Why juveniles run away, and what should be done with them when they Research Paper

Why adolescents flee, and what ought to be finished with them when they are cought - Research Paper Example The issue of youngsters fleeing from their homes has gotten famous in late time due to their ever-expanding numbers. It is assessed that one and a half million adolescents disappear from their homes, of which, just under 20% returns into their homes (Zhang, Antonio, David and Victor, 2007). They additionally affirm that about 12% of the young people in the US flee from their homes in any event once before they become grown-ups because of different reasons that will be examined underneath. As per Chapple, Johnson and Whitbeck (2004), young people who have issues that are identified with scholastic accomplishment, police contact, peer contribution shows elevated levels of adolescent flee. The majority of the homes whereby adolescents flee are related with restricted management, constrained assistance in homework, constrained chance to examine individual issues and absence of passionate help in the midst of challenges. At whatever point there is restricted help from relatives, adolescents experience expanded wretchedness that prompts negative life that outcomes to flee in look for a superior situation to oblige them. Now and again, families with high paces of out of control kids are those whereby the guardians are medication and liquor addicts subsequently they have less an ideal opportunity to provide food for the necessities of their youngsters (Sanna., Kimberly and Gregory, 2005). A high level of these families are those that give the kids less social and financial he lp as they face the troubles of growing up into adulthood. A few guardians and gatekeepers are known to mishandle their kids unreasonably, prompting heaps of distress and therefore runway looking for opportunity in the lanes or somewhere else (Elizabeth, Andrienne, Gerald, Kathryn, Andrew, Jonathan and Cheryl, 2010). Nonstop utilization of illicit medications is likewise connected with the motivation behind why the adolescents flee from their homes. Medication and liquor misuse is firmly connected as one reason why adolescents

Care for the Older Persons

Question: Examine about theCare for the Older Persons. Answer: Presentation The difficulties in the consideration for more seasoned people have overall viewpoint. It is important to comprehend the present changes in national or potentially global segment patterns with respect to more seasoned individuals. Focal Statistics Office in the PWC and Independent Health and Care Providers (2011) report show that the number of inhabitants in the elderly individuals in Ireland was 532, 000 and projections demonstrate conceivable shoot to 1.4 million by 2046. The expansion in future in Ireland and in other creating economies among other segment changes brings about the need to discover approaches to support and advance the soundness of more established individuals. Understanding these socioeconomics can empower governments and willful consideration offices to plan on the best way to think about the old utilizing quality and adequate assets into what's to come. Among the variables that are right now adding to the expansion in the number of inhabitants in more establishe d individuals in Ireland and globally incorporate primarily, an increment in life span and a decrease in richness rates (Standard Poors, 2010). The hidden reasons for life span incorporate improved human services, better eating routine, and consistence to medicinal services plans including physical wellness among others (PWC and Independent Health and Care Providers, 2011). This introduction involves a conversation on the requirement for care of the old, the various jobs of medicinal services suppliers, legal and volunteer offices, the network and families being taken care of by the more established people. It additionally remembers an audit for the distinctive human services settings for the consideration of the matured, and the jobs of the medicinal services partners in advancing inspirational disposition towards the more seasoned people in the general public. Conversation Sound maturing alludes to the streamlining of chances accessible, for physical-social and even psychological well-being to push the matured to effectively take an interest in the general public with no segregation while getting a charge out of autonomous and a decent personal satisfaction. Solid maturing consequently is dictated by the accessibility of a few elements including nourishment, access to administrations, work/volunteer administrations, long haul care, condition, and utilization of most recent advances (Standard Poors, 2010). Maturing presents with various physiological changes and these incorporate loss of teeth because of gum diseases, tangible incitement misfortune prompting visual impedance, deferred absorption because of declined creation of stomach related juices, decrease in the usefulness of the musculoskeletal framework prompting joint pain and osteoporosis, dementia additionally creates among different conditions. Mental changes among the older then again achieve s uneasiness because of discouragement, depression, reliance levels go high, and general pressure coming about because of insufficiency ailments, for example, corpulence, osteoporosis, diabetes, cardiovascular conditions among others(Chatterji et al, 2008). These conditions debilitate the wellbeing status of the old, achieve a low confidence and drain their underlying budgetary investment funds. Planning for retirement and understanding individual ethnic as well as social impacts of more established people is significant. Groundwork for retirement is significant as it empowers people to first, make an individual arrangement on the way of life they need to work on during retirement. Besides, retirement arranging gives an open door for people to make enough reserve funds to provide food for their ways of life at mature age. Further, retirement arranging guarantees that people can't experience the ill effects of neediness and low confidence at mature age likely because of absence of family support (Chatterji et al, 2008). It is imperative to comprehend the ethnic as well as social impacts of the more seasoned individual for human services aides, the network and the relatives so as to treat them in like manner. Culture and ethnicity characterize the conduct and inclinations of a senior individual. It is accordingly essential to give quality medicinal services benefits and develo p perspectives that are adequate to these specific seniors. There are a few social effects of maturing on the older brought about by changing mentalities to maturing. One of the effects of maturing is ignoring of the elderly individuals and in this way making them to act naturally reliant. This in the long run causes the matured to feel unaccepted in the public arena and in their families. Also, damaging practices are coordinated to the old because of an absence of instruction on their necessities, and the current misinterpretations with respect to the matured in the public eye (Standard Poors, 2010). Thirdly, perspectives that realize abuse of the old by affronting them sway their confidence contrarily. Maturing further constrains the degree to which the issues of older folks are perceived and overseen by the human services suppliers. This is on the grounds that the older folks think that its hard to get to the offices for suitable medicinal services. Medicinal services colleagues assume significant jobs in advancing uplifting mentalities towards more established individual, and towards maturing as a procedure. To start with, social insurance colleagues need to distinguish and afterward dispose of any close to home negative perspectives to maturing through understanding maturing real factors and perceiving regular misinterpretations by reaching with the matured, their families and the network (Abegunde et al, 2007). Also, medicinal services colleagues should help spread precise data with respect to the necessary needs and the attributes of the matured in the media. Thirdly, medical caretakers working with older folks need to go about as the significant good examples to other staff and as promoters for the privileges of the old. Fourthly, there is have to give counsel to relatives through training and the older folks on maturing as a procedure and any related handicaps (DHSSPS 2010). Medical caretakers can likewise illuminate famil ies on the should be associated with all parts of the older lives. Further, medical attendants must instruct staff individuals in nursing homes o regular changes identified with the old, misguided judgments and the real factors of maturing. Legal and deliberate organizations assume significant jobs in improving the personal satisfaction for the old. To begin with, the give subsidizing to the foundation of nursing homes for the old both in the network and in focal focuses. Therefore, even destitute older folks can get to appropriate social insurance. The organizations give healthful requirements and recreational offices for the older in these establishments and in areas to energize physical exercise. Restoration of the intellectually sick older people is additionally encouraged alongside family trainings on the consideration for the old people. Legal and willful offices additionally stage crusades advancing uplifting perspectives towards the matured in the general public (DHSSPS 2010). Further, these organizations give chances to the old to give their administrations remembering charitable effort for request to feel acknowledged and required. Working in an office that stresses and practices quality guaranteed care assumes a significant job in building up the essential comprehension of best practice for social insurance professionals. Initially, human services suppliers figure out how to consolidate the most recent important and additionally accommodating nursing intercessions to be utilized in tackling or improving medical issues (Nelson, 2010). Furthermore, people comprehend the need to depend on research to interpret the obtained explore based expertise into the genuine nursing practice. Further, people can see best practice through mentorship and gaining from good example staff individuals, just when working in these characteristics guaranteed care settings. It is essential to advance the personal satisfaction among the more established individuals in various social insurance settings in view of various reasons. To start with, more seasoned individuals should have various medicinal services offices to look over regarding their own comfort. As indicated by inquire about distributed by Age Concern Help the Aged NI (2009), dominant part of more established people lean towards locally established consideration, with the goal for them to connect intimately with their relatives. Another motivation to utilize diverse human services settings empowers people to pick offices that have assets that coordinate their wellbeing conditions. While locally situated consideration could be essential, more seasoned people might be compelled to be situated in emergency clinics for closer wellbeing checking and treatment. Further by utilizing diverse human services setting for the older, the network, staff and families are sharpened to create inspirational men talities towards maturing and the matured in the public eye. There are various ways that human services collaborators can advance the personal satisfaction to more seasoned people. In the first place, there is have to advance uplifting perspectives inside the network, the families and the human services staff towards the old (Abegunde et al, 2007). Also, one needs to urge help them to perform customary physical activities to remain fit. Another significant job ought to be centered around treating of wretchedness among the matured through various applicable treatments. Older folks can likewise be grasped by effectively captivating them in network administration exercises like chipping in, to feel required, aside from helping them to be intellectually dynamic use (Christensen et al, 2009). The later can include the arrangement of crossword puzzles, composing challenges, cerebrum games among others. Further, arrangement of appropriate eating routine among other nourishing needs is significant in keeping up their great wellbeing. There are distinctive consideration settings for the more seasoned people comprising of pertinent specific social insurance groups. These settings incorporate clinics, nursing homes especially for the older and locally established setting (Age Concern Help the Aged NI, 2009). Medical clinics have unique gerontology areas where the old are dealt with. Among the staff individuals incorporate enlisted medical caretakers, specific specialists, clinical therapists/guides, physiotherapists among others. Nursing homes for the old can likewise have Registered medical attendants, physiotherapists and various routinely visiting specialists separated from mental advisors (DHSSPS 2010). Locally established consideration for the older can involve

Recovering from an Eating Disorder When You Live in a Larger Body

Recovering from an Eating Disorder When You Live in a Larger Body Eating Disorders Treatment Print Recovering from an Eating Disorder When You Live in a Larger Body By Lauren Muhlheim, PsyD, CEDS facebook twitter linkedin Lauren Muhlheim, PsyD, is a certified eating disorders expert and clinical psychologist who provides cognitive behavioral psychotherapy. Learn about our editorial policy Lauren Muhlheim, PsyD, CEDS Updated on November 18, 2019 More in Eating Disorders Treatment Symptoms Diagnosis Awareness and Prevention In This Article Table of Contents Expand Eating Disorders in Larger Bodies Challenges Accessing Treatment Mixed Messages in Treatment After Recovery What You Can Do View All Back To Top When you think of someone with an eating disorder you may picture someone who is thinâ€"perhaps emaciated. The media perpetuates this image by painting this singular portrait of people with eating disorders.  We know this is untrue:  eating disorders affect people of all body sizes, genders, and ethnicities. Eating Disorders in Larger Bodies Just as common is the flip side of that misconception:  the majority of people in larger bodies must by definition be big because they eat too much and hence are binge eaters. Again, this is untrue: bodies naturally come in a variety of shapes and sizes, and you cannot tell whether a person has an eating disorderâ€"or what eating disorder they haveâ€"by their body size. Dieting and repeated cycles of weight loss may, over time, increase a person’s weight.  Binge eatingâ€"which is almost always a response to undereating or a dieting mindsetâ€"can do this too.   There are fat people with anorexia and thin people with anorexia, just as there are fat people with binge eating disorder and thin people with binge eating disorder, and fat and thin people with no eating disorders at all. Everyone’s body responds differently to dietary restriction; some people will lose weight as a result of restriction while others who have a body that actively defends its set point weight may maintain or even gain weight. Patients who meet all criteria for anorexia nervosa except for the low weight criterion are said to have “atypical anorexia”. They may still be labeled as “obese” despite severe caloric restriction. They may be in any size body, as may patients with bulimia nervosa, binge eating disorder, avoidant/restrictive intake disorder, and other specified feeding or eating disorder. Challenges Accessing Treatment Recovering from an eating disorder in a world dominated by diet culture is hard enough. It is even harder if you are in a larger body or gain weight and develop a larger body as part of recovery, and must deal with the impact of weight stigma. People in larger bodies with eating disorders often meet delays in diagnosis and treatment due to providers’ weight biases and structural issues. Insurance guidelines often require a low body weight in order to cover treatment costs at higher levels of care. As a result, they may not be able to access any eating disorder treatment at all. Patients Are Not Believed People in larger bodies with eating disorders are often met with incredulity by family members and even providers who do not believe they have a problem or that the problem is serious. Whats worse, they may be congratulated when they lose weight due to symptoms of their illness. Professionals may even question whether they are telling the truth when they describe restrictive eating patterns. They are often assumed to be dishonest and eating more than they are reporting. These structural issues can further reinforce patients’ own inability to recognize they have a problem. A common symptom of many eating disorders is a lack of awareness that one is ill. People in larger bodies who have very significant eating disorders can easily convince themselves that because their body does not fit the stereotype of a person with an eating disorder, they do not have a problem.   The reinforcement of their eating disorder behaviors by the praise from friends, family, and medical professionals can deepen this denial. How can they be expected to acknowledge their eating disorder is a problem when everyone around them is encouraging their behaviors? An Overview of Eating Disorder Treatments Mixed Messages in Treatment Making Recovery Harder Patients in larger bodies with eating disorders often receive mixed messages that can ultimately make it harder to recover. They may be encouraged to restrict their eating in ways that contradict behaviors required for recovery. Erin Harrop, a researcher recovered from an eating disorder writes: “Prior to admission, I had lost 20% to 25% of my body weight through food restriction, over exercising, and frequent purging behaviors. When I entered inpatient treatment, instead of being put on a weight-restoration or weight-stabilization meal plan, I was put on a restricted caloric meal plan that mimicked my disorder. I vividly remember eating a dinner of two chicken nuggets, half a corn muffin, and half a plate of steamed vegetables, while my thinner peers were expected to eat plates heaped high with calorie-dense foods. Being given such drastically different meals from my peers caused multiple harms: (a) it affirmed my disordered beliefs that my body was somehow ‘different’ or ‘broken,’ incapable of ‘handling’â€"or needingâ€"food, (b) it affirmed my peers’ disordered beliefs that larger or fatter bodies should be starved or restricted, (c) it visibly separated me from my peers with similar diagnoses and behaviors, solely based on my physical appearance, and (d) m y body continued in a state of caloric deprivation for two additional months during the inpatient process, which necessitated refeeding on an outpatient basis.“ Shira Rosenbluth has similarly described how she was instructed to order a “kiddie” cup of ice cream while her thinner peers in treatment were instructed to order two scoops. The message to her was that her body was too large for her to eat regularly and that she needed to continue to restrict her eating to manage her body size. She also has noted that she was praised by a doctor for not eating during one of her inpatient treatment stays. Erin Harrop further describes her experience: “Today I understand this experience through a lens of weight bias; [my provider] was not able to see past my body size to the psychological and behavioral issues at hand. To her I did not look anorexic, and so I couldn’t possibly be anorexic.” “The degree to which my food marked me as ‘different’ and ‘problematic’ was obvious, dehumanizing, and confusing in a milieu espousing to destigmatize food and fat.” “Every meal was a visible, obvious reminder that my body was too fat and unacceptableâ€"even to professionals trained in eating disorder treatment, body image, and ‘intuitive eating.’ This reinforced for me the faulty, disordered belief that my body could not “handle’ normal foods such as grilled cheese sandwiches or French toast and it harmed the therapeutic milieu in that it reinforced for my thinner peers that, if their bodies ever gained weight or (God forbid!) looked like mine, then they would not be able to handle foods such as a piece of cheese or slice of avocado, either.” “[Treatment rules she had to follow when she was thinner] helped to heal my body and mind by decreasing my engagement in disordered eating practices and sending a clear, consistent message that my body needed, and was worthy of, food. However, during inpatient care in a larger body, these important recovery messages were blurred, inconsistent, and at times blatantly negated.” After Recovery Once recovered, people in larger bodies may feel shame about their body size or that they’ve failed to recover appropriately as the typical image shown of someone recovered is a person who is slender but not too thin. The lack of support for recovery as a larger person may leave them vulnerable to pressures to diet and relapse. What You Can Do If you are in a larger body and have an eating disorder, please keep in mind that there is nothing wrong with your body. You are every bit as worthy of treatment for your eating disorder as anyone else. We live in an incredibly fat phobic society, and this will mean additional challenges for your recovery. In the words of eating disorder specialist psychologist, Rachel Millner, “It’s okay to get fat, be fat, stay fat in eating disorder recovery. Being fat doesn’t make your recovery less valid, it doesn’t mean you’re doing it wrong.” Be prepared to advocate for your needs. Search for providers who espouse a Health at Every Size ® approach. This approach acknowledges that bodies naturally come in all sizes and focuses on behaviors versus weight outcomes. But don’t stop there. Interview them to make sure they do not encourage restriction ever for people in larger bodies. Do not fall for someone who promises to help you shrink your body by, as eloquently described by Deb Burgard, Ph.D., prescribing the same behaviors that would be symptoms of an eating disorder in a thinner person. Make sure you find providers who will listen to your symptoms and not base a diagnosis on your appearance. Be prepared to fight with your insurance for coverage based on your symptoms and not your body size. Even within treatment settings be prepared to assert your need to being given adequate amounts of food. Food restriction should play no part in recovery from an eating disorder of any type or in any size person. Adequately nourishing your body is a requirement of recovery. Being given permission to eat without condition will allow for a full recovery. Be prepared to discuss your body image concerns and learn about weight-based oppression. It can be very helpful to seek out communities that address fat activism and body positivity.   Can Anorexia Nervosa Affect People of Higher Weights?

The poem “Fire and Ice” - Free Essay Example

Sample details Pages: 1 Words: 390 Downloads: 1 Date added: 2017/09/17 Category Literature Essay Type Argumentative essay Tags: Poem Essay Did you like this example? The poem â€Å"Fire and Ice† is a poem written by Robert Frost. This nine-lined poem of Robert Frost reminds me of Armageddon. Robert Frost is using the elements of fire and ice to represent the two strongest and deepest of human emotions. Fire would represent all the passion, lust, desire, and envy while ice represents the cooler and calmer emotions such as humans hate or ambition. Both are deep enough for humans to cause our own downfall. This is one of Robert Frosts simplest poems. In Robert Frost poem he compares two destructive forces which is the fire and ice. In the first two lines of the poem he represents two options of the end of the world, by fire or by ice. He takes the position of fire to desire. This comparison suggests that Frost views desire as something that would consumes and destroys. However, in the next stanza, Frost compares ice to hate. This comparison relates to the reader as something that causes people to be rigid and cold. Also, ice has th e ability to compact things and causes them to crack and break. The last lines of the poems affirm that the two elements are equal. Fire or passion, consumes and destroys quickly. While ice or hatred destroys more slowly. The two elements fire and ice are in a never ending conflict with each other. Fire and ice will slowly destroy each other but only with their own demise. This poem is meant to show that perfection can never be obtained. Fire which is passion, and kindness can be seen as the civil rights movement, and ice, or hatred, can be seen as the man who killed Martin Luther King Junior. While it is awful that such a great man was murdered, his legacy and accomplishments still live on. We can now see that while we would like the best of all possible situations, we can still settle for the middle and be better off than before. This is what I believe Robert Frost wanted us to get from his poem â€Å"Fire and Ice†. He wished we would take what he had to say and imply it to our daily lives. Especially when we see struggles against good and evil. Now we may not recognize good as fire and ice as evil, but Robert Frost definitely did. Don’t waste time! Our writers will create an original "The poem â€Å"Fire and Ice†" essay for you Create order

Presidents Who Were Masons

There are at least 14 presidents who were Masons, or Freemasons, according to the secretive fraternal organization and presidential historians. The list of presidents who were Masons includes the likes of George Washington and Theodore Roosevelt to Harry S. Truman and Gerald Ford. Truman was one of two presidents—the other was Andrew Jackson—to achieve the rank of grandmaster, the highest ranking position in a Masonic lodge jurisdiction. Washington, meantime, earned the highest possible position, that of master, and has a Masonic memorial named after him in Alexandria, Virginia, whose mission is to highlight the contributions of Freemasons to the nation. American presidents were among many of the nations most powerful men who were members of the Freemasons. Joining the organization was seen as a rite of passage, even a civic duty, in the 1700s. It also got some presidents into trouble. Here is a complete list of presidents who were Masons, drawn from the organizations own records as well as the historians who chronicled its importance in American life. George Washington Washington, the nations first president, became a Mason in Fredericksburg, Virginia, in 1752. He has been quoted as saying, The object of Freemasonry is to promote the happiness of the human race. James Monroe Monroe, the nations fifth president, was initiated as a Freemason in 1775 before he was even 18 years old. He eventually became a member of the Masons lodge in Williamsburg, Virginia. Andrew Jackson Jackson, the nations seventh president, was considered a devout Mason who defended the lodge from critics. Andrew Jackson was loved by the Craft. He was Grand Master of the Grand Lodge of Tennessee and presided with masterly ability. He died as a Mason should die. He met the great Masonic foe and fell calmly beneath his silent blows, it was said of Jackson at the installation of a monument on his behalf in Memphis, Tennessee. James K. Polk Polk, the 11th president, began as a Mason in 1820 and achieved the rank of junior warden in his jurisdiction in Columbia, Tennessee, and earned the royal arch degree. In 1847, he helped in a Masonic ritual of laying a cornerstone at the Smithsonian Institute, Washington, D.C., according to William L. Boyden. Boyden was a historian who wrote Masonic Presidents, Vice Presidents, and signers of the Declaration of Independence. James Buchanan Buchanan, our 15th president and only commander-in-chief to be a bachelor in the White House, joined the Masons in 1817 and achieved the rank of district deputy grand master in his home state of Pennsylvania. Andrew Johnson Johnson, the 17th president of the United States, was a loyal Mason. According to Boyden, At the cornerstone laying of the Baltimore Temple some one suggested that a chair be brought to the reviewing platform for him. Brother Johnson refused it, saying: We all meet on the level. James A. Garfield Garfield, the nations 20th president, was made a Mason in 1861in Columbus, Ohio. William McKinley McKinley, the nations 25th president, was made a Mason in 1865 in Winchester, Virginia. Todd E. Creason, founder of the Midnight Freemasons blog, wrote this about the understated McKinley: He was trusted. He listened much more than he spoke. He was willing to admit when he was wrong. But McKinley’s greatest character trait was his honesty and integrity. He twice turned down the nomination for President because he felt each time that the Republican Party had violated its own rules in nominating him. He squashed the nomination both times-something a politician today would probably view as an unthinkable act. William McKinley is a very good example of what a true and upright Mason should be. Theodore Roosevelt Roosevelt, the 26th president, was made a Freemason in New York in 1901. He was known for his virtue and refusal to use his status as a Mason for political gain. Wrote Roosevelt: If you are a mason you will of course understand that it is expressly forbidden in masonry to attempt to use the order in any way for anyone’s political advantage, and it must not be done. I should emphatically object to any effort so to use it. William Howard Taft Taft, the 27th president, was made a Mason in 1909, just before becoming president. He was made a Mason at sight by the grand master of Ohio, meaning he did not have to earn his acceptance into the lodge like most others do. Warren G. Harding Harding, the 29th president, first sought acceptance into the Masonic brotherhood in 1901 but was initially blackballed. He was eventually accepted and held no grudges, wrote John R. Tester of Vermont. While president, Harding took every opportunity to speak for Masonry and attend Lodge meetings when he could, he wrote. Franklin D. Roosevelt Roosevelt, the 32nd president, was a 32nd Degree Mason. Harry S. Truman Truman, the 33rd president, was grand master and 33rd degree Mason. Gerald R. Ford Ford, the 38th president, is the most recent to have been a Mason. He began with the fraternity in 1949. No president since Ford has been a Freemason.

Were the 1920’s the “Golden Twenties” as Often Portrayed Free Essays

From the point of view of farmers, minorities and labor, were the 1920’s the â€Å"Golden Twenties† as often portrayed? BY: ROBERT TANNER U. S. History 101. We will write a custom essay sample on Were the 1920’s the â€Å"Golden Twenties† as Often Portrayed? or any similar topic only for you Order Now 5 Jim Blackwood 11/25/2009 Bibliography Allen, Frederick L. Only Yesterday: An informal history of the 1920s. New York: Harper and Brothers, 1931. Drowne, Kathleen, and Huber, Patrick. The 1920’s. Connecticut: Greenwood Press, 2004. Irving L. Bernstein. The Lean Years: A History of the American Worker 1920-1933. Boston: Houghton Mifflin, 1960. Sage, Henry J. The Roaring Twenties. October 11, 2006): Internet. http://www. sagehistory. net/twenties/Twenties. htm. November 25, 2009. Williams, Betty. The 1920’s. London: Batsford, 1989 The 1920’s or the â€Å"Roaring Twenties† were a time in U. S. History of great change. This period could be described as the â€Å"Golden Twenties†, where many discoveries and inventions of great importance were made, prosperous industrial growth, increase in the standard of living, rise of consumerism, and significant changes in people’s lifestyles. But were the 1920’s â€Å"Golden† for everyone? In my essay I will first take a look at the â€Å"Golden† aspects of the twenties, highlighted by some of the inventions and discoveries that took place during the era, which helped define and shape the twenties, and follow that up with the farmers’ point of view on the twenties. First off, let’s take a look at some of the stuff that defined the 1920’s. The 1920s, or the â€Å"Roaring Twenties† were a decade in which nothing big happened, no major catastrophes of large events, at least until the stock market crash of 1929, yet it is one of the most significant decades in U. S. history because of the great changes that came about in American society. The Twenties were known by various images and names: the Jazz Age, the age of the Lost Generation, flaming youth, flappers, radio and movies, bathtub gin, the speakeasy, organized crime, confession magazines, Hemingway and Fitzgerald, Lindbergh, Babe Ruth, Bobby Jones, the Great Crash, Sacco and Vanzetti, AL Smith, cosmetics, Freud, the â€Å"New† woman, the Harlem Renaissance, consumerism, all these images and more are part of the â€Å"Golden† Twenties. In fact, the 1920s may have been the decade of the greatest social change in American history. Reacting perhaps to both the disillusionment from the First World War and against the strictures of Victorian culture, Americans abandoned old ideas with a vengeance and adopted new concepts wholesale. It was also a time of deep divisions: wets (for repeal of prohibition) against dries, town against country, natives versus foreigners, Catholics against Protestants; the decade also saw a resurgence of the Ku Klux Klan and an American sense of alienation from the rest of the world. The decade began amidst the ashes of the Great War, blossomed into a riotous age of spending and profit making, cheap automobiles and new consumer products. Everybody seemed to be on a roll. Then in 1929 the Crash hit the stock market, and for many complicated reasons the Great Depression followed. It was a decade of huge figures, heroes of the kind we don’t see any more, or not often: Charles Lindbergh, Babe Ruth, Bobby Jones and others. Americans started going to the movies and listening to the radio in enormous numbers, and they found themselves becoming more affluent as the markets rose, seemingly without end. It was a time of new awakening for African-Americans, many of whom had fought in France, and the Harlem Renaissance opened Americans to Black literature, poetry, music and other arts of a quality never seen before. Literary figures like Fitzgerald, Hemingway and Thomas Wolfe brought white American literature to a new plane as well. The Progressive movement was not dead in the twenties, a Progressive Presidential candidate got almost 5 million votes in 1924, but it was not an activist decade. Everybody knew what Harding meant when he called for a return to â€Å"normalcy,† even hough there was no such word in the dictionary. The Twenties began on a somber note, rose to great heights of excitement. Then on Black Tuesday, October 29, 1929, it all came crashing down, and things were never the same again, but then again, they never are. â€Å"1† A â€Å"Golden Age†, Americans in the 1920s had discovered many things. They had more leisure time, and they discovered radi o and movies. The first â€Å"talkie,† â€Å"The Jazz Singer† was produced in 1927; color pictures followed a few years later. Americans of that era loved film stars like Charlie Chaplin, and they honored heroes like Charles Lindbergh. They had more time to participate in and watch sporting events, and Babe Ruth became the first athlete to earn a salary of $100,000 for a season. When reminded that that was more than President Hoover made, the Babe replied, â€Å"I had a better year. † It was also a golden age of literature as well. Scott Fitzgerald, Ernest Hemingway, Thomas Wolfe, Marjorie Rawlings, the Black writers mentioned above and many others brought American literature to new heights. â€Å"2† As for Business in the 1920s: It was the Age of the Consumer. During the 1920s everybody seemed to be buying everything. Cars, radios, appliances, ready-made clothes, gadgets and other consumer products found their ways into more and more American homes and garages. Americans also started buying stocks in greater numbers, providing capital to already booming businesses. All the signs pointed upwards, and starry-eyed men and women began to believe that it was going to be a one-way trip, possibly forever. Henry Ford’s assembly line not only revolutionized production, it democratized the ownership of the automobile. Ford showed that handsome profits could be made on small margin and high volumes. By 1925 his famous Model-T sold for under $300, a modest price by the standards of the 1920s. Americans had never had it so good. Thanks to pioneers like Charles Lindbergh, the airplane began to come of age in the 1920s. Although used for various purposes in the World War, airplanes were still exotic gadgets until after Lindbergh’s flight, when planes began to carry mail as well as passengers for travel rather than just for thrills. Regularly scheduled flights began, and airports were constructed to handle passengers and small amounts of cargo. The end was in sight for railroad domination of the transportation industry. â€Å"2† Not everyone prospered in the 1920s. Farmers, becoming increasingly more skillful and efficient in producing food, found that laws of supply and demand still plague them. The more they produced, the lower prices tended to fall. In the early 1920s bread was at its lowest price in 500 years relatively to other necessities. It was still tough to make a living down on the farm. The 1920s afforded unprecedented economic opportunities for many Americans, but not for the nation’s farmers. They had enjoyed unusual prosperity during World War I, owing to the increased demand for American agricultural products in war-torn Europe, but in the 1920s they were plagued by low prices for agricultural products, high costs for producing these goods, and heavy debt. Increases in the American farmers’ productivity created surpluses that drove commodity prices down and lowered their income. While prices for agricultural products remained low, costs for land, machinery, equipment, labor, transportation, and taxes were rising, creating greater disparity between a farmer’s costs and income. The pervasive â€Å"farm problem† of the 1920s was complex. The market compensated a farmer’s increased productivity and efficiency with a lower standard of living. Collectively, Americans devoted too many resources: land, labor, and capital, to agriculture. Consequently, the supply of agricultural products far outstripped the demand for them. The problem, however, is much easier to diagnose in retrospect than it was during the 1920s. Arguing that the problem with American agriculture was overproduction seemed paradoxical to contemporaries who closely associated the independent farmer with the essence of American virtue and character, someone to be emulated, not discouraged, from increasing his crop yields. Instead of realizing the link between low prices and overproduction, farmers blamed their adversity on insufficient credit, high interest rates, inadequate tariffs, and declining world trade. Overwhelmed by the seriousness of their problems, farmers looked to the federal government for assistance. Farmers’ demands for federal help ran against the popular political mood of the 1920s, which demanded a reduction in government involvement in business. Moreover, the growing urban character of the nation weakened farmers’ political influence. Yet agriculture had powerful allies in Congress. In 1921 two Republican legislators from Iowa, Sen. William Kenyon and Congressman L. J. Dickinson, organized the â€Å"farm bloc,† a bipartisan group of congressmen that exerted political pressure for legislation to alleviate the farmers’ economic misery. During President Harding’s administration this legislative caucus advocated generous credit, higher tariffs, and cooperative marketing, all proposals that treated symptoms rather than the core problems, production surpluses and price disparities. From 1920 to 1921, farm prices fell at a catastrophic rate. The price of wheat, the staple crop of the Great Plains, fell by almost half; the price of cotton, still the lifeblood of the South, fell by three-quarters. Farmers, many of whom had taken out loans to increase acreage and buy efficient new agricultural machines like tractors, suddenly could not make their payments; throughout the decade, farm foreclosures and rural bank failures increased at an alarming rate. Agricultural incomes remained flat, with rural Americans’ wealth falling far behind their urban counterparts. Rural electrification increased at a snail’s pace, with more than 90 percent of American farms still lacking power into the 1930s. The proportion of farms with access to a telephone actually fell during the Roaring Twenties. So, it’s no great exaggeration to say that for rural America, the Great Depression began not in 1929 but in 1920, and it continued for an entire generation. The roaring prosperity of America’s cities during the 1920s made the privation of rural life all the more painful, by contrast. The divide between Haves and Have Nots in the 1920s was the divide between city and country. â€Å"3† In Conclusion, the 1920s, â€Å"Roaring† Twenties, or â€Å"Golden† Twenties, can be viewed as two distinct points of views. That of the urban society, which experienced an increase in the standard of living, rises of consumerism, and significant changes in their lifestyles. Times were good, and era of the 20s could truly be viewed and defined as the â€Å"Golden† Twenties. On the other hand, there was the farmers’ point of view, which could be described as the exact opposite. By becoming increasingly more skillful and efficient in producing food, the farmers had found that the laws of supply and demand were not working in their favor. The more they produced, the lower prices tended to fall. Hence, times were tough, and it was hard for them to make ends meet. Overall, one would almost have to reword the 20s, maybe by calling them the â€Å"Golden† twenties for some but not all. Endnotes ( Henry J. Sage, The Roaring Twenties. (October 11, 2006): Internet. http://www. sagehistory. net/twenties/Twenties. htm. 1 2 Kathleen Drowne, and Patrick Huber. The 1920’s. Connecticut: Greenwood Press, 2004. 3-29 3 Irving L. Bernstein. The Lean Years: A History of the American Worker 1920-1933. Boston: Houghton Mifflin, 1960. 216-350 How to cite Were the 1920’s the â€Å"Golden Twenties† as Often Portrayed?, Papers

The Vision Of The Department Of Homeland Security Example For Students

The Vision Of The Department Of Homeland Security Change in strategy The vision of the Department of Homeland Security (DHS), is â€Å"to ensure a homeland that is safe, secure, and resilient against terrorism and other hazards† (United States Department of Homeland Security, 2015). To achieve this vision, DHS has developed five core missions these are, â€Å"to prevent terrorism and enhance security, to secure and manage US borders, to ensure and administer immigration laws, to safeguard and secure cyberspace, and to ensure resilience to disasters.† To accomplish this DHS must have quality skilled staff, only with stable sustained leadership can there be any hope for a resilient workforce. Although there are many agencies which make up DHS, these agencies tend to function in such a manner that is often described as being decentralized. Perhaps the biggest reason for this decentralization is the need of these individual agencies to desire a sense of autonomy which in turn leads to tension amongst the various components as well as headquarter elements. Only by implementing a stable, sustained sense of leadership within DHS, can there be any chance of creating positive lasting change across the various agencies. Furthermore, this sustained leadership will aide by helping to foster a culture in which the employees who make up these various agencies are now motivated in a positive manner. We will write a custom essay on The Vision Of The Department Of Homeland Security specifically for you for only $16.38 $13.9/page Order now Another important step is the implementation of better workforce management. As the institute of medicine described, â€Å"Leaders are not born, they are grown; thus, to address deficiencies in leadership, DHS must institutionalize leadership development in its components. The leadership development program needs to delineate not only expectations of employees but what employees can expect from the organization â€Å"(Help wanted at DHS, 2013, p. 103). By including more training as well as career development, DHS would not only aide in retention but they may also be able to increase employee engagement. An important element for engagement which should be developed is the ability of leaders and employees alike to have fair access to career mobility in recognition of high performance. With a more diligent workforce management along with an increase in the health of their employees, DHS would be creating a more resilient workforce that is ready to deal with the â€Å"chronic and acut e stressors† of their daily work (IOM, 2013, P. 116). Can the leadership problems within DHS be rectified, indeed they can but at what costs? Would not the money and resources being spent on fixing the myriad of problems within DHS be better spent by allocating those funds to other areas particularly local, state, and tribal governments who are on the front lines so to speak during an emergency? It would not be advantageous to attempt to expand DHS in the hopes of improving, instead the effort should be redirected towards those agencies such as FEMA, which already have the expertise and the resources to effectively respond in times of crisis. Leadership Change As previously indicated, DHS has several top level positions which need to be filled. This would be a perfect opportunity for DHS to reevaluate the leadership roles in order to make better hiring decisions. Since the biggest problems currently facing the department are declining workforce moral, and high turnover, it is critical to select leaders cautiously. What are the qualities in leaders which aid in lifting the motivation of those employees which may feel disgruntled or even distrusting? How can the organization regain the trust of its employees who have so little trust in the future of the organization? One essential quality a leader must possess is excellent communication skills. Lack of communication is a key issue currently facing the department. Communication gaps between leader and subordinates, as well as between leaders, may be the biggest contributing factor leading to a dysfunctional organization. For successful change efforts, the leader should incorporate messages which are in line with the vision of DHS through communication at all levels of the department both internally as well as externally. Therefore, this should be a top quality in considering perspective applicants to fill these vacancies. .u075d3c9aec585d482a210a16d31508c1 , .u075d3c9aec585d482a210a16d31508c1 .postImageUrl , .u075d3c9aec585d482a210a16d31508c1 .centered-text-area { min-height: 80px; position: relative; } .u075d3c9aec585d482a210a16d31508c1 , .u075d3c9aec585d482a210a16d31508c1:hover , .u075d3c9aec585d482a210a16d31508c1:visited , .u075d3c9aec585d482a210a16d31508c1:active { border:0!important; } .u075d3c9aec585d482a210a16d31508c1 .clearfix:after { content: ""; display: table; clear: both; } .u075d3c9aec585d482a210a16d31508c1 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u075d3c9aec585d482a210a16d31508c1:active , .u075d3c9aec585d482a210a16d31508c1:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u075d3c9aec585d482a210a16d31508c1 .centered-text-area { width: 100%; position: relative ; } .u075d3c9aec585d482a210a16d31508c1 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u075d3c9aec585d482a210a16d31508c1 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u075d3c9aec585d482a210a16d31508c1 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u075d3c9aec585d482a210a16d31508c1:hover .ctaButton { background-color: #34495E!important; } .u075d3c9aec585d482a210a16d31508c1 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u075d3c9aec585d482a210a16d31508c1 .u075d3c9aec585d482a210a16d31508c1-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u075d3c9aec585d482a210a16d31508c1:after { content: ""; display: block; clear: both; } READ: Role Of Diplomacy In International Relations EssayOnce leaders are hired, the next crucial step for any organization is to build and maintain a core team. As an organization cannot exist with a leader alone, it is essential for the leader to identify and improve each subordinate’s talent and performance, while acknowledging their innovative efforts. The second step would be for the leader to look ahead, be flexible and strategic about how the team evolves and be able to solve issues as they arise within the team. In order to build and lead a team, it is crucial for the leader to improve interpersonal skills. Without knowing how to build trust and connection with the team, it is impossible for the followers to learn and grow. The leaders must b flexible in terms of how to navigate the followers in ways that inspire, motivate, and allow them to perform at their best. 1. Fusion of Actionable intelligence information Actionable intelligence pertains to information which will force the consumer of intelligence products to initiate action such as using mitigation techniques as a means by which to lessen the impact of an impending threat. As part of DHS’s information sharing with state and local entities, several provisions of the 9/11 commission Act related to support provided directly to fusion centers. Fusion centers are receiving support and centers have been set up in various states so as to assist the government in addressing the gaps regarding terrorism related information. Fusion centers should be capable of transforming raw data into actionable intelligence. This can be achieved by implementing and planning the integration of data, as well as through an information technology infrastructure which meets the needs of the department , however, the objectives and mission must be clearly defined. Critical data must be identified and the implementation of this data must take place in sequential order. Also, a proper definition of the approach regarding the means by which data will be integrated must be provided. 2. Prevention and deterrence of attacks Actionable intelligence may be used as a means by which to deter or prevent attacks. This role may be utilized in the analysis process. This phase requires strategic analysis, along with alternative analysis as well as operational support. The execution cycle should be supported by actionable intelligence in order to protect the nation’s borders. The proper understanding of the significance and capability of this resource is essential to its proper use. Actionable intelligence requires little if any further development in order for action to be taken, it may be acted upon through executive action, covert response, or both (Homeland Security, 2006). The key is the tactical and strategic employment of experts’ known for their ability to interpret actionable intelligence systems. Successful exploitation of this existing resource may lead to successfully deterring future terrorist attacks. 3. Protection and hardening of targets Target hardening is the means by which those entrusted with securing key targets such as embassies, take additional steps to further hamper those seeking to attack that specific target i.e. Jersey barriers to slow, or redirect traffic. Actionable intelligence may be utilized, along with a target hardening approach, as a means to protect targets. However, these objectives can only be met through the use of strategic actionable intelligence. To determine whether or not a target should be hardened, DHS should conduct frequent threat assessments so as to determine the vulnerability of the perspective target. 4. Responding to attacks and recovering from disasters DHS is responsible for leading a unified effort in securing the United States by preventing and deterring terrorist attacks and by responding to new threats and or hazards (DHS, 2013). Intelligence analysis (IA) is a key component of the intelligence community. The IA is DHS’s headquarters intelligence element and is led by the undersecretary of intelligence and analysis with guidance from the Homeland Security council, as well as the Homeland Security intelligence council, as a member of the intelligence community, the IA is responsible for utilizing actionable data from multiple resources as a means by which to identify and asses current and potential threats facing the United States. The IA provides actionable intelligence to support national and DHS decision making while working closely with state, local, tribal, and private sector partners. .ubc91487c0fe2c3186c5558dfcbd8908e , .ubc91487c0fe2c3186c5558dfcbd8908e .postImageUrl , .ubc91487c0fe2c3186c5558dfcbd8908e .centered-text-area { min-height: 80px; position: relative; } .ubc91487c0fe2c3186c5558dfcbd8908e , .ubc91487c0fe2c3186c5558dfcbd8908e:hover , .ubc91487c0fe2c3186c5558dfcbd8908e:visited , .ubc91487c0fe2c3186c5558dfcbd8908e:active { border:0!important; } .ubc91487c0fe2c3186c5558dfcbd8908e .clearfix:after { content: ""; display: table; clear: both; } .ubc91487c0fe2c3186c5558dfcbd8908e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ubc91487c0fe2c3186c5558dfcbd8908e:active , .ubc91487c0fe2c3186c5558dfcbd8908e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ubc91487c0fe2c3186c5558dfcbd8908e .centered-text-area { width: 100%; position: relative ; } .ubc91487c0fe2c3186c5558dfcbd8908e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ubc91487c0fe2c3186c5558dfcbd8908e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ubc91487c0fe2c3186c5558dfcbd8908e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ubc91487c0fe2c3186c5558dfcbd8908e:hover .ctaButton { background-color: #34495E!important; } .ubc91487c0fe2c3186c5558dfcbd8908e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ubc91487c0fe2c3186c5558dfcbd8908e .ubc91487c0fe2c3186c5558dfcbd8908e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ubc91487c0fe2c3186c5558dfcbd8908e:after { content: ""; display: block; clear: both; } READ: Rappelling and ascending Essay5. Improve cost efficiencies within DHS DHS is seeking to improve in its cost effectiveness, tis can be accomplished by incorporating a result-oriented focus. An integrated intelligence approach may be adopted in order to better assist performance measures. The usage of actionable intelligence is expected to result in a decrease in costs to the department, ultimately leading to a reduction in overall costs. Additionally, in order to improve cost effectiveness, it should be noted that by placing qualified men and women into leadership positions based on merit rather than political affiliation, there would be a substantial saving in costs due to those individuals providing a more solid foundation for the agency as a whole. Currently there are many vacancies within DHS which could be filled by qualified individuals as opposed to expanding into a larger facility as has been suggested. These qualified individuals would also help by fostering an atmosphere where people want to work and are therefore more productive. Furthermore, instead of looking at the possibility of expanding DHS into one all-encompassing facility, efforts should be made to see if certain agencies within DHS namely FEMA, are indeed better if they were to be elevated to cabinet level positions as they already have a working knowledge of what needs to be done to prepare for any eventuality which may happen. This would also serve as a means in which to simplify the agency rather than continuously seeking to expand.

MUNRO Surname Meaning and Origin

MUNRO Surname Meaning and Origin The Munro surname is usually a Scottish variant of the surname Monroe, with  several possible origins: derived from the Gaelic name Rothach, meaning man from Ro, or someone who came from  the foot of the  River Roe  in County Derry.From bun ,meaning mouth of and roe, meaning a river. In Gaelic the b often becomes an m - hence the surname MUNRO.Possibly a derivation of  Maolruadh, from maol, meaning bald, and ruadh, meaning red or auburn. Surname Origin: Irish, Scottish Alternate Surname Spellings: MUNROE, MUNROW, MUNROSE, MONRO, MONROE Where in the World is the MUNRO Surname Found? Despite originating in Ireland, the Munro surname is most prevalent in England,  according to surname distribution data from Forebears, but ranks higher based on percentage of population in Scotland, where it ranks as the 61st most common surname in the country. Its also fairly common in New Zealand (133rd), Australia (257th), and Canada (437th). In 1881 Scotland, Munro was a very common surname, especially in both Ross and Cromarty and Sutherland, where it ranked 7th, followed by Moray (14th), Caithness (18th), Nairn (21st), and Inverness-shire (21st). WorldNames PublicProfiler  also has the Munro surname as being very popular in New Zealand, as well as throughout Northern Scotland, including the Highlands, Argyll and Bute, the Western Isles, the Orkney Islands, Moray, Aberdeenshire, Angus, Perth and Kinross, South Ayrshire and East Lothian.   Famous People with the Last Name MUNRO H. H. Munro -  British short story author who wrote under the pen name SakiAlexander Munro of Bearcrofts - 17th century Scottish military leaderCharles H. Munro -  Canadian physician and politicianDonald Munro of Foulis - Irish mercenary settler in Scotland;  founder of Clan MunroJames Munro  - 15th  Premier of Victoria, AustraliaWilliam Munro - British botanist Genealogy Resources for the Surname MUNRO Munro DNA ProjectThis DNA project of over 350 members originated with Munro researchers whose ancestors settled in North Carolina. The group wants to become a resource for all Munro researchers worldwide interested in combining DNA testing with genealogical research to identify common Munro ancestors. Clan MunroLearn about the origins of Clan Munro and their family seat at Foulis Castle, plus view a family tree of the chiefs of Clan Munro, and learn  how to join the Clan Munro association. Munro Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Munro  family crest or coat of arms for the Munro surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line descendants of the person to whom the coat of arms was originally granted. FamilySearch - MUNRO  GenealogyExplore over 1.3 million historical records and lineage-linked family trees posted for the Munro surname and its variations on the free FamilySearch website, hosted by the Church of Jesus Christ of Latter-day Saints. MUNRO  Surname Family Mailing ListsRootsWeb hosts several free mailing lists for researchers of the Munro surname. DistantCousin.com - MUNRO Genealogy Family HistoryExplore free databases and genealogy links for the last name Munro. MUNRO Genealogy ForumSearch the archives for posts about Munro ancestors, or post your own Munro query. The Munro  Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the popular last name Munro from the website of Genealogy Today. - References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997. Back toGlossary of Surname Meanings Origins

A Student Lesson Plan for Writing Story Problems

A Student Lesson Plan for Writing Story Problems This lesson gives students practice with story problems by teaching them how to write their own and solve the problems of their classmates. The plan is designed for third-grade students. It requires 45 minutes and additional class periods. Objective Students will use addition, subtraction, multiplication, and division to write and solve story problems. Common Core Standard  Met This lesson plan satisfies the following Common Core standard in the Operations and Algebraic Thinking category  and the Representing  and Solving Problems Involving Multiplication and Division subcategory. This lesson meets standard 3.OA.3:  Use multiplication and division within 100 to solve word problems in situations involving equal groups, arrays, and measurement quantities, e.g., by using drawings and equations with a symbol for the unknown number to represent the problem. Materials White paperColoring pencils or crayonsPencil Key Terms Story problemsSentencesAdditionSubtractionMultiplicationDivision Lesson Introduction If your class uses a textbook, choose a story problem from a recent chapter and invite students to come up and solve it. Mention to them that with their imaginations, they could write much better problems, and will do so in todays lesson. Instruction Tell students that the learning target for this lesson is to be able to write interesting and challenging story problems for their classmates to solve.Model one problem for them, using their input. Begin by asking for two student names to use in the problem. Desiree and Sam will be our examples.What are Desiree and Sam doing? Going to the pool? Getting lunch at a restaurant? Going grocery shopping? Have the students set the scene as you record the information.Bring the math in when they decide what is going on in the story. If Desiree and Sam are getting lunch in a restaurant, maybe they want four pieces of pizza, and each piece is $3.00. If they are grocery shopping, maybe they want six apples at $1.00 each, or  two boxes of crackers at $3.50 each.Once the students have discussed their scenarios, model how to write a question as an  equation. In the above example, if you want to find the total cost of the food, you may write 4 pieces of pizza X $3.00 X, where X represents the t otal cost of the food. Give students time to experiment with these problems. Its very common for them to create an excellent scenario, but then make mistakes in the equation. Continue working on these until they are able to create their own and solve the problems that their classmates create. Assessment For homework, ask students to write their own story problem. For extra credit, or just for fun, ask students to involve family members and get everyone at home to write a problem, too. Share as a class the next day- its fun when the parents get involved. Evaluation The evaluation for this lesson can and should be ongoing. Keep these story problems bound in a three-ring binder in a learning center. Continue adding to it as students write more and more complex problems. Make copies of the story problems every so often, and collect these documents in a student portfolio. The problems are sure to show the students growth over time.

Fundraising Plan Essay Example | Topics and Well Written Essays - 1000 words

Fundraising Plan - Essay Example The fundraising extends a period of three weeks, a period within which the managers will develop and trade various products and services before culminating into a large fundraising dinner on 14/11/2014 at the University’s pavilion. The fundraising is a way for the university’s teams to involve the community in its development. The teams seek to enjoy financial independence by creating an effective management team that will oversee the utilization of all its resources for posterity of athletics in the society (Tullberg, 2006). Hill toppers has been the name of the university’s team since 1925. The teams take part in different sporting events thereby contributing to the extracurricular development of the students. Additionally, the sports offer the students with an effective platform to interact and develop their management skills. The teams have grown concurrently with the University (Blick, 2011). Since 2005, Hill toppers has achieved great success owing to the effective management of the teams. The teams have a history of raising funds to acquire resources and enhance the success of the teams. In 2007 for example, the teams raised two hundred thousand dollars for the development of both a soccer and football pitches within the university. The success of the fundraising event enhanced the performance of the two sports a feature that informs the current even which sees to raise adequate resources for refurbishing the entire university’s sport’s fraternity. The fundraising’s strengths include the diversity of the services and products. This implies that the fundraising will raise money from numerous sources. Additionally, the large duration coupled with the large number of interested stakeholders ensures that the project exhausts all its resources. Its weakness on the other hand is the huge sum it seeks

Management in the Arts Research Paper Example | Topics and Well Written Essays - 1500 words

Management in the Arts - Research Paper Example It has come up with different technologies of artificial pitches and excellent customer service which help the customers to avail their services. ‘Goals’ is a company which has established courts having floodlights and these courts have a spacious area. Moreover the services of pavilion are provided to the customers for refreshment purposes along with the facilities of parking. Service/ Products Heathrow Goals is located in an area with high population so that it can attract a wider range of crowd. The services that the center provides are associated with the services of the company ‘Goals’. It provides the service of booking the pitches for matches of football along with kid parties. The teams can sign up to leagues or tournaments organized by the Heathrow Goals. It provides different facilities for the teams who are enrolled in these leagues or tournaments. It has around 12 all weather pitches which help the customers with different environment of day and night. These pitches are well developed by the Heathrow Goals with rubber crumb artificial grass. The pitches also have the facility of floodlights so that the individuals can play up to the time that they want to. The Heathrow Goals also has luxury sports bar along with a private function room for parties. A mega screen is located on the pitch which attracts the teams to the centers. And lastly it also provides the facilities of shower and changing rooms for the sportsmen. Finances   The finances of the Goals clearly show that their popularity and sales is increasing every other day. With the help of the facilities that it provides it is seen that people are getting attracted towards the centre even more. In the years 2009 it was seen that the sales of the company were increased by 6% which clearly showed the strength of finance of the company. The company aims to four more centers during the year of 2011. In 2010 it was seen that five such centers were opened and made functional by the company to generate huge profits. It also opened its centre out of the United Kingdom in the famous state of Los Angeles. It is believed that with the current facilities the company would be further able to excel in the year of 2011 and currently the number of sales is enough for the company to fulfill its goals. Premises   Heathrow Goals is located on the Shepiston Lane, Heathrow with 12 day night courts for the footballers. The premises of Heathrow goals contain a bar for the footballers along with changing rooms and shower. The pitches in Heathrow Goals are almost 12 joined together but separated by the pavilion ends. It also has separate rooms where kid parties can be arranged. History   The history of Goals can be traced back to 1987 when the first 5-a side centre was established. Keith Rogers was the co founder of Anchor International Limited which created this first centre. Keith Roger was able to successfully expand the business until it was sold to 3i at the pri ce of 28 million pounds in the year of 1999. After selling Anchor International Limited, Keith Rogers carried out an MBI (Management buy in) on an existent business so that he could flourish his concept of 5-a side business. The company that he carried out an MBI on was backed by HBOS Plc and Dunedin and soon after staff upgrading started. New information technology systems were introduced in the business to help the business. After

Study on Employee Satisfaction Levels

Study on Employee Satisfaction Levels INTRODUCTION Human resource Development has in recent year become the focus of attention of planners policy makers and administration. It is important not only for an enterprise but also for a nation to develop its human resources. Employees Job Satisfaction is one of the main areas of HRD. Organizations are social systems where human resources are the most important factors for effectiveness and efficiency. Organizations need effective managers and employees to achieve their objectives. Organizations cannot succeed without their personnel efforts and commitment. Job satisfaction is critical to retaining and attracting well-qualified personnel. This is especially an issue in medical institutions such as hospitals where specialist training and retention are highly important Employee job satisfaction is an attitude that people have about their jobs and the organizations in which they perform these jobs. Methodologically, we can define job satisfaction as an employees affective reaction to a job, based on a comparison between actual outcomes and desired outcomes. Job satisfaction is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements. It encompasses specific aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers. Concerns about employee job satisfaction are just as critical in the apparel industry as they are in other business sectors. Similarly, the motivation to investigate job satisfaction among health care employees is similar to the interest of research concerning job satisfaction in industrial settings. Numerous factors influence employee job satisfaction, including: salaries, fringe benefits, achievement, autonomy, recognition, communication, working conditions, job importance, co workers, degree of professionalism, organizational climate, interpersonal relationships, working for a reputable agency, supervisory support, positive affectivity, job security, workplace flexibility, working within a team environment and genetic factors. Sources of low satisfaction are associated with working with unskilled or inappropriately trained staff, laborious tasks such as documentation, repetition of duties, tensions within role expectations, role ambiguity, role conflict, job/patient care, feeling overloaded, the increasing need to be available for overtime, relations with co-workers, personal factors and organizational factors Irvine and Evans (1995) have also underlined the importance of work characteristics (routine, autonomy and feedback), characteristics of how the work role is defined (role conflict and role ambiguity) and characteristics of the work environment (leadership, stress, advancement opportunities and participation) in relation to job satisfaction. Justification for the need to investigate job satisfaction is exemplified in the seemingly observed relationship between the levels of job dissatisfaction, absenteeism, grievance expression, tardiness, low morale and high turnover. Job satisfaction is an immediate antecedent of intention to leave the workplace and turnover. Unsatisfied workers will leave their jobs more than their satisfied colleagues. Retention and turnover of staff, particularly highly skilled personnel, are important issues for managers in the current health care environment. Employees who experience job satisfaction are more likely to be productive and stay on the job. Furthermore, more satisfied employees have more innovative activities in continuous quality improvement and more participation in decision-making in organizations. Job satisfaction is also found to be positively-related to patient satisfaction. Among determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. Leadership is a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization. Numerous studies carried out in several countries showed that there is a positive correlation between leadership and the job satisfaction of health care providers Organizational success in obtaining its goals and objectives depends on managers and their leadership style. By using appropriate leadership styles, managers can affect employee job satisfaction, commitment and productivity. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests and reliability of employees in different situations. It is the ability of a leader to influence subordinates to performing at their highest capability. This factor captures the extent to which management respects workers, operates with honesty and integrity, promotes efficiency, and has open lines of communication with employees. The subject of leadership is interesting for many researchers. The continued search for good leaders has resulted in the development of many leadership theories. Studies have been carried out to determine how leadership behaviors can be used to influence employees for improved organizational outcomes. In the past several decades, management experts have undergone a revolution in how they define leadership and their attitudes toward it. They have gone from a very classical autocratic approach to a very creative and participative approach. Ideas about management and leadership have changed considerably in recent years. People today are better-educated and more articulate. They can no longer be commanded in the same way as before. There needs to be much more involvement and participation at work. There are several styles of leadership such as: autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership. Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. No one leadership style is ideal for every situation, since a leader may have knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation. COMPANY PROFILE INTRODUCTION OF ORIENT CRAFT Orient Craft Limited started in the year 1972 by Mr. Sudhir Dhingra with four employees and then Orient Craft was set up in the year 1978 to take over the existing business and has now grown to 8000 employees in seventeen factories. Orient Craft Indias No. 1 Garment Manufacturer and Exporter and is the recipient of the â€Å"Gold Trophy† given by Govt. of India for highest global exports out of the country for the year 1997, 1998, 2000 2001. Besides many other export and quality awards, Orient Craft won the highest award for being Indias larges knit apparel manufacturer and also the award for being the second largest in global exports for the year 1999. Orient Craft bagged the Bid World Quality commitment International Start Award in the Platinum Category for the year 2001 and Gold award for the year 2000 and won also many other awards and certificates from the Ministry of Textiles and states like on Sep 19, 2004, Won the â€Å"Entrepreneur of the year 2003† from the prestigious Ludhiana Management Association. The company is growing rapidly, year after year and has its manufacturing facilities spread over 6000000 sq. ft. area with seventeen factories in and around Delhi. Another state of the art Manufacturing Complex, covering 3, 40,000 sq. ft. of covered space is completed in December 2001. This manufacturing facility is the single largest manufacturing plant in whole of India producing cut and sew knits, woven sportswear, ladies formal suits and sweaters under one roof. Company has the most modern manufacturing plants in the country with over 1, 40,000 sq/ ft. of covered area in one location. The company deploys over 73000 imported sewing machines for its manufacturing operations in Woven and Knit units. The company has in-house lab testing for garments, fabrics, and trims. Its labs are well equipped to test for all parameters including Color-Fasteners to light. Orient Craft Limited also has several in-house latest Computerized Unit, In-house garment Dyeing Units, Manual Sand-blasting and laser sand-blasting units. The company has three 100% export oriented unit thereby having the advantage of importing all raw materials, trims free or duty from any part of the world. The company also has a specialized Home furnishing Division, Wherein all Soft Furnishing products are manufactured and exported to some of the most prominent brands. COMPANY PROFILE OF 7D ORIENT CRAFT LIMITED 7-D, Maruti Industrial complex, Sec-18 Udyog Vihar, Gurgaon (HR) Tel : 0124-2342043 to 47, 5090800, Fax : 0124-2341110, 2342042 Year Established 1995 Type of company Privately Held Owners/Directors Mr. Sudhir Dhingra Mr. K. K. Kohli Mr. Anoop Thatai Mr. Ravi Dhingra Mr. Vikas Mr. Sahil Dhingra Mrs. Manju Dhingra Annual Turnover F.O.B. US $ Million for 2003-2004 Minimum Order Quantity 200 Dozen per Style No. of people Employed 8500 in-house Production Capacities 50000 Dozen Per Month (Woven) 50000 Dozen Per Month (Knits) Major Export Markets U.S.A. E.E.C., Canada Major Products Blouses Skirts Pants and shorts Dresses Jackets Outwear Mens Shirts Kids wear Co-ordinates Knitted Shirts/T-Shirts Major Customers Dillards Stores Loft Gap Tommy Hilfiger J-Crew Liz Claiborne Susan Bristol Next Retail Ltd. Nike Dockers Ann Taylor Banana Republic J. G. Hook Ralph Lauren Jones of New York Levis Lands End Abarcrombie and Fitch COMPANY ENVIRONMENT OF 7D 7A Company is situated in approximately 10 acres of land. It is having a beautiful garden in front and is surrounded by various decorative plants. Interior is well facilitated for normal working conditions. Nearly 3500 people are working here. Among them most of them are very co-operative, well behaving with outsiders. Company is giving all type of facilities to its employees like transport, canteen, medical and other incentives. The new HRD and labor welfare department of this company on one side playing a great role by tuning every department, to get maximum benefit to the company and on the other it is taking care of all employees and workers, it is also giving chance to new people to build their career as strong as possible in their reputed company. The production part of this factory is divided into six units. Here no. of machines are more than 1000. Ground floor is called basement or 2nd unit. Here cutting, finishing, sewing are simultaneously going on. Next to 2nd, unit 1 is present where cutting, sewing as well as finishing takes place. Above 1st unit 3rd unit is there, which is also known as 100% EOU, Where only production is going on i.e. sewing and finishing. Above 3rd unit 4th unit is there, there also only sewing and finishing takes place. The top floor is called as 5th unit where sewing, finishing and embroidery is also going on. The last unit in 7A is called 6th unit where sewing and finishing takes place. In the present scenario of stiff competition of quality and price in the international market, the Indian garment industry is not in the position of producing an expensive and lower quality product. Looking at the present market demand of producing inexpensive and lower quality product, Orient Craft have to increase the productivity, lower the wastages on production floor and make use of attachments, folders, special machines and equipment to have a good quality product, in all these activities industrial engineer plays an important role. Today the industrial engineering has become the back bone of the garment industry. In Orient Craft Ltd., Industrial Engineering Department consist of an I.E. head, eight I.E. executives reporting to Mr. Brian Long (VP Technical). Each I.E. executive is assigned the particular production floors, thus this department is covering all the floors of 7-D, 6-C, 14-A, Home furnishing and sampling department. Besides working on enhancing the productivity and quality, lowering wastages, proper utilization of resources like special machines and equipments, this department is also assigned the project like designing the floor layouts for the new production floors and to develop new production techniques to increase the productivity. RULES AND RESPONSIBILITY OF INDUSTRIAL ENGINEER IN ORIENT CRAFT LIMITED Sampling Re-Engineering- The work of an industrial starts with sampling re-engineering at the proto-stage so as to get to best possible construction and the use of folders and attachments in the style. Pre-production planning- Pre-production planning starts with the receiving of a sample from the merchant of the stages of the two pieces, which is to be made on the production floor. After receiving the sample the initial operation bullet layout and new style requirement sheet is made. The purpose of making initial o/b, and layout is to know the quantity and type if manpower, machines, attachments, presses, bucks, profiles, dies etc required in the style and make sure everything is in house at the pilot stage. Target setting- After having a rough idea of manpower and machines required from the initial o/b the company has to find out exactly how many machines and manpower is needed in the style. For this 5 pieces of cutting is taken and time motion study of that 5 pieces with RD department using the proper method, motion and rating is done. Final operation bulletin and layout- After tune and motion study the company make final operation bulletin and layout from this finally the company come to know the number of manpower and machines required to meet the targets. This operation bulletin and layout has to be cross checked by I.E head and then it is signed by RD head and then it is passed to production manager. Line setting- Line setting is the implementation of the layout and operation bulletin, which is done in conjunction with line in charge, supervisor, mechanic, Q.A and technician. Bottle neck identification- After line setting the next job is to know the bottleneck of the line due which targets are not met.   Follow ups- This is one of the important job of industrial engineer, to do the follow up of machines folders attachments, dies, profiles whether they are in house or not before the production starts and to be in correct with concerned persons for that and to make sure everything in house before the production. Use of modern equipment- To know and develop attachments and folders, which can be used on production floors to enhance productivity and also to make sure the proper utilization of modern machines and equipment on the production floor. Projects- Besides all the above activities we are also handle projects on plant layouts, settings up of pre-assembly section etc. Reporting- This includes the reason why the targets are not met and action taken by production manager to eliminate it. This report is given to I.E head on the daily basis. INTRODUCTION OF THE QUALITY DEPARTMENT Its gives immense pleasure in introducing Orient Craft as one of the quality department in Hand Embroidery, Adda Embroidery, Computer Embroidery, and Machine Embroidery Schiff lie Embroidery. This department has a modern and very sophisticated design which give a good quality to production to ensure consistency in quality of Garments with our embroider and in house sampling works. Embroidery Department has been in the forefront with other department in creating the good quality and acceptability. Over the year Embroidery Department has stepped up in the quality ladder and is today giving good quality that are increasingly finding acceptability with buyers. â€Å"In the prevailing situation, the company needs all rounder, not specialist. These all are created with the help of the existing team of the company. The team supports each other and with the help of training team gets confidence. Today, orient Craft is more comfortable in handling both quality as well as quantity. And sure, with an excellent team of people, the department is set to cruise higher altitudes in future. ROLE OF THE EMBROIDERY DEPARTMENT This Department is now very supporting in Orient Craft Ltd. Representing the company from the last few years Embroidery department provides the resources expertise and dedication support to production, and the company employ has dedicated themselves in making an acceptability quality for Buyer. Embroidery Department has been helping to production department dramatically grow their business for the company, as a part of their commitment to being a value adding department of Orient Craft Limited. Embroidery Department has over the year acquired strong and meaningful business relationship with production, Merchant Cutting department the company always been in vogue with the fashion trends. Orient Craft is now trying to emphasize on converting the quality to make the process, trouble free for the production department. The company is assuring the quality and total standard action with its in-house production. So now it can be said that this department is playing a very important role in Orient Craft Limited. DOCUMENT USED IN THE COMPANY Material Transfer Slip (MTS Book) is very important document for the maintaining the records of whichever style run in Embroidery department.   All records can be maintained properly with MTS books as it is very important for the company. ROLE OF THE CANDIDATE The attitude of the company with the new joiner person is very supportive and cooperative with that person. To achieve the better quality and better embroidery design, the company higher officers should have better understanding of the workers need and priorities. One should be more dedicated towards their commitments of work. And this can be only achieved if the company has the right people and their processes are transparent and continuously optimized to achieve higher quality at lower cost. ITS FLOW CHART Stitch PiecesCutting Dept-Unstitch Pieces Prod Dep Emb Dep Emb Dep Issue to Embroider Issue to Embroider Reed after Emb. Reed after Emb    Quality Checking Quality Checking Cutting Production Finishing CENTRALIZED CUTTING ROOM AT ORIENT CRAFT LIMITED SIGNIFICANCE OF AN ORGANIZED CUTTING ROOM:- On average a garment had approximately 50%-60% of its total allocated to fabric and yet, most manufacturing units have no quality and production system monitor the inspection, spreading and cutting of it. The sewing department on the other hand only makes up to 20%- 30% of the total cost of a garment but accounts for nearly all the monitoring and productivity costs. INTRODUCTION:- Orient Craft Ltd. has centralized cutting facilities. The cutting room is feuding to all the swing floors situated in Udoyg Vihar. The company follows comprehensive production and quality procedures in cutting room. FORMATES USED IN CUTTING ROOM Approval for cutting go ahead Call out for cutting Cutter efficiency chart Daily cut plan Monthly cut plan Cutting file checklist Fabric relaxation Approval additional cutting Bundle control system Color code for different shrinkage Cutting RD Hourly report Fusing system CUTTING ROOM PROCEDURES IN ORIENT CRAFT LIMITED:- Pre -production meeting is organized to discuss all the aspects of a style. All the concerned persons, for example merchandiser, production manager, IED, cutting manager, pattern master etc is present in this meeting, to discuss the technicalities. In the cutting department there are three cutting teams. Master prepares a cut order plan and after job order is received from the production manager, master gets the fabric from the fabric stores and maker from the CAD department. Most common considerations during cut order planning No of sizes in order No of color in the order Maximum/minimum no of sizes allowed in marker Maximum spread length Maximum ply height Fabric cost per yard Cut table fabric width Width variation Fabric utilization report Fabric inspection report Lot card Shrinkage report Fabric having Lycra, spandex, wool blend are relaxed for 10 to 12 hours, prior to spreading. Quality assurance inspector conducts inspection after spreading and cutting. He checks the layer for following defects:- After spreading Marker placing Tension Miscut Notches Bowing Leaning Others After cutting Accuracy Matching the top, middle and bottom ply with pattern Notches/drill holes Fabric layering system:- Spreader in the cutting room receives layer spreading cutting job card from the master. This document has all the details for the spreading of each lay. From this document the spreading personnel can make sure that the following fabric details are correct before beginning to spread Fabric type Fabric name Fabric width Shrinkage Color Lot no Layer length No of pieces Total pieces Quality control of the spreading:- As soon as the spreading of a lay is finished the quality assurance inspector is asked to check it before cutting can commence. The quality control inspector in the cutting room will receive the spreading and cutting report from the cutting room manager. This document has all the relevant details for the inspector, to ensure that the spreading is right. The quality assurance inspector ensures the following:- Fabric Number of piles Lay length Ends Tension Remnant Splices Pattern Quality control of the marker:- The quality control inspector would check the following:- Correct marker Ratio Pattern Missing pieces on the marker is quite a common problem in cutting rooms especially if number of components in a garment is more. That is why the total no of the pattern pieces is checked. There must be no overlapping of the pattern pieces on the marker either. Once the fabric is cut there is no question of taking it back for a change or refund. All possible precautions must be taken in the cutting room to ensure that once the knife cuts into the fabric everything is correct. Quality control of cutting:- After the quality assurance inspector approves the spreading, the lay is ready for cutting. The cutter can also make sure that the following marker details are correct before starting to cut the fabric. Cut number Marker number Marker length Fabric spreading length The cutting personnel ensure that the markers have been placed in the correct direction on the fabric. Areas for checking are as follows: Ensure that all the edges of the marker have fabric underneath them-ends and sides. Ensures that the marker is laid square to the fabric and not-at an angle to the fabric. If this not controlled then it will create problems in the sewing section. Fusing system:- A properly trained supervisor is appointed to check temperature, pressure and timing cycle each morning, noon, mid afternoon and at critical fabric changes. Check for consistent temperature and across fusing head. The quality control department on daily basis reviews results. Quality assurance department evaluates fusible parts for defects such as color change, surface appearance and hand feel. Fuse line temperatures are established using temperature papers. Fuse line temperature is the temperature between the shell fabric and the fusible product at the time of fusing. Some times due to special finishes on the shell fabric, fusing machine is adjusted accordingly. Numbering system:- This is probably one of the most important control points in the manufacturing process. All the components are numbered including parts of the garments that have embroidery, fusing or washing and other value addition. If numbering is not done, then the problems of shaded garments, incorrect sized garments and garment pieces occur. These entire problem can be avoided using number system. The company is having separates numbering tables. Once cutting is carried out, the cut parts are put on the trolley and moved to the numbering table. Separate numbering tables are the best as they allow the cutting table to be cleared immediately after the cutting of the fabric has taken place. Stickers can be located on either the right or wrong side of the fabric depending on whether the garment will have interlining attached to it. It should be noted that if the stickers are attached to the right side of the fabric, then snickering not left on the fabric. GARMENT PROCESSING UNIT Aim: To work towards most moderate washes while striking a right balance of handwork and chemistry. Also to achieve/generate consistency of shades and quick production techniques keeping in view the requirement of our esteem clientele. Capabilities :- well starting with neat rinse washes, silicon sand wash, peach hand brushing on party wears, whickering coupled with Laser sand Blasting and tinting on Denims. Garment overdyes : -we have to our experience, Heavy canvas Garment overdyes added with stone enzyme wash to give it a weathered look; vintage Grannys garment looks are possible. We do garment over dyes on Linen, Denims, canvas, Twills and the list is being added upon every day at our RD section. Range of colors is available On demand, shade bands are well taken care of. For twills, we have facility to do BIOPOLISHING which added with sand wash, silicone wash, gives fabulous hand feel, and a strong crisp as and how desired. Laser :- The design made over the surface of fabric by laser engraving technology are being strongly pursued by various customer of OCL this fashion is yet to Explored by masses as it is a Rare Technology. Well seeing believes and only few of special clientele of orient craft saw this machine creating designs on various denims, canvas, jersey, and especially overdyes left speechless, yet smiling. STANDARD OPERATING PROCEDURE FOR TRIMS Receive Indent from Merchandiser Ensure that work sheet describes the complete specifications of accessories. Decide the vendor to whom order is to be placed based upon rates. Prepare the purchase order Place the P.O. to the vendor and enter the details in purchase register RECEIPT Receive information of material arrival along with bill/challan Verify the description and quantity of bill with relevant P.O and P.O register Verify the quantity with bill Send one piece of the accessory on the approval card to the concerned merchandiser. However, approval is not required for production equipments and consumables Enter the details of consignment in store receipt Update stock register and style sheet in file ISSUE Receive requirement of material on requisition slip and verify authorized signatures Prepare challan for the items to be issued Issue the material and get acknowledgement on the challan Update stock register and style sheet in file Receive the material returned from production along with style number indicated on return challan Verify that the material is not damaged. If so, indicate on challan Update stock register STORAGE PRESERVATION Keep the rejected material in the area defined for it Keep the approved material at defined location Ensure that adequate preventive measures are taken to safe-guard the material against damage LITERATURE REVIEW MEANING AND NATURE OF JOB SATISFACTION The term ‘Job Satisfaction is of great relevance in the field of human resource management. So we can define Job Satisfaction a: â€Å"Job Satisfaction is a set of favorable or unfavorable feeling which employees view in their work. Job Satisfaction is the fulfillment and gratification that comes from work. It is not the money, the benefits or the vacations. It is the good feeling one receive from doing his work itself. Anyone who works in an organization develops a set of attitude about work which is usually referred under the term job satisfaction. Like other attitudes Job Satisfaction is composed of emotional informational and behavioral elements can vary in intensity and consistency can be acquired from a variety of sources. Virtually every job can provide a level of satisfaction. Job Satisfaction comes when one accept a job for what it is and exploits the sources of satisfaction that comes with it. Many different sources of satisfaction are tied to the same job. Good feeling can come from high performance, quality work, learning new skills, working as a part of a team, assisting coworkers, and receiving compliments. Job Satisfaction is achieved daily by digging out ‘satisfiers wherever they can be found. This is true even if an individual is marking time until he or she gets into a better carrier area. The trick is to enjoy your present job while you prepare for a better one. Many people gain considerable satisfaction from doing ordinary jobs. They make quality time out of their working hours no matter what their assignment may be. So, from the discussion we can say that job Satisfaction and different aspects of their job. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the part, job Satisfaction was approached by some researcher from the perspective of need fulfillment- that is whether or not the job meets the employees physical and psychological needs for the things provided by works such as pay. LEVELS OF SATISFACTION Job Satisfaction varies. Researcher suggests, the higher the prestige of the job, the greater the job satisfaction. But, many workers are satisfied in even the least prestigious jobs. They simply like what they do. -Most workers like their work if they have little supervision. -The list satisfied workers are those in service occupations and managers that work for others.  Ã‚  Ã‚  Ã‚   -Ethnic and religious orientation is associated to work attitudes and Job Satisfaction is related to education. EFFECTS OF JOB SATISFACTION ON ATTITUDES OF THE EMPLOYEES The term Study on Employee Satisfaction Levels Study on Employee Satisfaction Levels INTRODUCTION Human resource Development has in recent year become the focus of attention of planners policy makers and administration. It is important not only for an enterprise but also for a nation to develop its human resources. Employees Job Satisfaction is one of the main areas of HRD. Organizations are social systems where human resources are the most important factors for effectiveness and efficiency. Organizations need effective managers and employees to achieve their objectives. Organizations cannot succeed without their personnel efforts and commitment. Job satisfaction is critical to retaining and attracting well-qualified personnel. This is especially an issue in medical institutions such as hospitals where specialist training and retention are highly important Employee job satisfaction is an attitude that people have about their jobs and the organizations in which they perform these jobs. Methodologically, we can define job satisfaction as an employees affective reaction to a job, based on a comparison between actual outcomes and desired outcomes. Job satisfaction is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements. It encompasses specific aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers. Concerns about employee job satisfaction are just as critical in the apparel industry as they are in other business sectors. Similarly, the motivation to investigate job satisfaction among health care employees is similar to the interest of research concerning job satisfaction in industrial settings. Numerous factors influence employee job satisfaction, including: salaries, fringe benefits, achievement, autonomy, recognition, communication, working conditions, job importance, co workers, degree of professionalism, organizational climate, interpersonal relationships, working for a reputable agency, supervisory support, positive affectivity, job security, workplace flexibility, working within a team environment and genetic factors. Sources of low satisfaction are associated with working with unskilled or inappropriately trained staff, laborious tasks such as documentation, repetition of duties, tensions within role expectations, role ambiguity, role conflict, job/patient care, feeling overloaded, the increasing need to be available for overtime, relations with co-workers, personal factors and organizational factors Irvine and Evans (1995) have also underlined the importance of work characteristics (routine, autonomy and feedback), characteristics of how the work role is defined (role conflict and role ambiguity) and characteristics of the work environment (leadership, stress, advancement opportunities and participation) in relation to job satisfaction. Justification for the need to investigate job satisfaction is exemplified in the seemingly observed relationship between the levels of job dissatisfaction, absenteeism, grievance expression, tardiness, low morale and high turnover. Job satisfaction is an immediate antecedent of intention to leave the workplace and turnover. Unsatisfied workers will leave their jobs more than their satisfied colleagues. Retention and turnover of staff, particularly highly skilled personnel, are important issues for managers in the current health care environment. Employees who experience job satisfaction are more likely to be productive and stay on the job. Furthermore, more satisfied employees have more innovative activities in continuous quality improvement and more participation in decision-making in organizations. Job satisfaction is also found to be positively-related to patient satisfaction. Among determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. Leadership is a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization. Numerous studies carried out in several countries showed that there is a positive correlation between leadership and the job satisfaction of health care providers Organizational success in obtaining its goals and objectives depends on managers and their leadership style. By using appropriate leadership styles, managers can affect employee job satisfaction, commitment and productivity. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests and reliability of employees in different situations. It is the ability of a leader to influence subordinates to performing at their highest capability. This factor captures the extent to which management respects workers, operates with honesty and integrity, promotes efficiency, and has open lines of communication with employees. The subject of leadership is interesting for many researchers. The continued search for good leaders has resulted in the development of many leadership theories. Studies have been carried out to determine how leadership behaviors can be used to influence employees for improved organizational outcomes. In the past several decades, management experts have undergone a revolution in how they define leadership and their attitudes toward it. They have gone from a very classical autocratic approach to a very creative and participative approach. Ideas about management and leadership have changed considerably in recent years. People today are better-educated and more articulate. They can no longer be commanded in the same way as before. There needs to be much more involvement and participation at work. There are several styles of leadership such as: autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership. Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. No one leadership style is ideal for every situation, since a leader may have knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation. COMPANY PROFILE INTRODUCTION OF ORIENT CRAFT Orient Craft Limited started in the year 1972 by Mr. Sudhir Dhingra with four employees and then Orient Craft was set up in the year 1978 to take over the existing business and has now grown to 8000 employees in seventeen factories. Orient Craft Indias No. 1 Garment Manufacturer and Exporter and is the recipient of the â€Å"Gold Trophy† given by Govt. of India for highest global exports out of the country for the year 1997, 1998, 2000 2001. Besides many other export and quality awards, Orient Craft won the highest award for being Indias larges knit apparel manufacturer and also the award for being the second largest in global exports for the year 1999. Orient Craft bagged the Bid World Quality commitment International Start Award in the Platinum Category for the year 2001 and Gold award for the year 2000 and won also many other awards and certificates from the Ministry of Textiles and states like on Sep 19, 2004, Won the â€Å"Entrepreneur of the year 2003† from the prestigious Ludhiana Management Association. The company is growing rapidly, year after year and has its manufacturing facilities spread over 6000000 sq. ft. area with seventeen factories in and around Delhi. Another state of the art Manufacturing Complex, covering 3, 40,000 sq. ft. of covered space is completed in December 2001. This manufacturing facility is the single largest manufacturing plant in whole of India producing cut and sew knits, woven sportswear, ladies formal suits and sweaters under one roof. Company has the most modern manufacturing plants in the country with over 1, 40,000 sq/ ft. of covered area in one location. The company deploys over 73000 imported sewing machines for its manufacturing operations in Woven and Knit units. The company has in-house lab testing for garments, fabrics, and trims. Its labs are well equipped to test for all parameters including Color-Fasteners to light. Orient Craft Limited also has several in-house latest Computerized Unit, In-house garment Dyeing Units, Manual Sand-blasting and laser sand-blasting units. The company has three 100% export oriented unit thereby having the advantage of importing all raw materials, trims free or duty from any part of the world. The company also has a specialized Home furnishing Division, Wherein all Soft Furnishing products are manufactured and exported to some of the most prominent brands. COMPANY PROFILE OF 7D ORIENT CRAFT LIMITED 7-D, Maruti Industrial complex, Sec-18 Udyog Vihar, Gurgaon (HR) Tel : 0124-2342043 to 47, 5090800, Fax : 0124-2341110, 2342042 Year Established 1995 Type of company Privately Held Owners/Directors Mr. Sudhir Dhingra Mr. K. K. Kohli Mr. Anoop Thatai Mr. Ravi Dhingra Mr. Vikas Mr. Sahil Dhingra Mrs. Manju Dhingra Annual Turnover F.O.B. US $ Million for 2003-2004 Minimum Order Quantity 200 Dozen per Style No. of people Employed 8500 in-house Production Capacities 50000 Dozen Per Month (Woven) 50000 Dozen Per Month (Knits) Major Export Markets U.S.A. E.E.C., Canada Major Products Blouses Skirts Pants and shorts Dresses Jackets Outwear Mens Shirts Kids wear Co-ordinates Knitted Shirts/T-Shirts Major Customers Dillards Stores Loft Gap Tommy Hilfiger J-Crew Liz Claiborne Susan Bristol Next Retail Ltd. Nike Dockers Ann Taylor Banana Republic J. G. Hook Ralph Lauren Jones of New York Levis Lands End Abarcrombie and Fitch COMPANY ENVIRONMENT OF 7D 7A Company is situated in approximately 10 acres of land. It is having a beautiful garden in front and is surrounded by various decorative plants. Interior is well facilitated for normal working conditions. Nearly 3500 people are working here. Among them most of them are very co-operative, well behaving with outsiders. Company is giving all type of facilities to its employees like transport, canteen, medical and other incentives. The new HRD and labor welfare department of this company on one side playing a great role by tuning every department, to get maximum benefit to the company and on the other it is taking care of all employees and workers, it is also giving chance to new people to build their career as strong as possible in their reputed company. The production part of this factory is divided into six units. Here no. of machines are more than 1000. Ground floor is called basement or 2nd unit. Here cutting, finishing, sewing are simultaneously going on. Next to 2nd, unit 1 is present where cutting, sewing as well as finishing takes place. Above 1st unit 3rd unit is there, which is also known as 100% EOU, Where only production is going on i.e. sewing and finishing. Above 3rd unit 4th unit is there, there also only sewing and finishing takes place. The top floor is called as 5th unit where sewing, finishing and embroidery is also going on. The last unit in 7A is called 6th unit where sewing and finishing takes place. In the present scenario of stiff competition of quality and price in the international market, the Indian garment industry is not in the position of producing an expensive and lower quality product. Looking at the present market demand of producing inexpensive and lower quality product, Orient Craft have to increase the productivity, lower the wastages on production floor and make use of attachments, folders, special machines and equipment to have a good quality product, in all these activities industrial engineer plays an important role. Today the industrial engineering has become the back bone of the garment industry. In Orient Craft Ltd., Industrial Engineering Department consist of an I.E. head, eight I.E. executives reporting to Mr. Brian Long (VP Technical). Each I.E. executive is assigned the particular production floors, thus this department is covering all the floors of 7-D, 6-C, 14-A, Home furnishing and sampling department. Besides working on enhancing the productivity and quality, lowering wastages, proper utilization of resources like special machines and equipments, this department is also assigned the project like designing the floor layouts for the new production floors and to develop new production techniques to increase the productivity. RULES AND RESPONSIBILITY OF INDUSTRIAL ENGINEER IN ORIENT CRAFT LIMITED Sampling Re-Engineering- The work of an industrial starts with sampling re-engineering at the proto-stage so as to get to best possible construction and the use of folders and attachments in the style. Pre-production planning- Pre-production planning starts with the receiving of a sample from the merchant of the stages of the two pieces, which is to be made on the production floor. After receiving the sample the initial operation bullet layout and new style requirement sheet is made. The purpose of making initial o/b, and layout is to know the quantity and type if manpower, machines, attachments, presses, bucks, profiles, dies etc required in the style and make sure everything is in house at the pilot stage. Target setting- After having a rough idea of manpower and machines required from the initial o/b the company has to find out exactly how many machines and manpower is needed in the style. For this 5 pieces of cutting is taken and time motion study of that 5 pieces with RD department using the proper method, motion and rating is done. Final operation bulletin and layout- After tune and motion study the company make final operation bulletin and layout from this finally the company come to know the number of manpower and machines required to meet the targets. This operation bulletin and layout has to be cross checked by I.E head and then it is signed by RD head and then it is passed to production manager. Line setting- Line setting is the implementation of the layout and operation bulletin, which is done in conjunction with line in charge, supervisor, mechanic, Q.A and technician. Bottle neck identification- After line setting the next job is to know the bottleneck of the line due which targets are not met.   Follow ups- This is one of the important job of industrial engineer, to do the follow up of machines folders attachments, dies, profiles whether they are in house or not before the production starts and to be in correct with concerned persons for that and to make sure everything in house before the production. Use of modern equipment- To know and develop attachments and folders, which can be used on production floors to enhance productivity and also to make sure the proper utilization of modern machines and equipment on the production floor. Projects- Besides all the above activities we are also handle projects on plant layouts, settings up of pre-assembly section etc. Reporting- This includes the reason why the targets are not met and action taken by production manager to eliminate it. This report is given to I.E head on the daily basis. INTRODUCTION OF THE QUALITY DEPARTMENT Its gives immense pleasure in introducing Orient Craft as one of the quality department in Hand Embroidery, Adda Embroidery, Computer Embroidery, and Machine Embroidery Schiff lie Embroidery. This department has a modern and very sophisticated design which give a good quality to production to ensure consistency in quality of Garments with our embroider and in house sampling works. Embroidery Department has been in the forefront with other department in creating the good quality and acceptability. Over the year Embroidery Department has stepped up in the quality ladder and is today giving good quality that are increasingly finding acceptability with buyers. â€Å"In the prevailing situation, the company needs all rounder, not specialist. These all are created with the help of the existing team of the company. The team supports each other and with the help of training team gets confidence. Today, orient Craft is more comfortable in handling both quality as well as quantity. And sure, with an excellent team of people, the department is set to cruise higher altitudes in future. ROLE OF THE EMBROIDERY DEPARTMENT This Department is now very supporting in Orient Craft Ltd. Representing the company from the last few years Embroidery department provides the resources expertise and dedication support to production, and the company employ has dedicated themselves in making an acceptability quality for Buyer. Embroidery Department has been helping to production department dramatically grow their business for the company, as a part of their commitment to being a value adding department of Orient Craft Limited. Embroidery Department has over the year acquired strong and meaningful business relationship with production, Merchant Cutting department the company always been in vogue with the fashion trends. Orient Craft is now trying to emphasize on converting the quality to make the process, trouble free for the production department. The company is assuring the quality and total standard action with its in-house production. So now it can be said that this department is playing a very important role in Orient Craft Limited. DOCUMENT USED IN THE COMPANY Material Transfer Slip (MTS Book) is very important document for the maintaining the records of whichever style run in Embroidery department.   All records can be maintained properly with MTS books as it is very important for the company. ROLE OF THE CANDIDATE The attitude of the company with the new joiner person is very supportive and cooperative with that person. To achieve the better quality and better embroidery design, the company higher officers should have better understanding of the workers need and priorities. One should be more dedicated towards their commitments of work. And this can be only achieved if the company has the right people and their processes are transparent and continuously optimized to achieve higher quality at lower cost. ITS FLOW CHART Stitch PiecesCutting Dept-Unstitch Pieces Prod Dep Emb Dep Emb Dep Issue to Embroider Issue to Embroider Reed after Emb. Reed after Emb    Quality Checking Quality Checking Cutting Production Finishing CENTRALIZED CUTTING ROOM AT ORIENT CRAFT LIMITED SIGNIFICANCE OF AN ORGANIZED CUTTING ROOM:- On average a garment had approximately 50%-60% of its total allocated to fabric and yet, most manufacturing units have no quality and production system monitor the inspection, spreading and cutting of it. The sewing department on the other hand only makes up to 20%- 30% of the total cost of a garment but accounts for nearly all the monitoring and productivity costs. INTRODUCTION:- Orient Craft Ltd. has centralized cutting facilities. The cutting room is feuding to all the swing floors situated in Udoyg Vihar. The company follows comprehensive production and quality procedures in cutting room. FORMATES USED IN CUTTING ROOM Approval for cutting go ahead Call out for cutting Cutter efficiency chart Daily cut plan Monthly cut plan Cutting file checklist Fabric relaxation Approval additional cutting Bundle control system Color code for different shrinkage Cutting RD Hourly report Fusing system CUTTING ROOM PROCEDURES IN ORIENT CRAFT LIMITED:- Pre -production meeting is organized to discuss all the aspects of a style. All the concerned persons, for example merchandiser, production manager, IED, cutting manager, pattern master etc is present in this meeting, to discuss the technicalities. In the cutting department there are three cutting teams. Master prepares a cut order plan and after job order is received from the production manager, master gets the fabric from the fabric stores and maker from the CAD department. Most common considerations during cut order planning No of sizes in order No of color in the order Maximum/minimum no of sizes allowed in marker Maximum spread length Maximum ply height Fabric cost per yard Cut table fabric width Width variation Fabric utilization report Fabric inspection report Lot card Shrinkage report Fabric having Lycra, spandex, wool blend are relaxed for 10 to 12 hours, prior to spreading. Quality assurance inspector conducts inspection after spreading and cutting. He checks the layer for following defects:- After spreading Marker placing Tension Miscut Notches Bowing Leaning Others After cutting Accuracy Matching the top, middle and bottom ply with pattern Notches/drill holes Fabric layering system:- Spreader in the cutting room receives layer spreading cutting job card from the master. This document has all the details for the spreading of each lay. From this document the spreading personnel can make sure that the following fabric details are correct before beginning to spread Fabric type Fabric name Fabric width Shrinkage Color Lot no Layer length No of pieces Total pieces Quality control of the spreading:- As soon as the spreading of a lay is finished the quality assurance inspector is asked to check it before cutting can commence. The quality control inspector in the cutting room will receive the spreading and cutting report from the cutting room manager. This document has all the relevant details for the inspector, to ensure that the spreading is right. The quality assurance inspector ensures the following:- Fabric Number of piles Lay length Ends Tension Remnant Splices Pattern Quality control of the marker:- The quality control inspector would check the following:- Correct marker Ratio Pattern Missing pieces on the marker is quite a common problem in cutting rooms especially if number of components in a garment is more. That is why the total no of the pattern pieces is checked. There must be no overlapping of the pattern pieces on the marker either. Once the fabric is cut there is no question of taking it back for a change or refund. All possible precautions must be taken in the cutting room to ensure that once the knife cuts into the fabric everything is correct. Quality control of cutting:- After the quality assurance inspector approves the spreading, the lay is ready for cutting. The cutter can also make sure that the following marker details are correct before starting to cut the fabric. Cut number Marker number Marker length Fabric spreading length The cutting personnel ensure that the markers have been placed in the correct direction on the fabric. Areas for checking are as follows: Ensure that all the edges of the marker have fabric underneath them-ends and sides. Ensures that the marker is laid square to the fabric and not-at an angle to the fabric. If this not controlled then it will create problems in the sewing section. Fusing system:- A properly trained supervisor is appointed to check temperature, pressure and timing cycle each morning, noon, mid afternoon and at critical fabric changes. Check for consistent temperature and across fusing head. The quality control department on daily basis reviews results. Quality assurance department evaluates fusible parts for defects such as color change, surface appearance and hand feel. Fuse line temperatures are established using temperature papers. Fuse line temperature is the temperature between the shell fabric and the fusible product at the time of fusing. Some times due to special finishes on the shell fabric, fusing machine is adjusted accordingly. Numbering system:- This is probably one of the most important control points in the manufacturing process. All the components are numbered including parts of the garments that have embroidery, fusing or washing and other value addition. If numbering is not done, then the problems of shaded garments, incorrect sized garments and garment pieces occur. These entire problem can be avoided using number system. The company is having separates numbering tables. Once cutting is carried out, the cut parts are put on the trolley and moved to the numbering table. Separate numbering tables are the best as they allow the cutting table to be cleared immediately after the cutting of the fabric has taken place. Stickers can be located on either the right or wrong side of the fabric depending on whether the garment will have interlining attached to it. It should be noted that if the stickers are attached to the right side of the fabric, then snickering not left on the fabric. GARMENT PROCESSING UNIT Aim: To work towards most moderate washes while striking a right balance of handwork and chemistry. Also to achieve/generate consistency of shades and quick production techniques keeping in view the requirement of our esteem clientele. Capabilities :- well starting with neat rinse washes, silicon sand wash, peach hand brushing on party wears, whickering coupled with Laser sand Blasting and tinting on Denims. Garment overdyes : -we have to our experience, Heavy canvas Garment overdyes added with stone enzyme wash to give it a weathered look; vintage Grannys garment looks are possible. We do garment over dyes on Linen, Denims, canvas, Twills and the list is being added upon every day at our RD section. Range of colors is available On demand, shade bands are well taken care of. For twills, we have facility to do BIOPOLISHING which added with sand wash, silicone wash, gives fabulous hand feel, and a strong crisp as and how desired. Laser :- The design made over the surface of fabric by laser engraving technology are being strongly pursued by various customer of OCL this fashion is yet to Explored by masses as it is a Rare Technology. Well seeing believes and only few of special clientele of orient craft saw this machine creating designs on various denims, canvas, jersey, and especially overdyes left speechless, yet smiling. STANDARD OPERATING PROCEDURE FOR TRIMS Receive Indent from Merchandiser Ensure that work sheet describes the complete specifications of accessories. Decide the vendor to whom order is to be placed based upon rates. Prepare the purchase order Place the P.O. to the vendor and enter the details in purchase register RECEIPT Receive information of material arrival along with bill/challan Verify the description and quantity of bill with relevant P.O and P.O register Verify the quantity with bill Send one piece of the accessory on the approval card to the concerned merchandiser. However, approval is not required for production equipments and consumables Enter the details of consignment in store receipt Update stock register and style sheet in file ISSUE Receive requirement of material on requisition slip and verify authorized signatures Prepare challan for the items to be issued Issue the material and get acknowledgement on the challan Update stock register and style sheet in file Receive the material returned from production along with style number indicated on return challan Verify that the material is not damaged. If so, indicate on challan Update stock register STORAGE PRESERVATION Keep the rejected material in the area defined for it Keep the approved material at defined location Ensure that adequate preventive measures are taken to safe-guard the material against damage LITERATURE REVIEW MEANING AND NATURE OF JOB SATISFACTION The term ‘Job Satisfaction is of great relevance in the field of human resource management. So we can define Job Satisfaction a: â€Å"Job Satisfaction is a set of favorable or unfavorable feeling which employees view in their work. Job Satisfaction is the fulfillment and gratification that comes from work. It is not the money, the benefits or the vacations. It is the good feeling one receive from doing his work itself. Anyone who works in an organization develops a set of attitude about work which is usually referred under the term job satisfaction. Like other attitudes Job Satisfaction is composed of emotional informational and behavioral elements can vary in intensity and consistency can be acquired from a variety of sources. Virtually every job can provide a level of satisfaction. Job Satisfaction comes when one accept a job for what it is and exploits the sources of satisfaction that comes with it. Many different sources of satisfaction are tied to the same job. Good feeling can come from high performance, quality work, learning new skills, working as a part of a team, assisting coworkers, and receiving compliments. Job Satisfaction is achieved daily by digging out ‘satisfiers wherever they can be found. This is true even if an individual is marking time until he or she gets into a better carrier area. The trick is to enjoy your present job while you prepare for a better one. Many people gain considerable satisfaction from doing ordinary jobs. They make quality time out of their working hours no matter what their assignment may be. So, from the discussion we can say that job Satisfaction and different aspects of their job. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the part, job Satisfaction was approached by some researcher from the perspective of need fulfillment- that is whether or not the job meets the employees physical and psychological needs for the things provided by works such as pay. LEVELS OF SATISFACTION Job Satisfaction varies. Researcher suggests, the higher the prestige of the job, the greater the job satisfaction. But, many workers are satisfied in even the least prestigious jobs. They simply like what they do. -Most workers like their work if they have little supervision. -The list satisfied workers are those in service occupations and managers that work for others.  Ã‚  Ã‚  Ã‚   -Ethnic and religious orientation is associated to work attitudes and Job Satisfaction is related to education. EFFECTS OF JOB SATISFACTION ON ATTITUDES OF THE EMPLOYEES The term