Walden And The Art Of Zen Essay free essay sample

, Research Paper If I were asked who my favorite Western Zen philosopher was, without any vacillation, I would declare it to be Henry David Thoreau. Although he knew in interlingual rendition the spiritual Hagiographas of the Hindus, it may be improbable that Henry David Thoreau of all time studied the instructions of the Zen Masters. Even so, the penetration within his ain personal Hagiographas would irrefutably do him maestro of his ain temple. The wisdom found within Thoreau # 8217 ; s Walden can be clarified through Zen Buddhist beliefs and thoughts as the two seem to typically congratulate each other. Where, you might inquire, does faith suit into the going escapades of Henry David Thoreau? Religion has been a portion of the literary tradition from the really start. Some of the first books of all time produced were handwritten transcripts of the Bible. Booklets, verse forms, odes, and heroic poems throughout the centuries have continued to reflect spiritual content. I have besides read insightful essays about the concealed Christian Symbolism in A. A. Milne # 8217 ; s Winnie-the-Pooh. Well, why non the presence of Zen Buddhism within the instructions of Thoreau # 8217 ; s Walden? In conformity with the history of literature, one might state # 8220 ; Why non? # 8221 ; ; in conformity with Walden # 8217 ; s content, I would state, # 8220 ; I couldn # 8217 ; t see it being any other way. # 8221 ; What is Zen Buddhism anyhow? In the book Zen Buddhism, D.T. Suzuki says that # 8220 ; Zen in its kernel is the art of seeing into the nature of one # 8217 ; s ain being, and it points the manner from bondage into freedom # 8221 ; ( 3 ) . In the theory of Zen, our organic structures contain a religious signifier of energy. When this energy is consciously tapped, we will be cognizant of all the implicit in urges and desires of our bosom. This # 8220 ; freedom # 8221 ; will do us to see Kensho, ( seeing into one # 8217 ; s ain nature ) , therefore going happier and more loving to those around us. To make the Buddhist end of going one with everything, a individual has to embracing # 8220 ; nil # 8221 ; . What is meant in the embrace of # 8220 ; nil # 8221 ; is that one must abandon his or her ain self-importance and research beyond the bounds of societal conformance. The job that lies in the manner of making this # 8220 ; energy # 8221 ; is that most people have suppressed it due to personal and society driven ignorance. When this barrier is overcome, we are in melody with the significance and cognition of life. In his ideas and in his words, Thoreau has seemed to use that energy in Walden, opening his # 8220 ; 3rd oculus # 8221 ; to the universe around him Zen teacher Choa-chou said that, # 8220 ; Zen is your mundane thought # 8221 ; and Walden is a aggregation of the mundane ideas of Henry David Thoreau. Walden is a factual record of Thoreau # 8217 ; s life experiences populating entirely in a house that he built with his ain custodies, on the shore of Walden Pond in Concord Massachusetts. Zen suggests that to work out life # 8217 ; s jobs, one must straight beg the elements of personal experience as opposed to book-knowledge. This attack is known as Jiriki. Jiriki refers to a individual # 8217 ; s own effort to # 8220 ; attain enlightenment through his or her ain attempts # 8221 ; . In Walden, Thoreau offers the results of his experience to the reader in hopes that they excessively will derive freedom from them. While populating on the shores of Walden, Thoreau # 8217 ; s simple life style can about be summed up with the Zen stating # 8220 ; Chop wood, carry H2O # 8221 ; . Thoreau earned his life by the labor of his ain custodies and considered his life style, # 8220 ; really natural and pertinent # 8221 ; ( 728 ) . Thoreau achieved tranquility by agencies similar to those found in Zen Bible. He writes, # 8220 ; So many fall, ay, and winter yearss, spent outside the town, seeking to hear what was in the air current # 8221 ; ( 736 ) . This is, to me, reminiscent of the Zen koan # 8220 ; What is the coloring material of air current? # 8221 ; Throughout the pages of Walden, Thoreau seems to praise the simpleness of the carnal universe that is missing in world. Commenting on endurance, Thoreau states that, # 8220 ; None of the beast creative activity requires more than Food and Shelter. . . for non til we have secured these are we prepared to entertain the true jobs of life with freedom and a chance of success # 8221 ; ( 733-734 ) . This simpleness of endurance has been a changeless portion of Zen life. Master Rinzai, laminitis of the Rinzai Sect of Zen, remarked, # 8220 ; When hungry, I eat ; when tired, I sleep. Fools laugh at me. The wise understand # 8221 ; . Both Thoreau and Zen faith appear to topographic point animate beings on a higher plane of being for their intuitive behavior. In Walden # 8217 ; s Economy, ( or # 8220 ; doctrine of life # 8221 ; ) , Thoreau writes, One husbandman says to me, # 8220 ; You can non populate on vegetable nutrient entirely, for it furnishes nil to do castanetss with ; # 8221 ; and so he sacredly devotes a portion of his twenty-four hours to providing his system with the natural stuff of castanetss ; walking all the piece he talks behind his cattle, which, with vegetable-made castanetss, dork him and his lumbering Big Dipper along in malice of every obstruction. ( 732 ) Irmgard Schloegl # 8217 ; s book, The Wisdom of the Zen Masters, contains a Zen quotation mark conveying a similar message on the lift of carnal behavior in life. The citation is as follows, Master Nansen, asked by a monastic, # 8220 ; Where does he travel who knows what is what? # 8221 ; replied: # 8220 ; He becomes an ox of the monastery protagonist down the hill, to repay him for his help. # 8221 ; When the monastic thanked him for his instruction, the Master added: # 8220 ; At midnight yesterday, the Moon shone in at the window. # 8221 ; ( 69 ) Thoreau was known to hold said, # 8220 ; Our life is frittered off by item. . . Simplify, simplify # 8221 ; . However, this respect of simpleness seemed to conflict with the sentiments of society. If one were to follow the advice that Walden give # 8217 ; s us for life, as Thoreau puts it, # 8220 ; God will see that you do non desire societ y† ( 823 ) . In The Norton Anthology of American Literature, Hershel Parker, of the University of Delaware remarks that, # 8220 ; [ Thoreau s ] life became a refusal to populate by the mercenary values of his neighbors # 8221 ; ( 709 ) . Henry David Thoreau had no desire for material ownerships. He writes: # 8220 ; I had three pieces of limestone on my desk, but I was terrified to happen that they required to be dusted daily, when the furniture of my head was all undusted still, and I threw them out in disgust # 8221 ; ( 746-747 ) . After all, as Zen maestro Mumon said, # 8220 ; The hoarded wealths of the house do non come in by the forepart door # 8221 ; . Thoreau abandoned the objects that did non ask the life of his life. Often in life we get new things even though objects still possessed could make the coveted occupation. Thoreau was uncomfortable with that quality of adult male articulating that, # 8220 ; au naturel pess are older than places, and [ one ] can do them make # 8221 ; ( 739 ) . This statement is rather similar in idea to a Diogenes quotation mark found in The Little Zen Companion: # 8220 ; I threw my cup off when I saw a kid imbibing from his custodies at the trough # 8221 ; ( 133 ) . Thoreau believed that money unneeded for the life style of his choosing. He believed that, # 8220 ; None can be an impartial or wise perceiver of human life but from the vantage land of what we should name voluntary poorness # 8221 ; ( 735 ) . This belief is shared with the Zen Masterss. Zen text says: A monastic asked Chao-chou, # 8220 ; If a hapless adult male comes, what should one give him? # 8221 ; # 8220 ; He lacks nil, # 8221 ; answered the Master. By chew the fating unneeded things, you are left, in bend, with fewer things to worry approximately. Thoreau # 8217 ; s ain remark about the society around him was that, # 8220 ; We worship non the Graces, nor the Parcae, but Fashion # 8221 ; ( 740 ) . In Walden, Thoreau spins a narrative to exemplify the point, Madam Pfeiffer, in her adventuresome travels round the universe, from E to West, had got so close place as Asian Russia, she says that she felt the necessity of have oning other than a traveling frock, when she went to run into the governments, for she was now in civilised state, where # 8212 ; people are judged of by their apparels # 8217 ; . ( 739 ) This funny anecdote brings into head an ancient Zen Story, Affluent givers invited Master Ikkyu to a feast. The Maestro arrived at that place dressed in mendicant # 8217 ; s vest. His host, non acknowledging him in this attire, hustled him off. The Master went place, there changed into his ceremonial robe of violet brocade, and once more presented himself at his host # 8217 ; s doorsill. He was received with due regard, and ushered into the feast room. There he put his stiff robe on the shock absorber, stating, I expect you invited the robe since you showed me away a small piece ago, # 8217 ; and left. These were, harmonizing to Thoreau, the # 8220 ; infantile and barbarous gustatory sensation of work forces # 8221 ; ( 741 ) . Walden strongly displays how deep the modus operandi of tradition and conformance are entrenched into civilised life. Thoreau believes that the job with society is their dependance on conventional wont. Men are # 8220 ; machines # 8221 ; and # 8220 ; are so occupied with the factitious attentions and superfluously harsh labor of life that its finer fruits can non be plucked by them # 8221 ; ( 730 ) . Further into Walden, Thoreau comes to the realisation that, # 8220 ; the life of the civilised people [ is made ] an establishment, in which the life of the person is to a great extent absorbed, in order to continue and hone that of the race # 8221 ; ( 744 ) . It can be seen that Thoreau thinks that individuality has been lost in civilised adult male. He concludes that civilisation would be # 8220 ; Better if they had been born in the unfastened grazing land and suckled by a wolf, that they might hold seen with clearer eyes the field that they were called to labor in # 8221 ; ( 729 ) . This may be related to the ideas of Tao Te Ching, who said # 8220 ; Act without making ; work without attempt # 8221 ; . Tradition may be broken every bit good. In Walden, Thoreau # 8217 ; s penetration is that # 8220 ; It is neer excessively late to give up our biass # 8221 ; ( 731 ) . Social prejudices are shunned in Zen Religion. There are no separations ; you are one with everything. Thoreau repeats his point by stating that, # 8220 ; The finest qualities of our nature. . . can be preserved merely by the most delicate handling. Yet we do non handle ourselves nor one another therefore tenderly # 8221 ; ( 730 ) . Henry David Thoreau is the Maestro and I am the pupil. He genuinely believed in populating his life instead than blowing it. I believe that he attained Buddhahood by happening the nature of his ain true being. Using Walden as a vas for his awakened wisdom, Thoreau would wish everyone to see Kensho and place with their ain true nature, # 8220 ; Let every mind his ain concern, and endeavor to be what he was made # 8221 ; ( 821 ) . In Thoreau # 8217 ; s head, life was non constricted by regulations. He boldly states in Walden, # 8220 ; Here is life, an experiment # 8221 ; ( 732 ) . It about seems as if Thoreau had based his ain life on the instructions of Chinese philosopher Tao-te-Ching: In brooding, live near to the land. In thought, maintain to the simple. In struggle, be just and generous. In regulating, Don # 8217 ; t seek to command. In work, make what you enjoy. In household life, be wholly present. Yamada Roshi, great Zen maestro declared that # 8220 ; The intent of Zen is the flawlessness of character # 8221 ; . Keeping that in head, I believe that Walden has secured Henry David Thoreau # 8217 ; s topographic point as one of the greatest Zen philosophers. Schiller, David, trans. and erectile dysfunction. , The Little Zen Companion. New York: Workman, 1994. Schloegl, Irmgard, trans. and erectile dysfunction. , The Wisdom of the Zen Masters. New York: New Directions Books, 1976. Wood, Ernest, Zen Dictionary. Japan: Charles E. Tuttle Co. , 1973. ENDNOTES

Rawls essays

Rawls essays Rawls begins his thought experiment with something he calls the "Original Position." The Original Position is the equivalent to what other political philosopher's call the "state of nature." Like the idea of the state of nature, the Original Position is not something that actually exists in the world itself; rather, it is an idea that serves and functions as a starting point to help facilitate a discussion. To really get into the Original Position we first must cast away our prejudices and preconceived notions. Like in the state of nature, the idea of the Original Position asks us to think about a world without any government at all. Instead, we are to start from scratch and ask ourselves what would be the best way to achieve justice in society. The basic question posed by the Original Position is: How would we set up a governance in society that maximizes justice for everyone (and not just the majority)? In his own words, Rawls describes the Original Position as "the appropriate in itial status quo which insures that the fundamental agreements reached in it are fair."2 This ties into the idea of a social contract theory and Rawls theory of what is justice. For Rawls, in the original position, justices is fairness if it connects with the idea of rational choice. He sums up this idea by stating: one conception of justice is more reasonable than another, or justifiable with respect to it, if rational persons in the initial situation would choose its principles over those of the other for the role of justice. Conceptions of justice are to be ranked by their acceptability to people so circumstance. Understood in this way the question of justification is settled by working out a problem of deliberation... 3 I think the Original Position, even if it is just an idea to use as a thought experiment, provides a fertile proving ground for thinking about what is true justice and the formation of an ideal society that maximizes justice for everyone...

Team Building without Time Wasting Essay Example | Topics and Well Written Essays - 2000 words

Team Building without Time Wasting - Essay Example Arising from a variety of reasons, team members are not able to travel expeditiously to distant locations for organizational meetings or participate in distant projects. The reasons of hurdles generated in the process pertaining to inaccessibility to crucial and critical information sources, emotional and financial costs associated traveling to remote locations for business purposes, time lost during traveling or recovering from traveling. This is the reason why organizations working in partnerships are increasingly resorting to the development of virtual teams to work collectively across borders of nations without having to travel. In this way, much of the time and money lost due to traveling can be saved and work can be proceeded with at a fast pace because of online ease of communication. Organizational culture refers to the norms and regulations regarding information flow shared leadership and cross-border collaboration between organizations. Organizational norms and values which emphasize on collaboration, respect and encourage people working across cultures are seen to demonstrate successful teamwork and team building. Such organizations keep information sharing and criticisms constructive (Davidson, et al., 2002, p.102). The organizational culture sets the basic standards with regards to how it must operate and sets certain standards with regards to the ways in which team members can behave while working together. This can be particularly true for the technologically advanced, non-hierarchical and adaptive organizations which can be very effective in nurturing a team building and team working culture in the organization. The success of the virtual teams in organizations depends largely on the way organizations impede or fosters trust between itself and the partner organization. It is crucial to treat the partner organization as equal and eligible to have access to all its information.

Business Intelligence Application Design Case Study

Business Intelligence Application Design - Case Study Example The integrated business intelligence constructions from most design companies are not described as organic, but they emerge because of incorporating proprietary business intelligence technologies (Mantyla and Gerwitz, 2009). BI applications are a critical part of the organization’s definition giving vital information or data to various branches of the enterprise (Gale Research Company and Gale Research In., 1978). Information Technology departments should ensure that challenges facing the growth of business intelligence applications are identified and corrected. Information consumption in an organization increases with the development of new technologies. When the problems related to information flow are tackled in a professional and timely manner, the enterprise will realize business intelligence standardization (Prabhu, 2011). Figure 1: The integrated design created to define the new composition of enterprise BI, and aid organizations grow from past descriptions of poor business intelligence technologies and ineffective departmental business intelligence applications Since 1990s, business intelligence products and applications were represented formatively. During this era, enterprises realized that they had to include various BI competencies to meet the increasing user needs. Consequently, the range of business intelligence competencies can be combined into ‘Schemes of BI’ platforms (these contain five different sets) (Khosrowpour, 2005). The schemes of business intelligence platforms are: (1) data mining-advanced analysis; (2) OLAP and visual analysis; (3) enterprise reporting; (4) scorecards and dashboards; and (5) alerts and mobile Apps. Considering the changing market demand, a number of business intelligence developers create various products designed to cater for the requirements of the listed schemes of business intelligence (Mantyla and Gerwitz, 2009). Several companies have embraced various products of

Sociology (Culture & Immigration) Essay Example | Topics and Well Written Essays - 2500 words

Sociology (Culture & Immigration) - Essay Example Increasingly, the rights of groups such as immigrants (transnationals) came to the forefront of sociological discourse, and the "politics of identity" were at one time seen as constraining the solidarity of the welcoming states sense of citizenship and democracy. New ways of understanding the world were emerging (Mills & Wright, 1992; Robinson, 2001). However, a contrasting viewpoint approached globalization as a positive change in the concept of democracy, and a positive end to the nation-state. At the same time multiculturalists advocated that minority rights were of importance and integrationists lobbied for solidarity of values and national aspirations, regardless of a citizen being an immigrant or a person born into the state. The argument focused on the concept of national identities being outdated. This approach stated that states will become less able to influence and regulate its immigrants, and in turn the groups will cease to consider themselves, and to be viewed as disadvantaged minority groups. This paper will review the concepts of culture and immigration with regard to public boundaries and cultural adaption, using Anderson's (2006) thesis as a filter to reinterpret the immigration issue in the 21st century. Firstly, the effects of globalization on immigration and culture shall be presented. Secondly, social being in the forms of private and background cultures will be discussed. Next, the effect of immigrant culture on the socialization of children will be outlined. Finally a conclusion shall synthesize the main points and demonstrate that culture and immigration are undergoing change in the new millennium. Globalization Effects on Immigration and Culture Current discourse on immigration notes that closed societies and the concept of a homogenized culture within a nation will limit a state's ability to compete in global markets, or to draw capital from foreign investment. This is because a global marketplace constrains state governments in their implanting regulatory economic policies, advocating instead, negotiated trade agreements that take consideration of many nations. Following the Cold-War and the fragmentation of many Central and Eastern nations, there has been an increase in attempts to constrain traditional approaches to trade and politics, which promoted sovereignty, and a shift toward flexible boarders and more collaborative decision making among states. The rapid advances in technology have provided wider access to information, skills and competencies, as well as decreased the cost of travel, which in turn has aided immigration as an option for seeking work, stable family life, or just general well-being. Hence, the bound aries between "immigrant" and "native" have become blurred globally. In turn this breakdown of boundaries has promoted new ways of celebrating and practicing culture. A transational sphere of society is created that extends and limits opportunities for immigrants (Smith, 2003). This occurs through the establishment of "diasporic membership" new political participation for immigrants within their receiving nation and their home state. The

A Study Of Interest Group Lobbying Politics Essay

A Study Of Interest Group Lobbying Politics Essay The introduction of organized interests is nothing new in American politics. Political scientists, politicians, and scholars alike all agree that interest groups are natural phenomena in a democratic regime. Political interests have played a central role in American politics since James Madison first warned the framers of factionalism. Since then, the last five decades have seen an alarming rise of interest groups, changing fundamentally accounting the ongoing transformation of American politics and the pressures of campaign reform. Modern parties as well as established interest groups have demonstrated remarkable resilience and adaptability. The 20th century saw an increase in penetration of political and economic interests in the legislative, executive and judicial branches of government, leading to the growth of political activity that have opened doors while closing others. With these changes, interest groups have adjusted their strategy and tactics to adapt to the opportunities and constraints among the decision-making arenas. In line with these changes in American politics, it has revolutionized the representation and success of social movements. With the continuing need for more representation, politicians have come to recognize the impact groups can have when they mobilize support. Though they have impacted American politics in various ways, it is important to understand the methods they have used accounting the changing political environment. These strategies however, are not limited to one particular decision-making arena, but are the most commonly used. Interest groups are involved in American Politics in various ways. This especially is true within the judicial processes. When it comes to strategies used by interest groups, testifying before the Senate Judiciary Committee has become the most formal strategy pursued by interest group representatives. This process provides opportunity for interest groups to express their opinions directly to the people who have the power to accept or reject a nominee. While the former has been the most popular tactic for groups, it requires a high level of national prestige to acquire an invitation to this committee. In the case of Roberts and Alito nominations, the absence of interest group participation did not reflect their unwillingness to testify. Instead, their influence was mitigated by the committees refusal to allow interest group participation. While the former method has been one of the most effective ways to be represented, it requires prestigious interest groups which often require abund ant human and financial capital. Position taking on the other hand, is a low-cost alternative tactic used to support a judicial nominee. These actions serve to mobilize members and help generate contributions. Advertisements, on the other hand, have been the most common tool used in all decision-making arenas. As a result, interest groups have used television, radio, and billboards to support or oppose a judicial nominees. The growth in communication technologies has increased the number of strategic opportunities for interest groups. In fact, during the Bush administration, nearly all ads for or against Bush nominees were aired on cable new programs, which appealed to audiences who are more likely to be engaged in political affairs. Interests groups are also likely to also participate in mass mailings containing nominee information to fundraising support. More recently however, with the ongoing changes and development of technology, interest groups have begun using technology as a tool in electoral campaigns. Technological advancements have complemented traditional strategies. Websites, e-mails, and blogs, have become a cheap and effective approach over the last decade. When it comes to Interest group influence in elections such as the presidency, parties and candidates must have enough money to communicate and mobilize properly. Candidates seeking funds have found organized interests willing to contribute to those who share their political view. Interest groups involved in campaign contribution have seen the most constraints. Fortunately, federal campaign finance laws have been largely ineffective in limiting the role of special-interest money. Following the federal regulations after 1971, the Federal Elections Commission (FEC) has administered and enforced numerous federal campaign laws. By setting hard money contribution limits, it subsequently led to the rise of political action committees. Since hard money was defined as money contributed directly to a candidate of a political party (Loomis, 285), it was opportunity for interest groups to donate unregulated (soft) money to the political party as a whole. Subsequently, the Bipartisan Campaign Re form Act in 2002, prohibited unregulated contributions to national party committees. With the ongoing constraints by the FEC, PACs have become vey creative in allocating their resources. One strategy they have used is bundling, when PACs collect checks made out to a particular candidate and then send each candidate the checks all at once (Loomis, 191). Morgan Stanley, for example, bundled nearly $600,000 to the reelection campaign for Bush. In addition, PACs have also funneled money by giving contributions to other PACs or organizations that support their interests. 527 groups which refer to the groups that are not regulated by the FEC found various methods for advocating issues. As a right to free speech, groups were allowed to spent unlimited amount of independent money. They are able to do this by avoiding the use of specific words that include: vote for, elect, support, oppose. As special interest seek to influence government policy and members of Congress, two main strategies are commonly used; electoral and access. Most elected officials want to be reelected therefore they listen to people who can help or hinder that reelection. Interest groups take advantage of this situation by rallying voters to their cause and contributing money to reelection campaigns. Most interest groups cannot legally encourage their members to vote for or against a particular candidate, but they can achieve the same effect by informing their members of candidates stances on issues. For example, for years the Christian Coalition have issued voter pamphlets which describe the candidates positions on issues that are particularly important to group members, such as abortion. Other groups play the ratings game by publishing the positions of all members of Congress on key issues with the hope of swaying voters. Unfortunately, Electoral strategies are highly ambitious and risky which ca n often backfire in future elections. Access strategies however, are known as risk-averse strategies. These are techniques in which interest groups work to get access to directly influence an official. Unfortunately, given how busy members of Congress and other government officials often are, getting access pose major challenges. Sometimes a lobbyist can only get a few minutes of the officials time, so the lobbyist must be prepared to make a pitch very quickly. Some types of people have an easier time getting access than others. Some lobbying organizations use these types of people to help gain access. Actor Michael J. Fox, for example, has lobbied for increased funding for Parkinsons disease research. Both Angelina Jolie and Bono have also successfully lobbied Congress for their causes. When looking at social movements in the 21st century, one of the most successful has been the contemporary environmental movement. While interest groups have had more success in American decision-making institutions in the past, social movements have utilized similar tools to get their voices heard. Through coalitions with interest groups, private funding, technological advancements, the environmental movement has become a formidable force in American politics.

Abortion And The Mentally Handicapped :: essays research papers

Ms. Smith,   Ã‚  Ã‚  Ã‚  Ã‚  We of the Ethics Committee have reviewed your case for an extended period of time. We took into consideration, for our decision, the yearn of any female to experience childbearing, child birth, and the joy of raising young. Being a mother is a once-in-a-lifetime opportunity, and once you become a mother you are a mother for life. There is a tremendous amount of responsibility and work that goes along with having children. We understand your desire to continue the pregnancy, and to keep the child, but due to your legal status, mental health, and the baby's well being, the decision to terminate the pregnancy has been reached and voted for unanimously.   Ã‚  Ã‚  Ã‚  Ã‚  Your mother has proper legal custody, and as you know, wants the abortion to take place. We agree with her concern for your well-being. Child birth is an extremely stressful situation. The trauma of the pregnancy could intensify your paranoid schizophrenia, or cause some other mental disorder. Mrs. Smith has informed us that she herself is not capable of caring for the child. We feel that you will suffer further if you are forced to give up the child. Your psychiatrist has come to the conclusion that you are not capable of being a responsible parent, but you are, at times, capable of making rational moral decisions. However, because you are not able to make important, rational, moral decisions most of the time your mother can claim that you are not mentally capable of raising a child. Also. We took in to account that the father of this unborn child is unknown. There is no one to help you make this decision, but more importantly, there is not another parental figure to aid in the raising and caring for this child. From testimonies from your mother and your psychiatrist, it is our understanding that you can do neither on your own.   Ã‚  Ã‚  Ã‚  Ã‚  Ms. Smith, you have been diagnosed with paranoid schizophrenia. As you know, the treatment for paranoid schizophrenia is a variety of different drugs. This gives you a slightly higher chance of having fetal defects such as cystic fibrosis, pulmonary emphysema, abruptioplacentae, miscarriage, or placenta previa to name a few. We also feel that there is an increased chance that the child will develop a mental disorder. It is not fair for the child or its' care takers to suffer from deformities that were caused from drug reactions. You must understand our position in caring for the physical health and safety of this child.   Ã‚  Ã‚  Ã‚  Ã‚  You will not be able to provide for the child, because you have no annual income. Abortion And The Mentally Handicapped :: essays research papers Ms. Smith,   Ã‚  Ã‚  Ã‚  Ã‚  We of the Ethics Committee have reviewed your case for an extended period of time. We took into consideration, for our decision, the yearn of any female to experience childbearing, child birth, and the joy of raising young. Being a mother is a once-in-a-lifetime opportunity, and once you become a mother you are a mother for life. There is a tremendous amount of responsibility and work that goes along with having children. We understand your desire to continue the pregnancy, and to keep the child, but due to your legal status, mental health, and the baby's well being, the decision to terminate the pregnancy has been reached and voted for unanimously.   Ã‚  Ã‚  Ã‚  Ã‚  Your mother has proper legal custody, and as you know, wants the abortion to take place. We agree with her concern for your well-being. Child birth is an extremely stressful situation. The trauma of the pregnancy could intensify your paranoid schizophrenia, or cause some other mental disorder. Mrs. Smith has informed us that she herself is not capable of caring for the child. We feel that you will suffer further if you are forced to give up the child. Your psychiatrist has come to the conclusion that you are not capable of being a responsible parent, but you are, at times, capable of making rational moral decisions. However, because you are not able to make important, rational, moral decisions most of the time your mother can claim that you are not mentally capable of raising a child. Also. We took in to account that the father of this unborn child is unknown. There is no one to help you make this decision, but more importantly, there is not another parental figure to aid in the raising and caring for this child. From testimonies from your mother and your psychiatrist, it is our understanding that you can do neither on your own.   Ã‚  Ã‚  Ã‚  Ã‚  Ms. Smith, you have been diagnosed with paranoid schizophrenia. As you know, the treatment for paranoid schizophrenia is a variety of different drugs. This gives you a slightly higher chance of having fetal defects such as cystic fibrosis, pulmonary emphysema, abruptioplacentae, miscarriage, or placenta previa to name a few. We also feel that there is an increased chance that the child will develop a mental disorder. It is not fair for the child or its' care takers to suffer from deformities that were caused from drug reactions. You must understand our position in caring for the physical health and safety of this child.   Ã‚  Ã‚  Ã‚  Ã‚  You will not be able to provide for the child, because you have no annual income.

Employment at Will Essay

There are several concerns and issues that had been analyzed by the new COO of the organization. Many aspects need to be carefully considered before making sound decisions of any corrective action or termination in effort to avoid legal actions. According to Connell and Castro, issues need to be carefully investigated by exploring relevant witness such as co-workers (Castro & Connell, 2009, p.31). This will ensure that situations with misunderstandings are not the issue. However, the conclusion made by the COO should be practical and within reason, not made on impulse or suddenly, and in line with the Employment-at-will doctrine. Although, employees can be dismissed at any time for whatever reason if there aren’t any statutes that would prohibit the act, careful review of the concerns listed below is needed for the betterment of the company and its strategic plans. John posted a rant on his Facebook page in which he criticized the company’s most important customer. Jim sent an email to other salespeople protesting a change in commission schedules and bonuses and suggesting everyone boycott the next sales meeting. Ellen started a blog to protest the CEO’s bonus, noting that no one below director has gotten a raise in two (2) years and portraying her bosses as â€Å"know-nothings† and â€Å"out-of-touch† Bill has been using his company-issued BlackBerry to run his own business on the side. The secretaries in the accounting department decided to dress in black-and-white stripes to protest a memo announcing that the company has installed keylogger software on all company computers. After being disciplined for criticizing a customer in an email (sent from his personal email account on a company computer), Joe threatens to sue the company for invasion of privacy. One of the department supervisors requests your approval to fire his secretary for insubordination. Since the secretary has always received glowing reviews, you call her into your office and determine that she has refused to prepare false expense reports for her boss. Anna’s boss refused to sign her leave request for jury duty and now wants to fire her for being absent without permission. Summarization of Employment-At- Will Doctrine In any kind of employment relationship, employment is a moment to moment employment contract between the employer and the employee. Therefore, the employment- at – will doctrine allows the employer to do whatsoever it feels to the respect of the employee. Putting it differently, the doctrine permits an employer to terminate a worker for any reason good, bad, or without reason as long as the termination is within the legal parameters (Urhuogo, 2010, p.29). In other words, if nothing else applies to the situation at hand such as a specific law of court case that would support the termination (Anti- Discrimination Law), then the employment – at – will doctrine will succeed. However, exceptions at the federal, state, and city level such as specific statutes or laws and common laws (contract and public policy) allowed for modifications to be implemented to the employment-at-will-doctrine in effort to prevent an employer in terminating a worker under the more precise exemption. At the federal level Title VII (Civil Rights Act), which includes race, sex, national origin, and religion are protected. In addition, workers are protected under the Age Discrimination and Employment Act, Americans with Disability Act, and National Labor Relations Act, which protects workers that participate in a union. Most state laws are paralleled to those laws implemented at the federal level. However, some states have expanded their laws to further modify the employment-at-will doctrine for example; some states have included sexual preference as being protected, which is not covered under the federal law. Common law exception, which is applied to all levels is based on precedence and therefore, does not need   o apply. An example would include a judge handing down a verdict in his or her jurisdiction creating an exception to the employment-at-will-doctrine. The decision made by the judge would therefore become a binding on employers, which is independent or separate of the laws or statutes that was created by the legislative body. In conclusion of the employment-at-will doctrine, if the workers termination does not fall within the statutory or common law exception, the employment-at-will doctrine will default. Recommendation and Implementation Firstly, many of the concerns and issues referenced above could have possible been eliminated if a whistleblowing policy had been implemented. Realizing and executing this policy within the workplace, allows for whistleblowers to exhibit a role of importance that could eliminate unethical or illegal behaviors within the workplace before any issues become too difficult to handle. When organizations continue to have employees that display a characteristic of being unethical, they position the organization to be at risk in a negative manner legally, financially, and publically. The fact of the matter is that wrong doing occurs in many organizations, but workers at ALL levels should feel comfortable and confident that their work environment is not one of being hostile. Therefore, including a whistleblowing policy should be safe for the worker in knowing that if or when a matter is reported internally; any corrective action can be quickly executed thereby, causing workers to become more ethical. In addition, ongoing ethics training for workers at ALL levels in effort to enhance a moral environment or climate should be applied so that: Objectives and strategic plans are met and the best way to ensure that they are met Leaders are â€Å"walking the walk and talking the talk† (setting examples for all) Workers will feel as though their communication and responsibility is of value to their place of work. Finally, the assurance of the policy should be an image of the company and therefore, being upheld than just words on a piece of paper. The whistleblower should feel confident and safe that when an investigation is done, it will be conducted in an objective manner and investigated by one that has absolutely no influence on the outcome. This too will give a feeling that confidentiality is of value within the organization to the whistleblower. After careful review of the employee issues and concerns, the following recommendation has been made: Firstly, the real boss in my opinion is the customers and especially the high profitable ones because they are the major source of buying. And if your high profitable consumers decide to take business to your competitors then you basically have fired yourself. Although, John decided to criticize the most important customer, it is best to terminate his position due to the fact that at that moment a competitive disadvantage had been created. Jim and Ellen have some real legitimate grievances that need to be address by the company in effort to determine if other employees have the same concern and if so, developing ways to correct the issue. However, both Jim and Ellen have real concerns in reference to pay and therefore, it should be addressed. I believe that they both need to be coached and maybe even disciplined on the way of handling their concern but, I feel that they are both protected under the retaliation law and public policy. In Bills cases, grounds for termination can be expected assuming he did not get permission first. The use of the company’s cellular in effort to start his business is considered theft. Misusing the company’s resource for personal business causes the business to lose time and money. I’m afraid it is perfectly legal for an employer to monitor company computer usage while you are at work, you do not have the right without permission to do your private work on your company’s computer. Therefore, the accounting department need to be coached on the expectations of the company but also understand that they are not obligated to continue their employment with the organization if they feel disapprove of the key loggers. I believe that Joe has the right to sue the company due to the fact that it was his personal email that had been reviewed. I believe that if Joe’s criticism had been done on the business email then corrective action must stand. In order for the business to prevent personal email usages, it should be clearly outlined in the employee handbook as well as explaining the extent of computers being monitored. Employers should make sure that workers clearly understand the policy. The information provided by the secretary should be investigated thoroughly. If her claim is true, then she would be protected by the violation of public policy. The secretary cannot be terminated due to the fact that she declined to prepared false expense reports for her boss. However, the boss should and need to be investigated and terminated for his actions to eliminate a hostile work environment. Anna exercised her legal right under public policy law reporting to jury duty. However, Anna’s boss may ask for proof of jury duty and unless the employee handbook state otherwise, the employer does not have to compensate Anna. Termination in this case would be illegal. In Conclusion, understanding the employment-at-will doctrine and carefully executing the parameters of the doctrine can still leave the employer with sense of being uneasy and becoming apprehensive that an employee will attempt to sue. According to Wood and Karau, it is imprtant to respect employees during the process of which the termination is taking place because it will show the employee that their work was appreciated while they were working for the company (Wood & Karau, 2008, p. 521). This can help or assist in preventing legal actions when respect is given. According to Urhuogo, Giving employee’s reasons for termination may result in employees to be understanding of the situation (Urhuogo, 2010, p.33). However, in the end, every employers and workers must display a demeanor that is ethical and suitable for the company and themselves.

Employee retention Essay

1. INTRODUCTION In these changing times both the employee & employer are under tremendous pressure to perform. There is fierce competition not only in the industry but also across categories. This new liberalized cutting edge technology driven environment has made employee retention mind-boggling. The fast pacing change across the globe has made the new employee & employer relationship irreversible. However all corporations not only in IT sector but also traditional manufacturing sector are attempting to stem attrition. This paper attempts to unravel this paradox & study the various facts that surround this burning issue. There are many tactics and strategies used to retain employees in organizations. The basic purpose of these strategies is to increase employee’s satisfaction, boost employee morale, and achieve retention. Sometimes, retention strategies are not used properly and wrong retention strategies are used. As a result of this, these strategies fail to achieve the desired results. There are costs associated with employee turnover. The impact of employee turnover on organizations is that it often engenders far-reaching consequences and may jeopardize efforts to attain organizational objectives (Hill and Jones, 2001). In addition, Hill and Jones (2001) indicated that when an organization loses a critical employee, there is a negative impact on innovation, consistency in providing service may be jeopardized, and major delays in the delivery of services to customers may occur. A decline in the standard of service could also adversely affect the satisfaction of internal and external customers and consequently, the profitability of the organization. It is for these reasons that the paper sought to assess retention strategies in organizations and how they affect workers‟ performance. Let us see what â€Å"Employee Retention† used to mean This entails understanding just a little history. The term â€Å"employee retention† first began to appear with regularity on the business scene in the 1970s and early ’80s. Until then, during the early and mid-1900s, the essence of the relationship between employer and employee had been (by and large) a statement of the status quo: You come work for me, do a good job, and, so long as economic conditions allow, I will continue to employ you. It  was not unusual for people who entered the job market as late as the 1950s and ’60s to remain with one employer for a very long time—sometimes for the duration of their working life. If they changed jobs, it was usually a major career and life decision, and someone who made many and frequent job changes was seen as somewhat out of the ordinary. What is Employee Retention? Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time. Every organization invests time and money to groom a new joinee, make him a corporate ready material and bring him at par with the existing employees. The organization is completely at loss when the employees leave their job once they are fully trained. Employee retention takes into account the various measures taken so that an individual stays in an organization for the maximum period of time. The human resource of an organization consists of management and employees. Human resources are key assets to organizations. Employees have to be motivated to stay in an organization. When employee retention strategies function properly, they increase the commitment of employees towards organizational goals. Thus, if the commitment of employees is won by management through employee retention strategies, it increases job satisfaction, motivates employees to work hard as well as encourages workers to stay in their organization. Hence, employees will be satisfied with their job and be motivated to work hard, thereby leading to improved employee performance. Improvement in employee performance leads to achievement of organizational goals. 1.1. LITERATURE REVIEW Williams and Dreher (1992), wages is the key factor influence in the employee attraction and retention, and play important role in the recruitment process. Highhouse et al, (1999) recommend that only pay is not sufficient to retain the employees. He argues that low pay package will drive workers out the organization but it is not necessary that high pay package bring and keep the workers in the organization. Ultimately, the workers stay in the  organization due to others factors i.e. work environment, co-workers behaviour and supervisor support etc. which compel the employee to retain in the organization. According to Osteraker (1999), the employee satisfaction and retention are considered the Cornerstone for success of organization. Past study divided it into social, mental or physical Dimension. The grouping is based on social contacts at works, characteristics of the work task or the physical and material circumstances associated with work. The retention factors of the mental dimension are work characteristics, employees are retaining by flexible tasks where they can use their knowledge and see the results of their efforts. The social dimension refers to the contact employees have with other people, both internal and external. The physical dimension consists of working conditions and pay. order to retain employees the organization need to gain information about the dynamics that characterized the motivation to work. According to Smith (2001) money bring the workers in the organization but not necessary to keep them. According to Ashby and Pell money satisfies the employee but it is not sufficient to retain the employee means it is insufficient factor. Money is not considered as primary retention factor (Brannick, 1999). Many organization implement very good employees retention strategy without offering high compensation or pay based retention strategy (Pfeffer, 1998). In such circumstances a wide number of factors are seems for successful retention of employees. The existence of other retention factors cannot be ignored. Kehr (2004), explains that the implicit retention factors in spontaneous, expressive and pleasurable behaviour and can be divided into three variables; power, achievement and affiliation. Power refers to dominance and social control. Achievement is when personal standards of excellence are to be met or exceeded and affiliation refers to social relationships which are established and intensified. Implicit and explicit retention factors relate to different aspects of the person, but both are important determinants of behaviour Thompson and Prottas (2005) examined the relationship between employee turnover intention and organization support such as supervisor support, flex time work family culture and co-worker support etc, and they conclude that organization support reduced the employee turnover intention. Pasewark and Viator (2006) places flexible work arrangement as an very important part of work family support that plays pivotal rule in the retention of employees. Ihsan and Naeem (2009), indicated that Pharmaceutical sales force rated pay and fringe benefits as the most important retention factor which is supported by the findings of past studies In addition, it indicate that pay and fringe benefits is highly valued by the sales force of all demographic Backgrounds. It’s possible explanation could be that pays and fringe benefits enable salespersons to fulfil their physiological as well as esteem needs. Thus, critical review of the current incentive schemes is required to make them more effective to cater to needs of the sales in both multinational and local pharmaceutical companies to retain their talent workers. Yanadoria and Katob (2010) investigated the family support effects at workplace and concluded the statistical importance of relationship between work family support and employee retention, the recent research recognize that existence of family support within the organization reduce the turnover intention and help the retention of talented employees in the organization. According to BC Jobs, in a survey commissioned by their company, only two percent of executives said employees leave because of lifestyle changes, such as relocation. When top performers start jumping ship, it’s most often for professional, not personal, reasons. In another survey commissioned by the same company, executives said that good employees leave primarily because of limited opportunities for advancement (39 percent), unhappiness with management (23 percent) and lack of recognition (17 percent) (BJ JOBS, 2012). Employee retention techniques go a long way in motivating the employees for them to enjoy their work and avoid changing jobs frequently. Why do Employees Leave? Research says that most of the employees leave an organization out of frustration and constant friction with their superiors or other team members. In some cases low salary, lack of growth prospects and motivation compel an employee to look for a change. The management must try its level best to retain those employees who are really important for the system and are known to be effective contributors. It is the responsibility of the line managers as well as the management to ensure that the employees are satisfied with their roles and responsibilities and the job is offering them a new challenge and learning every day. Let us understand the concept of employee retention with the help of an example: Manisha was a talented employee who delivered her best and completed all her work within the desired time frame. Her work lacked errors and was always found to be innovative and thought provoking. She never interfered in anybody else’s work and stayed away from unnecessary gossips and rumours. She avoided loitering around at the workplace, was serious about her work and no doubts her performance was always appreciable. Kumar, her immediate boss never really liked Manisha and considered her as his biggest threat at the workplace. He left no stone unturned to insult and demotivate Manisha. Soon, Manisha got fed up with Kumar and decided to move on. Situation 1 – The HR did not make any efforts to retain Manisha and accepted her resignation. Situation 2 – The HR immediately intervened and discussed the several issues which prompted Manisha to think for a change. They tried their level best to convince Manisha and even appointed a new boss to make the things better for her. Situation 1 would most likely leave the organization in the lurch. It is not easy to find an employee who gels well with the system and understands the work. Hiring an employee, training him and making him fit to work in an organization incur huge costs and thus sincere efforts must be made to retain the employee. Every problem has a  solution and the management must probe into the exact reasons of an employee’s displeasure. Employees sticking to an organization for a longer time tend to know the organization better and develop a feeling of attachment towards it. The employees who stay for a longer duration are familiar with the company policies, guidelines as well as rules and regulations and thus can contribute more effectively than individuals who come and go. 10 important factors that can impact employee retention in the organization Shorten the feedback loop- Do not wait for an annual performance review or evaluation to come due to give feedback on how an employee is performing. Most team members enjoy frequent feedback about how they are performing. Shortening the feedback loop will help to keep performance levels high and will reinforce positive behavior. Feedback does not necessarily need to be scheduled or highly structured; simply stopping by a team member’s desk and letting them know they are doing a good job on a current project can do wonders for employee morale and help to increase retention. Offer a competitive compensation package- Any team member wants to feel that he or she is being paid appropriately and fairly for the work he or she does. Be sure to research what other companies and organizations are offering in terms of salary and benefits. It is also important to research what the regional and national compensation averages are for that particular position. You can be sure that if your co mpensation package is not competitive, team members will find this out and look for employers who are willing to offer more competitive compensation packages. Balance work and personal life- family is incredibly important to team members. When work begins to put a significant strain on one’s family no amount of money will keep an employee around. Stress the importance of balancing work and one’s personal life. Small gestures such as allowing a team member to take an extended lunch once a week to watch his son’s baseball game will likely be repaid with loyalty and extended employment with an organization. Beware of burnout- staff adequately to reduce the amount of unwanted overtime a team member must work. Some employees enjoy the extra money that accompanies overtime hours, while others would rather spend their time with their  families or doing other activities they enjoy. Burnout can be a leading cause of turnover. Recognize the warning signs and give employees a break when they need it. Provide opportunities for professional development and growth – offer opportunities for team members to acquire new skills and knowledge useful to the organization. If an employee appears to be bored or burned out in a current position offer to train this individual in another facet of the organization where he or she would be a good fit. Nobody wants to feel stuck in their position will no possibility for advancement or new opportunities. The ability to provide input and be taken seriously – everybody has opinions and ideas, some are better than others. However every team member wants to feel that their input is welcome and will be taken seriously without ridicule or condescension. Some of the greatest ideas can come from the most unlikely of places and people. Creating a culture where input is welcome from all level of the organizational chart will help your organization grow and encourage long term employee retention. Management must take the time to get to know team members- it’s not a big surprise that one of the greatest complaints that employees express in exit interviews is a feeling that management didn’t know they existed. Nobody wants to feel like just another spoke in a big wheel. Managers are very busy – everybody is busy, but it is crucial that managers and supervisors take the time get to know the team members who work under them. Learn and remember a team member’s name , what skills and talents they bring to the table, and what their business interests are. The time spent by management getting to know team members is well invested and can eliminate the headaches caused by having to continually hire and re-train new employees. Provide the tools and training an employee needs to succeed- nothing can be more frustrating to an employee than a lack of training or the proper tools to successfully complete his or her duties. You wouldn’t try to build a house without a hammer, so why should an office job be any different? Providing a team member with the tools and training she needs to be successful shows a commitment and investment in that employee and will encourage the team member to stay with the organization. Make use of a team member’s talents, skills, and abilities- all team members have knowledge, skills, and abilities that  aren’t directly related to their job description, but are still useful to an organization. Utilizing a team member’s talents in areas other than their current position will indicate to an employee that management appreciates and recognizes all that an employee has to offer to the organization. This can also provide work variety and helps to break up the everyday grind of work. Never threaten a team member’s job or income – While threatening an employee with termination or demotion might seem like a surefire way to get the results needed from him or her, doing so will likely cause the employee to leave the organization. Put yourself in the employee’s shoes, what is the first thing you would do if your job was threatened? Odds are you would probably update your resume and start checking for open job postings expecting the worst. If a team member’s performance is not what you had hoped it would be, work with that team member on ways to improve his performance, saving termination only as a last resort. The Advantages of Employee Retention Acquiring Talent When organizations retain their employees, they avoid hiring costs. These are often hidden costs. The cost to post on job boards can be annual or a one-time expense. Agencies charge a percentage of an employee’s annual wages. Larger companies may have staffing departments whose sole responsibility is screening and interviewing talent. Other companies may assign this task to department heads or other individuals in the organization. The time an individual spends screening and reviewing resumes takes him away from his main job responsibilities. The hiring process is risky. Background checks, personality testing and aptitude testing can predict a candidate’s capability, but there is still a risk. Training and Development Retaining workers reduces training costs. Recruits need to be trained in business practices specific to the employer’s software, culture and office practices. Training requires one or more current employees to take time away  from their job responsibilities to educate the new employee on the organization’s way of doing business. Two or more people are on the company payroll producing the results of one person. In the first 90 days, a new hire costs the company money. When companies retain employees, training dollars can be used to further develop the work force. Long-term associates have the experience to review what has worked before and apply that knowledge to future situations. Skilled Labour Force Employment retention develops a strong staff. Working individually or in teams these individuals share knowledge and expertise. The future managers of an organization come from this work pool. These employees are the historians of an organization’s successes and challenges, and provide mentoring to new hires They are committed to the continued growth of the origination and its work force. These individuals have finessed the inner workings of an organization. As they continue to develop their skills, the organization benefits. Impact on Customer Service Employee retention has a positive impact on customer service. Turnover brings disruption in customer service, loss of business and possible negative business impacts. An organization’s customer base expects consistent and reliable service. There is a learning curve with new hires and thus the potential for error or poor communication with a client. This can impact business relationships. Long-term employees develop relationships with customers. They know the clients’ preferences and can anticipate future needs. This knowledge develops over time. 1.2. COMPANY PROFILE Dr. Reddy’s Laboratories Ltd, is a pharmaceutical company based in Hyderabad, Andhra Pradesh, India. The company was founded by Anji Reddy, who had previously worked in the publicly owned Indian Drugs and Pharmaceuticals Limited, of Hyderabad, India. Dr. Reddy’s originally launched in 1984 producing active pharmaceutical ingredients. In 1986, Reddy’s started operations on branded formulations. Within a year Reddy’s had launched Norilet, the company’s first recognized brand in India. Soon, Dr. Reddy’s obtained another success with Omez, its branded omeprazole – ulcer and reflux oesophagi is medication – launched at half the price of other brands on the Indian market at that time. Within a year, Reddy’s became the first Indian company to export the active ingredients for pharmaceuticals to Europe. In 1987, Reddy’s started to transform itself from a supplier of pharmaceutical ingredients to other manufacturers into a manufacturer of pharmaceutical products. Dr. Reddy’s manufactures and markets a wide range of pharmaceuticals in India and overseas. The company has over 190 medications, 60 active pharmaceutical ingredients (APIs) for drug manufacture, diagnostic kits, critical care, and biotechnology products. Dr. Reddy’s began as a supplier to Indian drug manufacturers, but it soon started exporting to other less-regulated markets that had the advantage of not having to spend time and money on a manufacturing plant that would gain approval from a drug licensing body such as the U.S. Food and Drug Administration (FDA). By the early 1990s, the expanded scale and profitability from these unregulated markets enabled the company to begin focusing on getting approval from drug regulators for their formulations and bulk drug manufacturing plants in more-developed economies. This allowed their movement into regulated markets such as the US and Europe. By 2007, Dr. Reddy’s had six FDA plants producing active pharmaceutical ingredients in India and seven FDA-inspected and ISO 9001 (quality) and ISO 14001 (environmental management) certified plants making patient-ready medications – five of them in India and two in the UK. In 2010, the family-controlled Dr Reddy’s denied that it was in talks to sell its generics business in India to US pharmaceutical giant Pfizer, which had been suing the company for alleged patent infringement after Dr Reddy’s announced that it intended to produce a generic version of Atorvastatin, marketed by Pfizer as Lipitor, an anti-cholesterol medication. Reddy’s was already linked to UK pharmaceuticals multinational Glaxo Smithkline. VISION: To become a discovery ruled global pharmaceutical company with a core purpose of helping people lead healthier lives MISSION: To be first Indian pharmaceutical company that successfully takes its products from discovery to commercial launch globally VALUES: In pursuit of purpose of providing affordable and innovative medicines for healthier lives, Dr. Reddy’s will create an environment of innovation and learning while continually reaching for higher levels of excellence. Integrity and Transparency: Dr. Reddy’s will uphold the highest standards of integrity and transparency in all their interactions. Safety: Dr. Reddy’s are committed to providing safe working environments through continuous improvement of their infrastructure, work practices and behaviors. Quality: Dr. Reddy’s are dedicated to designing quality into their products and processes to delight their stakeholders. Productivity: Dr. Reddy’s strive to achieve more with less through a culture of innovation, continuous improvement and a sustained focus on elimination of waste. Respect for the Individual: Dr. Reddy’s are committed to creating a work environment that encourages diverse perspectives and upholds the dignity of work and of individuals. Collaboration and Teamwork: Dr. Reddy’s will leverage expertise and resources from across their global network to create greater value for their stakeholders. Sustainability: Dr. Reddy’s will create value for all their stakeholders in a manner that respects their natural environment and serves the best interests of the communities in which they live and work. BOARD OF DIRECTORS: Dr. Reddy’s board of directors are experts in the diverse fields of medicine, chemistry and medical research, human resource development, business strategy, finance, and economics. They review all significant business decisions and committees appointed by the board focus on specific areas. WHOLE-TIME DIRECTORS: G.V. Prasad – Chairman and chief executive officer Satish Reddy – vice chairman and managing director INDEPENDENT AND NON-WHOLE TIME DIRECTORS: 1. Dr. Omkar Goswami 2. Mr. Ravi Bhoothalingam 3. Mr. Anupam Puri 4. Dr. J. P.Moreau 5. Ms. Kalpana Morparia 6. Dr. Bruce LA Carter 7. Dr. Ashok Ganguly 8. Mr. Sridhar Iyengar BOARD COMMITTEES: There are seven board- level committees at Dr. Reddy’s, namely 1. Audit Committee 2. Nomination, Governance & Compensation Committee 3. Risk Management Committee 4. Science, Technology and Operations Committee 5. Shareholders’ Grievance Committee 6. Investment Committee 7. Management Committee The Management Council is the top tier of Dr. Reddy’s company’s management structure. The management of Dr. Reddy’s has developed and implemented policies, procedures and practices that attempt to translate our company’s vision, mission and purpose into reality. The management also identifies, measures, monitors and controls the risks factors in the business and ensures safe, sound and efficient operation. The Management Council meets every quarter under the chairmanship of the CEO. Global employee strength of DR. REDDY’S Fig 1.2.1 Employee turnover Turnover Rate 2008-09 2009-10 2010-11 2011-12 Overall India 16.20% 16.30% 14.30% 12.70% 18.20% 18.00% 0.70% 20.80% Fig 1.2.2 1.3. EMPLOYEE RETENTION AT DR. REDDY’S: Dr. Reddy’s has dozens of individual and team-based awards that recognizes teamwork, innovation, institution-building, and social Dr. Reddy’s uses extensive structured coaching to encourage continual dialogue between managers and employees to enhance employee engagement. As well, the company has a formal system in which senior managers mentor employees and job mentors serve as mentors in plants. Respect for the Individual: They are committed to creating a work environment that encourages diverse perspectives and upholds the dignity of work and of individuals.They have begun to have more presence at campuses, they have announced higher rewards for team members on successful referrals of women or differently able professionals to the organisation and they continue to encourage employees to shift within the organisation to different domains and functions through internal job posting opportunities. One of the key attempts of the leadership at Dr. Reddy’s is to enable each one of their talented employees to see the cathedral they are helping to raise, and give  them a hand if they run into rough spots. Building this environment to inspire are several elements drawn from global HR experiences and the best of management intuition. Exit interviews: Exit interviews are conducted with departing employees just before they leave. From the employer’s perspective, the primary aim of the exit interview is to know the reasons for the person’s departure, on the basis that criticism is a helpful driver for organizational improvement. Good exit interviews should also yield useful information about the employer organization, to assess and improve all aspects of the working environment, culture, processes and systems, management and development, etc. 2. OBJECTIVES To find out the Factors that make employees retain in the organization for a long period of time. To know the reasons why employees move out of the organization How is Dr. Reddy’s putting efforts in understanding employees? What are the steps taken by the company to retain their employees? What are the important elements that an employee looks in an organization to work? 3. SCOPE The scope of this project was to focus on employee retention in DR. Reddy’s Laboratories CTO1 Bollaram, Hyderabad , India (pharmaceutical company). The scope is limited to R0 and R1 employees in the organization. The approx. number is 100. The sample size is 40 employees out of 100 R0 and R1 employees. LIMITATIONS No proper inputs were provided by Dr. Reddy’s laboratories CTO1 management. Dr. Reddy’s has instead to limit the questions in a questionnaire to 10. Duration for of the project was just two months. 4. Research Methodology 4.1. Research Design In this study where we translate a research problem into questionnaires, and then use the questionnaires to create data and also indicated that survey is a process of asking many people the same questions and examining their answers. Hence, respondents were asked the same questions. The aim of a survey is to obtain information which can be analyzed and comparisons made 4.2. Sample Selection The target population for the study was all employees working in DR. Reddy’s. The list of all the workers in the organizations served as the sampling frame. Out of the sampling frame, the sampling units were identified. The individual persons in the organizations such as R0 and R1 categories of employees were used as sampling units for the study. The study population was junior and senior staffs DR. Reddy’s. The total number of employees in these categories is approximately 100. Out of the 100, 40 respondents were selected to specifically provide information that would be relevant to the study. The sample size was obtained by calculating 40% on the total population. 4.3. Data Collection Methods for Collecting Primary Data Questionnaires were the tools used for collecting the primary data for the study. The questionnaires contained closed-ended questions. The questions focused on employee’s work satisfaction in the organization. Questionnaires and face-to-face interviews were effective methods used in collecting the primary data. Questionnaires were useful for the research since I could reach many respondents within a short time. Moreover, the face-to-face interview also enabled me to observe the surroundings and nonverbal communication of respondents. The language that was used for the face-to-face interview was English, Hindi and Telugu. 5. ANALYSIS AND INTERPRETATION: 1. How long have you been employed at Dr. Reddy’s? Graph 5.1 Interpretation: As per the respondents 0% of employees mentioned that they have been employed at Dr. Reddy’s for less than 1 year, 15% of employees mentioned that they have been employed at Dr. Reddy’s from 1-3 years, 30% of employees mentioned that they have been employed at Dr. Reddy’s from 3-5 years, 35% of employees mentioned that they have been employed at Dr. Reddy’s from 5-10 years and 20% of employees mentioned that they have been employed at Dr. Reddy’s for more than 10 years. 2. What factors have influenced you to remain with Dr. Reddy’s? SCORE 3 as most preferred, 2 as second preferred and 1 s last preferred) Graph 5.2 Interpretation: As we can see in the above graph, leadership (brand) has got majority score, which is actually retaining the employees in the organization. Benefit packages, working conditions and shift works are also motivate employees in a large scale to retain in DR. Reddy’s. Pay has got the lowest score as per the respondents i.e. 8.75% 3. How satisfied are you with your career development within Dr. Reddy’s? Graph 5.3 Interpretation: As per the respondents 0% of employees mentioned that they are dissatisfied with the career development at Dr. Reddy’s, 17.5% of employees mentioned that they are somewhat dissatisfied with the career development at Dr. Reddy’s, 27.5% of employees mentioned that they are neutral with the career development at Dr. Reddy’s, 70% of employees mentioned that they are satisfied with the career development at Dr. Reddy’s, 10% of employees  mentioned that they are very satisfied with the career development at Dr. Reddy’s Regarding the promotions and hikes within the organization, majority of the employees seem to be satisfied. This is a good sign, but still Dr Reddy’s laboratories ltd management need to work on this issue as this plays a vital role in retaing employees in the organization for a longer period of time 4. What is your level of satisfaction with the attitude of teamwork within Dr. Reddy’s? Graph 5.4 Interpretation: As per the respondents 32.5% of employees mentioned that they are neutral towards the level of satisfaction with the attitude of teamwork at Dr. Reddy’s, 67.5% of employees mentioned that they are satisfied with the level of satisfaction with the attitude of teamwork at Dr. Reddy’s and none of the employees choose the rest of the options i.e; dissatisfied, somewhat dissatisfied and very satisfied. Most of the employees seem to be satisfied with their colleagues which will in turn reduces the internal conflicts between the employees. 5. I feel that my contribution is respected and appreciated by the department. Graph 5.5 Interpretation: As per the respondents 0% of employees mentioned that they strongly disagree that their contribution is respected and appreciated by the department, 0.05% of employees mentioned that they disagree that their contribution is respected and appreciated by the department, 42.5% of employees mentioned that they are neutral that their contribution is respected and appreciated by the department, 47.5% of employees mentioned that they agree that their  contribution is respected and appreciated by the department and 0.05% of employees mentioned that they strongly agree that their contribution is respected and appreciated by the department. Approximately 50% here agree that their work is appreciated by the department which is a good sign. But Dr Reddy’s laboratories ltd needs to work more in this area to increase these figures in a positive way. 6. I have a comprehensible course for career advancement inside Dr. Reddy’s. Graph 5.6 Interpretation: As per the respondents 0% of employees strongly disagree that they have a comprehensible course for career advancement inside Dr. Reddy’s, 20% of employees disagree that they have a comprehensible course for career advancement inside Dr. Reddy’s, 57.5% of employees are neutral that they have a comprehensible course for career advancement inside Dr. Reddy’s, 22.5% of employees agree that they have a comprehensible course for career advancement inside Dr. Reddy’s and 0% of employees strongly agree that they have a comprehensible course for career advancement inside Dr. Reddy’s Coming to career development within the organization employees are not much satisfied and they are on a diplomatic side by answering neutral. 7. The workload placed on personnel is fair and realistic. Graph 5.7 Interpretation: As per the respondents 0% of employees strongly disagree that the workload placed on personnel is fair and realistic, 7.5% of employees disagree that the workload placed on personnel is fair and realistic, 17.5% of employees are neutral that the workload placed on personnel is fair and realistic, 52.5% of employees agree that the workload placed on personnel is fair and  realistic and 22.5% of employees strongly agree that the workload placed on personnel is fair and realistic. These figures tell us that Dr Reddy’s laboratories ltd is a friendly environment to work with, where there is no work pressure. 8. Have you ever considered leaving Dr. Reddy’s? Graph 5.8 Interpretation: As per the respondents 32.5% of employees mentioned that they considered leaving Dr. Reddy’s and 67.5% of employees mentioned that they never considered leaving Dr. Reddy’s. It’s a good sign were approximately 70% of the employees are not considering to leave Dr Reddy’s laboratories ltd. 9. If your answer was yes to the previous question; what would be the reasons? Previous question (Have you ever considered leaving Dr. Reddy’s?) Graph 5.9 Interpretation: We can notice as majority of the employees i.e. 48.75% of employees want to leave the organization for better pay and benefits. Better opportunities and relocation are also playing a vital role in employees leaving the organization. Only 6% of employees feel there is no proper communication in the organization. 6. FINDINGS Retention is all about managing people. If an organization manages people well, employee retention will take care of itself. Organization should focus on managing the work environment to make a better use of human resources. As per the survey, Dr Reddy’s laboratories ltd employees like to work where these are present. Appreciation for the work done by the employee. More opportunities to grow within in the organization. A friendly and cooperative environment between the employees. A feeling that the organization is second home to the employees. Findings regarding Dr. Reddy’s Laboratories Effective leadership is also motivating them to work with Dr. Reddy’s. Salaries are not up to the expectations of the employees in Dr. Reddy’s. Dr. Reddy’s is having an employee friendly environment. Where employees feel more comfortable while working. Dr. Reddy’s has cross-functional project teams, encourage employees to shift within the organization to different domains and internal job posting opportunities. Dr. Reddy’s SPEAK OUT program is a communication channel open to all employees. The program is conducted every month by the Senior Managers of the respective locations encourages the employees to open up and discuss any issues be it professional or personal. Dr. Reddy’s REACH OUT program similar to speak out, which encourages employees to use drop boxes to convey their suggestions, raise or highlight any issue which they may not be comfortable to come forward or if they wish to maintain anonymity. Dr. Reddy’s has a team-based award that recognizes teamwork which in turn motivates employees. 7. CONCLUSION AND RECOMMENDATIONS Conclusion Retention has emerged as one of the dominant themes in management studies during the past decade. The goal of this report was to understand the reasons behind employee’s retention in the organization. The report attempts to provide the facts with a better understanding of employees and their needs. The employee demands such as good working conditions and having development opportunities are just two factors to be mentioned. Dr. Reddy’s laboratories should have good communication, hiring management with strong  human relation skills, providing growth opportunities and consulting with employees, formally and informally, will strengthen the bond with the organization, but will not guarantee their loyalty. Herzberg, through his motivation-hygiene theory suggests that job satisfaction and job dissatisfaction are produced by different work factors. What makes people unhappy is not what they do but how well they are treated. Recommendations Though Dr Reddy’s laboratories ltd is doing a great job it can still improve its working conditions to have work satisfaction in the employees and to retain them for a longer period of time. Dr. Reddy’s management can provide support in the form of work-life balance. Work life balance includes Flexible hours Alternate work schedules Vacations Dr. Reddy’s management should give little more importance to the Career growth and development of the employee within the organization. A manager plays a role of a mentor, they are the ones who involve employees in the work. So they need to hire managers who can make and maintain good relations with their subordinates. Promoting team work will improve the relationship between employees. This can lead to good and healthy competition and relation between the employees. Management of Dr. Reddy’s can support employees by providing them recognition and appreciation. 8. ANNEXURE 1. How long have you been employed at DR.Reddy’s? 1. Less than 1 year 2. 1-3 years 3. 3-5 years 4. 5-10 years 5. More than 10 years 2. What factors have influenced you to remain with Dr. Reddy’s? ( SCORE 3 as most preferred, 2 as second preferred and 1 s last preferred) 1. ___ Pay 2. ___ Benefit Package (Health Insurance, ect.) 3. ___ Promotional Opportunities 4. ___ Work hours/Shift work 5. ___ Loyalty to community 6. ___ Team culture/peer relations 7. ___ Working conditions( i.e. Safety) 8. ___ Leadership (Dr. Reddy’s only) 9. ___ Training 10. ___ Retirement plan 11. ___ Contribution to the Organization 3. How Satisfied are you with your career development within Dr. Reddy’s? 1. Dissatisfied 2. Somewhat Dissatisfied 3. Neutral 4. Satisfied 5. Very Satisfied 4. What is your level of satisfaction with the attitude of teamwork within Dr. Reddy’s? 1. Dissatisfied 2. Somewhat Dissatisfied 3. Neutral 4. Satisfied 5. Very Satisfied 5. I feel that my contribution is respected and appreciated by the department. 1. Strongly Disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree 6. I have a comprehensible course for career advancement inside Dr. Reddy’s. 1. Strongly Disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree 7. The workload placed on personnel is fair and realistic. 1. Strongly Disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree 8. Have you ever considered leaving Dr. Reddy’s? 1. Yes 2. No 9. If your answer was yes to the previous question; what would be the reasons? (SCORE 3 as most preferred, 2 as second preferred and 1 s last preferred) 1. Pay and benefits ____ 2. Better opportunity ____ 3. Family reasons ____ 4. New challenges ____ 5. Relocation ____ 6. Leadership ____ 7. Poor or no communication ____ 8. Job security ____

Free Essays on Anti Bias

The context in which early childhood programs operate today is characterized by ongoing discussion between parents, teachers, and the research community about how best to teach young children and what sort of practice is most likely to contribute to their development and learning. Recent studies show that many teachers who say they believe in developmentally appropriate practice do not have developmentally appropriate classrooms. Studies also indicate that teachers who receive in-service training on developmentally appropriate practices via workshops, site visits, and journal reflections reported a greater tendency to use these practices in the classroom. There is no singular formula for developmentally appropriate practice. Rather, teachers use these strategies to make day-to-day decisions based on the individual children, their families, and the social and culture context. There are five basic guidelines for developmentally appropriate practice. The first one being to create a caring community of learners. Developmentally appropriate practices support the development of relationships between adults and children, among children, among teachers, and between families and teachers. Teach to enhance development and learning is the next guideline that goes with developmentally appropriate practices. Early childhood teachers strive to achieve a balance between guiding children’s learning and following their lead. To construct an appropriate curriculum is also an important aspect in developmentally appropriate practice. The content of early childhood curriculum includes the subject matter, social or cultural values, parents’ input, and the age and experience of the children. The forth guideline is to assess children’s learning and development. Assessment of individual children’s development and learning is essential for pla nning and implementing appropriate curriculum. The last guideline is to establish mutually be... Free Essays on Anti Bias Free Essays on Anti Bias The context in which early childhood programs operate today is characterized by ongoing discussion between parents, teachers, and the research community about how best to teach young children and what sort of practice is most likely to contribute to their development and learning. Recent studies show that many teachers who say they believe in developmentally appropriate practice do not have developmentally appropriate classrooms. Studies also indicate that teachers who receive in-service training on developmentally appropriate practices via workshops, site visits, and journal reflections reported a greater tendency to use these practices in the classroom. There is no singular formula for developmentally appropriate practice. Rather, teachers use these strategies to make day-to-day decisions based on the individual children, their families, and the social and culture context. There are five basic guidelines for developmentally appropriate practice. The first one being to create a caring community of learners. Developmentally appropriate practices support the development of relationships between adults and children, among children, among teachers, and between families and teachers. Teach to enhance development and learning is the next guideline that goes with developmentally appropriate practices. Early childhood teachers strive to achieve a balance between guiding children’s learning and following their lead. To construct an appropriate curriculum is also an important aspect in developmentally appropriate practice. The content of early childhood curriculum includes the subject matter, social or cultural values, parents’ input, and the age and experience of the children. The forth guideline is to assess children’s learning and development. Assessment of individual children’s development and learning is essential for pla nning and implementing appropriate curriculum. The last guideline is to establish mutually be...

The Impact of Media Technologies on Child Development and Wellbeing Assignment

The Impact of Media Technologies on Child Development and Wellbeing - Assignment Example The impact of technology and the media on the growth and development of children remains philosophical. This explains why physicians and the rest of the society largely need to evaluate the exposure of children to the media. In the process, parents also need to offer regulation on the right age for children to use the media among them a radio, television, music, the internet, and video games. This paper aims at exploring both harmful and beneficial influences of technology and the media on the physical and mental health of children. Apart from other members of the society, the discourse identifies various ways through which physicians can counsel families and families with the aim of enhancing the appropriate use of the media and technology by children in their environments. The developments in the media sector come from the developments in the information and communication technology. Video, television, games, mobile phones, and music, as well as the internet, continue to bring substantial changes experienced by children in the present society. In most cases, the changes find parents and guardians in addition to the society largely unprepared to handle the challenges accompanying the use of media technology (Bernard-Bonnin, 1991, p. 50). In the end, parents do not comprehend various ways and levels of regulating the use of the media by the children. Today, substantial evidence from health practitioners proofs the effects of the media on the health of children. Research across many countries including Australia and Canada shows that families prefer what media technologies provide. Educational programs offered by the media contribute a lot to the improvement of academic abilities and knowledge of children. This starts early and physicians encourage paren ts and guardians to introduce them to their children while they are young. Choosing programs for children makes a big difference to the knowledge and skills of children when they start schooling.

The Influence of Sociodemographic Factors on the Likelihood of Youth Essay

The Influence of Sociodemographic Factors on the Likelihood of Youth Entering - Essay Example In this study the author further asserts that these youth gangs develop negative identification with the law enforcers as well as the neighborhood residents. He further provides that youth gangs is not a new phenomenon in the society asserting that it dates back in 17th century where they were characterized with wearing of distinct colors for their identification and arose mainly from social and economic vacuum in their neighborhoods and their contemporary societies. Thus ascribing from this it can be argued that youth gangs have evolved leading to emergence of larger gangs. The notable emerging larger gangs are having sophisticate organization, have access to powerful and dangerous weapons and they continue to recruit young children into these gangs (Wiener 2005). Attributing to this youth gangs are considered a threat to the peaceful coexistence in the society at large. According to Howell (2005) in his research provides that the origin of youth gangs is greatly attributed to the e conomically and socially disadvantaged background. He asserts that these backgrounds have broken families and lack of community cohesiveness (Howell 2005). These youth gangs in most societies and neighborhoods are perceived by its members to fill several needs (Howell 2005). These needs range from psychological, physical, economic and social needs. It is notable that these underlying needs are associated with the failure of the family to fill the arising gaps from this. Taking into consideration these societal needs it can be asserted that gangs notable intents is focused on provision of friendship, sense of identity, searching for wealth and finally for the purpose of security (Howell 2005). Nature and organization of youth gangs According Brantingham (2006) in his publications describes how various youth gangs operates and how they co-ordinate their activities. The authors provide extensive understanding in regard to various youth gang behaviors by identifying and examining its le adership structure and its primary objectives. In this study it is notable that youth join gangs majorly for due to increasing trusting relationship within the gang family (Brantingham 2006). This is attributed to negligence as well as incompetence on the parents, clergy and teachers in performing their traditional roles of counseling and guiding the youth in the society. In the examination of youth gangs in general, it is notable that gang members have developed trusting solid relationships with their mentors who is considered the gang leader (Brantingham 2006). According to Campbell (2011) this relationship of the mentor and the mentee comes along with patience and the willingness and commitment of the mentor in pursuing of a strong relationship. It can be argued that the concept of being real comes in place which is a key attribute of any youth gang leader (Campbell 2011). This involves the gang leader relating genuine concerns on behalf of the gang members. The leader should act in accordance with the youth gang culturally appropriate manner without it being perceived by the gang members as preachy or contrived. Therefore the mentor needs not to condemn the mentee for their actions or their immorality but the real attribute ensures that the gang leader listens, understands and help the