dealers, retailers, scratch card outlets, suppliers, vendors, contractors and others. in that location are more detail about Grameenphone Ltd. is given below VISION To be a leading provider of telecommunication services all overBangladesh with snug customers, shareholder, and enthusiastic employees. MISSION Grameen think Ltd. aims at providing reliable, widespread, convenient prompt and cos t effectual telephone services to the people in Bangladesh irrespective of where they live.Such services will also help Bangladesh keep pace with other countries including those in South Africa region and reducing her live disparity in telecom services between urban and rural areas. HISTORY November 11, 1996 Grameen predict was offered a cellular license in Bangladesh by the Ministry of Posts and Telecommunications. March 26, 1997 Grameen recall launched its on the Independence Day of Bangladesh. 1998 June Launched mobile to mobile service (Without PSTN access). 1999 August Launched first Prepaid Service in the country. 2003 August Reached ace gazillion Subscribers. 003 October Launched prepaid product with PSTN connectivity. 2004 August Reached 2 million Subscribers. 2005 April Reached 3 million Subscribers, Launch of djuice, a youth brand, for the first time in Bangladesh. 2005 August Reached 4 million subscribers. 2005 September Launched march and Voice SMS for the first tim e in Bangladesh. 2005 October Reached 5 million subscribers. 2006 January Launch of Business Solutions- segmented offering for the Business Segment, Reached 6 million subscribers. 2006September Launch of CIC. 2006 November Celebrated 10million subs in 10 years & launched New Logo, Launch of Health line. 006 December Launched Smile Prepaid & explore Post-paid, Launch of Bill Pay. 2007 February Business Solution Re-launched. 2007 April Djuice Re-launched. 2009 Launch of Bill-pay service. 2010 March Launched 4 revolutionaryfangled Prepaid package named Apon, Bondhu, Shohoj and Adjusted djuice with new seduceive tariff plans. The company has so far invested more than BDT 10,700 crore (USD 1. 6 billion) to build the ne dickensrk infrastructure since its ancestry in 1997. It has invested over BDT 3,100 crore (USD 450 million) during the first three quarters of 2007 while BDT 2,100 crore (USD 310 million) was invested in 006 alone. Grameenphone is also one the largest taxpayers in the country, having contributed nearly BDT 7000 crore in direct and indirect taxes to the giving medication Exchequer over the years. Of this amount, over BDT 2000 crore was paid in 2006 alone. Since its inception in March 1997, Grameenphone has built the largest cellular network in the country with over 10,000 base stations in more than 5700 locations. Presently, nearly 98 percent of the countrys population is within the coverage area of the Grameenphone network.Grameenphone was also the first means to introduce the pre-paid service in September 1999. It established the first 24-hour Call Center, introduced value-added services such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-based push-pull services, EDGE, personal ring back tone and many a(prenominal) other products and services. The entire Grameenphone network is also EDGE/GPRS enabled, allowing access to high-speed Internet and data services from anywhere within the coverage area. i n that respect are currently nearly 3 million EDGE/GPRS users in the Grameenphone network.Grameenphone nearly doubled its subscriber base during the initial years while the growth was much faster during the later years. It ended the inaugural year with 18,000 customers, 30,000 by the end of 1998, 60,000 in 1999, 193,000 in 2000, 471,000 in 2001, 775,000 in 2002, 1. 16 million in 2003, 2. 4 million in 2004, 5. 5 million in 2005, 11. 3 million in 2006, and it ended 2007 with 16. 5 million customers. From the very beginning, Grameenphone placed emphasis on providing good after-sales services. In recent years, the focus has been to provide after-sales within a short distance from where the customers live. there are now more than 600 GP Service Desks across the country covering nearly all upazillas of 64 districts. In addition, there are 72 Grameenphone Centers in all the divisional cities and they remain open from 8am-7pm every day including allholidays. GP has generated direct and indi rect employment for a large number of people over the years. The company presently has more than 5,000 full and temporary employees. Another 100,000 people are directly dependent on Grameenphone for their livelihood, working for the Grameenphone dealers, retailers, scratch card outlets, suppliers, vendors, contractors and others.In addition, the crossroads Phone Program, also started in 1997, provides a good income-earning opportunity to more than 210,000 mostly women Village Phone operators living in rural areas. The Village Phone Program is a unique initiative to provide universal access to telecommunications service in remote, rural areas. Administered by Grameen Telecom Corporation, it enables rural people who normally cannot afford to own a telephone to avail the service while providing the VP operators an opportunity to earn a living.The Village Phone initiative was given the GSM in the fraternity award at the global GSM Congress held in Cannes, France in February 2000. Gram eenphone was also adjudged the Best Joint Venture Enterprise of the Year at the Bangladesh Business Awards in 2002. Grameenphone was presented with the GSM Associations Global Mobile Award for Best use of Mobile for Social and Economic Development at the 3GSM World Congress held in Singapore, in October 2006, for its Community Information Center (CIC) project, and for its Health Line Service project at the 3GSM World Congress held in Barcelona, Spain, in February 2007.Grameenphone considers its employees to be one of its most important assets. GP has an extensive employee benefit scheme in place including Gratuity, Provident Fund, Group Insurance, Family Health Insurance, Transportation Facility, Day Care Centre, Childrens fostering Support, and Higher Education Support for employees, in-house medical support and other initiatives. CURRENT OFFERINGS Prepaid Price pans Grameenphone Ltd. announced a new range of price plans that is expected to bring great simplicity in the pre-paid category.The company has also revealed a new price plan for its djuice product as well. The three prices packages Shohoj, Aapon, Bondhu, along with djuice have been developed for pre-paid subscribers and offers replace ability and easy migration. The Shohoj package will cater to users who need to call all networks and offers callers a low, flat rate of BDT 0. 79 per atomic number 42 to any operator number. Shohoj users will also have the option to SMS any number at BDT 1 per SMS. The Aapon package has been designed for callers who have a predominately Grameenphone calling base.Aapon offers a especial(a) day time tariff and night time tariff (12pm-4pm and 12am-8am respectively) of 49 paisa per minute. Aapon users can also call three FnF numbers (Grameenphone numbers only) at 49 paisa per minute any time, and send SMS to the FnF numbers at BDT 0. 50 paisa per SMS. Aapon users will also have the option to SMS any number (GP and other operator) at BDT 1 per SMS. The Bondhu package i s for users whose calls are usually limited to a tight FnF circle. This package offers the highest number of FnFs and users can call seven FnF numbers at 49 paisa per minute any time.With Bondhu package, calls to all other numbers (Other than the seven FnFs) are BDT 0. 99 per minute. SMS rates are BDT 0. 50 per SMS to GP numbers and BDT 1 to other operator numbers. Djuice retains its youth focus where there is big interest in community tariffs and special night time tariffs. Whats new is that any Grameenphone pre-paid customer can opt for djuice, or vice versa. Notably a regular migration fee of BDT 10 will be channelized for migration to or from all packages after 13 April 2010. Post-paid price plans With the new xplore post-paid, discover the pleasure of doing much more.Packed with a treasure of new features and facilities it keeps you in touch with your loved ones and gives you access to unbounded information and entertainment. xplore post-paid sets you free Grameenphone Intern et Internet is the most convenient medium of information, through which people can enhance their knowledge, spread the same from one corner of the globe to whichever place they wish with a single click. confabulation solutions developed by Grameenphone across all the media have always focused one single thing to help people stay close to their dear ones and to enlighten heir lives through free and flawless access to information. Grameenphone internet is some other step towards fulfilling this goal. With this step, Grameenphone promises to enlighten the lives of 20 million people by providing easier and faster access to information than ever before. Grameenphone so far brought Internet to people in the following ways 1) Desktop and Laptop seek by using the mobile as modem or by internet modem 2) Mobile screen browsing WAP/internet browsing on the mobile. 3) CIC More than 550 CICs all over the country for those who do not have access to PC or other facilities.Grameenphone is feel to expand further into the digital world by expanding its internet platforms and developing more internet related products, thus becoming the biggest Internet Service provider of Bangladesh. Package 1 (P1) is a pay-as-you-go offer. It is available for both prepaid and post-paid subscribers. For every kilobyte (KB) of data browsed, subscribers are charged Tk. 0. 02 (excluding VAT). Package 2 (P2) is available for post-paid subscribers only. Existing P2 prepaid subscribers will continue to enjoy this service unless they cancel the service willingly or fail to renew the service on time due to insufficient balance.Once P2 is deactivated from any existing P2 prepaid subscriber after 31st July 2009 due to insufficient balance or cancellation by the user, it will not be available for that user anymore Package 3 (P3) is for postpaid subscribers. Subscribers can enjoy the service from 1200AM-800AM and monthly charge is BDT 300 (excluding VAT). From 801AM-1159PM, subscriber can enjoy pay-as- you-go offer like P1. Package 4 (P4) is for prepaid subscribers. Subscribers can enjoy the service from 1200AM 1159PM (within a day) with 150MB data usage limit in a day and daily charge is BDT 60 (excluding VAT).From 1200 AM of the next day, pay-as-you-go (P1) charges will be applicable. Package 5 (P5) is an internet offer of 3 GB per month BDT 700+VAT. The package has a life time of 30 days (from the date of activation). After expiration of the specified volume or the life time of the package whichever finishes first, P1 (BDT 0. 02/KB) charge will be applicable. Package 6(P6) is an internet offer of 1 GB per emailprotected BDT 300+VAT. The package has a life time of 30 days (from the date of activation). After expiration of the specified volume or the life time of the package whichever finishes first, P1 (BDT 0. 2/KB) charge will be applicable. Grameenphone Internet modem For the first time, Grameenphone is offering branded Internet modem (USB EDGE Modem) for its subscribers. Th is modem Is Sleek & Smart Looking Supports GSM 900/1800 Is showstopper & Play Windows 2000, XP, Vista & Mac OS Has default GP configuration / settings Provides Customized Dashboard including GP Logo Has SMS services & Phonebook Option Provides daily, monthly & yearly usage data Has very easy SIM Insertion Method Has one year full warranty & after sales service MobitakaGrameenphone brings yet another proficient marvel- Mobitaka Ticketing With Mobitaka Ticketing service, you can buy Intercity Train tickets in advance from your own mobile phone You dont need to stand in the long queues, crucify lots of hassles to collect a railway ticket. You can sit at the comfort of your own home and stop worrying about collecting naturalise ticket for you upcoming journey. We want you to stay close to your dear ones and hence Mobitaka ticketing is for you. order Added Services You can use your mobile phone for many other purposes than making voice alls. With GrameenPhones VAS, you can use your mobile phone to Send and receive text messages, picture messages, voice messages Download ring tones, logos, wallpapers find news updates, cricket score updates Browse the Internet and also send and receive e-mails Transfer data and send fax Participate in competitions and right to vote for your opinions You will be able to use all these services whenever you need them, wherever you are. All you need is to have a GP mobile phone to get these services. Messaging Services Information awake(p)s Data Transfer Fax Entertainment ServicesBrowsing the Internet Send and receive e-mails Download contents Customize Your Handset Participate in Competitions Vote your Opinions Services are Studyline Music Radio Call Block Service Miss Call Alert Bill pay Stock information Instant messaging Cricket Update Cell Bazaar Web SMS Mobile Backup etc. foreign Roaming In March 1999, Grameenphone introduced this premium service for the first time in Bangladesh and now provides International Roaming ser vice to its own subscribers traveling abroad as well as to foreign operators subscribers traveling in Bangladesh.For the first time in Bangladesh in July 2006, Grameenphone launched Roaming Services (both GSM and EDGE/GPRS) with CAMEL Phase II for Pre-paid In-bound subscribers. Grameenphone has unique One to One relationship with all its International Roaming partner operators. As of May 2009, Grameenphone has 357 GSM partner operators in 120 countries in 6 continents and 137 EDGE/GPRS partner operators in 55 countries. ? GRAMEENPHONE HR PRACTICES Grameenphone Human Resource system is one of the best systems in Bangladesh. The strategy of Human Resource Division is followed from Telenor strategy.HR is a Critical Enabler for Telenor in the Pursuit of its Strategic Goals. HR is a key to ensuring an Organization that provides a competitive advantage by being simple, aligned and efficient. A Culture centred on the customer and characterized by diversity, generosity and an international mind-set. Leaders, Who have a passion for business, excel at empowering people and never compromise on Telenors ethical standards People, Who work out at the peak of their ability because they feel a sense of mission, accomplishment and growth. Corporate HRCorporate HR is responsible for global HR support and processes, and is organized as follows Organization and Leadership Capabilities Strategic responsibility for IVC (Internal range Creation Employee survey) and TLDP (Telenor Leadership Development Process). Global HR Development Compensation and benefits Employee bureau Local HR Local HR departments serve managers and other employees with Human Resources and organizational development related topics. They are also in charge of the execution and follow up of processes like IVC (Internal evaluate Creation Employee survey) and TLDP (Telenor Leadership Development Process).HR Services HR Services is a resource centre for personnel administrative services in Telenor for the No rdic region. Internal Value Creation (IVC) Internal value Creation or IVC is a tool for creating value insidely to all the employees of the organization. For better motivation and maximum effort from all the employees this tool helps a lot for achieving the vision. The purpose of the IVC Grameenphone vision Is We exist to help our customers get the full benefit of communication services In their daily lives. The key to achieve this vision ? a mind-set where each and every one of them works together. The IVC process offers them not only an opportunity to assess their progress in working towards this vision, but also to carry out actions that will improve their people and organization In order to meet future challenges and Implement the strategies. This is required from the Manager in this process Inform the employees before the survey and encourage participation. Present the survey findings to them. Develop an action plan together with them. Implement, follow up and report on the a ctions.Communicate and celebrate results. HR operations Preparing and providing circulars for familiar and external recruitment Arranging hiring and selection process Recruiting employees Joining procedures Providing salary informations Providing benefits and compensations Leave management performance appraisal & evaluation Allocating resources including humans resources Handle employee breakup process Arranging Training programs Arranging motivational and refreshing programs for the employees etc. LATEST STRATEGIC HR APPROACHVery recently Grameenphone internally has launched a new approach to motivate the employees as Grameenphone always believes that internal customers should be satisfied first in order to make the external customers satisfied. As Grameenphone declared these year as EDGE year and all their concentration is on EDGE they are offering 10% commission on each EDGE package selling by the employees of Grameenphone and also in the last month there was another motivation al offer for employees and that was the best EDGE seller will get BDT 100,000, second best seller BDT 60,000 and the third one was BDT 40,000.So employees are feeling motivated and trying to sale more in order to get those benefits and their satisfaction rate is going higher. And internal surveys says that Consumer Satisfaction Index of Grameenphone is the highest in Bangladesh these days and its all because of the satisfaction of the employees. Another strategic approach of Grameenphone is inseminate which each likely to be idea generation. On this program employees are offered to submit their creative and innovative ideas that can add more values to Grameenphone and the best idea generator person will get BDT 1 million.So Grameenphone is very creative in their strategic HR approaches and they are always one step ahead to everyone in the industry. ? literary productions Review During the formulation of human resource strategies organizations must consider their internal and exter nal realistic factors. When realities change successful HR do have adoption with current realities. Culture is one of the fundamental factors of organizations internal realities. Survey can be conducted to know about the existing culture. There are some topics that should be included in the questionnaire like finishance, information and resources, operational philosophy, and human resource.Here performance is all about meeting the organizational goal, customer satisfaction, results regarding short term and long term. Information and resources includes their management system and allocation of resources. Operational philosophy is about relation between culture value and risk taking, types of management whether it is leadership or close control. Human resources include the perception of employees as a cost of assets. It is important to clarify and cash in ones chips the organizations vision or mission that it is widely understood.It is needed to check out the current realities to ma ke ensure the vision or mission is still feasible or not. Strategies have to be formulated to fit and support the culture. Human resource strategy consists of interrelated functional strategies. The functional components are selection and staffing, organization and human resource development, and reward. The utility and software firm has different human strategy that is required to meet their needs. They have different strategy regarding their staffing policy, development, rewards, and design.The utility should concern about increased sensitivity and satisfying customer needs, increased the factors that will give benefit the total organization, emphasis on cost management, increased employment of employees potential value. On the other hand software firm critical needs are more delegation by manager, more recognition of support functions, better creation and communication of long range plans, according equal weight to overall organizational performance and product or unit performa nce. There are some organizations with poorly defined or fragmented culture.There were created some conflicts between the information systems function, the customer service function and the more mainstream functions related to production and delivery of primary service. Cultural assessment was needed to determine the key points of difference between senior managements desired culture and the culture desired by people in the functional business was beneficial. The utility and the software firm no one has dysfunctional culture. Some organizations have world-shaking misalignments of culture which is very large gaps between what the culture is and what people feel it should be. INSTRUMENT DESIGING (Questionnaire)Customer Satisfaction Customer satisfaction, a business term, is a measure of how products and services supplied by a company meet or surpass customer expectation. It is seen as a key performance indicator within business and is part of the four perspectives of a Balanced Score card. Organizations need to retain existing customers while targeting non-customers. Measuring customer satisfaction provides an indication of how successful the organization is at providing products and/or services to the marketplace. In Grameenphone customer satisfaction is there number one motto. They are inconsiderable regarding this matter of customer satisfaction. safekeeping oversight memory board management is a systematic process of retaining employees. In our questionnaire we have included several questions related to the goodness of Retention management in Grameen Phone Bangladesh Ltd. We have included dimensions like flexible work hours, training and development opportunity, and friendly work environment to find out how important these are to the employees as managers use these criteria frequently to stop employees from leaving the company. Adequate help from the superiors, salary well above market rate are also important for employee retention. . Your organization he lps you with your performance problems. 2. The work schedules are flexible. 3. My organization offers well above- market wage. 4. Ample training and development opportunity is offered. 5. The company has a friendly work environment. Communication Communication is the best way behind the development of a particular company. Its justified whether the customers are satisfied through the service or not. As we all know that the service of Grameen Phone is the best service so far in our country that we exemplified most often.They focused on the customer as well as the communication with them so that they can aware about the problems of the customers. This is a two way communication process. In our questionnaire we have included so many topics like its help to achieve companys mission and vision. To bring the effectiveness in the organization both the horizontal and vertical communication process is important. Internal communication should be focused more. 1. You believe communication proc ess will strengthen the mission or vision of the company? 2. Your organization allows both horizontal and vertical communication process effectively. 3.Do you think sun-loving internal communication process will leads to employee satisfaction. 4. Do you believe healthy internal communication will emphasis on doing what will benefit the entire organization? 5. Do you believe all necessary information and resources should be communicated widely and completely inside the organization. Staffing and development Staffing means the whole recruitment process of the employees. From the very beginning of selecting the employees is very important for a particular organization. Here in Grameen Phone they have followed a specific and very organized process of staffing employees.Development is a certain process of improving employees skills and abilities that are needed for the organization in future consequences. Very selected employees who have proved themselves beneficial for the organization in the long run got the opportunity to develop themselves through this process. Here we luff some questions like employees are satisfied of their staffing and development process or not. Staffing process should be fair for all the employees. Empowerment is exists in the organization or not we also have included the question in our survey.And so on. 1. You believe fair staffing and development procedure leads to employee satisfaction. 2. You believe your organization follows fair staffing and development procedure. 3. Your organization allows internal staffing and development procedure. 4. Your organization believes in providing empowerment. 5. Your organization believes staffing process as an investment. Flexibility in labor structure Here flexibility means that the subcontract structures are changeable. With the demand of the time and the employees capabilities the capriole design can be changed.In Grameen Phone its not practiced that much but for the better survey we have ask ed the questions regarding this issue that flexible work system is good for employees performance. It creates a healthy relation between the manager and the subordinates. Likewise some other important question on this topic. 1. You believe flexible structure with defined roles that are change frequently will allow the organization to perform best in the future. 2. Flexible job structure allows managers to delegate tasks to subordinates. 3. Flexibility in job structure is helpful for better creation and communication of long range plans. 4.Flexible job structure ensures more accountability towards the job. 5. Because of flexible job structure employees achieved enough skills which will be helpful to face any stress situation. Internal Philosophy Internal philosophy states about what are the different steps are the company willing to initiate for the betterment of the employee base. Grameen Phone cares about its existing employee base and ensures safety for its employees. Because of t he international company most of the decisions usually prepared in the abroad and in Bangladesh employees hardly get opportunity to participate in decision making procedure.Grammen Phone ensures equal treatment for its entire employee base and obviously try to match the responsibility and autonomy for in every level of employment. 1. Your organizational culture values balanced risk taking or safety at all cost. 2. Your organization culture follows participation in decision making. 3. You believe managers should concern about overall results rather than care only about their own units. 4. Your organizational ensures perfect match between autonomy and job responsibility. 5. Your organization ensures equal justice for all level of employees. Performance managementA specific guideline is very important to the employees to perform their jobs. This is also an important aspect of orientation method and evaluation system. If the employees find any inconsistency within this structure they gr ow resentment towards the management which step by step leads to voluntary turnover. Thus we included this dimension to find out how the employees of this particular company perceive the companys outline for performance management and how effective it is to retain the employees. 1. Your organization has an effective and well organise performance management and evaluation system. . Assistance and continuous feed-back is given on a continuous radical 3. Managers who use this management system have proper education and training to use it. 4. Performance and evaluation result are documented for future reference. 5. Your organization provides particular incentives for best performance. ? Findings and Analysis DATA INTERPRETATION Mean A parameter refers to a specific population characteristics and a statistic refers to a sample characteristics. Measures of average value of every responses of a particular value are usually computed from sample data through mean function.This enabled us to see the relative responses of a certain dimension Regression (R2 AND AUXILIARY R2 to find out MULTICOLINEARITY) Regression analysis discusses the linear relationship in terms of dependency of one on the other. It provides us a statistical technique for obtaining the line that best fits the data points. R square R square measures the proportion of variation in a model which is explained by the repressors jointly. This quantity varies from 0 to 1. The higher values indicate a better regression. Actually R square is the percentage explained variability.R intercept square R square of individual regressor. Multicollinearity In a regression model if one regressor changes are associated with changes in other regressors then the problem of multicollinearity arises. In a regression model two or more independent variables are perfectly collinear if one or more of the variables can be expressed as a linear combination of the other variables. Discussion about Reliability & Factor analysis R eliability of metre refers to the stability of measurement of sample data/attribute.This is of concern both within a single time period in which the attribute is being measured and between time periods. By factor analysis we reduce those questions which are found to be unreliable. Correlation A substantial linear relationship is defined as a condition where the individual observation points are close to a straight line. Correlation coefficient provides a measure of the strength of the linear relationship between two random variables. A coefficient of coefficient of correlation of 0 indicates that there is no linear relationship between the two random variables.ANOVA (F-VALUE) ANOVA ANOVA is the analysis of variance which is concerned with analysis the effect of one or more factors on the experiment units. CORRELATION Correlation shows whether positive or negative relationship exists between one independent and one dependent variable. If relationship exists Correlation Table hel ps us to find out whether the relationship is profound or not. A significant relationship between a dependent and an independent variable suggests that to predict dependent variable that independent variable in the regression model. From this table of correlation we find thatOur 1st dependent variable Retention management is correlated with independent variables Communication, Staffing and Development, Flexibility in job structure, internal Philosophy and Performance Management. Our 2nd dependent variable Customer Satisfaction correlated with independent variables Communication, Staffing and Development, Flexibility in job structure, internal Philosophy and Performance Management. 1. CM (Communication) VS CSM (Customer satisfaction) race with books round off The correlation between communication vs customer satisfaction is showing a double star.It signifies that the correlation is very significant at 0. 01 levels. Ensuring effective communication is very important factor for hav ing satisfied customer base because through this factor the management and HR people can know the requirements of the customers and what the expectations of the customers from the company are. 2. CM ( Communication) VS RMM ( Retention Management) relationship with Literature palingenesis The correlation between communication vs Retention management is showing a Single star. It signifies that the correlation is very significant at 0. 05 levels.If the company can ensure effective communication method inside the organization, it allows the company to retain its current employee base. 3. SDM (Staffing & Development) VS CSM (Customer satisfaction). Relationship with Literature review The correlation between Staffing and development vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company follows the fair and clear staffing and development procedure, help the company to acquire loyal employee base and thus lo yal employee base help to take a shit customer satisfaction. . SDM (Staffing & Development) VS RMM (Retention Management) Relationship with Literature review The correlation between staffing and development vs retention management is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. Fair staffing and development process of the company helps to retain its current employee base because the employee holds a positive perception regarding the company selection and employee development process. 5. FM (Flexibility in job structure) VS CSM (Customer Satisfaction) Relationship with Literature reviewThe correlation between Flexibility in job structure vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. Flexibility in job structure boost employee satisfaction and in the end it helps to increase customer satisfaction. We are saying that because if an employee gets enough flexibilit y to perform a task then he/she would try to perform that task very efficiently and effectively and which leads to ensure satisfied customer base. 6. FM (Flexibility in job structure) VS RMM (Retention Management) Relationship with Literature reviewThe correlation between Flexibility in job structure vs Retention management is not significant. 7. IPM (Internal Philosophy) VS CSM (Customer Satisfaction) Relationship with Literature review The correlation between internal philosophy vs Customer Satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. It is very true that if a company has a healthy internal philosophy it obviously ensures satisfied customer base. familiarity having a healthy internal philosophy would try to know the desire of different customer base and obviously try to act according to that policy.Healthy internal philosophy ensures a healthy relationship among all the divisions of the company and all the division work together to satisfy its customer and as well try to attract new customer to enhance growth. 8. IPM (Internal Philosophy) VS RMM (Retention Management) Relationship with Literature review The correlation between internal philosophy vs Retention Management is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. It is true that internal philosophy of a company helps to retain current employee.If the philosophy of the company is employee centered, it helps to retain the employee because they found that company is really caring about themselves. It helps the HR department of the company to view the employee as an investment rather than a cost. 9. PMM (Performance Management) VS CSM (Customer Satisfaction) Relationship with Literature review The correlation between Performance management vs Customer Satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company follows performance m anagement effectively, it leads to ensure customer satisfaction.If the company has well structured performance measurement and evaluation system, it can judge effectively what the current performance to satisfy customer base is and what should be the real scenario of this procedure. If the company provides extra incentives for the outstanding performance, it increase employee motivation towards work and ultimately it leads to customer satisfaction. 10. PMM (Performance Management) VS RMM (Retention Management) Relationship with Literature review The correlation between Performance management vs retention management is showing a double star.It signifies that the correlation is very significant at 0. 01 levels. If the company can able to manage the performance of the employee base effectively it would be helpful for the company to retain customer base because the perception of employees would be positive regarding the company at this point. ? LINEAR REGRESSION Data Interpretation 1. C ustomer satisfaction VS Communication Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 373(a). 139. 124. 44333 a Predictors (Constant), CM When analyse Customer satisfaction with Communication we analyzed the data in the following way We set the vapid hypothesisHo = There is no relation between customer satisfaction and communication. And the alternative hypothesis H1= There is strong relation between customer satisfaction and communication. Decision master We all know that Reject null hypothesis if authoritative Value induce null hypothesis if square Value Therefore, we found that. = 9. 361 Significant Value = . 003a (9. 361) Significant Value (. 003a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and communication.And it is supported by the fact that R square value is 0. 139 which is close equal to 0. 14. That means there is a strong relationship between these two pr edictors. Relationship with Literature review Ensuring effective communication is very important factor for having satisfied customer base because through this factor the management and HR people can know the requirements of the customers and what the expections of the customers from the company are. So it helps the company to devise a plan to satisfy those needs of customers effectively. 2. Customer satisfaction VS Flexibility in job structure.Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 393(a). 154. 140. 43935 a Predictors (Constant), FM When comparing Customer satisfaction with flexibility in job structure we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between customer satisfaction and flexibility in job structure. And the alternative hypothesis H1= There is strong relation between customer satisfaction and flexibility in job structure. ? Decision Rule We all know that Reject null hypothesis if Signi ficant Value Accept null hypothesis if lt Significant Value Therefore, we found that. = 10. 588 Significant Value = . 002a (9. 361) Significant Value (. 002a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and communication. And it is supported by the fact that R square value is 0. 154 which is almost equal to 0. 15. That means there is a strong relationship between these two predictors. Relationship with Literature review Flexibility in job structure boost employee satisfaction and in the end it helps to increase customer satisfaction.We are saying that because if an employee gets enough flexibility to perform a task then he/she would try to perform that task very efficiently and effectively and which leads to ensure satisfied customer base. 3. Customer satisfaction VS internal Philosophy Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 341(a). 116. 101. 44920 a Predictors (Con stant), IPM When comparing Customer satisfaction with internal Philosophy we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between customer satisfaction and internal philosophy.And the alternative hypothesis H1= There is strong relation between customer satisfaction and internal philosophy. Decision Rule We all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 7. 612 Significant Value = . 008a (7. 612) Significant Value (. 008a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and internal Philosophy. And it is supported by the fact that R square value is 0. 116 which is almost equal to 0. 12.That means there is a strong relationship between these two predictors. Relationship with Literature review It is very true that if a company has a healthy internal philosophy it obviously ensure s satisfied customer base. Company having a healthy internal philosophy would try to know the desire of different customer base and obviously try to act according to that policy. Healthy internal philosophy ensures a healthy relationship among all the divisions of the company and all the division work together to satisfy its customer and as well try to attract new customer to enhance growth. 4. Customer satisfaction VS Performance management.When comparing Customer satisfaction with Performance management we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between customer satisfaction and performance management. And the alternative hypothesis H1= There is strong relation between customer satisfaction and performance management. Decision Rule We all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 46. 228 Significant Value = . 000a (46. 228) Significant Value (. 000a) So, the null hypothesis is rejected.Hence, all the explanatory variables are significant predictors of customer satisfaction and performance management. And it is supported by the fact that R square value is 0. 444 which is almost equal to 0. 45. That means there is a strong relationship between these two predictors. Relationship with Literature review If the company follows performance management effectively, it leads to ensure customer satisfaction. If the company has well structured performance measurement and evaluation system, it can judge effectively what the current performance to satisfy customer base is and what should be the real scenario of this procedure.If the company provides extra incentives for the outstanding performance, it increase employee motivation towards work and ultimately it leads to customer satisfaction. 5. Customer satisfaction VS Staffing and development. When comparing Customer satisfaction with Staffing and development we analyzed the data in t he following way We set the null hypothesis Ho = There is no relation between customer satisfaction and Staffing and development. And the alternative hypothesis H1= There is strong relation between customer satisfaction and Staffing and development. Decision RuleWe all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 30. 668 Significant Value = . 000a (30. 668) Significant Value (. 000a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and Staffing and development. And it is supported by the fact that R square value is 0. 346 which is almost equal to 0. 35. That means there is a strong relationship between these two predictors. Relationship with Literature reviewIf the company devoted to hire best employee base and also nurses them effectively, getting satisfied customer is obvious. Company should be concerned about hiring the b est people to maintain the harmonious culture of the company as well who can work their best to attain company goals and objectives. If the company has an objective to ensure market growth then the company has to hire and promote those employees further who can able to attract customers attention effectively because if customers are satisfied with the performance of the company, they could play a vital role to ensure further growth for the company. . Retention management VS Communication When comparing Retention management with Communication we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between Retention management and Communication. And the alternative hypothesis H1= There is strong relation between Retention management and Communication. Decision Rule We all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 5. 42 Significant Value = . 023a (5. 42) Signifi cant Value (. 023a) So, the null hypothesis is rejected.Hence, all the explanatory variables are significant predictors of retention management and communication. And it is supported by the fact that R square value is 0. 086 which is almost equal to 0. 09. That means there is a low relationship between these two predictors. Relationship with Literature review From the analysis it has been found that though the findings (relationship vs retention management and communication) are significant, but it is not strongly significant. From the value of R square we came to know that there is a low relationship exists between these two predictors.Most of the time proper communication process among the employee do not ensures the employee retention. There are some other predictors related with this issue which are also required for ensuring retention management process. ? 7. Retention management VS Flexibility in job structure. When comparing Retention management with Flexibility in job struct ure we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between Retention management and Flexibility in job structure. And the alternative hypothesis H1= There is strong relation between Retention management and Flexibility in job structure.Decision Rule We all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 1. 663 Significant Value = . 202a (1. 663) Significant Value (. 202a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and Flexibility in job structure. And it is supported by the fact that R square value is 0. 028 which is almost equal to 0. 03. That means there is a strong relationship between these two predictors. Relationship with Literature reviewIt is not a denying issue that if a company follow flexible job structure for its employee base it can able to retain its current emp loyee base compare to the other company which does not follow the flexible job structure method. Flexible job structure enables employee to get more experience and allows using those experience to handle any stress situation which could come. Moreover flexible job structure allows more accountability towards the job because flexibility allows the employee to view the company as a whole and motivated to ensure best performance for the company. 8.Retention management VS Internal Philosophy. When comparing Retention management with internal philosophy we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between Retention management and internal philosophy. And the alternative hypothesis H1= There is strong relation between Retention management and internal philosophy. Decision Rule We all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 32. 234 Significant Value = . 000a (32. 234) Significant Value (. 00a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and internal philosophy. And it is supported by the fact th

Sunday, May 26, 2019

College is worth it Essay

Having a racyer education has various benefits. A persons chances of being employed argon loftyer, they entrust earn more nones than if they had a blue collar blood, and ab out importantly it testament teach them how to live. They will learn how to be an informed and involved citizen, how to communicate effectively, how to understand otherwise cultures and peoples, and how to think and reflect.For many students, college is a time of personal growth and social development-a chance to make friends, get to know people from different backgrounds, and explore recent ideas and activities (Graff, Birkenstein, Durst 177). Paying for college can be really stressing, both physically and emotionally. People will submit to struggle with loans, financial aid, and possibly having multiple jobs. Despite the difficulties of tending college, it will be worth it and benefit you greatly in the end.In elementary crop, most of you must spend a penny been asked what your dream job was. Your answer was most handlely a fireman, a teacher, a superhero, or a singer, right? But as the years went by, you probably changed your mind, because you began to realize that people can non fly, your voice was not the greatest or there was no way you can deal with annoying kids and not even get paid enough for it. By your cured year in high aim you should have already had an idea of what you exigencyed to be, or what major you wanted to study at least.The majority of high naturalise graduates will attend college, and if they dont they will go straight into the act asforce, either because their parents cannot afford college, or they simply do not like school, or join the Navy or the Army for that same reason of disliking school and they find it easy because recruiters make it sound that way. Some high school students start working and when they see the amount of money they are getting, they start to believe that maybe they dont even have to go to college. They energy just live we ll off of their blue-collar job earnings.What they do not realize is that their parents are most likely not going to want them living at home forever and if they move out to have their own place, all the money they earn will no longer go to just gas and food. They will now have bills to pay. They might be capable to cope with everything if they have a regular good remunerative job or if they have cardinal or more jobs. They might think that their friends going to college have a part-time job and are struggling severe to pay for tuition, books, and rent.What they dont think of though, is the future. They do not realize that a few years from now, their friends will be college graduates, either with an Associates degree or a Bachelors degree. Even though it might take them a while to find a job, when they do, they will be earning twice as much money than the person who chose not to go to school. Many high school graduates are naive enough to believe that the armed forces or whatev er they get into is going to help them out with college when they get back home.It is disturbing to know that many young people go out to fight for their country and when they come back they are disappointed to find out that everything they did was not even worth it. They come back as changed people, and not always for the better. Some who actually get to see combat, come back mentally ill or even missing body parts. Their lives might neer be the same later everything they have seen and been through. On top of that, they try coming back to college, and ask about the help they were going to receive, and they end up getting no aid.Afterwards there they are struggling to get their veteran benefits, trying to be someone bigger and better in life. In todays economy, lack of a college education greatly marges opportunities. Basically the longer people stay in school, the more likely they are to have a job. College graduates are not only more likely to have a job but have a much better paying job. The unemployment rate for individuals who hold a Bachelors degree has always been about half the unemployment rate of individuals who hold a simple high-school diploma.During a fourty-year full-time working life, the median earnings of bachelors degree recipients without an advanced degree are 65% higher than the median earnings of high school graduates (Baum, Ma, Payea). Wilson claims that a student who graduates with $20,000 in debt should be able to make at least that amount in extra earnings in one to two years time, she calculates, simply by having earned a college diploma (260). People with a higher education also seem to be more convenient in their jobs than people who only have a high school diploma.The percentage of workers ages thirty to forty-five who report being very satisfied with their work ranges from 42% of those with less than a high-school diploma and 51% of those with a bachelors degree or higher (Baum, Ma, Payea). You can gain self-confidence after having obtained a higher education. You will realize that you really are capable of learning at a high level. Having the higher education will have prepared you to contribute to the industry you have chosen to get into.If you have higher education in a field that you are interested in, you will have a better chance of getting a job that best suits you and your abilities. This can be a very rewarding thing because you will be able to more easily find work which involves you doing something that is interesting for you, and something that you enjoy doing (Benefits of Getting a Higher Education). Without the higher education, you will have to limit yourself to what you are qualified for.Not only does having a higher education improve your self-confidence, but your health as well. College graduates tend to have better health. A 2006 study published by the Carnegie Mellon University Psychology department found that college degree holders have lower levels of cortisol, a stress hormone, co mpared to people with less education (Hardy). They are also less likely to be out of shape, end up living on the streets, in jail, be smokers, or rely on presidency programs.In 2012, only 8% of individuals with at least a bachelors degree smoked, compared to 25% of high school graduates and of those without a high school diploma (Baum, Ma, Payea). The poverty rate for an individual with a bachelors degree is about one-third of the poverty rate for an individual with a high school diploma. Nearly 70% of college grads had employer-provided health insurance, while only 50% of high school graduates had that benefit according to a 2008 report by the College maturate(Hardy). Works CitedBenefits of Getting a Higher Education . N. p.. Web. 23 Oct 2013. . Hardy, M.. N. p.. Web. 23 Oct 2013. . Graff, Gerald, Birkenstein, Cathy, Durst, Russel. They Say, I Say (with readings). New York. London. W. W. Norton & Company Inc. 2006. Print Baum, Sandy, Ma, Jennifer, Payea, Kathleen. Education Pays 2013. 2013. The College Board. Wilson, Robin. A living of Student Debt? Not likely. They Say, I Say (with readings). Graff, Gerald, Birkenstein, Cathy, Durst, Russel. New York. London. W. W. Norton & Company Inc. 2006. Pages 256-273.

Saturday, May 25, 2019

American Vinyl Products

Allocate our resources? 3 methods to decide 1. Tradition been utilize for the longest period of time by all countries traditions used in US deal our resources to aid the most needed like in hospital emergency room services allocate concrete tickets, first come first serve 40 hours a week Seniority Getting off a sinking boat, women and children first, and then the men, then the crew, last is the captain Advantages 2.Political dust or Political method let the government decide such as kings and queens public goods and goods with externalities Advantages Market system supply and demand Hasnt been around as long as other two, relatively new Whoever has the money to pay for the product gets it first Most used method Allocated to where the profit is, follows the money most efficient of the 3, others rely on other values like being fair because of most attention to prospect cost, what am I giving up for what I am doing least wasteful f resources How do you decide?Tradition promise and obligations Efficiency money, acquire the most for your money Have to do it because someone told u like your boss or parents Opportunity cost how much you lost because you did something else. Went to Chicago and didnt work at so lost work money 9/8/14 Opportunity cost (Chip 1) Opportunity cost graph (Production Possibility curve) Wheat Grapes order A Availably but not efficient Points should be on curve or inside Our land, from hills to flat.

Friday, May 24, 2019

Present day Societal Value of Labor Unions Essay

A labor union is an organization of employees of the same profession, working for either one employer or many employers. It is make by people with common skills, companionship and skills pursuing the same dream, to be at the top of their attack aircraft mailmans. excavate unions be normall(a)y funded by contributions from employees salaries. They ar headed by officials who are elected by members after a devoted period of time. For labor unions to be effective they need to be run by people with the right counselling education, skills, knowledge and experience for them to deliver to their respective members. boil union officials are accountable to its members and need to be responsible enough, for all(prenominal) action they take, has consequences on all the members. Labor unions are formed and run as per the constitution, according to the Labor act of any nation and the related articles. Labor unions have a societal value in the drink day, because members expect some return that is either qualitative or quantitative. Although employers whitethorn be debate to the idea of labor unions, the Government gives the right atmosphere for their formation and existence.Labor unions that are non beneficial to the members do not last long, because they are egalitarian institutions and members have a right to quit and join new unions. (Albert, 2001 p. 20-31) Organized institutions Labor unions get out a forum for dealing with multiple issues at erst and as group. Actions taken by labor unions are across the board they relate to all the employees and their respective employers. Issues tackled do not relate to individuals but to the unanimous group of members. Members of the same profession get to meet and reason together, in order to better their living standards and their economic well creation.Solutions to issues facing the employees are to the reinforcement of all the member. Labor unions need to be registered as per the required regulations, prescribed under the Labor unions Act of any Country. They are indeed recognized and protected by law. They are thusly expected to deliver as per the necessary standards, without bias to either the employees or the employers. Issues presented by individual members are discussed by the officials and if need be, they are communicated to the rest of the members, in order to understand who the union is acting for, at any particular time.Protection of Employees rights Labor unions are formed on the principle, united we stand, divided we fall. Any skilled, semiskilled and unskilled employee has rights and privileges at his place of work, which the employer may not be impulsive and ready to fulfill. Its the duty of the labor union to negotiate for its members, with the employers for their rights to be realized. Single employees may not have a better understanding of their rights and may be oppressed by the employer. In groups/labor unions they will have the power to speak as one and demand the emp loyers attention.(Becky 2002 p. 11-32) Some employees rights include Better working, conditions and environment This mostly applies to semiskilled and unskilled workers who are found at industrial plants. Most employers may find it expensive to provide them with the right working gear and devices like, gloves, masks and gum boots. such(prenominal) employees will because be risking their lives at the expense of their incomes and need someone to come in between. Such employees may not be housed at the plant and will be expected to report to work early in the morning.The labor union will come in and negotiate for their transport system whereby they are either picked by bus early in the morning or they are given an adequate transport allowance to enable them be punctual at work. The single employees who demand better working conditions and environment may risk their jobs because the management may consider them to be unruly. Some manufacturing companies, like tobacco industries, pollut e the environment which the employees are working in. they may therefore be exposed to catching diseases, hence poor health.It is the duty of the labor unions to negotiate healthy environment to jibe that employees utilize their skills well and advance in their carriers. A well balance remune ration package Employees need a requital package relatively proportional to their contribution towards the companys profitability. Some employers may deprivation to bear on a lot of their earnings and therefore deny their laborers/employees good compensation. For a worker to be productive his or her financial and economic needs should be well catered for, by the employer. A stressed up employee may not utilize his education and knowledge adequately to develop his carrier.Some employers may want to pay their employees less than the other professionals with the same education, knowledge and skills. This is psychologically unfair and the labor union steps in to ensure a uniform salary package across the board for people with the same skills and knowledge. If the employer does not obey, the labor union can sue on behalf of the employee with costs being met by the employer, as per the relevant regulation and case ruling. Employee Motivation For employees to perform better, they need their spirits lifted through a well organized motivation system.These lack in some organizations and it is the duty of labor unions to negotiate for the members items like, overtime payments, study leaves and bonus payments. It is through such motivation systems that employees can utilize their skills, education and knowledge in order to have some carrier growth and development. Labor unions therefore assist their members in meeting their short-term goals and keep them focused at their semipermanent goals. Better working conditions at the present make it possible for employees to realize ambitions and dreams. (Norman 2000 p.4-54) Retirement benefits Labor unions ensure that every employer has retirement arrangements in place for its employees. Employees should not retire with any funds to survive on because this may depress them at their old age. Retirement age is therefore maintained across all companies and those who their contracts are complete in advance are given some golden handshake to survive on. Labor unions also deal with cases where contracts are terminated before maturity and those affected are restored and any damages are catered for by the employer.The labor unions therefore ensure that the societys dependency ratio is not increased due to early terminations or people retiring with out finances. Professional Networking Through labor unions professionals get to meet and share ideas relating to their carrier field. People with the same knowledge, skills, education and experience get to network and assist one another emotionally and this boosts their morale. Meetings organized by labor unions for its members provide a forum for discussions to be held among mem bers. Motivational speakers are also invited to give speech which inspires the members.Carrier growth and development Labor unions ensure that members are constantly being updated on the latest skills and knowledge during union meetings. Discussions held also advance the awareness of their professional field details. Members also get to know the requirements for their movement up the carrier ladder. Study leaves negotiated for by the labor unions provide carrier development. Some employers may want to maintain employees as casual, which is not as per the law labor unions therefore come to negotiate for their permanent employment. This enables both carrier growth and development. Go slowsWhen employers do not want to give in to requests by the employees, laborers may present this to their unions and they may result in mass action. Demonstrations/go slows organized by labor unions are recognized by the laws and no one of the employees is victimized. workers plights are therefore consi dered by their employers and their demands are negotiated for by both the employer and the union officials. Creation of jobs Labor unions are run by officials, elected by the members based on their education, knowledge and experience, to manage the union. These officials are well remunerated, from the contributions by the members.They therefore earn a living out their efforts to manage the unions. In the society, dependency ratio is therefore decrease while idleness by the unemployed and crime levels go down. These officials are replaced from time to time and the jobs are given to new people. Mediator between the judicature and the employees Labor unions negotiate with the Government for labor standards to be maintained for the sake of the employees. The government is therefore kept on check by the union to ensure that there are statutory regulations on the, minimum wage, working conditions/environment and unfair dismissals.Labor unions also provide some level of awareness to the professionals in terms of, what they should expect from the employer and what their level of productivity to their employers should be, in order to experience carrier growth and development. (Timothy, Roni, 2003 p. 23-34) References Albert S. (2001). Labor unions. clean York. Cristol Publishers. Becky T. (2002). Societal Value of Labor Unions. New Jersey. Western Press. Norman C. (2000). Enforcement of Labor unions. Los Angelus. Southern Publishers. Timothy S, Roni B. (2003). Labor Unions in united States. Boston. Cribal Publishers.

Thursday, May 23, 2019

Sociological Analysis of the Presidential Election of 2012

Sociological Analysis of the Presidential Election of 2012 from a Structural Functionalist stead and a Conflict Perspective. As the presidential alternative draws closer, we could vividly view our society from social conflict and structural functionalist perspectives. The democratic process helps us to enquire why do we accept and emb hie democracy, how does it influence our social patterns and functions and how does democracy re solelyy work for the stability of our society.In this essay, I lead analyze the presidential election of 2012 using sociological perspective with emphasis on manifest and latent functions, class, race and sexual activity conflicts. It is a go throughn fact that democracy and demography be like Siamese twins that cannot be separated. These demographics include gender, race, age, disability, wealth, employment status, and locations. Politicians have employ, and still using, these elements to know which group is the best to appease. On gender issue, the two declamatory political subroutineies, Democratic and the Republican Parties, know that females voters make up 52% of the US electorate (Bloomberg News).These women tend to vote for any political party that caters to their needs. Also, race is part of political consideration. The African-Americans, Asian-Americans, the Hispanics and White be different voting blocs which the politicians must flirt. According to the online Hispanic News, the recent release of National Census data confirms that 50 jillion Latinos are part of the American electorate. Not only the Hispanics are increasing in population, the African American grew by 1. 6% in 2010 while the Asian-American are recently declared, by CNN, as the fastest growing minority in the US.Another demographic to be considered is age. Steven Thomma and William Douglas of McClatchy Newspaper said, Statistics show that older white and fertile voters are more reliable electorates than the young voters they tend to vote Republican P arty. The question now is how all told these fit into our sociological perspective. I will start by looking at the manifest function of our democracy. In truth, democracy has helped to stabilize and also create unity among citizens. It has become a recognized and accepted process which everyone look forward to periodically.It is intended to involve all qualified adults in picking their next leaders. The sense is that once everyone is involved, then the majority will be pleased with the government. However, as practically as there has been good governance through democracy, there have also been some inadvertent consequences too. These consequences can be seen by examining the latent function of our democracy. Today, one can hardly watch TV or listen to the radio without seeing or hearing the fracture that exists in the political system of our country.Citizens have been divided into two or more groups based on their party affiliations. The divide is so obvious that parties are no t willing to compromise on any issue. The result is a stagnant government, and no reasonable policies have been passed into law. It is hard to know if this fraction is recognized but we surely know that it is unintended. Aside from stability and loyalty which democracy brought into our society, we have seen inequality that generates conflicts. These conflicts can be seen in class, race and gender.On Class, according to Real Cleat Politics, the Pew Research Center found in 2008 that six out of ten Americans say that the Republican Party favors the plentiful. Real Clear Politics went further to state how the Republican policies give tax break to the rich and the Democrats want tax breaks for the middle class and the poor. This accompaniment has created a permanent wide gap between the rich and the poor. Another conflict is race it is not surprising that the political parties are trying to woo the ethnical group with the highest population.The Democrats are trying to lure the Hispani c with immigration reform while the Republicans are trying to solidify their White base with a promise of deportation of illegal immigrants. Both sides are aggressively marketing their ideas to each race for votes. According to US Catholics News, these problems have led to family division, causing a heavy toll on children and families of Hispanic community. The Hispanics are not the only group suffering from this political division, The African- American, the Asian-American, the Indian-Americans and all other minorities are all struggling to fit into the social structure.For all of these, one can easily see both the minorities and the majority voting along their party line. The minority ethnic groups tend to vote for Democrats while the majority ethnic group votes Republican. Another well observed social conflict can be seen in gender. The gender issue has brought out many social issues. From womans health, contraceptives and abortion, parenthood and womanhood, the list goes on and women are taking their stands on issues that concern them. The women are the largest electorate in US.LA Progress, an online News Journal, after series of research, simply concludes that Women will decide 2012 Presidential Election. For this reason, politicians are coming up with policies that will benefit women. However, not all these policies are favorable to all women. For example, the pro-life advocates want abortion abolished, the pro-choice advocates wants abortion to be part of preventive healthcare programs. The debate has generated so much heat that some abortion clinics were burned down and some abortion doctors were murdered.With all these issues in mind, pro-choice women in the main vote for Democrats while pro-life women in general vote for Republicans. Men have been the agitators for accelerator pedal rights. Policies are fashioned to give them freedom to own guns without any restrictions these policies have led to the availability of street guns. The lovers of guns mostly vote republican while the pro-gun control group mostly votes for republicans. It is important to mention here that National Rifle Association, the best known body that represents gun rights advocates, has both male and female members.Above all, this election is very unique because from the look of things, the minorities especially the Hispanic and women are increasing in population and they will tick off the election outcome. The Hispanic and women mostly vote for Democrats while Asian-American, the fastest growing minority, mostly votes for Republicans because of their conservative values. In all, the political landscape is definitely shifting from what it used to be. We will all see the political party it favors in November. References Bloomberg News